Search New Zealand employment-law guides, ERA determinations, Employment Court decisions and topics.
Results for personal grievance
What an employer should do after receiving a personal grievance: do not concede or retaliate, preserve records, identify the legal claims and deadlines, and assess whether mediation or a defended response is appropriate.
Evidence checklist for an unjustified-dismissal or personal-grievance case: agreements, letters, texts, meeting records, rosters, pay evidence, medical material, job-search records and a reliable chronology.
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.
A practical guide to New Zealand 90-day trial dismissals: when the clause is valid, the start date and notice requirements, and the mistakes that can leave an employer exposed to a personal grievance.
A plain-English map of the agencies and institutions people often mean when they search for the old 'Labour Department': Employment New Zealand, MBIE mediation, Labour Inspectorate functions and the ERA.
When a genuine business restructure can still result in an unjustified redundancy dismissal because consultation, disclosure, selection, redeployment or the final decision was not fair and reasonable.
How an unfair or involuntary dismissal can affect a WINZ stand-down and why evidence of a personal grievance may be relevant when asking MSD to reconsider a non-entitlement period.
Employee-side no-win-no-fee employment advocacy for suitable personal-grievance, dismissal and redundancy cases, including mediation and ERA representation where the case meets the acceptance criteria.
