Employment Law New Zealand

Unfair dismissal, redundancy, 90-day trials, constructive dismissal, personal grievances, mediation and Employment Relations Authority matters.

Employment Law

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Employee employment law help · Northland

Employment Advocate Northland

We assist employees across Northland when work has gone wrong — from a proposed disciplinary meeting or restructure through to dismissal, mediation and Employment Relations Authority proceedings.

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Dismissed or facing formal action? Most Personal Grievances generally need to be raised within 90 days. Save the employment agreement, letters, emails, texts, meeting invitations, notes and any relevant rosters or payslips. If you are thinking about resigning, get advice before doing it if you can.

Employment problems we help with in Northland

Start with the problem that best matches what has happened at work.

Unfair dismissalDismissed for misconduct, performance, incapacity or another stated reason.

RedundancyRestructure, consultation, selection, redeployment and whether the job was genuinely redundant.

Personal GrievanceRaising the grievance, evidence, remedies, negotiation and the next procedural step.

Constructive dismissalPressure to resign, intolerable circumstances and the risks of resigning before getting advice.

Disciplinary processAllegations, investigations, meetings, warnings, suspension and proposed dismissal.

Unjustified disadvantageWarnings, reduced hours, changes to duties, demotion, suspension and other adverse action.

Employment law help in Northland

Northland employment disputes often arise in workplaces spread across a wide geographic area, including trades, construction, transport, health, education, retail, hospitality, professional services and smaller owner-operated businesses. Distance should not prevent an employee from getting organised early: documents can be reviewed electronically and much of the initial preparation can be handled by phone, email and video.

For employees outside Whangārei, the practical starting point is usually the same: preserve the employment agreement and correspondence, record what happened while it is fresh, identify any deadline, and get the issue framed properly before responding or resigning. Where mediation or an Authority step becomes necessary, we prepare the matter around the evidence rather than treating geography as the defining issue.

Issues we commonly focus on

Dismissal and disciplinary disputes in smaller or closely connected workplaces
Redundancy, restructuring and reduced-hours disputes
Performance management, warnings and suspension
Personal Grievances progressing to negotiation, mediation or the ERA

Areas covered

This is a regional starting point, not a boundary on who can contact us.

Whangārei Kerikeri Kaikohe Kaitaia Dargaville Bay of Islands Far North Mid North Kaipara the wider Northland region

What happens next

Assess

Work out the facts, documents, legal issue, deadline and realistic outcomes.

Raise & negotiate

Raise the claim properly and test whether the dispute can be resolved directly.

Mediation

Prepare the evidence and position for MBIE employment mediation and settlement discussions.

ERA / Court

If resolution is not sensible, progress the claim through the ERA and, where required, the Employment Court.

Employment mediation Employment Relations Authority

Employment cases connected to Northland

Recent Anderson Law case summaries that mention this region, a local workplace, registry or hearing location.

25 Jun 2026

Neil Hall v Consultex Company Limited [2026] NZERA 410 - genuine redundancy but unjustified process

Neil Hall's Northland asbestos-surveyor and mould-testing role was genuinely disestablished for commercial reasons, but Consultex Company Limited failed to consult in good faith. It did not meaningfully answer Mr Hall's request for financial information, failed to engage with his redeployment question, and sent a response that strongly suggested the decision had already been made before consultation closed. The ERA found unjustified dismissal and ordered $8,000 compensation, with no reduction for contribution...

12 Feb 2026

LJB v EBD [2026] NZERA 78 - resigned employee sent home mid-notice with no process; dismissal unjustified; $16,500 compensation plus $9,000 penalties for withheld wages and missing time records

A marketing and events assistant resigned with one month's notice, but was called into a surprise meeting and told to clear her desk and leave immediately. The ERA held this was a dismissal at the employer's initiative (a 'sending away'), not an agreed early finish, and the employer could not...

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