![Nicholas Fry v Fire And Emergency New [2026] NZERA 116 - trial period; what the ERA decided and what was ordered](/Images/site/EmploymentAdvocatesAucklandCard.jpg)
... being relied on as raising the personal grievance must be made within 90 days of the action giving rise to the grievance occurring or coming to the employee's notice. (b) The communication must make the employer ...
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Unfair Dismissal Cases (142)
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Results for 90 day trial
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Strict conditions must be met for an employer to pay an employee pay-as-you-go holiday pay in casual employment and fixed-term employment placements that exceed 12 months.
Abhyudaya denies that Ms Xu was unjustifiably dismissed or unjustifiably disadvantaged and claims that she was justifiably dismissed following a fair redundancy procedure.
40 gross lost wages and holiday pay, with KiwiSaver to be calculated.
Holidays Act
Topic1 articles
The purpose of the Holidays Act 2003 is to promote balance between work and other aspects of employees lives and to provide employees with minimum entitlements to annual holidays that provide the opportunity for rest and recreation.
Orders: $18,000 compensation and $8,900.
The Authority ordered remedies, including compensation and payment of wage/holiday pay entitlements.
nz/assets/elawpdf/2025/2025-NZERA-590.
Unfair Dismissal Cases
142
Unjustified Disadvantage
56
Redundancy
27
Constructive Dismissal
25
90 Day Trial
22
Unfair Dismissal
20
Employment Law News Opinion
18
Employment Law Advice For Employers
12
Employment Lawyers
9
Costs
7
Employment Court
7
Employment Mediation
6
No Win No Fee
6
Casual Employment
3
Covid 19
3
ERA
3
Special Interest Cases
2
Holidays Act
1