We assist employees throughout the North Island with dismissal, disciplinary action, restructuring, disadvantage and Personal Grievance claims. Use this page as the broad starting point or choose the regional page closest to you.
Start with the problem that best matches what has happened at work.
The North Island contains very different labour markets and workplace settings, from large Auckland and Wellington organisations to provincial, rural and tourism-based workplaces. Employment law itself is national. The core questions remain whether the employer had a fair and reasonable reason, followed a fair process, complied with the employment agreement and acted consistently with good-faith obligations.
Most early employment-law work can be handled remotely. We can review the agreement and correspondence, prepare a response, raise a grievance and organise the evidence by phone, email and video. If the matter progresses, mediation or an Employment Relations Authority process can then be planned around the actual dispute and location.
This is a regional starting point, not a boundary on who can contact us.
These pages add local context while linking back into the same national employment-law and case library.
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.
Atlas had legitimate concerns about James Honotapu's persistent absenteeism, but did not warn him that a meeting could end in dismissal. The ERA found the dismissal unjustified and ordered $8,574 after reducing lost wages and compensation by 50 percent for contribution.
Sleaktek stopped paying chief executive Juliet Hull, pursued a redundancy process she said was predetermined and later raised serious-misconduct allegations that had not been fairly put to her. The case also concerned director Robert Lawrence's personal involvement.
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.
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.
