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Our services
Process
Our methodology is built on a foundation of technical legal precision and strategic clarity. We begin with a thorough case assessment, analysing employment agreements, company policies, and all relevant correspondence against statutory frameworks like the Employment Relations Act and the Holidays Act 2003. We then develop a tailored strategy, whether for personal grievance claims for unjustified dismissal, negotiations for a record of settlement, or representation in the Employment Relations Authority. Our approach is proactive and detail-oriented, ensuring every legal argument is substantiated and every procedural step is meticulously managed. For a detailed breakdown of our approach to specific issues, review our Practice Areas.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical Case Resolution Timeline | 4-12 weeks |
| Common Personal Grievance Grounds | Unjustified dismissal, disadvantage, discrimination |
| ERA Monetary Jurisdiction Limit | Up to $250,000 |
| Statutory Good Faith Obligations | Sections 4 & 4A, Employment Relations Act |
Local Considerations — New Zealand
New Zealand's employment landscape is shaped by its diverse economy, with strong sectors in technology, professional services, agriculture, and tourism driving specific workplace dynamics. The local legal framework is primarily statute-based, with the Employment Relations Act 2000 as the cornerstone, supplemented by industry-specific awards and agreements. A robust talent pool from universities like the University of Auckland and Victoria University of Wellington feeds into these industries, creating a dynamic market where employment issues frequently arise from restructuring, fixed-term contracts, and seasonal work. Each listed firm's deep understanding of these national patterns allows us to provide contextually relevant and effective legal strategies for workers nationwide. Learn more about the legal environment in our Legal Library.
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Standards & Compliance
- Employment Relations Act 2000
- Holidays Act 2003
- Health and Safety at Work Act 2015
- Human Rights Act 1993
Frequently Asked Questions
What is a personal grievance and what are the time limits?
A personal grievance is a claim by an employee against their employer for unjustified dismissal, disadvantage, discrimination, or other breaches of employment standards. You must raise the grievance with your employer within 90 days of the action occurring or coming to your attention, as per the Employment Relations Act 2000.
Can I negotiate a settlement without going to the Employment Relations Authority?
Yes, the majority of employment disputes are resolved through direct negotiation or mediation, resulting in a signed, binding record of settlement. This process is often faster and less adversarial. Listed lawyers are skilled negotiators who work to achieve optimal outcomes without the need for formal proceedings.
What does 'good faith' require in employment relationships?
The duty of good faith, under Sections 4 and 4A of the Employment Relations Act, requires parties to be active, constructive, and responsive. It mandates honest and open communication, especially during consultation for redundancy or restructuring. A breach can form the basis of a personal grievance for disadvantage.