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Our services
Process
Our methodology begins with a forensic review of your employment agreement, company policies, and the circumstances of your termination. We assess entitlements to redundancy compensation, notice periods, and any contractual enhancements, referencing key statutes like the Employment Relations Act 2000 and the Holidays Act 2003. Our team then engages in precise, evidence-based negotiation with your former employer, aiming for a swift and favourable settlement without the need for litigation. Should mediation at the Employment Relations Authority become necessary, we prepare a compelling case, leveraging precedent and expert analysis of your professional standing and loss. This structured approach resolves most severance disputes within 4 to 8 weeks from initial instruction.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical Case Resolution Timeline | 4-8 weeks |
| Notice Period (Statutory Minimum) | 4 weeks |
| Primary Governing Legislation | Employment Relations Act 2000 |
| Common Dispute Resolution Forum | Employment Relations Authority |
Local Considerations — New Zealand
Severance practices for accountants in New Zealand can vary between major commercial centres. In Auckland's dense corporate and financial services sector, disputes often involve complex bonus structures and restrictive covenants. Wellington's public service and government agency roles may involve different collective agreement frameworks. Christchurch's rebuild economy has seen its own patterns in professional services restructuring. Our national practice is adept at navigating these regional nuances, from the fast-paced M&A environment driving redundancies in Auckland to public sector reforms impacting Wellington-based professionals. We provide tailored, assertive representation for accountants across New Zealand's key business hubs.
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Standards & Compliance
- Employment Relations Act 2000
- Holidays Act 2003
- Good Faith Obligations (ERA 2000, s4)
- Relevant Collective Employment Agreement
Frequently Asked Questions
What is typically included in a severance package for an accountant?
A comprehensive severance package for an accountant typically includes paid notice (or payment in lieu), any owed holiday pay, redundancy compensation if applicable, and often a negotiated ex gratia payment. It may also address the return of company property and the terms of any post-employment restraints.
How does the Employment Relations Act 2000 protect me during redundancy?
The Act requires employers to act in good faith, which includes providing a genuine business reason for redundancy, consulting with affected employees where possible, and considering redeployment. A failure in this process can render a dismissal unjustified, leading to remedies including compensation.
What is the time limit for raising a personal grievance for unjustified dismissal?
You must raise a personal grievance for unjustified dismissal, including an unjustified redundancy, with your employer within 90 days of the dismissal taking effect. This is a strict deadline under the Employment Relations Act 2000, making prompt legal advice crucial.
How much does legal representation for severance pay cost in New Zealand?
Legal costs depend on the complexity of your case, the required negotiation or mediation, and whether litigation is needed. Many cases are resolved through targeted pre-litigation advocacy. We provide transparent fee agreements and, where appropriate, may act on a fixed-fee basis for specific stages. The best approach is to request a tailored proposal for your situation.