We help Dunedin and Otago employees understand formal workplace processes, preserve their position and progress Personal Grievances through negotiation, mediation and the Employment Relations Authority.
Start with the problem that best matches what has happened at work.
Dunedin and Otago employment includes health, education, university and public-sector work, trades, construction, manufacturing, professional services, retail, hospitality and tourism. Institutional workplaces can produce detailed policies and long processes, while smaller employers may act much more informally.
Whether the file is extensive or sparse, the same discipline helps: identify the employer’s stated concern, the information put to the employee, the response given, the decision-maker and the outcome. That lets us test the substance and procedure without getting lost in irrelevant material.
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.
Adulto HR believed Briar Kennedy was on a 90-day trial, but the agreement given after she started contained no trial clause. The employer then purported to extend the nonexistent trial into probation and dismissed her after 97 days on qualification and performance grounds.
Amanda Bradley challenged FENZ's handling of her eligibility for FireSuper and the way information about that benefit was communicated after she took a newly created regional training-management role. The case focused on whether misleading or inadequate communication caused an employment disadvantage.
Fiona Scott signed a casual agreement with Ritchies but in practice regularly drove urban bus routes. After disciplinary issues arose, the employer relied on the casual characterisation and later ended her work, raising questions about her real status and the justification for dismissal.
Alert Monitoring dismissed Carl Sinclair-Walker for alleged serious misconduct after raising three concerns about his work performance. The ERA examined whether those concerns and the process used could justify immediate termination.
Owaka Motors dismissed Mr Murray after he lost the driver licence required for his work. He also alleged mental-health discrimination and failure to provide an employment agreement, while the ERA examined whether the employer adequately investigated alternatives and heard from him before dismissal.
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.
