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Our services
Process
Our severance package review follows a rigorous, three-stage technical process. First, we conduct a document analysis, examining every clause for compliance with statutory minimums under the Holidays Act 2003 and for enforceability of common restrictive covenants. Second, we perform a financial audit, calculating all owed entitlements—including accrued holiday pay, notice periods, and any compensation for unjustified dismissal—often identifying a 15-25% discrepancy in the initial offer. Finally, we provide a detailed written report with clear, actionable advice on negotiation points and legal risks, referencing specific provisions like section 103A of the Employment Relations Act 2000 regarding justification for dismissal. This structured approach ensures no critical detail is overlooked.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical Review Timeline | 3-5 Business Days |
| Key Legislation Analyzed | Employment Relations Act 2000 |
| Common Financial Audit Focus | Holiday Pay & Notice Periods |
| Report Delivery Format | Detailed Written Advice |
Local Considerations — New Zealand
Severance practices and legal scrutiny can vary across New Zealand's regions, influenced by local employment tribunals and dominant industries. In Auckland's competitive corporate and tech sectors, packages often include complex restraint of trade and confidentiality clauses that require careful dissection. In Wellington, with its strong public sector presence, reviews must closely align with specific collective agreement provisions and public service guidelines. Our national practice is adept at navigating these regional nuances, ensuring our advice is not only legally sound but also contextually aware of the local employment landscape and tribunal tendencies, providing relevant counsel whether you are in Christchurch, Hamilton, or Dunedin.
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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
- Good Faith provisions (s4, ERA 2000)
- Privacy Act 2020 (regarding reference checks)
Frequently Asked Questions
What does a severance package review typically involve?
Our review involves a line-by-line analysis of your agreement against current employment law. We audit all financial calculations, assess the legality of clauses like non-disparagement or restraints, and evaluate the adequacy of the settlement in relation to any potential personal grievance claims you may have.
How long do I have to get my severance agreement reviewed?
You should seek advice before signing. While there is no set legal deadline for obtaining advice, most agreements provide a short consideration period (often 5-7 days). We prioritize these reviews to ensure you have our assessment within this critical window.
Can you help if I've already signed a severance agreement?
Once signed, it is generally binding. However, in limited circumstances—such as if you signed under duress, were misled, or the agreement is contrary to public policy—there may be grounds to challenge it. We can assess your situation to determine if any such avenues exist.
How much does a Severance Package Review cost in New Zealand?
The cost for a review depends on the complexity of the agreement, the number of ancillary documents, and the specific issues involved. For a standard review of a straightforward agreement, each listed firm typically works on a fixed-fee basis, providing cost certainty. We recommend contacting us for a specific quote tailored to your documents.