![ZiGen Wong v NZAT Construction Limited [2026] NZERA 193 - employee status found despite no visa; $18,187.50 wage arrears + $1,455 holiday pay; constructive dismissal upheld](/Images/site/EmploymentAdvocatesAucklandCard.jpg)
Wage arrears and holiday pay calculation The Authority found Mr Wong was employed from 26 September 2023 to 5 May 2024 on the agreed terms: $25 per hour for 9.
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Results for 90 day trial
Showing 65-72 of 258 results
Orders made (money) $12,500 compensation under s 123(1)(c)(i), payable within 28 days.
The arrears included sick/bereavement leave, public holiday time-and-a-half shortfalls, alternative holiday pay, annual holiday pay, and COVID payment underpayments.
... redundancy dismissal process (s 103A and s 4); unpaid wages and holiday pay (employment standards); notice; compensation; whether directors were "involved in the breach" (ss 142W and 142Y) Outcome: unjustified ...
... stronger contribution and serious misconduct remedy limits, and 30-day collective agreement changes.
Five days later he was dismissed for serious misconduct without being given the.
... was not clearly told his role was at risk until the termination day, and redeployment options were not consulted on. Orders: $24,230.77 lost wages (plus interest and KiwiSaver), $19,000 compensation, and a ...
Unfair Dismissal Cases
173
Unjustified Disadvantage
69
Redundancy
38
Constructive Dismissal
31
90 day trial
26
Employment Law News Opinion
22
Employment Law Advice For Employers
20
Unfair Dismissal
20
Employment Lawyers
12
Employment Court
10
Costs
7
Employment Mediation
6
No Win No Fee
6
Casual Employment
3
Covid 19
3
ERA
3
Special Interest Cases
2
Holidays Act
1