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Process
Our process begins with a detailed review of your employment agreement, redundancy notice, and any company policy. We analyse your length of service, remuneration package, the circumstances of your dismissal, and your efforts to mitigate loss. A key reference is the Employment Relations Act 2000, which mandates good faith conduct, including during a redundancy process. We then formulate a strategy, which may involve direct negotiation with your former employer. If a settlement cannot be reached, we are prepared to file a personal grievance claim for unjustified dismissal or seek a determination on a contractual redundancy entitlement. Our typical case assessment involves reviewing an average of 50-100 pages of documentation to build a robust position.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical Case Review Scope | 50-100 pages of documentation |
| Common Notice Period (Senior Roles) | 4-8 weeks |
| Primary Legal Framework | Employment Relations Act 2000 |
| Personal Grievance Filing Deadline | 90 days from dismissal |
Local Considerations — New Zealand
Severance entitlements for marketing managers can be influenced by regional industry factors across New Zealand. In Auckland's competitive corporate and finance sector, redundancy policies may be more formalised but disputes over discretionary bonuses are frequent. In Wellington, public sector and tech-adjacent marketing roles often have collective agreements that specify redundancy terms. The Christchurch market, with its rebuild-focused history, has seen varied practices. Our national practice allows us to navigate these regional nuances, ensuring your claim considers local employment norms and relevant case law, whether you are based in the major centres or elsewhere in the country.
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Standards & Compliance
- Employment Relations Act 2000
- Good Faith obligations (s4 ERA)
- Holidays Act 2003 (relevant to payout calculations)
- Common Law principles of contractual interpretation
Frequently Asked Questions
What is typically included in a severance package for a marketing manager?
Beyond owed wages and holiday pay, a fair package may include redundancy compensation (often 2-4 weeks' pay per year of service, subject to contract), a notice period payment or working notice, and sometimes outplacement support. The key is your individual employment agreement and any applicable company policy.
Can I challenge a redundancy if I believe it wasn't genuine?
Yes. If the redundancy was not substantively justified (a real business reason) or the process was procedurally unfair (e.g., no consultation), it may constitute an unjustified dismissal. You have 90 days to raise a personal grievance, which can seek reinstatement or compensation.
How long does negotiating a severance agreement usually take?
Direct negotiation can often conclude within 2-4 weeks if both parties are reasonable. If litigation through the Employment Relations Authority is necessary, the process typically takes 6-12 months from filing to a determination, depending on complexity.
How much does legal advice for Severance Pay For Marketing Managers in New Zealand cost?
Costs depend entirely on case complexity, whether negotiation is successful, and if litigation is required. For straightforward advice and negotiation, costs are typically contained. We provide clear upfront estimates and often work on a fixed-fee basis for initial stages. The best approach is to request a specific cost assessment for your situation.