News & Insights

The recent decision of Breen v Prime Resources Company Limited considered an argument which drew a distinction between a personal grievance and a dispute.

The Employment Court ordered a new penalty against an employer payable to a former employee who had been dismissed in what the Court described as a “mixed motive” redundancy.

We have recently seen some significant shifts in the employment landscape and in our seminar.

In the recent judgment of Turner v Te Whatu Ora Health New Zealand [2023] NZEmpC 158, the Employment Court considered a challenge from a nurse who was dismissed from her job at the District Health Board (DHB) for posts she made on her Facebook page outside of work hours.

A recent Employment Court judgment has held that individualised assessment and consultation was required before an employer could justifiably dismiss an employee on account of their vaccination status.

In a recent judgment, the Employment Court considered an application by Te Whatu Ora for urgent interim orders to restrain an intended “health and safety” strike by nurses and care assistants at Gisborne hospital.

A recent judgment by the Employment Court is considered a "high-water mark" case concerning penalties for extensive breaches of several migrant workers' minimum employment standards.

The Screen Industry Workers Act is a radical change in how screen workers are engaged in New Zealand as it permits contractors to bargain collectively without becoming employees. The operative provisions of the Act will take effect on 30 December 2022.

A recent decision of the Employment Court demonstrates the matter is not so simple as just giving employees an instruction to take annual leave.

What action should an employer take when an employee resigns in an emotional outburst? Accept? Wait? Refuse?

The Protected Disclosures Act 2022 was recently passed into law and comes into effect on 1 July 2022, updating the Protected Disclosures Act 2000 (PDA).

The Employment Court has considered the interesting and significant issue of whether former members of Gloriavale were employees or not.

In its recent judgment the High Court upheld the applicants’ challenge to the COVID-19 Public Health Response (Specified Work Vaccinations) Order 2021, which made vaccines mandatory for certain workers in the New Zealand Police and Defence Force.

The Employment Court has recently decided an important case where an employee collected and stored confidential patient information for the claimed purpose of demonstrating that she had been bullied and/or harassed.