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In Kaytlin Pinder v S & O Bayliss Ltd [2022] NZERA 646 the ERA held the 90-day trial clause was invalid because employment had already been accepted before the agreement was signed.

The ERA first had to decide who employed a worker hired through a Facebook job ad for a firewood operation (Ignite Firewood).

L Linehaul Ltd [2021] NZERA 304, the ERA held the redundancy dismissal was unjustified due to a lack of consultation, lack of relevant information, and failure to properly explore alternatives and redeployment.

At a later meeting the employer gave her the option to resign or be dismissed; the ERA held the resignation was strongly induced and the termination.

In Neil Armstrong v Surplus Brokers Ltd [2019] NZERA 235, the ERA found a casual employee was unjustifiably dismissed during a period of engagement.

Practical employment law help for New Zealand employers dealing with staff disputes, dismissal issues, redundancy, mediation, Personal Grievances, ERA claims, and Employment Court risk.

Help for New Zealand employers who have received a Personal Grievance, including risk assessment, response letters, mediation strategy, settlement range, and ERA defence.

Nine recurring arguments and tactics we see in Employment Relations Authority investigations, and why they should carry little weight.