When a personal grievance is raised, the way you respond can determine whether the issue is resolved quickly or escalates into a costly dispute.

In New Zealand, employers are required to follow a fair and reasonable process when managing grievances. Getting it wrong can lead to claims through the Employment Relations Authority, financial penalties, and lasting impact on your workplace culture.

Whether it’s a complaint about bullying, unfair treatment or conflict between team members, having a clear, practical process and responding early, fairly and in good faith can help resolve issues before they impact your people or your business.

This free 60-minute webinar is designed to help you confidently navigate personal grievances and respond in a way that protects both your people and your business.

In just 60 minutes:

• New Remedy Rules: How employee conduct now affects personal grievance remedies and what employers need to know
• Procedural Fairness: Why "how" you manage a process matters just as much as “why” and the key steps employers must follow
• Dispute Resolution: Practical steps to resolve grievances internally before they escalate to the Employment Relations Authority (ERA)
• Common Mistakes: Real-life examples of where businesses go wrong and ways to prevent similar issues

Please note that this is general information and not intended to replace legal advice under any circumstances.

Have a question?

Have a question about the webinar, or perhaps you need some guidance on a HR or workplace safety matter? We’re happy to answer all your questions, call 0800 675 701 or email [email protected].

Can you legally dismiss an employee on the spot?

While some situations may justify summary dismissal, New Zealand employers are still expected to follow a fair and reasonable process.

Acting too quickly, even when the misconduct seems obvious, can expose your business to costly personal grievance claims and unnecessary stress.

Join our employment relations experts for a practical webinar designed to help employers understand when summary dismissal may be appropriate, what process should be followed, and how to reduce risk when managing serious misconduct.

In just 60 minutes:

• Summary Dismissal: Understand what summary dismissal is, when it may be justified, and the legal risks employers face when getting it wrong
• Serious Misconduct: Learn the difference between misconduct and serious misconduct, and explore common workplace scenarios that may justify dismissal without notice
• Workplace Investigations: Gain practical guidance on gathering facts, conducting investigations, and giving employees a fair opportunity to respond before a decision is made
• Common Employer Mistakes: Discover the process failures that frequently lead to personal grievances and unjustified dismissal claims

Please note that this is general information and not intended to replace legal advice under any circumstances.

Have a question?

Have a question about the webinar, or perhaps you need some guidance on a HR or workplace safety matter? We’re happy to answer all your questions, call 0800 675 701 or email [email protected].

Initiating a performance management process or PIP is a standard part of managing a team. However, it can quickly become complex when an employee responds by raising a claim of bullying or harassment.

The key is understanding the difference between legitimate performance management and behaviour that may amount to workplace bullying, responding appropriately when concerns are raised, and ensuring a fair and reasonable process for everyone involved.

Join us for this practical webinar where we'll explore how employers can confidently manage performance issues if a bullying claim emerges, while protecting their organisation, managers, and employees from unnecessary risk.

In just 60 minutes:

• Performance Management or Bullying? Understand where the line sits between legitimate performance management and behaviour that may give rise to bullying concerns
• When a Complaint Changes the Process: Learn what employers should do when a bullying allegation is raised during an active performance management process
• Common Employer Mistakes: Discover where businesses commonly get caught out, including assumptions, rushed responses and poorly documented conversations
• Moving Forward with Confidence: How to respond to bullying allegations, document decisions and continue managing performance issues appropriately

Please note that this is general information and not intended to replace legal advice under any circumstances.

Have a question?

Have a question about the webinar, or perhaps you need some guidance on a HR or workplace safety matter? We’re happy to answer all your questions, call 0800 675 701 or email [email protected].

For many New Zealand businesses, restructuring has become a necessary part of staying competitive. Rising costs, changing customer demand and operational pressures can force businesses to reconsider how work is structured and whether existing roles remain sustainable.

But a genuine need to reduce costs does not give an employer permission to rush the process or treat redundancy as a foregone conclusion.

Employers must have genuine business reasons for a proposed restructure and follow a fair process before making any final decisions.

A proposal that appears predetermined, relies on vague reasoning or overlooks suitable alternatives can expose the business to personal grievances and unjustified dismissal claims, even where the underlying cost pressures are real.

In just 60 minutes:

• The Genuine Reason Test: How to demonstrate that a proposed restructure is based on real business needs
• Common Restructure Mistakes: Where employers get caught out, from predetermined outcomes and limited information to unfair selection processes
• Alternatives and Redeployment: What employers need to consider before deciding that redundancy is the only available option
• Making a Defensible Decision: The practical steps, documentation and communication needed to support a fair restructuring process

Please note that this is general information and not intended to replace legal advice under any circumstances.

Have a question?

Have a question about the webinar, or perhaps you need some guidance on a HR or workplace safety matter? We’re happy to answer all your questions, call 0800 675 701 or email [email protected].