We assist Hamilton and Waikato employees with employment disputes from the first warning or restructure proposal through to Personal Grievance, mediation and, where required, the Employment Relations Authority.
Start with the problem that best matches what has happened at work.
Waikato employment disputes arise across agriculture and food production, construction and trades, health and education, manufacturing, professional services and small-to-medium businesses. In closely connected workplaces, informal conversations can quickly become formal decisions, so preserving emails, texts, meeting notes, rosters and the employment agreement can be especially important.
Hamilton is a useful regional centre, but employees throughout Waikato can usually start without travelling. We can review the employer’s documents, prepare a response, raise a Personal Grievance and organise the evidence remotely, then deal with mediation or an Authority process if the dispute cannot be resolved directly.
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.
Hamilton Zoo's former senior manager subjected zookeeper Ashleigh Sanders to intrusive personal contact, out-of-hours messages, requests for information about colleagues, favouritism and career-related pressure. She later resigned, long after that manager had left.
Ronald Shea's hours at STLand Contracting fell sharply before he was told by phone that there was no more work for him. He also alleged bullying and an unsafe workplace, while the employer had undertaken no redundancy or dismissal consultation.
Jennifer Jacobsen was dismissed by email only days into part-time work for Cube Innovations. Cube relied on a 90-day trial even though the evidence indicated she had started work before signing the agreement and the employer had not given the contractual notice required by the clause.
Deborah Eyles was stood down from her supervised-contact work and later dismissed in circumstances the employer characterised as redundancy. She challenged both the unexplained removal from work and the absence of any genuine consultation or fair redundancy process.
Brandt Tractor removed sales manager Nicholas Pilcher from the workplace on 'special leave', took his phone and laptop and then dismissed him five days later over four bullying and harassment complaints. He was not given the underlying complaints, even in redacted form, or a genuine chance to answer them.
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.
