Free case review. Calm, confidential advice. No Win, No Fee options available for eligible cases.
You may need help if:
You were dismissed within your first 90 days of employment
You were terminated under a 90-day trial period clause
You are unsure whether the dismissal was lawful
You suspect the trial clause was invalid
You want to know if you can still raise a personal grievance
If any of the above apply to you, we can help you understand your rights immediately.
On a valid 90‑day trial, you generally can’t claim unjustified dismissal but can claim discrimination/harassment.
A 90-day trial period allows an employer to dismiss a new employee within the first 90 days without the employee being able to raise a personal grievance for unjustified dismissal, provided the trial period is valid.
A valid trial period must meet all of the following:
If any of these requirements are missing, the trial may be invalid.
Most employees cannot raise an unjustified dismissal claim under a valid 90 day trial.
However, you may still challenge the dismissal if:
The trial period was invalid
You experienced discrimination
You experienced harassment or bullying
The employer breached your employment agreement
Invalid trial periods can open the door to an unjustified dismissal claim.
A trial clause may be legally invalid if:
If any of the above apply, your dismissal may have been unlawful.
We provide fast, practical support for employees dismissed under a 90-day trial.
We can:
Review your employment agreement
Check whether the trial period was valid
Assess whether you can raise a personal grievance
Represent you in mediation
Pursue compensation, lost wages, or other remedies
You do not have to navigate this alone.
Many 90-day trial cases qualify for our No Win, No Fee service if a grievance can be raised.
Being dismissed under a 90–day trial is often abrupt and unsettling.
Many employees feel blindsided, anxious, or unsure of their next steps.
We are here to provide clarity, support, and expert legal guidance to help you regain control.
There is a lot of confusion around 90-day trial dismissals. Professional advice can help you:
Getting advice early can make a significant difference.
We help employees across New Zealand challenge unfair treatment.
NZ wide employment law specialists
Fast and clear advice
No Win, No Fee options where applicable
Strong representation at mediation and the ERA
Professional guidance at every step
Contact us for a free case review
Send your employment agreement and termination letter.
We assess your situation
We identify whether your trial clause was valid and what options you have.
Leave the rest to us
We prepare your case, guide you through the process, and represent you where required.
Trial period:
Employers often confuse the two.
Even under a valid trial period, you may still claim:
These claims have different legal tests and may still be valid.
Quick action protects your rights.
You do not need everything; we can help fill gaps.
Yes, if the trial period was invalid or if other claims such as discrimination or harassment apply.
Only if the trial period is valid. Even then, some dismissals may still be unlawful.
If you signed after starting work, the trial clause may be invalid.
You may be able to raise one if the trial was invalid or if your claim relates to discrimination or harassment.
Usually 90 days from the date of the dismissal or when you became aware of the issue.
Do not miss your window to challenge an unlawful termination
We will assess your case quickly and explain your options
Talk to Sacked Kiwi: Call 0508 227 799 or request a Free Case Review via the form above
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