![Payal v JB Hospitality Ltd [2026] NZERA 18 - Constructive dismissal, wage arrears, and premium payments](/Images/site/EmploymentAdvocatesAucklandCard.jpg)
The ERA found constructive dismissal and ordered compensation, lost wages, wage and holiday arrears, and repayment of an unlawful premium payment.
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Unfair Dismissal Cases (199)
Unjustified Disadvantage (71)
Redundancy (38)
Constructive Dismissal (31)
90 day trial (26)
Employment Law News Opinion (24)
Employment Law Advice For Employers (20)
Unfair Dismissal (20)
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Costs (7)
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Results for 90 day trial
Showing 97-104 of 286 results
Redundancy
Topic38 articles
Time limits and evidence 90 days: A Personal Grievance (PG) generally must be raised within 90 days of dismissal (or when it came to your notice).
Do not consent to claims that are raised outside of the 90 day notification period.
Constructive Dismissal
Topic31 articles
Time limits - act quickly Personal grievances generally must be raised within 90 days of the relevant action or when it came to the employee's notice (whichever is later).
Unjustified Disadvantage
Topic71 articles
Time limits: usually 90 days For most personal grievances, you generally must raise the grievance with the employer within 90 days of the action happening or coming to your notice (whichever is later).
I eventually managed to secure a new job where my first day of fulltime work was the 2 November 2020.
PG notification is usually required within 90 days.
The best evidence is usually concrete: what changed in day-to-day life, sleep, appetite, relationships, confidence, work functioning, and how long it lasted.
Unfair Dismissal Cases
199
Unjustified Disadvantage
71
Redundancy
38
Constructive Dismissal
31
90 day trial
26
Employment Law News Opinion
24
Employment Law Advice For Employers
20
Unfair Dismissal
20
Employment Lawyers
13
Employment Court
12
Costs
7
Employment Mediation
6
No Win No Fee
6
Casual Employment
3
Covid 19
3
ERA
3
Special Interest Cases
3
Holidays Act
1