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Results for redundancy consultation

Showing 57-64 of 74 results
CHENG v THE VICE CHANCELLOR OF LINCOLN UNIVERSITY [2025] NZERA 167 - personal grievance partly successful; compensation and lost wages

Ms Cheng's case against Lincoln University involved several employment grievances and required the ERA to distinguish the claims that were made out from those that were not. The resulting orders included both compensation and a wage-related remedy rather than an across-the-board finding for either party.

Matched passage: On 6 March Professor McKenzie sent an email to Ms Cheng notifying her of the change proposal and inviting her to a meeting via Teams to discuss - he did not provide the Consultation Document at this time.
PIACUN v COOPER NO 1 LIMITED and Anor [2025] NZERA 32 - business sale did not avoid notice; dismissal unjustified

Cooper No 1 sold its business and told Ms Piacun her employment was ending, without paying a notice period. The ERA considered whether the sale itself ended employment or whether Cooper had taken the initiative to terminate her contract.

Matched passage: Practical takeaways Redundancy determinations usually turn on genuineness and consultation quality.
EMA's case for regulating employment advocates is not evidence-led

A critique of the Employers and Manufacturers Association case for new regulation of employment advocates, focusing on whether the publicly identified evidence demonstrates widespread advocate-specific consumer harm.

Matched passage: Advocates usually become involved after a dismissal, disciplinary process, restructuring, suspension, wage issue, consultation dispute or other employment problem has already arisen.
Shaun Graves v NZSL Employment Limited [2026] NZERA 669 - contractor became an employee before summary dismissal

Shaun Graves initially worked through his own contracting company, but later moved onto NZSL's PAYE payroll, worked regular hours under its direction and used its equipment. The ERA found he had become an employee from 23 September 2024 and was unjustifiably dismissed when simply told his services were no longer required.

Matched passage: There was no disciplinary or redundancy process, no consultation, no opportunity to respond and no fair notice of an employment decision.
Julie Curtis v Affordable UK Caravans and Parts Limited [2026] NZERA 46 - constructive dismissal after employer refused wages and delayed return; $25,000 compensation

Julie Curtis had a regular 20-hour week with Affordable UK Caravans when the employer told her there was no work until mid-January and refused to pay her contracted hours. She treated the prolonged exclusion from paid work as a serious breach and resigned.

Matched passage: ... an existing agreement, an employer cannot simply say "no work, no pay" without properly consulting and following lawful processes (including any restructure/redundancy process if relevant). Do not rely on vague "understandings": if the written agreement fixes hours, a ...
CALLEN v ALARON PRODUCTS LIMITED [2025] NZERA 165 - dismissal grievance allowed; compensation and lost wages awarded

Mr Callen's unjustified-dismissal grievance against Alaron Products was not formally filed in the Authority until after the ordinary 90-day raising period had become an issue. The case addressed whether the grievance could nevertheless proceed and what remedies followed from the dismissal claim.

Matched passage: Practical takeaways Redundancy determinations usually turn on genuineness and consultation quality.
KINZETT v FIRE AND EMERGENCY NEW ZEALAND [2025] NZERA 132 - dismissal unjustified; investigation disadvantages justified

Fire and Emergency New Zealand investigated complaints involving firefighter Russell Kinzett and two other firefighters before summarily dismissing him. Mr Kinzett challenged both the investigation process and the dismissal, and was later interim-reinstated.

Matched passage: Practical takeaways Redundancy determinations usually turn on genuineness and consultation quality.
PAYNE and Ors v CHIEF EXECUTIVE OF THE MINISTRY FOR PRIMARY INDUSTRIES and Anor [2025] NZERA 79 - Preliminary strike-out (settlement/estoppel) issues

A group of MPI employees sought to pursue claims arising from roster and restructure changes despite earlier litigation and a mediated settlement. The preliminary determination addressed whether the claims were barred by the certified settlement, estoppel or the Authority's jurisdiction.

Matched passage: Practical takeaways Redundancy determinations usually turn on genuineness and consultation quality.

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