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Our services
Process
Our legal team conducts a systematic, three-stage review of your employment contract, grounded in the Employment Relations Act 2000 and relevant case law. We first perform a clause-by-clause analysis against current legislation and market standards, identifying non-compliant or unusually restrictive terms. This includes assessing probation periods, restraint of trade clauses, and termination provisions for fairness. We then provide a detailed written report outlining the specific red flags, their potential implications, and your legal options. Finally, we advise on negotiation strategies or necessary amendments, ensuring you have a clear path forward. This process typically requires 3-5 business days from document receipt.
At a Glance
| Parameter | Reference Value |
|---|---|
| Standard Contract Review Timeline | 3-5 business days |
| Common Red Flags Identified | 5-10+ per contract |
| Governing Legislation | Employment Relations Act 2000 |
| Follow-up Consultation | Included in standard review |
Local Considerations — New Zealand
Employment contract standards and common issues can vary across New Zealand's regions, influenced by dominant local industries. In major commercial centres, complex restraint of trade and intellectual property clauses are prevalent, while roles in primary industries or tourism hubs may involve unique hours-of-work or seasonal arrangements. Our national practice allows us to advise on these regional nuances, ensuring your contract review is informed by local market practices and legal precedents. We provide this tailored service to clients from Auckland to Wellington and across the country. For specific insights relevant to your location, you can learn more about our services in New Zealand.
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Our team reviews your project and issues an initial report at no cost.
Or write us directly at info@employmentlawyer24.org
Standards & Compliance
- Employment Relations Act 2000
- Holidays Act 2003
- Privacy Act 2020
- Health and Safety at Work Act 2015
Frequently Asked Questions
What is the most common red flag in an employment contract?
One of the most frequent and significant issues is an overly broad restraint of trade clause. Such clauses may unreasonably restrict your ability to work for a competitor or start a similar business after your employment ends, potentially beyond what is legally enforceable to protect a legitimate business interest.
Can my employer change my contract after I've signed it?
Generally, no. Any variation to your terms and conditions of employment requires your genuine agreement. A unilateral change by your employer may constitute an unlawful variation and could give grounds for a personal grievance claim for constructive dismissal if it forces a significant change to your role.
Is a 90-day trial clause always enforceable?
Only if it meets strict legal criteria under the Employment Relations Act. It must be in writing, agreed to before employment starts, and only used for new employees. It cannot be used for fixed-term agreements or where the employee has previously worked for the employer in another role.
How much does an employment contract review cost in New Zealand?
The cost for a professional contract review depends on the document's complexity, length, and the specific issues identified. For a standard individual employment agreement review, firms typically charge a fixed fee. We provide a specific quote following an initial assessment of your documents.