We represent employers and employees in employment disputes in New Zealand. All employees have rights under the Employment Relations Act 2000. This blog discusses common and relevant issues in New Zealand employment law.
![Tracy Alpar v Bookieland Limited [2026] NZERA 191 - unsigned seasonal fixed term not enforceable; dismissal by WhatsApp; $12,000 compensation and $14,000 reimbursement](/Images/site/EmploymentAdvocatesAucklandCard.jpg)
A chef at the Mussel Pot in Havelock worked under seasonal winter shutdowns and was given unsigned fixed term agreements that did not comply with s 66. After the 2024 shutdown, the employer's WhatsApp communications indicated she was no longer required, and she discovered recruiting posts for a...
A senior web developer was made redundant in a large technology department restructure. The ERA accepted the commercial drivers, but found a material process defect: Mega applied the selection criteria before consultation, did not provide the employee's scores, and did not let him meaningfully...
The Authority made monetary and/or other orders. Arnold Putt is a Packaging Operator based at the Hamilton site of Mauri, a division of George Weston Foods (NZ) Ltd (GWF or the company). Key amounts include compensation of $8,000.00.
A Port of Tauranga stevedore was dismissed for medical incapacity after an asthma flare during palm kernel bulk work. The ERA held there was a serious question to be tried about whether the employer overstated the dust risk and failed to consider modified duties, and it ordered interim...
The Authority made monetary and/or other orders. John Pio was employed by Strautmann Hopkins Limited (SHL) from 1 March 2020 as a regional sales manager until his employment ended by way of redundancy on 26 April 2023. He says his... Key amounts include other payments of $18,000.
A retail assistant was dismissed by WhatsApp during a probation period after the employer relied on KPI metrics from CCTV and 'performance reports' but never raised concerns in writing or held any disciplinary meeting. The ERA held the employer ignored its own staged warning policy and the s...
Interim reinstatement decision. A field operations manager with 16 years service was summarily dismissed for serious misconduct after an 'illegal connection' incident involving a direct report. The ERA found a serious question to be tried on unjustified dismissal (including a mismatch between...
After a s 149 mediated settlement, the employer was required to pay $3,000 compensation to the employee, pay $3,500+GST to the employee's representative on invoice, and provide a certificate of service. The employer deliberately withheld compliance after hearing allegations the employee...
