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.
Preparing an opening statement for MBIE Mediation is important as it helps tell the other party and the mediator your story and what you are seeking for resolution. It will also become a good starting point for an Employment Relations Authority witness statement if your matter does not settle at or after mediation.
In the employment law jurisdiction the ERA and the Employment Court have the power to direct parties to use mediation. Here is how employment mediation process works and an insight into common behaviours used during employment mediation.
Going to a MBIE Employment Mediation can be stressful and daunting for an employee. The mediator will work to encourage settlement before the case goes to the ERA. We put it in perspective here.
Where an employee has a personal grievance for unfair dismissal, unjustified disadvantage or any other claim, the parties are required to attend an employment mediation. Whether an employment dispute is resolved before or at mediation both the employer and employee must be able to sign the record of settlement agreement. We describe methods of how signing can be achieved remotely.
Concerns about a prize draw incentive linked to Google reviews, and why incentivized reviews can breach Google's policy and mislead consumers in New Zealand.
Public court list information confirms an Employment Court judicial review hearing in Menzies v Employment Relations Authority and Another on 10 February 2026.
Catherine Stewart Barrister (and her firm) are central to the email excerpts now being discussed publicly in connection with the Menzies v Corrigan dispute. Daniel Church later (unjustifiably) posted "Buyer Beware" on LinkedIn about Lawrence Anderson and employment advocacy. This article provides context, links the primary sources, and sets out the specific email excerpts being cited.
My response to RNZ's Nine To Noon story about regulating lay employment advocates, and what the Joyce costs judgment actually did (and did not) decide.
