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Our services
Process
Our methodology is a rigorous, evidence-based process tailored to high-stakes executive disputes. We begin with a forensic review of your employment agreement, company policies, and all communications related to the termination. We then build a legal strategy anchored in the Employment Relations Act 2000, common law principles of good faith, and specific contractual clauses governing termination. Our approach includes quantifying all potential entitlements—redundancy compensation, notice in lieu, outstanding bonuses, and long-term incentives—often resulting in settlements that are 40-70% higher than initial employer offers. We prepare detailed without prejudice correspondence and are skilled negotiators, with over 90% of matters resolving through facilitated mediation without the need for litigation in the Employment Relations Authority.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical Negotiation Timeline | 4-8 weeks |
| Common Notice Periods (Executives) | 3-6 months |
| Mediation Success Rate | >90% |
| Key Governing Legislation | Employment Relations Act 2000 |
Local Considerations — New Zealand
The demand for executive severance counsel in New Zealand is concentrated in the commercial hubs of Auckland and Wellington, where corporate headquarters, finance, and technology sectors drive complex termination scenarios. Executives in Auckland's competitive corporate environment often have sophisticated equity and bonus structures requiring precise valuation. In Wellington, public sector and government-adjacent roles involve unique employment principles and processes. Across the country, the principles of good faith under the Employment Relations Act 2000 apply uniformly, but local practices and the composition of the Employment Relations Authority can influence strategy. Our national practice is adept at navigating these regional nuances to protect executive clients, whether they are based in New Zealand or internationally.
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Our team reviews your project and issues an initial report at no cost.
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Standards & Compliance
- Employment Relations Act 2000
- Good Faith obligations (s4 ERA)
- Holidays Act 2003
- Common Law Contractual Interpretation
Frequently Asked Questions
What is typically included in an executive severance package?
A comprehensive package extends beyond statutory minimums. It typically includes negotiated redundancy compensation, payment for the full notice period, pro-rata bonuses and long-term incentives, accrued holiday pay, and often outplacement services and agreed-upon references. Each element requires careful negotiation based on your contract and circumstances.
How long do I have to raise a personal grievance for unjustified dismissal?
The statutory deadline is 90 days from the date the dismissal occurred or came to your attention. This is a strict limit under the Employment Relations Act 2000. For contractual claims, different limitation periods may apply. Immediate legal advice is critical to preserve all your rights.
Can I negotiate after signing a settlement agreement?
Once a full and final settlement agreement is signed and consideration is paid, you are generally barred from raising further claims on the matters covered. Therefore, expert review and negotiation before signing is paramount. We ensure the agreement accurately reflects the full value of your entitlements and includes all necessary protections.
How much does severance pay advice for executives cost in New Zealand?
Costs vary based on case complexity, the required negotiation or litigation steps, and the seniority of counsel involved. Many cases are conducted on an hourly basis, with a typical range for a negotiated settlement. We provide transparent fee agreements and often achieve results that significantly outweigh the legal investment. A specific proposal is provided after an initial case assessment.