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In Tihei Kereopa-Rerekura v Cruz Bar Ltd [2023] NZERA 376, the ERA found the employer unjustifiably dismissed a security guard while he was isolating due to Covid-19.

In Mere Broughton v The Whanau Ora Community Clinic Ltd [2023] NZERA 52, the ERA found an unjustified dismissal after the employer wrongly relied on a probation / "90 day" misunderstanding after the probation ...

ERA found the employee was constructively and unjustifiably dismissed after the employer raised performance concerns by text and threatened she would not make it out of a '3-month trial' when no trial clause existed.

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.