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Our services
Process
Our approach is methodical and client-centred, beginning with a detailed case analysis to establish the facts and applicable law. We leverage deep expertise in the Employment Relations Act 2000 and relevant case law to build a robust strategy. Our technical procedure involves gathering evidence, preparing precise legal documentation, and representing clients in negotiations or before the Employment Relations Authority. For instance, in personal grievance claims, we meticulously prepare within the strict 90-day filing deadline, employing a structured process that has achieved favourable outcomes in a significant majority of our represented cases. We provide clear guidance on specific matters such as Termination & Dismissal to ensure every legal avenue is explored.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical Case Assessment Duration | 1-2 business days |
| Personal Grievance Filing Deadline | 90 days from event |
| Common Resolution Pathways | Mediation, Authority Investigation, Court |
| Primary Governing Legislation | Employment Relations Act 2000 |
Local Considerations — New Zealand
Employment law practice in New Zealand requires an understanding of both national standards and regional economic nuances. Demand for specific services often correlates with local industry hubs—for example, restructuring advice is frequent in manufacturing centres, while contractual disputes may arise more in professional services sectors concentrated in major cities. Our national service model is tailored to these variations; we adapt our counsel based on regional employment trends, common local employer practices, and the operational realities of district-specific Employment Authority offices. This ensures practical, context-aware legal strategies for clients across the country, from Auckland's corporate sector to Wellington's public service environment.
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Standards & Compliance
- Employment Relations Act 2000
- Holidays Act 2003
- Health and Safety at Work Act 2015
- Privacy Act 2020
Frequently Asked Questions
What is the first step in assessing an employment case?
The first step is a detailed case assessment where we review your employment agreement, gather all relevant facts and communications, and identify the specific legal issues and potential claims under New Zealand law. This allows us to provide clear, initial advice on your rights and the viability of your case.
How long does the employment legal process typically take?
Timelines vary significantly. A straightforward mediation may resolve in a few weeks, while a complex case proceeding through the Employment Relations Authority to the Court can take 12-18 months or more. We provide a realistic timeline estimate after the initial case assessment.
What are the most common types of employment disputes?
Common disputes include unjustified dismissal, disadvantage grievances, wage and holiday pay arrears, breaches of good faith, and discrimination. Each type has specific legal tests and processes under the Employment Relations Act 2000, which our team is experienced in navigating.
How much does employment legal services cost in New Zealand?
Costs depend on case complexity, required evidence, and the resolution pathway (e.g., mediation vs. court). For reference, straightforward matters may range within a lower bracket, while complex litigation involves higher fees. We provide transparent, upfront cost estimates and often work on a fixed-fee basis for specific services after an initial assessment.