Employment Law

JHJ v IXX [2026] NZERA 2 is an unjustified dismissal determination. The ERA ordered $14,040.00 gross lost wages (3 months cap) and $17,500.00 compensation, with costs reserved. The determination includes a temporary non-publication order.

A short-term construction worker was dismissed after repeated unexplained absences and lateness. The ERA accepted the employer had genuine attendance concerns and had raised them, but held the dismissal unjustified because the worker was not given a final chance to understand the seriousness of...

Preliminary determination on whether a 90-day trial clause barred an unjustified dismissal personal grievance. The employment agreement contained both a trial period clause (1 day notice, no PG) and a probation clause (1 week notice, fairness obligations). The ERA held the clauses created...

ERA accepted serious food safety and hygiene deficiencies justified dismissal in substance, but found the suspension and termination process was flawed and unfair. The dismissal was therefore unjustified. Remedies of $14,560 lost wages and $6,000 compensation were reduced by one third for...

The Authority made monetary and/or other orders. Shubanghi Kaushal was employed by Ambridge Rose Manor Limited (ARML) as a Healthcare Assistant from 12 December 2022 until her dismissal on 12 September 2025. Key amounts include costs of $6,000.

Interim decision. A school board dismissed a teacher and deputy principal on notice for alleged serious misconduct involving use of school funds. The employee filed a Personal Grievance (PG) and sought interim reinstatement while the case proceeds. The ERA held there was a serious question to be...

An ERA finding of unjustified dismissal where the employer tried to rely on a trial period clause that did not meet s 67A requirements and then failed to engage with the Authority's investigation. The Authority ordered $30,087.30 gross including $13,056 lost remuneration, $10,000 distress...

A marketing manager's role was disestablished in a redundancy. The ERA accepted business reasons could exist, but held the consultation was not genuine: key information was withheld, outcomes were effectively predetermined, and redeployment was not properly consulted on. The dismissal was...