![BOYD v WARD [2025] NZERA 352 - The personal grievance for unjustified dismissal was upheld.](/Images/site/EmploymentAdvocatesAucklandCard.jpg)
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.
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 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.
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.
A penalty determination was made. Employment relationship problem [2] Simon Stewart alleges he was unjustifiably dismissed by Open Country Dairy Limited (OCDL) from his position as Group Market Manager.
The Authority found a constructive dismissal was established. In this case Mr Paetz was not dismissed by Solly's, he resigned.
The Authority ordered remedies and addressed unjustified dismissal issues. He says the decision to make him redundant was predetermined because there had already been resignations in the team negating the need to reduce the overall team numbers.
The Authority ordered remedies and addressed unjustified dismissal issues. Ms Olliver and Ms Taylor (the applicants) say they were unjustifiably dismissed from their employment on 29 December 2023 and unjustifiably disadvantaged by the way the employer went about dealing with...
The Authority ordered remedies and addressed unjustified dismissal issues. The investigation meeting commenced in Hamilton on 19 February 2025 to hear the remainder of the evidence.