Search New Zealand employment-law guides, ERA determinations, Employment Court decisions and topics.
Results for dismissal process
What a fair workplace investigation looks like in New Zealand: clear allegations, relevant evidence, impartial fact-finding, disclosure, a meaningful response opportunity and rational conclusions.
When a workplace investigation may fall within the Private Security Personnel and Private Investigators Act, and why the investigator's role, activities and licensing status should be checked before evidence is gathered.
NZ 90 day trial periods explained for employees. When a valid trial can restrict unjustified dismissal and dismissal-related disadvantage claims, and the common mistakes that can make a trial invalid.
A practical guide to an Employment Relations Authority investigation: filing, case management, witness statements, evidence, the investigation meeting, remedies, costs and preparation.
Suspension is a serious step, not a punishment. An employer ordinarily needs a proper reason and fair process, and the suspension should last no longer than reasonably necessary for the investigation or risk being managed.
People searching for an employment lawyer often need practical representation for a dismissal, Personal Grievance, mediation or Employment Relations Authority claim. In New Zealand, both lawyers and employment advocates can perform important representation roles, but they are not the same.
When an accepted conditional job offer can create employment rights before the employee's first day, and the risks when an employer withdraws the offer after conditions are said to have failed.
Covid-19 created fast-moving employment law issues for employers and employees. Common problems include wage subsidy pay, minimum wage compliance, vaccination policy decisions, and personal grievance risk when process is rushed or pay is changed without consent.
