Unfairly dismissed?

Unfair dismissal occurs in two forms: when an employer terminates an employee without process and when the employer does not have a substantive, valid reason for the dismissal.

Employers often make mistakes in dismissals. If you think you’ve been unfairly dismissed, call our toll-free employment hotline and talk to an expert.

Learn more about unfair dismissals ↗

If you are within a 90 day trial period, your employer is still obliged to treat you the same as any other employee who isn’t on a 90 day trial period and cannot disadvantage you in any way in the performance of your duties.

Many employers don’t understand the proper grounds for employment termination during a 90 day trial period and a lot make mistakes. Make sure you check with us if you’re unsure.

A personal grievance in New Zealand refers to a formal complaint, to the Employment Relations Authority, made by an employee against their employer. Simply it allows employees to address employment-related disputes and seek compensation for infringements upon their rights or fair treatment in the workplace.

Want to raise a personal grievance with your employer? Get in touch.

Constructive Dismissal happens when an employer’s actions or inactions make working intolerable for an employee, pushing them to resign. It is always essential to seek legal advice before resigning and to document all of the employer’s actions.

Learn more about constructive dismissal 

• Direct discrimination: Direct Discrimination occurs when someone is treated less favourably than others because of a protected characteristic.  

• Indirect Discrimination: Indirect discrimination arises when a policy, rule, or practice that appears neutral has a disproportionately adverse effect on individuals with specific characteristics. 

• Harassment: Harassment involves unwelcome or offensive conduct related to a protected attribute that creates an intimidating, hostile, or humiliating work environment. 

• Victimisation: Victimisation occurs when someone is treated unfairly because they’ve made a complaint or raised concerns about discrimination. 

Everyone has the right to a support person at a disciplinary meeting. Many people find disciplinary meetings difficult, so you should seek an advocate to speak on your behalf and help you through the process. 

Why? Disciplinary Meetings are often the first steps an employer takes towards dismissing an employee, so it’s crucial that you have legal representation. Our team of employment law advocates is ready to help.