Employment

Cummings v KAM Transport Limited [2025] NZHRRT 9 serves a timely reminder that claims under the Privacy Act 2020 could have significant financial consequences for employers.

The Government has introduced two new visa options under the Accredited Employer Work Visa framework, meaning that understanding the type of individual employment agreement your staff should be on is vital.

While seen by some to be an easy way to exit employees who do not align with the business before they become embedded, 90-day trial period clauses are not without risk if not approached with care. This article steps through some tips on how to effectively incorporate 90-day trial clauses into your business.

Many ‘employers’ in New Zealand, operate under a corporate identity through a limited liability company. There is a common assumption if a company becomes insolvent, that directors or those that influence or control the company, are protected by the ‘corporate veil’ – and can avoid personal consequences. In some circumstances, as this article explores, this common assumption is wrong.

Tis the season to be jolly and avoid jail! Whether blowing off steam at the Christmas Party or closing the doors for some well-earned rest and recuperation, employers need to be on their toes to ensure that they meet their legal obligations. This short article explores some of the statutory obligations employers have.

Disciplinary and performance management of employees in the workplace can be a difficult task depending on the circumstances. How does it change when mental health concerns are raised? In this article, our employment law team explores two cases that address these concerns.

The vast majority of employment relationship disputes fail to make it to Court. In our experience, the most likely outcome is that the parties resolve the matter through settlement. In this article we explore two settlement mechanisms, and what benefits each brings.

Employees subject to sexual harassment in the workplace now have 12 months to raise a personal grievance. The recently passed Employment Relations (Extended Time for Personal Grievance for Sexual Harassment) Amendment Act 2021 provides a grace period for victims beyond the 90-day period previously provided.

In a quick changing economy, the idea of restructuring a business has become more common. To lessen financial hardship, or to improve the efficiency of their business some employers may consider restructuring or “downsizing” their business to achieve their identified goals.

A common question from employers and employees alike, is what it actually means when an employee resigns with “immediate effect”. The answer: It depends. Another question that frequently gets asked is whether a resignation given in the “heat of the moment” is valid. In this article we explore both of these issues, with a focus on the leading case law.