Unfair Dismissal (Unjustified Dismissal) Case Summaries | ERA New Zealand

Prasath Balachandariyar was made redundant after Civtec Limited scored him too low for roles in a new structure. The ERA accepted Civtec had a genuine business reason and ran a procedurally fair consultation process, but found the selection scoring was substantively unfair. Civtec had marked him down because of bronchial asthma, a temporary workplace wrist injury, a wrongly used Record of Conversation and sick leave. The dismissal was unjustified, the wrist injury support was an unjustified disadvantage, and $37,534 was ordered...

Deborah Eyles was employed by Bottlers Limited as a permanent part-time supervised contact visit supervisor. After she accidentally sent a negative text about a visiting parent to the visiting parent instead of a colleague, Bottlers stopped rostering her, investigated the incident, then sent a termination letter saying only that it was giving notice under the employment agreement. The ERA rejected the employer's later redundancy explanation, found unjustified dismissal and unjustified disadvantage, and ordered $20,000 compensation plus wage reimbursement...

Angus Jowitt was paid $20 cash in hand while the employer accepted the agreed rate was $27 per hour. After a fraught working relationship and an argument over coffee, Gokula Music Limited treated him as having resigned. The ERA found there was no clear resignation, the 21 November text ended the employment, and the dismissal was unjustified. Wage arrears, holiday pay, compensation, lost wages and penalties were ordered...

Mereana Kennedy resigned after raising safety concerns about repeated unwanted communications from a candidate she was required to deal with at work. The ERA found Remarkable People Limited failed to properly investigate and respond once its safety plan was not working. The resignation was a constructive dismissal, unjustified under s 103A, with $20,000 compensation and 5.5 weeks lost wages ordered...

Eurocars labelled a new car salesperson as casual and then texted him that his casual employment was terminated because he was busy with a lawyer and physio. The ERA found the real relationship was permanent on an as-required basis, the text was a summary dismissal, and the employer had no fair process or substantive justification...

Everest Corporation Limited told an automotive technician his employment was ending because it would not renew what it said was a one-year contract. The ERA found the agreement was permanent, the dismissal process was non-existent, and the employer's later allegations of poor workmanship, customer solicitation, misuse of property and theft were not substantiated...

After a customer incident captured on CCTV, the employer emailed that the matter was serious misconduct and 'will result in instant dismissal effective from 4 June'. The ERA held that was an unequivocal sending away: the worker was dismissed without any fair process and did not abandon...

A sales manager was put on 'special leave' while four bullying/harassment complaints were being investigated, but his phone and laptop were taken and he was removed from the workplace without prior consultation. Five days later he was dismissed for serious misconduct without being given the...