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Results for dismissal process
How no-win-no-fee employment advocacy works in practice: what counts as success, success fees, disbursements, settlement choices and the clauses clients should examine before signing.
How to prepare a concise opening statement for employment mediation that explains the chronology, the grievance, the legal position and the outcome sought without turning the opening into evidence-by-speech.
![Menzies v Corrigan [2026] NZEmpC 151 - late challenge refused, substantive issues remain unresolved](/Blog/articles/Employment_Law_News_Opinion/menzies-v-corrigan-2026-court-151/4eddf0_9083d25fdcfa42f192e1d1c26ebdb0a8~mv2.jpg)
Mr Menzies sought to challenge an ERA compliance outcome arising from remedies originally ordered against a company that later entered liquidation. The background raised disputed accounting, disclosure, separate-legal-personality and recovery issues, but the challenge itself was filed substantially out of time.
Employment Court procedural failures are sometimes attributed to non-lawyer advocates, but this article examines reported examples showing that competence and compliance problems can also arise with lawyers and represented parties.
How employers should prepare for MBIE employment mediation: case assessment, documents, settlement range, negotiation strategy, Calderbank offers and precise s 149 settlement terms.
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.
