![KINZETT v FIRE AND EMERGENCY NEW ZEALAND [2025] NZERA 132 - The Authority ordered remedies and addressed unjustified dismissal issues.](/Images/site/EmploymentAdvocatesAucklandCard.jpg)
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.
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. 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.
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). 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...