Employment Law Advice for Employers
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Employment Law Advice for Employers

We are Employment Advocates for Employers. Mediation, Employment Relations Authority (ERA) and Employment Court Representation. We represent employers in defending against personal grievance claims.

Employer Quick Contact Form Employee Case Form

We defend employers from personal grievance claims. We work proactively with employers in making sure their legal bases are covered and to reduce the risk of problems arising later. Dealing with the issues properly at the start and as they arise will avoid later risk and expense. We work to reduce costs and to reduce the damage.

  • Defending Personal Grievance claims
  • Unfair Dismissal Employment Law Specialists
  • Defending wage arrears and holiday pay claims
  • Negotiating Exit Packages
  • Firing problematic employees
  • Handling misconduct and performance issues
  • Providing guidance on difficult employment matters
  • Employment Agreements
  • 90 Day Trial and Probationary Period help

150A Payment on resolution of problem and Advocates' GST Invoices are lawful

No Win No Fee No Win No Fee Employment Lawyers Employment Lawyers Employment Law Advice For Employers Employment Law Advice For Employers

Parties can agree that an advocate is paid directly by the employer in terms of an s 149 record of settlement. "Payment" excludes legal or advocacy services where such service is a separate term of the settlement and a GST invoice for a defined sum is provided to the other party. Continue reading

PSPLA Workplace Investigation

Employment Law Advice For Employers Employment Law Advice For Employers

The New Zealand employment law scene still suffers with its unlicenced employment investigators. Many untrained workplace investigators who front themselves primarily as Human Resources consultants are holding themselves out as being investigator to the employer in employment investigations where they receive valuable consideration for doing so. A recent Private Security Personnel Licensing Authority (PSPLA) decision has confirmed the restriction on this practice where the investigator does not hold a licence. Continue reading