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Our services
Process
Our approach begins with a confidential case assessment to document the specific incidents, their frequency, and impact. We analyse the evidence against key legislative frameworks like the Employment Relations Act 2000 and Health and Safety at Work Act 2015, which require employers to provide a safe workplace. Our process involves formal correspondence, facilitation through mediation services like MBIE, and, if necessary, representation in the Employment Relations Authority. We aim for early resolution, with a significant proportion of cases settling during the mandatory mediation phase before progressing to formal litigation. For related issues, our expertise extends to handling complex Workplace Discrimination claims.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical Resolution Timeline | 8-16 weeks |
| Mandatory Mediation Period | Within 21 days of application |
| ERA Filing Deadline | 90 days from raising grievance |
| Common Remedies Sought | Compensation, reinstatement, recommendations |
Local Considerations — New Zealand
The application of harassment law is consistent nationally, but practical dynamics can vary. In major commercial centres like Auckland and Wellington, cases often involve complex corporate structures and multinational policies. In regions with dominant primary industries, harassment may manifest differently within close-knit work communities. Each listed firm adapts by leveraging a network of experienced practitioners across the country, ensuring local insight into regional Employment Relations Authority offices and mediators. This national presence allows us to effectively represent clients from Christchurch to Hamilton, understanding both the uniform legal standards and the nuanced workplace cultures from Tauranga to Queenstown.
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Standards & Compliance
- Employment Relations Act 2000
- Health and Safety at Work Act 2015
- Human Rights Act 1993
- Harassment Act 1997
Frequently Asked Questions
What constitutes workplace harassment under NZ law?
It includes repeated, unreasonable behaviour directed at an employee (or group) that creates a risk to health and safety. This encompasses bullying, verbal abuse, intimidation, and hostile conduct, as defined by WorkSafe NZ guidelines and case law.
What are the first steps I should take if I'm being harassed?
Document every incident with dates, details, and witnesses. Inform your manager or HR in writing, referring to your workplace's harassment policy. If internal resolution fails, seek legal advice promptly to understand your options for raising a personal grievance.
What is the legal process for a harassment grievance?
The process typically involves raising the issue with your employer, participating in good-faith problem-solving, attending mediation through MBIE, and potentially filing a claim with the Employment Relations Authority if a settlement isn't reached.
How much does legal help with a Workplace Harassment case in New Zealand cost?
Costs depend on case complexity, evidence volume, and whether it proceeds to the Authority. Many cases are handled on a fixed-fee basis for initial advice and mediation. For litigation, costs are typically charged hourly. We provide transparent upfront estimates after an initial case assessment.