Employment problems? Start here.
If you’ve been dismissed, treated unfairly or don’t know what to do next, you can book a free, confidential discussion.
Available across New Zealand via Zoom, phone and email.
What’s going on at work?
-
Dismissed or disciplined
You were dismissed, disciplined or put on a Performance Improvement Plan.
-
Made redundant
Your role ended due to restructuring or cost-cutting.
-
Bullying or unfair treatment
You were treated unfairly, targeted or pushed out.
-
Sexual harassment
You experienced inappropriate or unwanted behaviour at work.
-
Employment mediation
You’re in a dispute and need help resolving it.
-
Not sure what your issue is
Something doesn’t feel right but you’re not sure what to do.
People get in touch when:
-
They were dismissed suddenly or with little warning.
-
They were told their performance was an issue but weren’t given a fair chance to improve.
-
They were placed on a performance improvement plan that felt unrealistic or rushed.
-
They were pressured to resign rather than go through a formal process.
-
The reasons given for dismissal changed or were unclear.
Many people assume an employer is justified simply because they made a decision. In practice, problems often arise because the process was not handled fairly.
What your rights may be
The right to a fair process
1
Before dismissing an employee, an employer is generally expected to follow a fair and reasonable process. This means decisions should not be rushed, predetermined, or made without proper consideration. A dismissal can sometimes be unjustified not because of the final decision, but because the process leading to it was unfair.
The right to know the concerns
2
Employees are usually entitled to be told clearly what the employer’s concerns are. Vague explanations, shifting reasons, or last-minute allegations can raise problems. You should understand what the issue is and why it matters before serious decisions are made.
The right to respond
3
In most situations, an employee should be given a genuine opportunity to respond to concerns before a dismissal decision is made. This includes time to consider what is being said and the chance to give your side of the story. Being heard is an important part of a fair process.
The right to reasonable support and time
4
Where performance is an issue, employers are often expected to provide reasonable support and time for improvement. This may include guidance, training, or clear expectations. A performance process that feels rushed or unrealistic can sometimes be problematic.
The right to consistent and reasonable treatment
5
Employers are expected to act consistently and reasonably. Treating similar situations very differently, changing standards part-way through a process, or singling someone out unfairly can raise concerns. Context and proportionality matter.
The right to raise concerns without retaliation
6
Raising questions, disagreeing respectfully, or seeking clarification should not in itself lead to dismissal. If disciplinary action followed closely after raising concerns, that timing may be relevant and worth discussing.
How I help
Listening
Explaining options
Assessing fairness
Representation where appropriate
What happens next?
Book a free confidential discussion.
I review your situation.
We talk through options.
You decide whether to proceed.