Employment Law

We assist and represent employers facing a range of employment law problems. Lundons Law provides representation in employment mediations and the Employment Tribunal. However, where possible we resolve issues before they get to court.

We can help you avoid claims of unfair dismissal and personal grievance.

Lundons Law provides representation in employment mediations and the Employment Tribunal. However, where possible we resolve issues before they get to court.

If you employ any staff, even on a casual basis, you need a written and signed employment agreement on file. We have expertise in drafting employment agreements. Getting the detail right can avoid a lot of trouble later on.

If you have an employment law enquiry, please call Simon.

Frequently Asked Questions

What causes employment relationship problems?

Employment relationship problems can come from a number of situations, such as disputes over pay or holiday entitlements, or performance.

These problems can cause significant impacts for all parties involved, both personally and in the workplace. They can rapidly become expensive and absorb a lot of time and energy. Lundons Law can help you avoid these problems, or resolve issues quickly.

If a problem is discussed promptly and appropriately, it is more likely that further confusion or conflict will be avoided – which protects the employment relationship and ensures a good outcome for all involved. We can help.

Personal grievance

A personal grievance (“PG”) claim may be made by a current or former employee. People typically try to resolve a problem informally (eg informal discussions or mediation), but they can go straight to lodging a grievance claim.

A PG must be raised within 90 days of the date when the problem happened or when it came to the employee’s attention.

In our experience, it is best to involve us as soon as possible. We will guide you through the process, and seek an early and effective solution – letting you get on with running your business.

What does a “fair process” look like?

Employers must follow the requirements of the Employment Relations Act 2000 and natural justice. This means you need to:

  • fully investigate any concerns
  • promptly raise those concerns with your employee – let them know exactly what the problem is, provide all relevant supporting information and tell them that disciplinary action is a possibility
  • give the employee a reasonable opportunity to tell their side of the story, and
  • genuinely consider the employee’s explanations.
  • The court will not tell you how to run your business, but it will tell you if your business has failed to follow the correct procedures – and the financial penalties are significant.
  • Lundons Law can assist you to meet your legal requirements, and work with you to achieve a prompt resolution.
Recent employment law change

The government has recently introduced some significant changes to New Zealand employment law, including:

  • Ending the 90 day trial period for businesses that employ 20 or more staff (effective 6 May 2019).
  • Introducing a ten day paid leave entitlement for employees affected by domestic violence (effective 1 April 2019). Employers now need policies and procedures, and to understand how to manage an employee’s application for domestic violence leave.

These changes are a good opportunity to review your template employment agreements, and your employment-related policies and procedures. Lundons Law can help.

Make an Enquiry

3 + 15 =