Talk to a lawyer now — free case review
Get clear guidance on your employment situation — severance, wrongful dismissal and your rights. No appointment, confidential.
Runs in your browser · free · confidential
Our services
Process
Our approach to ROE matters begins with a detailed review of your employment circumstances and the provided documentation. We assess the ROE against the requirements set by Inland Revenue and the Employment Relations Act 2000, which mandates issuance within specific timeframes—generally by the date the final pay is given. We identify common errors, such as incorrect reason for leaving codes or inaccurate earnings details, which can significantly delay benefit applications. If an employer fails to provide an ROE, we initiate a formal request process and, if necessary, can escalate to mediation or legal proceedings to secure compliance, protecting your access to essential financial support.
At a Glance
| Parameter | Reference Value |
|---|---|
| Employer Issuance Deadline | By the date final pay is given |
| Common Review Focus | Reason for leaving code, gross earnings, insurable hours |
| Typical Dispute Resolution Path | Direct request > Mediation > Authority application |
| Key Governing Legislation | Employment Relations Act 2000 |
Local Considerations — New Zealand
While ROE obligations are consistent nationally under New Zealand law, practical enforcement can vary. In major employment hubs like Auckland and Wellington, where corporate headquarters and large workforces are concentrated, disputes over ROEs in restructuring or redundancy situations are frequent. In regions with significant seasonal or project-based work, such as Canterbury or Queenstown, issues often arise around the correct coding for seasonal layoffs or the end of fixed-term contracts. Our national practice is adept at navigating these regional employment patterns, ensuring employees from Invercargill to Whangarei understand their rights and can secure this fundamental document without undue delay.
Request a Quote
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 (relevant for holiday pay on ROE)
- Privacy Act 2020 (handling of personal information)
Frequently Asked Questions
What is a Record of Employment (ROE) and when must I receive it?
An ROE is a formal document your employer must issue when your employment ends or is interrupted (e.g., layoff, leave). Legally, it must be provided by the date your final pay is given. It details your earnings and insurable hours for Work and Income.
What should I do if my employer refuses to give me an ROE?
First, make a written request. If they refuse or delay, you can contact Inland Revenue for assistance. As a legal remedy, you may raise a personal grievance for disadvantage, as failure to provide an ROE can hinder your ability to claim benefits.
What if there is an error on my ROE?
Contact your employer immediately to request a correction. If they are uncooperative, the error can be disputed. An incorrect ROE, especially the 'reason for leaving' code, can wrongly disqualify you from support, making timely correction critical.
How much does legal advice on a Record of Employment issue cost in New Zealand?
Costs depend on the complexity, such as whether the issue requires a simple letter or advances to mediation. Many firms offer an initial assessment. For specific budget guidance, it is best to request a detailed quote based on your particular circumstances.