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JHJ challenged a dismissal by IXX in a proceeding subject to temporary non-publication. The ERA considered whether the employer had substantive and procedural justification and what lost remuneration and distress compensation should follow if the grievance succeeded.

Before the substantive employment dispute in GXQ v NMK was determined, NMK sought permanent name suppression and a broad non-publication order. The application required the ERA to balance claimed personal consequences against the normal principle that Authority proceedings and determinations are open to the public.

Boya Trading summarily dismissed Mr Zheng by text on 26 May 2023, alleging that he had refused to work and abandoned his employment. Mr Zheng said there had been no warning or consultation and raised dismissal and disadvantage grievances the following month.

Brother Coffee closed its cafe and made Ms Stillman redundant. The ERA accepted there were genuine commercial and personal reasons to close but examined when the decision was actually made and whether consultation occurred before the outcome became fixed.

Ms O'Brien's proceeding against The Platform concerned employment grievances arising before her later dismissal. After the investigation meeting she sought to add dismissal-related claims, creating a procedural dispute about whether those new matters belonged in the determination already under way.

BlueLagoon ended Mr Ormsby's employment by Messenger after the employer said it could no longer afford to pay him. The case also involved unpaid wages, holiday pay and KiwiSaver obligations alongside the dismissal grievance.

In an interlocutory Employment Court judgment, TVNZ failed to establish legal advice privilege over the Robins Report, a lawyer-led review of recruitment and workplace processes. The Court also rejected broad non-publication orders based only on general privacy and reputational concerns. The substantive dispute remains unresolved.

Former Gloriavale members successfully judicially reviewed Labour Inspectorate decisions to take no further action on earlier inquiries. The Employment Court found errors concerning the Inspectorate's jurisdictional threshold, child workers, irrelevant considerations and failures to make adequate further inquiries. Remedies were left for a reconvened hearing.