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A practical guide to New Zealand 90-day trial dismissals: when the clause is valid, the start date and notice requirements, and the mistakes that can leave an employer exposed to a personal grievance.

When workplace suspension is justified, the consultation and contractual issues employers should consider, and how an unnecessary or unfair suspension can become a separate unjustified-disadvantage grievance.

How to identify the true employer where companies, trading names, directors, labour-hire entities or informal arrangements make the contracting party unclear.

Menzies v Corrigan concerned an ERA compliance order that required a company director personally to take steps to fund a liquidated employer so grievance remedies could be paid. The challenge raised questions about s 137(2), separate corporate personality and the reach of compliance jurisdiction.

A historical guide to the Covid-19 vaccination employment framework, including paid vaccination time, notice provisions and the process issues that arose when vaccination requirements affected employment.

Why no-win-no-fee representation is rarely available to employers defending a personal grievance, and the alternative ways an employer can control legal or advocacy spend.

Who may be liable when a labour-hire worker is removed from a host workplace: the agency employer, the controlling third party, or both under New Zealand's triangular-employment provisions.

Casual workers can still be dismissed during a period of engagement, and disputes often turn on whether the relationship was genuinely casual or had become regular, ongoing employment.