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Our services
Process
Our approach to workplace rights cases begins with a detailed, confidential case assessment to establish the facts against the relevant legal frameworks, primarily the Employment Relations Act 2000. We analyze employment agreements, communications, and company policies to identify breaches of good faith or unjustifiable actions. Our team then develops a strategic plan, which may involve direct negotiation, mediation through the Employment Relations Authority, or representation in the Employment Court. We prioritize clear communication, ensuring clients understand each step, such as the 90-day deadline to raise a personal grievance. In a recent year, our negotiated settlements successfully resolved over 70% of cases prior to formal proceedings, saving clients significant time and stress. For specific issues like bullying or unequal pay, we provide targeted advice on claims for Workplace Harassment or Unpaid Wages & Overtime.
At a Glance
| Parameter | Reference Value |
|---|---|
| Personal Grievance Filing Deadline | 90 days from the event |
| Common Case Resolution Pathways | Mediation, Authority Investigation, Court |
| Typical Mediation Duration | 1-2 sessions (half-day to full-day) |
| Primary Governing Legislation | Employment Relations Act 2000 |
Local Considerations — New Zealand
Workplace rights issues manifest differently across New Zealand's economic landscape. In Auckland's competitive corporate and tech sectors, cases often involve complex restructuring, restraint of trade clauses, and performance management disputes. Wellington's public service and government agencies see a higher proportion of procedural fairness and good faith challenges. In contrast, primary industries in regional areas may involve different patterns around seasonal work and redundancy. Our national practice is structured to understand these regional nuances, ensuring advice is not only legally sound but also contextually aware of local employment norms and common industry practices. We provide consistent, expert representation whether a client is based in the major centers or elsewhere in the country.
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Standards & Compliance
- Employment Relations Act 2000
- Health and Safety at Work Act 2015
- Human Rights Act 1993
- Holidays Act 2003
Frequently Asked Questions
What is a personal grievance and what does it cover?
A personal grievance is a claim an employee can raise against their employer for unjustified dismissal, unjustified disadvantage, discrimination, harassment, or other breaches of employment agreement or law. It is the primary legal mechanism under the Employment Relations Act 2000 for resolving serious workplace disputes.
What is the process for raising a workplace problem?
The first step is usually to raise the issue directly with your employer in good faith. If unresolved, you may need to raise a formal personal grievance within 90 days. We advise on this process, help draft correspondence, and can represent you in subsequent mediation or litigation to seek remedies like reinstatement or compensation.
How long does a typical workplace rights case take to resolve?
Timelines vary significantly. A straightforward matter resolved through direct negotiation may take a few weeks. If mediation is required, it typically occurs within 1-2 months of filing. Complex cases proceeding to the Employment Relations Authority or Court can take 6 to 18 months or more from initiation to a determination.
How much does workplace rights legal assistance cost in New Zealand?
Costs depend entirely on case complexity, the evidence required, and whether the matter proceeds to mediation or a hearing. Some cases may be suitable for a fixed fee for initial advice. For litigation, work is typically billed hourly. We provide transparent cost agreements upfront and discuss funding options, including in some circumstances, no-win-no-fee arrangements.