![WYETH v HANSEN PRODUCTS (NZ) LIMITED [2025] NZERA 92 - A Determination was made.](/Images/site/EmploymentAdvocatesAucklandCard.jpg)
A Determination was made. Mr Wyeth was therefore only partially successful in his claims; • Mr Wyeth turned down a settlement offer of $10,000.00 made on a Calderbank basis on 23 May 2024.
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.
A Determination was made. Mr Wyeth was therefore only partially successful in his claims; • Mr Wyeth turned down a settlement offer of $10,000.00 made on a Calderbank basis on 23 May 2024.
A costs determination was made. The final meeting in relation to the allegations regarding the Ball occurred on 3 November 2023.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). Ms Huynh admitted she had tried to forcibly take Ms Pham's phone away, and said that she had assumed Ms Pham was also trying to record her and insist on her rights even after being...
The Authority ordered remedies and addressed unjustified dismissal issues. Mr Wei claimed the respondents failed to address this matter in an appropriate manner, which he alleged led to him being subjected to a (quoted wording omitted) in the workplace by Ms Gong on 13...
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). She was then terminated by way of an emailed letter later that day and did not understand what she had done wrong or what Ms Huynh meant as she had been at work.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). This was confirmed in writing by way of an undated letter, stating that she was being dismissed in accordance with the trial period in her employment agreement, and would receive...
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). She was dismissed on 26 December 2023 under a 90-day trial period after she had been working for 100 days.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). She was then emailed a termination letter at 10.00 pm on 26 December 2023.