Exit package negotiation in New Zealand refers to the process of discussing and reaching an agreement between an employer and an employee regarding the terms of an exit package. This negotiation typically occurs when the employee’s employment is terminated or made redundant. During exit package negotiations, both parties have the opportunity to discuss various aspects … Read more

Redundancy compensation is a payment made to an employee whose job is made redundant and who loses their job as a result. In New Zealand, there is no legal obligation for employers to provide redundancy compensation to employees when their role is made redundant. However, employers may choose to offer redundancy compensation under an employment … Read more

Casual employment is a common practice in New Zealand, particularly in industries such as hospitality and retail. Casual employees are employed on an as-needed basis, and their hours and days of work can vary from week to week. While casual employment can provide flexibility for both employers and employees, it is important to understand the … Read more

Disciplinary meetings are an essential part of the employment relationship. These meetings are held to address issues of misconduct or poor performance and to determine the appropriate course of action. One of the key aspects of a disciplinary meeting is representation. In this blog post, we will discuss the importance of representation in disciplinary meetings. … Read more

Employment termination can be a stressful and challenging experience for both employers and employees. In some cases, employees may feel that they have been unfairly dismissed or treated during the termination process. This is where No Win No Fee Employment Help can provide valuable assistance. No Win No Fee Employment Help is a legal service … Read more

The 90-day trial period is a common employment practice in New Zealand, which allows employers to assess the suitability of new employees. During this period, the employer may terminate the employment without the risk of a personal grievance claim for unjustified dismissal. However, it is essential for employers to understand the legal requirements for a … Read more

1. Notice period: The employer must provide the employee with adequate notice of termination, which is based on the employee’s length of service and specified in the employment contract. The minimum notice period is one week for employees who have served the employer for less than two years, and four weeks for those who have … Read more

1. Documenting the evidence: The employee should gather and document all evidence related to their dismissal, including emails, letters, memos, performance appraisals, witness statements, and other relevant documents. 2. Reviewing the employment contract: The employee should review their employment contract and any relevant policies or procedures to identify any possible breaches or violations by the … Read more

1. Reinstatement: The employee can be reinstated to their former position with the same salary, benefits, and seniority as before the dismissal. 2. Compensation: The employee can receive monetary compensation for the loss of income, benefits, and reputation caused by unfair dismissal. 3. Re-employment: The employee can be offered a new job with the same … Read more

In New Zealand, redundancy compensation is not mandated by law and is typically negotiated between the employer and employee. However, if an employer has a redundancy compensation policy or collective agreement in place, they must adhere to its terms. The amount of redundancy pay can vary depending on factors such as length of service and … Read more