We represent employers and employees in employment disputes in New Zealand. All employees have rights under the Employment Relations Act 2000. This blog discusses common and relevant issues in New Zealand employment law.
NZ 90-day trial period law explained. If the trial clause or notice is defective, you may still raise a Personal Grievance (PG) for unjustified dismissal. Check common mistakes.
Employers are often shocked that even when they win in the Employment Relations Authority (ERA), recovering actual legal spend from an employee is usually limited. The starting point is the ERA daily tariff and costs are a contribution, not an indemnity.
National has a Small Business Policy and JobStart scheme aim to get rid of No Win No Fee Employment Law in addition to National's other proposed changes. We present our view on this.
The New Zealand employment law scene still suffers with its unlicenced employment investigators. Many untrained workplace investigators who front themselves primarily as Human Resources consultants are holding themselves out as being investigator to the employer in employment investigations where they receive valuable consideration for doing so. A recent Private Security Personnel Licensing Authority (PSPLA) decision has confirmed the restriction on this practice where the investigator does not hold a licence.
We describe some of the practices some advocacy firms are still undertaking and what people should be aware of before signing up to No Win No Fee.
