We assist Taranaki employees with workplace disputes from early advice and written responses through to negotiation, mediation and Employment Relations Authority claims.
Start with the problem that best matches what has happened at work.
Taranaki has a varied employment base including energy and industrial work, engineering and trades, agriculture and food production, health, education, construction, retail and professional services. Formal safety, conduct and performance requirements can generate substantial records, which makes careful document review particularly important when disciplinary action is proposed.
A long investigation file does not necessarily mean the employer’s conclusion is justified. We focus on the allegations actually put to the employee, the evidence available at the time, whether contrary explanations were considered and whether the outcome followed a procedurally fair process.
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.
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.
Dallison 2021 dismissed café worker Auto John Huntley-Byrne by text after end-of-shift tasks were left incomplete. Although the employer had legitimate concerns, it did not hold a proper disciplinary meeting or provide the support-person and response rights required by its own documents.
Devon Whitham entered a tattoo and piercing apprenticeship that Brutalitees described as unpaid and contractor-like despite exercising close control over her work. The case concerned her true employment status, unpaid work and the heated meeting at which the relationship ended.
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.
