Labour Department NZ
The Labour Department is administered by Employment New Zealand and provides Mediation Services for employers and employees. We represent employees in unfair dismissal, personal grievance and minimum entitlement claims.
Labour Department
The Department of Labour was integrated into the Ministry of Business, Innovation and Employment (MBIE) and is now called Employment New Zealand. The Labour inspector, Mediation Services and Employment Relations Authority are run by MBIE.
Legal Representation
While MBIE and Employment New Zealand provide forums for resolution of employment relationship problems, an employee still requires representation. We represent in cases involving:
- Unjustified dismissal or unfair dismissal
- Unjustified disadvantage claims
- Personal Grievances
- Wage arrears and holiday pay claims
We achieve financial settlements for employees.
Related articles
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Constructive Dismissal
Constructive dismissal (resignation) personal grievance law. If your employer is pushing you to resign, get advice first. In many cases, do not resign.
Casual Employment Dismissal
If a casual employee is unfairly dismissed by their employer during a period of casual engagement, the employee can bring an unjustified dismissal personal grievance. "Casual" does not mean "no rights".
Dismissed on a 90 Day Trial NZ? When You Can Still Bring an Unjustified Dismissal
NZ 90-day trial period law explained. If the trial clause or notice is defective, you may still raise a Personal Grievance (PG) for unjustified dismissal. Check common mistakes.
Dismissal for Medical Incapacity
Employers are not expected to keep a sick or incapacitated employee's job open for an indefinite period. The tests of fairness and reasonableness apply.
Employee Unfair Dismissal and Personal Grievance Evidence Matters
Unfair Dismissal and Personal Grievance cases require the employee to give evidence and provide clear and convincing proof to support their claim. Employee advice on evidence gathering.
When a Redundancy is an Unfair Dismissal
The Employment Court upheld a determination of the Employment Relations Authority that an employer pay its former employee substantial compensation for hurt and humiliation in remedy of the redundancy having been found unjustifiable.