Dismissed or disciplined at work?

Being dismissed, warned, or put through a disciplinary process can be stressful and confusing.
Many people are left unsure whether what happened was fair, or what — if anything — they can do next.

If you’ve been dismissed or disciplined and don’t know where you stand, you can book a free, confidential discussion to talk things through.

No obligation • Confidential • Employee-focused

What this often looks like

People often get in touch when:

  • They were dismissed suddenly or with little warning

  • They were given warnings or placed on a performance plan that felt unfair or unrealistic

  • They were told their performance or conduct was an issue, but the reasons were unclear

  • They were pressured to resign instead of going through a formal process

  • The explanation for dismissal changed over time

  • They felt the decision had already been made before they were heard

If any of this sounds familiar, you’re not alone. Problems with dismissal often arise because of how the process was handled, not just the final decision.

What your rights may be

Every situation is different, but employment law generally expects employers to act fairly and reasonably before dismissing or disciplining an employee.

The right to a fair process

1

Employees are usually entitled to understand clearly what the employer’s concerns are. Vague explanations, shifting reasons, or last-minute allegations can raise questions about fairness.

The right to respond

2

In most cases, you should be given a genuine opportunity to respond to concerns before a decision is made. This includes time to consider what is being said and the chance to give your side of the story.

The right to reasonable support and time

3

Where performance is raised as an issue, employers are often expected to provide reasonable support and time to improve. A process that feels rushed or unrealistic can sometimes be problematic.

The right to consistent and reasonable treatment

4

Employers are expected to act consistently and proportionately. Singling someone out unfairly, applying changing standards, or treating similar situations very differently may raise concerns.

The right to raise concerns without retaliation

5

Raising questions, seeking clarification, or disagreeing respectfully should not in itself lead to disciplinary action or dismissal. Timing can sometimes be relevant.

A discussion can help clarify whether any of these issues may apply to your situation

How I help

I help employees by:

  • Listening carefully to what has happened

  • Explaining your situation in plain English

  • Assessing whether the process appears fair and reasonable

  • Talking through your options calmly and realistically

  • Representing you in mediation where appropriate

  • Helping negotiate an outcome when possible

My role is to support you, explain your options, and help you decide what — if anything — you want to do next.

What happens next

  1. You book a free confidential discussion

  2. I review what you’ve shared

  3. We talk through your situation and options

  4. You decide whether to proceed

Your Questions, Answered

  • Not necessarily. Many dismissal and disciplinary matters are resolved through discussion, mediation or at the Employment Relations Authority without engaging a lawyer.

  • Yes. Everything you share is confidential. I do not contact your employer without your permission.

  • I’ll be honest with you. Even when a case is weak, understanding your position can help you make informed decisions and move forward.

  • The first discussion is free. Fees depend on the pathway. See Fees (link).

Book a free, confidential discussion

If you’ve been dismissed or disciplined and aren’t sure where you stand, you don’t have to figure it out alone.

No obligation • Confidential • You decide what happens next