Employment Law

If a casual employee is unfairly dismissed by their employer during a period of casual engagement, the employee can bring an unjustified dismissal personal grievance. "Casual" does not mean "no rights".

NZ 90-day trial period law explained. If the trial clause or notice is defective, you may still raise a Personal Grievance (PG) for unjustified dismissal. Check common mistakes.

Employers are not expected to keep a sick or incapacitated employee's job open for an indefinite period. The tests of fairness and reasonableness apply.

Resignation letter templates for (1) an amicable resignation and (2) a constructive dismissal resignation. If you might later raise a Personal Grievance, the wording and timing matters.

When a conditional offer of employment is made to an employee and that offer is accepted and the employer later moves to withdraw that offer unfairly, the employee can make a claim for unfair dismissal, regardless of whether that employee has started work.

Unfair Dismissal and Personal Grievance cases require the employee to give evidence and provide clear and convincing proof to support their claim. Employee advice on evidence gathering.

We are employment law advocates representing both employers and employees in mediation, the Employment Relations Authority and the Employment Court.

"No Win, No Fee" describes an arrangement where an advocate takes on a case for a client and the client is charged upon a successful result being achieved. Cases are settled or taken further on a case by case basis with regard to the merits of the case.