No Win, No Fee – We Fight for Your Rights
Sexual harassment in the workplace is serious, and more common than many people realise. If you have been subjected to unwanted sexual behaviour at work, you have legal rights under New Zealand employment law.
You may have a sexual harassment claim if:
You have been subjected to unwanted sexual comments, jokes, or advances by a colleague, manager, or employer
You have received inappropriate messages, images, or requests of a sexual nature at work
You have experienced unwanted physical contact of a sexual nature
You have been made to feel uncomfortable, intimidated, or humiliated by sexual behaviour in your workplace
You raised concerns about harassment and faced retaliation or were dismissed
You resigned because the harassment made your workplace unbearable (constructive dismissal)
If any of the above apply to you, you may be eligible to raise a personal grievance. You have up to 12 months from the date of the harassment to take action.
Under New Zealand law, sexual harassment is unwanted behaviour of a sexual nature that makes a person feel offended, humiliated, or intimidated. It can be a single serious incident or a pattern of repeated behaviour.
This includes situations where:
If any of these sound familiar, you may have a strong case.
We are employment advocates who support New Zealand employees experiencing sexual harassment at work. We help you understand your options and take action.
We support you by:
Reviewing your situation and advising on your legal options
Helping you document evidence and build your case
Raising a formal personal grievance on your behalf
Representing you in MBIE mediation
Escalating to the Employment Relations Authority (ERA) if needed
Pursuing remedies such as compensation for hurt and humiliation, and lost wages
Most sexual harassment cases are eligible for our No Win, No Fee service – meaning you don’t pay unless we win. We’ll always tell you upfront if your case qualifies.
We’ll always tell you upfront if your case qualifies.
Experiencing sexual harassment at work can leave you feeling confused, ashamed, angry, and unsure of where to turn. These reactions are completely understandable.
Many of our clients come to us feeling powerless – unsure whether what happened to them “counts” or whether anyone will take them seriously.
We will. We’re here to listen, guide you through every step, and help you take back control.
We help employees across New Zealand challenge unfair treatment.
NZ‑wide employment advocacy, focused on employee rights
No‑win, no‑fee
Experienced, empathetic advocates who take workplace harassment seriously
Clear advice on your options – so you always know what happens next
Contact us for a free, confidential case review
Tell us what happened and share any documents, messages, or evidence you have.
We assess your situation
We review the details, confirm your legal rights, and advise on the strength of your case.
Leave the rest to us
We handle the paperwork, negotiations, and representation – you focus on your wellbeing and moving forward.
(Don’t worry if you don’t have everything – we’ll help fill gaps.)
Under New Zealand law, sexual harassment is unwanted conduct of a sexual nature – including comments, physical contact, messages, or requests for sexual favours – that causes a person to feel offended, humiliated, or intimidated. It applies in workplaces, educational settings, and other environments.
Sexual harassment generally refers to unwanted conduct of a sexual nature in a workplace or similar context, and is addressed through employment and human rights law. Sexual assault involves criminal conduct and is handled by police. Both can occur in a workplace context, and it is possible to pursue both an employment grievance and a police matter at the same time.
Document the incidents as soon as possible, including dates, times, and details of what happened. Keep any relevant messages or evidence. Report the behaviour to your employer if it is safe to do so. Seek independent employment advice early – the sooner you act, the more options you have available.
Yes. If you reported sexual harassment to your employer and they failed to investigate it properly or take appropriate action, that failure can itself form part of your personal grievance. Employers have a legal obligation to address harassment complaints.
Remedies may include compensation for hurt and humiliation, reimbursement of lost wages, reinstatement, and other remedies depending on your circumstances. The Employment Relations Authority assesses each case on its individual facts.
In formal processes such as mediation or Employment Relations Authority hearings, both parties are typically identified. However, the early stages of seeking advice from Sacked Kiwi are confidential, and we can discuss your options before any formal steps are taken.
12-month deadline: Sexual harassment personal grievances must be raised within 12 months – don’t miss your window.
What happens next: We’ll assess your case, explain options, and act on your behalf – starting with a free, confidential case review.
Talk to Sacked Kiwi: Call 0508 227 799, or request a Free Case Review via the form above
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