If you can show the employer labelled something as "serious misconduct" when it was not rational to do so, you often get leverage: leverage on justification, leverage on process, and now (post-2026) leverage on remedies.
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If those reviews are incentivized, fake, or otherwise not genuine, the overall impression created can be misleading.
Public court list information confirms an Employment Court judicial review hearing in Menzies v Employment Relations Authority and Another on 10 February 2026.
Names and events are discussed because they have already been published in a public judgment and in RNZ coverage.
In practice, sock-puppet reviews often have the same tells: No real details (no date, no service, no identifiable interaction).
(Peter Drennan) Important: This article is general information for employers.
Section 66(1)(c) - "common name" (the claim being that the mark has become a common name in general public use).
Important: This page is commentary and general information.
Unfair Dismissal Cases
142
Unjustified Disadvantage
56
Redundancy
27
Constructive Dismissal
25
90 Day Trial
22
Unfair Dismissal
20
Employment Law News Opinion
18
Employment Law Advice For Employers
12
Employment Lawyers
9
Costs
7
Employment Court
7
Employment Mediation
6
No Win No Fee
6
Casual Employment
3
Covid 19
3
ERA
3
Special Interest Cases
2
Holidays Act
1