Employment Law
We spend a lot of time at work, so it is no surprise that we find it very upsetting when things go wrong. We act for both employers and employees on a regular basis.
If you are an employer...
We offer practical, strategic advice to protect your business, manage risk, and handle people issues with confidence.
We act for a number of businesses and some large organisations, so when it comes to employment law, we have seen it all.
Managing staff comes with legal risk. We help employers stay compliant, resolve issues early, and act decisively when it matters most.
Our advice and representation covers all of the following areas:
Personal grievances and disputes
- Responding to employee claims
- Representation in mediation
- Defending formal proceedings in the Employment Relations Authority and Employment Court
- Settlement negotiations
Managing performance and misconduct
- Performance management processes
- Disciplinary investigations and outcomes, including appointments as independent investigators
- Misconduct and serious misconduct advice
Restructuring and redundancy
- Business restructures and role changes
- Redundancy processes and consultation
- Avoiding personal grievance exposure
Exit strategies and settlements
- Negotiated exits
- Settlement agreements
- Managing difficult terminations
Employment agreements and policies
- Drafting employment agreements and independent contracts
- Workplace policies (disciplinary, bullying, internet and social media, drug and alcohol, etc.)
If you are an employee...
If you are an employee, the first thing you need to know is that there are some timeframes to comply with. If you want to raise a serious issue with your employer, or are upset about the way you have been dealt with, this is known as a personal grievance. You must lodge your personal grievance claim within 90 days of your dismissal or the problem arising.
This has to be done in writing. It’s a good idea to get a lawyer to help you draft the letter, but there is nothing to prevent you doing this yourself.
The sorts of things that you can bring a claim for include:
- Unjustified Dismissal – this is where you believe the employer did not have a good reason, or did not follow a fair process when arriving at their decision.
- Unjustified Disadvantage – for example where your hours, duties or pay are changed without good consultation; or if you are not given a reasonable opportunity to respond to concerns about your performance.
- Discrimination – if you feel that you the employer has overlooked you or treated you differently because of your sex, age, or religious beliefs.
- Sexual Harassment – any unwelcome behaviour that creates an unsafe work environment.
We'll then support you with:
- Representing you in mediations, Employment Relations Authority hearings, and Employment Court or higher courts if necessary.
- Negotiation of exit packages and settlement agreements, including constructive dismissal and redundancy resolution.
- Urgent injunctions such as interim reinstatement applications.
We can also give advice on employment agreements, employment status (employee vs contractor), and workplace rights and entitlements (e.g. minimum leave, wages, rest breaks).
Why Choose Us?
- We have a deep understanding of employment law, and a proven track record of results in this area.
- Pragmatic, solution driven advice focused on protecting rights and reducing risk
- Tailored service whether you are an individual or employer, large or small
Contact Us
While we are based in Auckland, we serve clients throughout the country and we’re ready to assist you in matters from employment agreement reviews to full advocacy — from workplace mediation through to Court proceedings.
Get in touch for a free confidential consultation to assess your matter.
