Employment problems can move quickly. We help Auckland employees assess what happened, preserve the evidence, raise the right claim and decide whether negotiation, mediation or the Employment Relations Authority is the sensible next step.
Start with the problem that best matches what has happened at work.
Auckland workplaces range from CBD professional and corporate environments to construction, logistics, healthcare, retail, hospitality, trades and smaller owner-operated businesses. The legal tests are national, but the facts are workplace-specific: who made the decision, what process was followed, what documents exist, and whether the employer had a fair and reasonable basis for what it did.
Auckland matters can involve substantial document trails, multiple managers or HR personnel, and formal investigation or restructure processes. We focus on reducing that material to the points that matter: the employer’s stated reason, the information relied on, the opportunity to respond, the decision actually made and the loss or disadvantage that followed.
This is a regional starting point, not a boundary on who can contact us.
Work out the facts, documents, legal issue, deadline and realistic outcomes.
Raise the claim properly and test whether the dispute can be resolved directly.
Prepare the evidence and position for MBIE employment mediation and settlement discussions.
If resolution is not sensible, progress the claim through the ERA and, where required, the Employment Court.
Recent employment-law case summaries that mention this region, a local workplace, registry or hearing location.
Big B Cartage dismissed truck driver David Turner for serious misconduct after a seven-minute meeting without identifying the allegations or disclosing the text message relied on. The ERA found the dismissal unjustified and awarded $9,750 compensation after a 25 percent contribution reduction.
Minimarc Childcare dismissed ECE teacher Fatima Fahmy for performance after its centre manager remained the principal evaluator despite known relationship and bullying complaints. The ERA found the assessment was not sufficiently objective and ordered reinstatement, lost wages and $25,000 compensation.
Silvertime's store manager summoned Yucen Xi to an evening meeting without explaining its purpose, told her to resign or be fired, demanded her key and called security before any allegations had been fairly raised with her.
Auckland Transport investigated FHE over serious conduct involving a former employee with whom he had been in a relationship. Before completing a fair consultation process over suspension, AT had already effectively removed him from work for two days.
Café owner Pei Su loudly questioned chef Eun Joo Kim's competence and honesty in front of staff and told her she could go if she could not do the job. Ms Kim left immediately after the confrontation.
The regional page is the entry point, not a separate silo. Search the wider guides, ERA decisions and Employment Court material for the issue that actually affects your case.
These are geographically or practically connected regional pages, not a generic island-wide list.
Send the basic facts through the case form. Include the important dates and the documents you already have.
