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.
![HAI ZHENG v JCD NZ LIMITED [2025] NZERA 453 - The Authority ordered remedies and addressed unjustified dismissal issues.](/Images/site/EmploymentAdvocatesAucklandCard.jpg)
The Authority ordered remedies and addressed unjustified dismissal issues. However, if he was taken to have resigned, Mr Zheng said this was caused by breaches of his terms of employment so was really a constructive dismissal, resulting from actions initiated by JCD.
The Authority ordered remedies and addressed unjustified dismissal issues. The letter referred to matters set out by WRW in her resignation letter and several additional matters.
Unjustified dismissal found (employee succeeded). This determination comes from the Christchurch registry. The parties are LEBRETON (employee) and DA HAI INVESTMENT LIMITED (employer).
The Authority ordered remedies and addressed unjustified dismissal issues.
The Authority ordered remedies and addressed unjustified dismissal issues. Mr Da Silva says he was unjustifiably dismissed in the 16 October meeting because DSJ did not have a good reason for firing him and it did not follow any process.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). He says he was constructively dismissed for all these reasons and seeks compensation of $7,200 or actual lost remuneration to April 2024 when he found new employment.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). Mr Sims maintains Mr Tyack resigned in a text message to him of 2 August 2023, after he was asked to start work later that day.
The Authority ordered remedies and addressed unjustified dismissal issues. Mr Chase-Pona also claims he was unjustifiably dismissed on 9 October 2023 when the Operations Manager terminated his employment without notice.
