Dismissed, made redundant, pushed to resign, dismissed under a 90-day trial or otherwise treated unfairly at work? Start with the issue below, check the time limits, and work from the actual documents and evidence.
![Leo Waters v S.T.L Linehaul Ltd [2021] NZERA 304 - Unjustified dismissal, redundancy process failures](/Images/site/EmploymentAdvocatesAucklandCard.jpg)
Leo Waters was made redundant by STL Linehaul in a process he said lacked genuine consultation and a fair opportunity to influence the decision. The ERA examined both the employer's business rationale and whether the redundancy procedure met the good-faith and justification standards.
Surplus Brokers argued that Neil Armstrong had abandoned his employment, rather than being dismissed, after an absence and breakdown in communication. The case examined what an employer must establish before treating employment as ended by abandonment.
Briar Leckie was suspended by Alliance Group after a workplace incident involving another employee and later left the employment in circumstances she said had been induced by the employer's handling of the matter. The case focused on the lack of inquiry before suspension and the reliability of the material used against her.
Neil Armstrong worked for Surplus Brokers in an arrangement the employer characterised as casual. The dispute concerned whether he had actually been dismissed, whether the casual label affected his rights, and the employer's failures to provide compliant employment documentation.
