Search New Zealand employment-law guides, ERA determinations, Employment Court decisions and topics.
Results for personal grievance
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.
How to identify the true employer where companies, trading names, directors, labour-hire entities or informal arrangements make the contracting party unclear.
Unpaid-wage disputes can produce both arrears and penalties. This guide explains wage and time records, deliberate or repeated breaches, and why cashflow pressure does not remove minimum-employment obligations.
How Covid-19 wage-subsidy arrangements interacted with wages, hours, leave and restructuring, and why subsidy support did not itself authorise employers to reduce contractual or statutory entitlements.
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.
Redundancy is defined at common law as a situation where an employee's position becomes surplus to the needs of the employer. A redundancy is treated by the Courts as a dismissal, therefore it must be genuine and carried out in a procedurally fair way.
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.
Facing a disciplinary meeting or misconduct allegation? The employer should investigate properly, identify the allegations and evidence, give a genuine opportunity to respond, and keep an open mind before deciding on a warning or dismissal.
