Search New Zealand employment-law guides, ERA determinations, Employment Court decisions and topics.
Results for ERA
Employer guide to disciplinary investigations: framing allegations, preserving evidence, interviewing witnesses, disclosure, representation and keeping the investigation separate from the final disciplinary decision.
Employer checklist for using a 90-day trial period: drafting the clause, signing before work starts, calculating the period, giving termination notice and avoiding defects that can revive a personal grievance.
A first-response framework for New Zealand employers who receive a personal grievance: preserve evidence, identify the allegations, assess procedural and substantive risk, and choose a mediation or defence strategy.
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.
Why using unpaid PAYE or rolling GST as business cashflow can become extremely expensive once Inland Revenue interest and penalties accumulate, with particular risk around employer deductions.
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.
How to identify the true employer where companies, trading names, directors, labour-hire entities or informal arrangements make the contracting party unclear.
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.
