New Zealand unfair dismissal (unjustified dismissal) case summaries from the Employment Relations Authority (ERA), explaining key facts, outcomes, and lessons for employees and employers.
These unfair dismissal (unjustified dismissal) case summaries cover Employment Relations Authority (ERA) decisions from across New Zealand. Each case highlights the facts, the Authority's reasoning, and the outcome, so you can see what tends to help or hurt a dismissal justification.
If you are dealing with a dismissal dispute, these examples can help you understand common errors in process, the standard of reasonableness applied, and typical remedies where a dismissal is found to be unjustified.
![VAN HEERDEN v LONGEVITY CONSTRUCTION LIMITED and Anor [2025] NZERA 217 - The Authority ordered remedies and addressed unjustified dismissal issues.](/Images/site/EmploymentAdvocatesAucklandCard.jpg)
The Authority ordered remedies and addressed unjustified dismissal issues. Mr and Mrs van Heerden were both advised their positions had been disestablished and their employment had been terminated on the grounds of redundancy during a meeting held with them both on 30 January...
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). Mr Williams claimed this summary dismissal of him, on the grounds of redundancy, was procedurally and substantively unjustified and that Longevity failed to meet its good faith...
The Authority ordered remedies and addressed unjustified dismissal issues. On 21 December 2022, he was dismissed as Akitio reached the conclusion he had punched another driver in the face.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). Mr Murray alleges Owaka Motors (2008) Limited (the employer) unjustifiably dismissed him for losing his licence, unlawfully discriminated against him on the grounds of mental...
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). She further says Winton failed to address the distress and harm she experienced as a result of that behaviour; told her the behaviour would likely continue; told her that the...
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). After just over two years, Lincoln University disestablished the RFT role based at MGS and as a result Ms Cheng's employment came to an end on 1 May 2024 by reason of redundancy.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). Mr Callen then identified an unjustified dismissal claim in an application to the Authority of 25 October 2023.
The Authority found the employee was unjustifiably dismissed (abandonment was not made out) and awarded remedies. The Authority ordered lost earnings, reimbursement of deductions, annual leave and compensation.
