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Where an employee has a personal grievance for unfair dismissal, unjustified disadvantage or any other claim, the parties are required to attend an employment mediation.

That case is important because it rejects the idea that everything said or done in the course of mediation is automatically untouchable forever.

Employer-side guidance for responding to a Personal Grievance in New Zealand, including early risk control, evidence preservation, mediation strategy, and ERA defence.

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.

The better answer is realistic offers, proper Calderbanks, proper disclosure, lawful treatment of advocate costs, better mediation resourcing, and fair conduct standards.

A true mediation story (details changed) about settlement capacity, cannabis, and why you should only sign when clear-headed.