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.
MBIE is asking for feedback on the employment dispute system. The Employment Court stage shows the real problem is not simply employment advocates. It is employment lawyer representatives who do not understand procedure, file weak interlocutory applications, and create cost and delay.
MBIE's own mediator competency framework expects mediators to understand tikanga, use te reo appropriately, and be able to deliver karakia where appropriate. Where the issue is mediator conduct and protocol rather than the parties' confidential bargaining, there is a strong case for speaking publicly about it.
Mackey v Shearing NZ Ltd [2026] NZERA 146 is a useful case on s 149 finality, failed confidentiality counterclaims, and direct invoice payment of non-lawyer advocate fees.
Suspension is sometimes necessary, but it is never a harmless step. This guide explains the legal tests for suspension in New Zealand, and when a suspension becomes an unjustified disadvantage personal grievance.
Nine recurring arguments and tactics we see in Employment Relations Authority investigations, and why they should carry little weight.
A concise, practical guide to workplace investigations in New Zealand, grounded in the Employment Relations Act 2000, the Health and Safety at Work Act 2015, and key case law on what the Employment Relations Authority and Employment Court regard as a full and fair process.
Bullying at work is usually repeated, unreasonable behaviour that creates a risk to health and safety. Here is what to document, how to raise it, and what legal options can apply.
Serious misconduct is not just a label. Post-21 Feb 2026 it can zero out remedies. Here is a practical advocate framework to classify conduct as serious misconduct (or not) and to run the right process arguments.
