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.
![ZHENG v EASTPAC CORP LIMITED and Anor [2025] NZERA 149 - The Authority ordered remedies and addressed unjustified dismissal issues (partly successful).](/Images/site/EmploymentAdvocatesAucklandCard.jpg)
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). During the day on 23 July 2020, WeChat messages show Ms Liu also tasked Ms Zheng with taking minutes of a meeting and distributing them to everyone in a staff work group.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). Ms Thing (quoted wording omitted) and returns to work [18] On 30 April 2022, Ms Thing informed Ms Liu via WeChat message that she was resigning as she did not think the job was...
A penalty determination was made. He says he had no choice but to resign due to an unfair and unjustified investigation the employer undertook into alleged conduct of his and that his resignation was in law an unjustifiable constructive dismissal.
The Authority ordered remedies and addressed unjustified dismissal issues. The investigator's report concluded that there were breaches of FENZ's Standards of Conduct Policy by all three.
The Authority ordered remedies and addressed unjustified dismissal issues. TTH relied on an incident that had happened almost three weeks prior to his dismissal to allege his behaviour was wilful or deliberate.
Mr Resink says that he was unjustifiably constructively dismissed because either ES breached a duty to him that was serious enough that ES ought to have foreseen he would resign; or alternatively there was a course of conduct...
A Determination was made. Employment Relationship Problem [12] QN was employed by FT Ltd as a branch manager from June 2017 until being summarily dismissed on 4 March 2024.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). Tamaki further denies any bullying occurred and says the suspension during the redundancy consultation period was justifiable in all the circumstances.
