NZ EMPLOYEE EMPLOYMENT LAW

Fired?
Make them justify it.

Dismissed. Redundant. Suspended. Disciplined. Pushed out. If work has gone seriously wrong, move on it early.

Check my case Call 0800 WIN KIWI
No Win No Fee for suitable matters Employee-side NZ-wide
Fiery kiwi bird Most personal grievances 90 DAYS Do not miss the deadline.
Meeting booked? Do not walk in cold. Read what to expect and what to keep. → Suspended? Keep the paper trail. Suspension can become part of the wider case. → Thinking of resigning? Get advice first. Resigning badly can damage a constructive dismissal claim. →
NZ Employment Law Negotiation Mediation Employment Relations Authority Employment Court
WHAT IS HAPPENING AT WORK?

You do not need the legal label.

Start with the situation that sounds most like yours.

01
Dismissed

Misconduct, performance, breakdown, absence or another stated reason.

→ 02
Made redundant

Restructure, consultation, selection, redeployment and whether the job really disappeared.

→ 03
Called to a meeting

Allegations, evidence, warnings, serious misconduct and possible dismissal.

→ 04
Treated unfairly but still employed

Warnings, suspension, hours, duties, pay, demotion or other disadvantage.

→ 05
Pushed toward resignation

Pressure, bullying, serious breaches or a workplace situation that has become untenable.

→ 06
Owed money

Wages, deductions, holiday pay, final pay and other entitlements.

→
WHAT ACTUALLY MATTERS

Good cases usually have three things.

01

A real employer problem

Predetermination, weak evidence, poor consultation, ignored responses, disproportionate outcomes or another material failure.

02

Evidence that proves it

Letters, emails, messages, meeting material, agreements, policies, pay records and a short accurate timeline.

03

Action before the deadline

Most personal grievances have a 90-day time limit. A good case can still be lost by waiting too long.

Before you do anything dramatic: Do not resign in anger. Do not sign an exit document blindly. Do not delete the evidence. Do not send a ten-page emotional reply.
HOW IT USUALLY MOVES

Assess. Raise. Resolve. Escalate if needed.

01Assess

Facts, documents, deadline and realistic outcome.

02Raise & negotiate

Put the issue properly and test whether it can resolve.

03Mediation

Negotiate with evidence and a clear position.

04ERA / Court

Escalate if settlement does not happen.

WHAT CAN A GOOD CASE ACHIEVE?

An outcome that actually matters.

  • Lost wagesWhere the employment problem caused real income loss.
  • CompensationWhere the legal test and evidence support it.
  • Clean exitSettlement terms, reference wording and a proper end to the dispute.
  • Keep the jobSometimes the best result is stopping a bad process before dismissal.
MORE PROBLEMS

Looking for something specific?

Job at risk

Suspension From Work→ Serious Misconduct→ Performance Management & PIPs→ 90-Day Trial Dismissal→ Probationary Periods→ Medical Incapacity→

Thinking about leaving

Thinking of Resigning?→ Workplace Bullying→ Workplace Discrimination→ Sexual Harassment at Work→

Claims & outcomes

Personal Grievance→ Compensation & Remedies→ Employment Settlement Agreements→ No Win No Fee→

Resolving the dispute

Employment Mediation→ Employment Relations Authority→
NO WIN NO FEE

If the case has legs, we want to see it.

We look at the merits, evidence, timing, likely remedies and whether the matter is worth running. Suitable employee matters may be taken on No Win No Fee.

Check my case Call 0800 WIN KIWI