No Win, No Fee – We Fight for Your Rights
You were dismissed without a clear, valid reason or without a fair, documented process.
You resigned due to employer conduct (possible constructive dismissal).
You were made redundant without genuine business reasons or fair consultation (e.g., no meaningful feedback window, no redeployment consideration).
You were dismissed during a trial period that may be invalid (e.g., not agreed in writing before starting), or you suspect discrimination/harassment.
If any of the above apply to you, you could be eligible for an Unfair Dismissal claim.
On a valid 90‑day trial, you generally can’t claim unjustified dismissal but can claim discrimination/harassment.
A dismissal becomes “unjustified” when your employer either:
This includes situations where:
If any of these sound familiar, you may have a strong case.
We’re employment law experts who help employees stand up against unfair treatment. We support you by:
Reviewing your dismissal and identifying where process or reason was flawed
Preparing and filing your personal grievance
Representing you in MBIE mediation
Escalating to the Employment Relations Authority (ERA) if needed
Fighting for remedies such as lost wages, compensation, reinstatement, and more
Most unfair dismissal 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.
Being dismissed can shake your confidence, your finances, and your sense of security.
Many of our clients come to us feeling stressed, anxious, and unsure where to turn.
We’re here to guide you through every step, explain everything clearly, and help you regain control.
NZ‑wide employment advocacy, focused on employee rights
We keep it simple.
No win- No Pay
Rapid triage, clear advice, and representation at mediation and ERA
Professional, practical guidance – so you know what happens next
Contact us for a free, confidential case review
Briefly describe what happened and share any supporting documents.
Our team will assess
your situation
We identify process faults, legal issues, and whether you have a strong case.
Leave the rest of the
details to us
We handle the paperwork, negotiations, and representation – you focus on moving forward.
(Don’t worry if you don’t have everything – we’ll help fill gaps.)
You must raise the personal grievance within 90 days of the action or when you became aware of it (whichever is later). There are limited exceptional circumstances for late claims; sexual harassment PGs have 12 months.
Unfair dismissal” is commonly used, but the NZ legal term is “unjustified dismissal.” It covers dismissals without good reason or without fair process under the s 103A test.
Possibly. If your resignation was due to constructive dismissal (the employer’s actions or inaction made your job untenable), you may raise a personal grievance.
On a valid 90‑day trial, you generally can’t bring a PG for unjustified dismissal, but you can bring claims for discrimination or harassment. Trial periods must be agreed in writing before you start and meet strict criteria.
Reinstatement is a possible remedy if it’s practicable and reasonable; other remedies include lost wages and compensation for hurt/humiliation.
90‑day deadline: Don’t miss your window to raise a personal grievance.
What happens next: We’ll assess your case, explain options, and act fast on your behalf – often starting with free MBIE mediation.
Talk to Sacked Kiwi: Call 0508 227 799, or request a Free Case Review via the form above
Unfair dismissal is when an employee is terminated from their job under circumstances that are considered unjust, unreasonable, or in breach of the law. This can encompass a variety of situations, including dismissal without proper cause, termination due to discriminatory reasons, or firing without adhering to the correct disciplinary procedures.
The Employment Relation Authority (ERA) has ruled in favour of employees for unfair dismal in a number of instances from an employer’s failure to follow termination procedures, termination without any proper justification or warning. Seeking legal advice in cases of dismissal is advisable to ascertain rights, obligations, and potential avenues for resolution. Employers should adhere to fair procedures and legitimate reasons for termination, while employees should be aware of their rights and avenues for redress. If you are unsure make sure to get in touch with our team of legal experts. Contact them here!
The difference between unfair dismissal and fair dismissal lies in the reasons and process behind the termination. Fair dismissal typically occurs when an employer terminates an employee for valid reasons, such as poor performance, misconduct, redundancy, or other legitimate causes based on the terms outlined in the employment contract or established laws.
Understanding the differences can be difficult and if you are unsure if your dismissal was fair or not its important to get legal advice. Our team of experts can provide you with the help you need. Feel free to get in contact with our team for some help.Contact them here!
In New Zealand, compensation for unfair dismissal, also known as wrongful termination, involves various factors. Normal compensation may include reinstatement, reimbursement for lost wages, compensation for distress, or a monetary settlement. The amount varies depending on the circumstances of the case and is determined by the Employment Relations Authority (ERA).
Contractors can claim unfair dismissal if they can demonstrate they were operating under an employment relationship in practice, despite their contractual classification as a contractor. If the nature of their work and the employer’s control over their duties align with an employee-employer relationship, they may be eligible to claim compensation.
Redundancy can be considered unfair dismissal if it’s not conducted in accordance with legal requirements or fair procedures. Unfair redundancy may occur when an employer fails to offer alternative roles within the company, doesn’t consult with employees, or unfairly selects individuals for redundancy.
In New Zealand, the timeframe for claiming unfair dismissal, also termed wrongful termination or unlawful dismissal, is generally within 90 days after the date of dismissal. It’s crucial for individuals to file their claim within this period to seek redress through the Employment Relations Authority or the Employment Court.
Understanding the nuances between fair and unfair dismissal is essential for both employers and employees to ensure compliance with employment laws and fair treatment within the workplace. Seeking legal advice in cases of dismissal is advisable to ascertain rights, obligations, and potential avenues for resolution. Get in touch with our Team of Legal Experts. Contact them here!
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