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In those situations, the ERA may treat the relationship as ongoing employment, with the usual obligations around process, notice, holidays, and dismissal justification.

Do not reduce wages unilaterally: If wages are reduced without written consent, it can become an unlawful deduction issue.

Employment Court representation, unlike the Employment Relations Authority, requires significant knowledge and experience to manage cases successfully.

I use this section to call out patterns I see repeatedly, and to explain the practical reality of what happens in MBIE mediation, the Employment Relations Authority (ERA), and sometimes the Employment Court.

In the employment law jurisdiction, the ERA and the Employment Court can direct parties to use mediation.

The key ones are: Annual holiday pay: typically calculated using the greater of ordinary weekly pay (OWP) or average weekly earnings (AWE).

If we take your case on under a no win no fee arrangement, we are generally paid when a successful outcome is achieved (often a settlement, or a favourable result), subject to the Terms of Engagement.