![JIANG v TRUSTED TOUCH THERAPY LIMITED (IN LIQUIDATION) and ORS [2025] NZERA 385 - 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). Ms Jiang raised her unjustified dismissal personal grievance with TTTL through her lawyer's correspondence dated 28 March 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.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). Ms Jiang raised her unjustified dismissal personal grievance with TTTL through her lawyer's correspondence dated 28 March 2024.
The Authority ordered remedies and addressed unjustified dismissal issues. Terms of employment relating to redundancy [18] Ms Pink's IEA included the following agreement about what would happen in a redundancy proposal situation.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). He remained at home until he was dismissed by way of letter on 8 January 2024.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). At an interim stage the Authority did not reinstate DQJ.2 DQJ challenged that determination successfully - the Employment Court interim reinstated DQJ to the payroll pending a...
The personal grievance for unjustified dismissal was upheld. The Authority was satisfied that Mr Ward was aware of the date and time of the investigation meeting, and he should have attended but he chose not to.
A costs determination was made. One set of allegations arises from complaints made by Mr Trail's line manager - these complaints form part of the evidence for the investigation of this employment relationship problem.
The Authority ordered remedies and addressed unjustified dismissal issues. Mr Riseley says his resignation should be treated as a constructive dismissal because the way the employer treated him meant he could not have been expected to continue working under such circumstances.
The Authority ordered remedies and addressed unjustified dismissal issues. Mr Zhang said Ms Li said she had received an offer of employment and resigned at the meeting.