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Our services
Process
Our methodology is a rigorous, three-stage legal analysis. First, we conduct a detailed document review of your employment agreement, any applicable collective agreement, and company redundancy policy. Second, we apply the legal framework, calculating entitlements under the Employment Relations Act 2000 (notably Part 6A regarding continuity of employment) and Holidays Act 2003 for accrued leave. Finally, we model scenarios, such as the tax implications of a lump-sum payment versus salary continuance. This process typically requires 3-5 business days from document receipt. Where terms are unclear, we provide a risk assessment on interpretation. For hands-on legal strategy beyond calculation, consider our dedicated service for Severance Negotiation.
At a Glance
| Parameter | Reference Value |
|---|---|
| Primary Legal Framework | Employment Relations Act 2000 |
| Typical Review Timeline | 3-5 business days |
| Key Calculated Components | Notice, Redundancy Compensation, Accrued Leave |
| Documentation Required | Employment Agreement, Redundancy Policy |
Local Considerations — New Zealand
Severance practice in New Zealand requires understanding regional economic drivers. In Auckland's competitive tech and finance sectors, employment agreements often include sophisticated, negotiated redundancy clauses beyond the statutory minima. Wellington's public sector focus involves distinct collective agreements and restructuring protocols. Christchurch's rebuild economy has established precedents for large-scale redundancy processes. Our national expertise allows us to navigate these regional nuances, applying consistent legal principles while accounting for local industry standards and case law. We provide this tailored calculator service to clients across all major centres, including Auckland, Wellington, and Christchurch.
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
- Income Tax Act 2007
- Good Faith obligations under Part 1 of the ERA
Frequently Asked Questions
What does your Severance Pay Calculator actually analyse?
Our calculator performs a legal audit of your entitlements. It scrutinises your employment agreement for contractual redundancy pay, calculates statutory minimum notice per the Employment Relations Act, and computes all accrued holiday pay and leave due under the Holidays Act 2003, providing a consolidated summary.
How accurate is the calculation without full legal proceedings?
The calculation is based on the documents you provide and current law, offering a highly reliable assessment of your legal position. It identifies key leverage points for negotiation. However, final binding determinations can only be made by the Employment Relations Authority or courts, which our analysis prepares you for.
What if my employer disputes the calculation?
The calculation serves as a strong evidence-based starting point for negotiation or mediation. It is prepared by our employment lawyers, giving it significant weight. If a dispute proceeds, this analysis forms the core of your legal claim, and we can represent you through the formal dispute resolution process.
How much does a Severance Pay Calculator service cost in New Zealand?
Costs vary based on case complexity, the number of documents to review, and whether multiple employment scenarios need modelling. For a standard review of a single employment agreement and policy, our 2024 fixed-fee assessments provide certainty. We recommend requesting a specific proposal for your situation.