People and Culture Teams
Check your approach before it reaches the CEO, the board or the Commission. Find the clause, test the process and draft the correspondence, with each step referenced so you can show your reasoning.
Australian HR and IR advice, cited to the source
Workplace Advice That Holds Up
Most HR and IR questions aren’t big enough for a law firm, but they’re too risky to guess at. Di Marco gives you a clear answer in minutes, referenced to the Fair Work Act, the award and Commission practice, and drafts the letter or plan you need.
From A$49 a month. Cancel any time.
Managing underperformance
Page 1 of 6
Referenced to the SourceEvery answer names the section, clause or decision it relies on, so you can check it.
Australian OwnedA Perth business, working to Australian law for workplaces across the country.
Private by DefaultYour questions and documents are never used to train AI models.
Works Where You DoIn your browser, the Windows app, or inside Copilot, ChatGPT and Claude.
Who Di Marco Is For
Most workplace questions sit somewhere between “we should probably check this” and “we need a lawyer”. That’s where Di Marco helps, whichever side of the matter you’re on.
Business Owners and Managers
Without an HR team, you still have to get pay, warnings, consultation and terminations right. Di Marco gives you the answer and the paperwork, without legal fees for every question.
Employees
If you’ve been given a warning, a show cause letter or a redundancy notice, find out where you stand, what your employer has to do and what your options are before you respond.
You choose whose side the answer takes. Select Employer, Employee or HR adviser in the chat, and Di Marco sets out the position and next steps for you.
What’s Changed, and Why It Matters
Three changes make it more important to get the process right the first time, for employers and employees alike.
With claims now easier to lodge, the paperwork behind a decision needs to hold up from the start.
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Intentional Underpayment Became a Crime
Underpaying an employee on purpose can now be prosecuted as a criminal offence. Classification is where that exposure often hides.
Fair Work Act 2009 (Cth) s 327A
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Dismissal Claims Moved Online
Unfair dismissal and general protections dismissal claims can be lodged through the Commission’s MyFWC portal, and both parties are emailed a link to the case documents.
Fair Work Commission
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AI-Prepared Documents Must Say So
If you use AI to prepare a document you lodge with the Commission, from an application or response to a witness statement, it must say so and how, and every fact, case and quote in it must be checked. Di Marco’s drafts for the Commission include the disclosure and link every case.
Fair Work Commission, Guidance Note on GenAI in Commission cases
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Unchanged
Still 21 Days to Lodge
A dismissed employee has 21 days from the date the dismissal takes effect to lodge either claim.
Fair Work Act 2009 (Cth) ss 366 and 394
Everything Included in Every Plan
Ask Di Marco a question the way you’d ask an experienced colleague. You’ll get the answer, the reasoning and the references, and it will draft the letter or plan if you need one.
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AskDescribe the matter in plain English, the way you’d explain it to a colleague.
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Read the answerThe bottom line, the steps to take, the risk flags and, where relevant, how the Commission has approached similar cases, with each point referenced.
- 3
Use itCheck the sources, then download the whole answer in Word or PDF, or the draft by itself in Word.
Referenced Answers
First answers lead with the bottom line, give the steps, include a draft when useful and flag the risks, referenced to the Fair Work Act, the NES, modern awards, enterprise agreements and Commission practice.
Checked Before You See It
Answers are written against the current Fair Work Act and award clauses. Links are tested, every case is linked to AustLII, and Fair Work Act section numbers are checked against the current Act. Any case or section that can’t be confirmed is named in a note.
See the sourcesLetters and Plans, Drafted
Meeting invites, warnings, show cause letters, consultation packs and terms of reference. Download the whole answer in Word or PDF, or just the letter in Word, with working links.
Upload a Document
Attach a contract, payslip, letter, policy, spreadsheet or screenshot and ask what it means or what’s wrong with it.
Inside Copilot, ChatGPT and Claude
Add Di Marco to the AI assistant you already use with your own connector. It’s opt-in for each user and you can revoke it at any time.
Set up the connectorCalculators and Award Finder
Estimate redundancy, notice, long service and annual leave, and find the modern award that covers a role.
Compliance Audit
Twenty-four questions across contracts, pay and records, leave, performance and WHS, with a risk-scored report. It runs in your browser, so your answers stay on your device.
Run the auditCalendar and Alerts
Fair Work, ATO and super dates kept current, and an email when a change to the Fair Work Act or another workplace law is registered.
View the calendarWhere It Works and How Your Data Is Handled
Works Where You Do
Use Di Marco in your browser, install the Windows app from the Microsoft Store, or add it to Copilot, ChatGPT or Claude with your own connector. The connector is opt-in for each user and can be revoked at any time.
Your Data Stays Yours
- Di Marco Consulting is an Australian company, working to Australian law.
- Your questions and documents are never used to train AI models.
- Conversations are deleted after 24 months, or sooner if you ask.
- You can delete your account from the account menu at any time.
Plans and Pricing
Every plan includes the full platform. The difference is how many questions you can ask each day, how much depth you need and how many people use it. Pay monthly with no lock-in contract, or yearly and get two months free.
Basic
For occasional questions
A$49/month
A$490/year
About A$11 a week
A$588 if paid monthly (12 × A$49). You save A$98, two months free.
For employees, small business owners and anyone who needs an answer now and then.
- Up to 50 messages a day
- Fast answers for everyday questions
- Uploaded documents read by the Pro model
- Answers in Word or PDF and drafts in Word, with working links
- Every tool: calculators, award finder, audit, calendar and alerts
Recommended for practitioners
Pro
For regular professional use
A$89/month
A$890/year
About A$21 a week
A$1,068 if paid monthly (12 × A$89). You save A$178, two months free.
For People and Culture practitioners handling matters every week.
- Everything in Basic, plus:
- Up to 250 messages a day
- Our more capable model for complex matters
- Deep Research: thorough, fully cited analysis for the hard ones
Team
For HR teams and organisations
A$399/month
A$3,990/year
For 5 users, about A$18 a user a week
For 5 users. A$4,788 if paid monthly (12 × A$399). You save A$798, two months free.
Five separate Pro plans cost A$445 a month. You save A$46 a month, and each extra person is A$25 instead of A$89.
Five separate Pro plans paid monthly cost A$5,340 a year. You save A$1,350 a year: the Team price plus two months free. Each extra person is A$250 a year instead of A$1,068.
Each person gets their own sign-in on one bill. Add more people at checkout or later, A$25 a user a monthA$250 a user a year.
- Everything in Pro, plus:
- 5 users included, each with their own sign-in
- Add and remove people yourself, any time
- Up to 1,000 messages a day for each user
- Twice Pro’s per-minute limit, for heavy days
| What you get | Basic | Pro | Team |
|---|---|---|---|
| Price, monthly | A$49 | A$89 | A$399 for 5 users, then A$25 a user |
| Price, yearly (two months free) | A$490 | A$890 | A$3,990 for 5 users, then A$250 a user |
| Yearly saving against paying monthly | A$98 (A$588 less A$490) | A$178 (A$1,068 less A$890) | A$798 (A$4,788 less A$3,990) |
| Five people, monthly | A$245 (five plans) | A$445 (five plans) | A$399 (one plan) |
| Users | 1 | 1 | 5 or more, each with their own sign-in |
| Messages a day | 50 | 250 | 1,000 for each user |
| Answer model | Fast, for everyday questions | More capable | More capable |
| Deep Research | Not included | Included | Included |
| Upload documents and images | Included | Included | Included |
| Answers in Word or PDF, drafts in Word | Included | Included | Included |
| Calculators, award finder, audit, calendar and alerts | Included | Included | Included |
| Inside Copilot, ChatGPT and Claude | Included | Included | Included |
Not sure which plan fits? Start with Basic and move up when you need to. Payments are processed securely by Stripe, and your account is created with the email address you pay with. Prices are in Australian dollars, and no GST is added. General HR and IR guidance only, not legal advice.
For Teams and Organisations
The Team plan puts five people on one bill, each with their own sign-in, and you add or remove people yourself. For a larger organisation I’ll set it up with you: the connector for the AI tools your team already uses, usage reporting, and training for your people leaders.
See the Team planMulti-User AccessEach person has their own account, with central billing and user management.
Connector and IntegrationsAccess through Copilot, ChatGPT and Claude, and integrations scoped to your HR systems.
Usage ReportingSee how your organisation uses Di Marco and where the questions come from.
Support and TrainingPriority support, and training for your HR team and people leaders.
Who You’re Dealing With
I’m Damien Singh, the founder of Di Marco Consulting. I’m an HR and IR practitioner with experience in Australia’s resources and energy industry, including mining and oil and gas, across employee relations, enterprise bargaining and Fair Work Commission matters.
In those roles I kept running into the same gap. Most of the questions I needed answered weren’t big enough for a law firm, but they were too important to guess at, and getting a reliable answer was slow and expensive. For employees and small business owners without an HR team, it’s harder still.
I built Di Marco to close that gap: clear HR and IR advice, referenced to the Fair Work Act, modern awards and Commission practice, at a price individuals and small teams can afford.
The nameDi Marco is my mum’s maiden name.
Enquiriesadmin@dimarco.consulting
LinkedInFollow Di Marco Consulting
InstagramFollow @dimarco.consulting
FacebookFollow Di Marco Consulting
What Clients Say
Feedback from people who’ve used Di Marco, tagged by the service it relates to.
AI Platform
“I used Di Marco Consulting whilst I was in the process of resigning and moving jobs, it helped me understand my rights and the best way to go about resigning. From notice requirements to advice on writing the resignation letter, Di Marco Consulting was very informative. I would highly recommend and use Di Marco Consulting again.”
Hands-on HR and IR Consulting
“Di Marco Consulting provided clear, practical guidance during a difficult business separation that did not end on good terms. Their knowledge of entitlements, legislation, shareholder rights and commercial obligations helped me understand my position and feel properly prepared to address the situation. I’m grateful for their professional support and would confidently recommend them.”
Website Design and Build, Consulting
“I couldn’t be happier with the website that was created for me. From start to finish, the whole experience was fantastic. Nothing was ever too much trouble, and no matter how many times I changed my mind or asked for something different, it was always done quickly and professionally. He went above and beyond to make sure everything was exactly how I wanted it and even suggested improvements I hadn’t thought of. His knowledge and attention to detail are second to none, and it’s obvious he takes great pride in his work. If you’re looking for someone who is reliable, patient, incredibly knowledgeable, and genuinely great to work with, I can’t recommend him highly enough. Thanks again for all your hard work, I’m over the moon with the website!”
AI Platform
“I use Di Marco Consulting daily as a HR professional for all legal and IR advice. The ability to be empowered with so much information helps assist in small and large scale decisions. Affordable subscription basis and can cancel at any time!”
Alongside the platform, I take on a small number of hands-on consulting and website engagements as availability allows. Email me to enquire.
Used Di Marco? Leave a review
Honest feedback helps me improve Di Marco, and it helps other people decide. With your permission, I’ll publish a short testimonial on this page.
I use these details to follow up and, with your permission, to publish a short testimonial. Your email address is only used to follow up.
Consulting and Hands-On Help
Some matters need an experienced practitioner, not just an answer. I take on a small number of engagements, and each one is backed by the research and drafting tools in Di Marco.
Performance and Conduct
Meeting invites, follow-up letters, warnings and outcome notices that meet procedural fairness.
Consultation and Demobilisation
Clear, defensible messaging for project close-outs, transfers, redeployment and redundancy.
Enterprise Agreements
Better off overall test checks, access period paperwork and communication for managers and field teams.
HR Investigations
Independent investigations into misconduct, bullying, harassment and code of conduct complaints, with a findings report that holds up.
How an investigation runsPosition Classifications
Classification reviews against award and agreement structures, with back pay exposure worked out before it becomes a claim.
How a classification review runsHR System Reviews
Contracts, policies, payroll set-up, records and delegations, checked against the Fair Work Act, with a plan to close the gaps.
How a system review runsSpecialist Engagements
Investigations, classification reviews and HR system reviews are where organisations most often need someone independent. I scope each one after a short conversation at no cost, and it can run as a fixed-scope project or as ongoing support.
HR Investigations
Independent, procedurally fair investigations into complaints and allegations, run at arm’s length from the people involved, so the findings hold up if the matter later reaches the Fair Work Commission, a court or a regulator.
What’s covered and how it runs
What We Investigate
- Misconduct and serious misconduct allegations
- Bullying, harassment and sexual harassment complaints, including positive duty obligations under the Sex Discrimination Act 1984 (Cth)
- Code of conduct, fraud and policy breach matters
- Grievances and interpersonal conflict where an independent view is needed
- Psychosocial risk and participant welfare throughout the process
How It Runs
- Scoping and terms of reference: the allegations, the scope, the standard of proof and who the investigation reports to
- Planning: evidence, witnesses, confidentiality, and any interim arrangements such as a stand down on full pay
- Allegation letters and interviews: allegations put clearly, a genuine opportunity to respond, support person offered, everything recorded
- Analysis: findings made on the balance of probabilities, with the Briginshaw principle applied to serious allegations
- Report: written findings, reasoning and evidence, with recommendations kept separate from the decision
You receive: terms of reference, allegation and interview correspondence, a written findings report with the evidence relied on, and a separate recommendations note. The investigation and the disciplinary decision are deliberately kept apart. The decision maker remains the employer.
Position Classifications
Classification is the single biggest driver of underpayment exposure, and it is almost always found late. We map what people actually do against the classification definitions that apply to them, and tell you plainly where you sit.
What’s covered and how it runs
What Is Covered
- Identifying the applicable modern award, or confirming award free status
- Mapping duties, skills and responsibility against award classification definitions and enterprise agreement structures
- Work level standards and internal role architecture
- Position descriptions written to line up with the classification level, not against it
- Progression rules, junior, apprentice and trainee rates, and allowances tied to classification
- Annualised wage and set off arrangements, and whether they still hold up
- Reclassification requests and classification disputes
How It Runs
- Role evidence: position descriptions, actual duties, structure, current rates and any set off in contracts or agreements
- Coverage: confirm the award or agreement that applies
- Assessment: duties tested against the classification definitions, level by level
- Exposure: where a classification is wrong, quantify the gap and the back pay window
- Remediation: recommended classification, the reasoning, employee letters, and a fix that does not create a fresh problem
You receive: a classification determination for each role with written reasoning, corrected position descriptions, a quantified exposure summary, and the correspondence to put it right. Worth doing before it finds you: intentional underpayment has been a criminal offence under the Fair Work Act since 1 January 2025.
HR System Reviews
A structured audit of the HR framework (the documents, the systems and the habits) against the Fair Work Act 2009 (Cth), the National Employment Standards and the awards and agreements that apply to you, with a prioritised plan to close the gaps.
What’s covered and how it runs
What Is Reviewed
- Employment contracts and letters of offer, including casual employment and the employee choice pathway
- The policy suite: conduct, performance, discipline, grievance, respect at work, WHS and psychosocial risk, flexible working, leave and technology use
- Payroll and HRIS configuration against award rules: rates, allowances, penalties, overtime, loadings and accruals
- Record keeping and pay slips under ss.535 and 536 of the Fair Work Act and the Fair Work Regulations
- Onboarding, probation, performance and exit processes end to end
- Delegations and approvals: who is actually authorised to make employment decisions
- People leader capability, and where the process breaks down in practice
How It Runs
- Document and system request: contracts, policies, payroll rules, HRIS reports and templates
- Interviews: HR, payroll and a sample of people leaders, on how it works in practice rather than on paper
- Testing: a sample of employees traced end to end, from contract through to pay slip
- Gap analysis: each area rated, with the risk and the consequence stated plainly
- Roadmap: what to fix now, what to fix this quarter, and what to build over twelve months
You receive: a written report with a maturity rating for each area, the specific gaps and their consequences, and a prioritised remediation plan with owners and timeframes, plus the replacement documents where the review finds they are needed.
An investigation can run as a full independent investigation, or as support behind the scenes for your own investigator. To discuss scope, email admin@dimarco.consulting or use the enterprise form.
Templates, Training and Resources
Starting points built into Di Marco. Choose one, add your facts, and it drafts the rest for you to check.
Templates
- Performance Meeting InviteSupport person options and practical timeframes.
- Show Cause LetterBalanced framing and clear expectations.
- Consultation PackDemobilisation notice, transfer advice and FAQs.
- Investigation PackTerms of reference, allegation letters and a findings report structure.
- Classification ReviewAssessment letters, reclassification outcomes and rectification correspondence.
- HR Audit ToolkitPolicy gap checklist, record keeping review and an audit report structure.
Training
- People Leader PacksHow to invite, run and document a meeting.
- Fair Work Act RefreshersUnfair dismissal and general protections risk.
- Enterprise BargainingVoting communication and the access period, explained simply.
Resources
- ChecklistsProcedural fairness and record keeping.
- Letter LibraryStarting points to tailor with Di Marco.
- Case NotesKey points from Fair Work Commission decisions.
Questions Before You Sign Up
These are the questions I’m asked most. If yours isn’t here, email admin@dimarco.consulting.
Can I rely on an AI for this?
First answers name the sections, clauses or decisions behind the key points, so you can check them yourself. Links are tested, every case is linked to AustLII, and a case that can’t be confirmed is named in a note. It flags the risks and tells you when a matter needs a lawyer. You can read six real answers further down this page.
I already use ChatGPT. Why would I pay for Di Marco?
Keep using it. Add Di Marco to ChatGPT, Copilot or Claude and your workplace questions are answered from Australian workplace law, with references, rather than from the open internet.
How is this different from an advice line or a law firm?
An advice line gives you someone to talk to, and a law firm is the right call when a matter is heading to a hearing. Di Marco sits between them: a written, referenced answer and the draft at any hour, month to month, and it tells you when it’s time for a lawyer.
Is this legal advice?
No. Di Marco gives general HR and IR guidance. For dismissals, general protections, discrimination, serious bullying or harassment, whistleblowing or workers compensation disputes, get independent legal advice from a qualified practitioner. Di Marco will tell you when that applies.
Can I use it for documents I lodge with the Commission?
Yes, as a first draft. From 20 October 2026, the Commission requires any document prepared with AI to say so and how, and you must check every fact, case and quote in it. Di Marco’s drafts for the Commission include that disclosure paragraph and link every case, and witness statements are set out for the witness to complete in their own words.
What happens to my questions and documents?
They’re never used to train AI models. Conversations are kept for 24 months and then deleted, or sooner if you ask, and you can delete your account from the account menu at any time.
Can I cancel?
Yes. Monthly plans have no lock-in contract, and you can cancel any time from the Stripe billing portal in your account. A yearly plan is paid a year ahead: cancelling stops it renewing, and you keep access until the end of that year.
How do I add people to a Team plan?
Sign in and open Your team. Enter each person’s email address and we email them a link to set their password. You can remove people there too. To add more users than your plan has, change the number in the Stripe billing portal or email admin@dimarco.consulting.
Will I deal with a real person?
Subscriptions are self-service, so answers are available at any hour. When a matter needs someone independent, I run investigations, classification reviews and HR system reviews myself. I take on a limited number of these alongside my other work, so they depend on availability. Each one is scoped after a short conversation at no cost.
Does it work on my phone?
Yes. It works in any browser, you can add it to your home screen, and there’s a Windows app in the Microsoft Store.
Sign In to Di Marco
Already subscribed? Sign in with the email address you paid with. New to Di Marco? Choose a plan above. After checkout you’ll set a password and can sign in straight away. If you’re sent back here instead, use the password link below.
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Enterprise Access
Real Answers to Common Questions
These are real Di Marco answers to six questions people often ask. Select one to read the full answer in the chat below. To ask about your own situation, choose a plan or sign in.
Ask Di Marco
This chat runs on this site, using Di Marco’s HR and IR engine.
Di Marco is an AI-powered HR and IR assistant. Outputs are machine generated and may contain errors. Do not share highly sensitive or identifying personal information. Always verify guidance against your own circumstances, applicable instruments and independent advice before acting.
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Stay Ahead of Legislative Change
Workplace law changes often. Di Marco keeps track of it so you don’t have to.
Law Change Alerts
Sign in and turn on alerts to get an email, with a link to the source, when a change to the Fair Work Act, the Fair Work Regulations or another workplace law is registered.
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