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 BOYA TRADING LIMITED and Anor [2025] NZERA 427 - A penalty determination was made.](/Images/site/EmploymentAdvocatesAucklandCard.jpg)
A penalty determination was made. Mr Zheng's dismissal [24] On 26 May 2023 Mr Yan sent Mr Zheng a text message confirming BTL had summarily dismissed Mr Zheng from his employment because he refused to work and accused Mr Zheng of abandoning his employment.
The Authority ordered remedies and addressed unjustified dismissal issues (partly successful). On 12 May 2022 MOVe Freight terminated Mr Putaanga's employment.
The Authority ordered remedies and addressed unjustified dismissal issues. He was dismissed from his employment on 7 August 2024 during a video conference meeting using the Webex platform (the Webex meeting).
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...
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.
