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Personal Grievance Support for NZ Employers Managing a personal grievance can be stressful and costly for employers. At Employer Direct, we provide practical, NZ-focused support to help you handle grievances correctly, reduce legal risk, and protect your business. Whether you need guidance on responding to a complaint, preparing for mediation, or representation at the Employment Relations Authority (ERA), our team is here to help. We work with small and medium businesses across New Zealand to resolve employment disputes efficiently and fairly, giving you peace of mind while staying compliant with NZ employment law. What is a Personal Grievance? A personal grievance occurs when an employee believes they have been unjustifiably treated at work, which may include: Unjustified dismissal Disadvantage at work (e.g., demotion, unfair treatment) Discrimination (age, gender, disability, race) Harassment or bullying Employers must respond carefully to avoid escalation and potential claims to the ERA. Our team guides you through each step with clarity and confidence. How We Help Employers Step 1: Initial Assessment We help you understand the claim, its validity, and potential risks. You’ll receive practical advice on how to respond without escalating the dispute unnecessarily. Step 3: Mediation Support If mediation is required, we provide preparation guidance and representation to help resolve the grievance efficiently and reduce costs. Step 2: Docs & Strategy We assist in documenting all processes, reviewing internal policies, and preparing responses that comply with NZ employment law. Step 4: ERA Representation If the grievance proceeds to the Employment Relations Authority, our team offers professional representation, ensuring your case is presented clearly and persuasively. Why Choose Employer Direct for Personal Grievances Support? NZ-focused expertise in employment law Practical, step-by-step guidance for employers Transparent fees and membership options Experienced team providing complete support from initial response to ERA representation Confidential, judgment-free advice Contact us now Frequently Asked Questions How long does an employee have to raise a personal grievance in NZ? Employees must raise a personal grievance within 90 days of the event, unless the greivacne relates to sexual haraasment. In these instances, employees have 12 months to raise a grievance. If you think a grievance might be out of time, we can advise. Do I need a lawyer to handle a grievance? Not necessarily. Employer Direct provides practical advice and representation for most employment matters, reducing the need for expensive lawyer fees. What is the difference between mediation and ERA? Mediation is a voluntary, confidential process to resolve disputes quickly. The ERA is a formal legal process where decisions are binding. Can Employer Direct represent me at the ERA? Yes. We provide full representation for employers throughout at employment disputes including at ERA hearings, guiding you through every step. Take the Next Step Managing personal grievances doesn’t need to be overwhelming. Contact Employer Direct today for a free initial consultation and let us help you protect your business while staying compliant with NZ employment law. Request support

Employer Direct. Your one stop HR shop. We provide all the support so you get employment law right! Advice, documents, templates and FAQs, we've got everything you need. HR issues causing you stress? Help is one free call away! Call now! About us You are one free call away from the support you need to tackle your employment issue or personal grievance. Can’t talk, we have a web form available too. We get it. Running a business is rewarding, but it is hard. No one talks about how stressful it is to deal with employee issues and personal grievances. You can feel personally targeted, attacked and slighted. The issues weigh on you in your evenings, your weekends and in your down time. You started your business to focus on your passions and interests, not to deal with tricky employees and stressful disputes. That’s perfectly okay - leave that to us. We can take that weight off your shoulders to help you focus on what you enjoy and what you do best. That's why we work with you to make it easy. Our nationwide team have 30+ years of employment law, human resources and dispute resolution experience across a wide-range of industries across Aotearoa New Zealand and Australia. We use this know-how to provide employmnt law support for employers, arming our clients with the skills and support to minimise their business' risk of costly personal grievances, and avoid sleepless nights. Any doubts? Get in touch. It is free to discuss your issue confidentially. You have nothing to lose. As they say, a problem shared is a problem halved. 100+ Our team have had over 100 successes in the Employment Relations Authority $0 We provide a free initial consultation to make sure we're both on the same wave length 30+ Our team have over 30 years of employment law and human resources experience. 0% That's how much spin we'll give you: none. If you have risk, we'll give it to you straight. Our team Our expertise Disciplinary Meetings Even if the misconduct seems cut and dried, you need to follow a correct disciplinary process. We can help you do so. More... Personal Grievances Receiving a personal grievance is never an enjoyable experience, especially if you know if is unfounded. Let us deal with it for you. More... ERA Representation The Employment Relations Authority and Employment Court is daunting. We go there regularly. Let us help you out. More... Restructures Process is key as without it, even the most genuine redundancy can risk a costly claim of unfair dismissal. We will guide you through it safely. Mediations Have a mediation scheduled? A lot can go wrong here. Let’s help you make the most of this opportunity to inexpensively resolve your dispute. Performance Issues Addressing poor employee performance can be tricky, especially if things don't improve. We can help! Straight forward dispute resolution for NZ employers Call now! Our Reviews Honey & Royal Jelly Exporter - Auckland "I'm so glad I didn't try handle it myself. You delivered on everything you promised."

Personal Grievance Support for NZ Employers Managing a personal grievance can be stressful and costly for employers. At Employer Direct, we provide practical, NZ-focused support to help you handle grievances correctly, reduce legal risk, and protect your business. Whether you need guidance on responding to a complaint, preparing for mediation, or representation at the Employment Relations Authority (ERA), our team is here to help. We work with small and medium businesses across New Zealand to resolve employment disputes efficiently and fairly, giving you peace of mind while staying compliant with NZ employment law. What is a Personal Grievance? A personal grievance occurs when an employee believes they have been unjustifiably treated at work, which may include: Unjustified dismissal Disadvantage at work (e.g., demotion, unfair treatment) Discrimination (age, gender, disability, race) Harassment or bullying Employers must respond carefully to avoid escalation and potential claims to the ERA. Our team guides you through each step with clarity and confidence. How We Help Employers Step 1: Initial Assessment We help you understand the claim, its validity, and potential risks. You’ll receive practical advice on how to respond without escalating the dispute unnecessarily. Step 3: Mediation Support If mediation is required, we provide preparation guidance and representation to help resolve the grievance efficiently and reduce costs. Step 2: Docs & Strategy We assist in documenting all processes, reviewing internal policies, and preparing responses that comply with NZ employment law. Step 4: ERA Representation If the grievance proceeds to the Employment Relations Authority, our team offers professional representation, ensuring your case is presented clearly and persuasively. Why Choose Employer Direct for Personal Grievance Support? NZ-focused expertise in employment law Practical, step-by-step guidance for employers Transparent fees and membership options Experienced team providing complete support from initial response to ERA representation Confidential, judgment-free advice Contact us now Frequently Asked Questions How long does an employee have to raise a personal grievance in NZ? Employees must raise a personal grievance within 90 days of the event, unless the greivacne relates to sexual haraasment. In these instances, employees have 12 months to raise a grievance. If you think a grievance might be out of time, we can advise. Do I need a lawyer to handle a grievance? Not necessarily. Employer Direct provides practical advice and representation for most employment matters, reducing the need for expensive lawyer fees. What is the difference between mediation and ERA? Mediation is a voluntary, confidential process to resolve disputes quickly. The ERA is a formal legal process where decisions are binding. Can Employer Direct represent me at the ERA? Yes. We provide full representation for employers throughout at employment disputes including at ERA hearings, guiding you through every step. Take the Next Step Managing personal grievances doesn’t need to be overwhelming. Contact Employer Direct today for a free initial consultation and let us help you protect your business while staying compliant with NZ employment law. Request support

What rights do employers have in the employment relationship? Can you ask for medical certificates? Can you fire someone who is bad for your business? Can you monitor an employee's social media? Supporting employers and businesses to get HR right. Employer's Rights As an employer, what do I have to do? According to employment law, you must act in good faith, remain communicative and uphold the Employment Relations Act whether you are a large or small business. What documents do I have to keep? You need to keep records of pay, holiday pay and other leave entitlements. You also need to keep copies of employment agreements and amendments or changes to employment conditions. You should keep documentation of any issues, both with an employee and health and safety concerns. This is not an exhaustive list, and if you have any areas of concern then we recommend seeking advice from an employment law specialist. Why does it seem that the employee has more rights than the employer? It can sometimes seem this way! Employers have the same rights as an employee to a safe working environment and employees do need to act in good faith and remaining communicative as well. However most processes do work to guide the employer in order to protect them from grievances and making errors as they have more control over the employment relationship than an employee. Click for a FREE consultation Rights FAQs Frequently asked questions Does an employer have to give a reason for terminating under 90 day trial? You should where possible if an employee asks Can I ask an employee to leave if I'm worried about their affect on my business? It depends. This may be considered a suspension so we would recommend that you have a good reason and seek advice. What can I do if an employee treats me badly? You have the same entitlements to safety and wellbeing as your employee. You must however ensure that you act in good faith. Do I have to give a reference? No, unless you have a policy or clause that says otherwise. Can I deduct money from an employer (ie, if I overpay them)? You can only deduct legal requirements like tax and child support payments without authorisation. Everythingelse needs to have the employee's consent. Can I penalise an employee for things they do in their personal time or things they say on social media? Potentially. If an employee can be seen to be representing the business then you may be able to take action. This includes on social media. However we recommend seeking advice beforehand as this may be a fine line. Do I only have to say nice things in a reference? No, however you must be truthful. We'd recommend avoiding malicious or disparaging claims. General FAQs Request support If in doubt, seek advice. These may briefly answer some common questions. Situations can be complex and this is by no means exhaustive. We always recommend seeking advice about your specific situation.

Employer Direct Breaks Down Common Employment Law Questions about Covid 19 employer support. Frequently asked questions about employment law, payment and the wage subsidy. Covid-19 & Employment Frequently asked questions Where can I apply for the Covid-19 government support? Apply for the Wage Subsidy here. Apply for Covid-19 leave support scheme here. Apply for the Short term leave payment here How do I know if I qualify for Covid-19 government support? Review this declaration. This is what you are agreeing to when you apply for the Wage Subsidy or similar. Note, this has been updated since it was originally brought out in March 2020. Can I reduce my employees’ pay during lockdowns? Whether you are open or not, you cannot reduce an employee's pay without their agreement, if they are available to work. This includes by reducing their hours of work. Without this you should pay them as usual. Can I ask them to use holiday pay or go on unpaid leave instead? You cannot force them without their agreement. You can direct them to take annual leave but only with 14 days written notice (if they have significant leave owing). Can I shut down my businesses for a short time instead so that employees have to use holiday pay? Not really. If you were to do this, you would need to give at least 14 days notice of the start date and provide a concrete end date. This cannot be indefinite or an unreasonable amount of time. It also could be seen as unfair given that employees could not predict this happening and therefore may have no annual leave entitlements. Do I have to pay them if they need a Covid Test or are unable to work due to health concerns? Yes. This may look like sick pay or you can apply for government support under the Short Term Leave Payment or the Covid-19 leave Support Scheme Can I make my employees wear masks or get vaccinated? You can make an employee wear a mask if either the government mandates it, and or you have a policy around this and it is reasonable. You can potentially ask employees to have a vaccination but most businesses will at least need to have a policy and risk assessment of their role’s risk before doing so. Do I still have to make kiwisaver contributions, accrue their holiday pay and pay their PAYE? Yes. You are legally required to do so. General FAQs Request support Covid Documents

Who are we? We're a team of employment law experts, business owners and HR managers who think good advice and unlimited support shouldn't cost the earth. Pricing Fixed Fee Options* Employment Agreement Check $200 +GST per document We'll review your business' employment agreement template and provide suggestions to make sure your bases are covered. Mediation Represention $2000 +GST for a half day, $4000 +GST for a full day session If mediation is required, we'll represent your position in mediation, provide advice and support you to resolve the dispute. ERA Representation $4500 +GST for the first day, $3500 +GST for each following day If the matter is not resolved and is filed in the Authority, we will represent you. We structure our fees to best optimise cost recovery in the ERA so that if successful, your costs will be paid. *Please note that not all disputes are suitable for our Fixed Fee options. The best way to find out if this is appropriate for you is to contact us for a case assessment. Membership Options Do you Want to set your business up for the future with processes and documents that tick HR boxes? Feel confident that you're complying with employment law, but want some templates to keep you on track? Want to avoid paying an hourly rate every time you need a new employment agreement or to tweak a policy? Want your HR person to focus on your business' culture, not drawing up documents? Want a 10% discount on any consultancy work? ... then our Membership might be for you! It's HR in your pocket with over a hundred ready to go templates, employment agreements, disciplinary letters, and more. All our documents are regularly checked and updated by our team of HR and Employment Law professionals to provide you with the most compliant and up to date support. Contact us now for a quote for your yearly membership. Membership Enquiry Membership

What should employer's know about recruitment? How do you hire the best person for your business? What sort of contract or employment agreement should you give them? How can small businesses get employment law right? Recruitment Advertising a vacancy When advertising a job, its important that the requirements are in no way discriminatory. Employer's should be careful with terminology that could gender a role or seek a certain attribute that could be considered discriminatory based on identity or other protected factors. Hiring the right person The best hires happen when you take your time to find the best candidate so we recommend trying to be as proactive as possible in deciding when to recruit and taking your time over the process. Sometimes this isn't possible but we still recommend that you don't hire just for the sake of it, particularly if you are an employer in a small business. Much like panic-buying, you may end up with something you do not want and then need to work within the boundaries of employment law to rectify this. Avoid this by not making a decision until you have interviewed all short-listed candidates. Offering a job If you have found the employee you would like to offer a job to we recommend that you reference check first. If you do not, any job offer should include satisfactory reference checks as a condition of employment. This is not the preferred process however, as it can make for some awkward conversations at least as references are subjective. Psychometric or drug testing are based on parameters that are objective so it is easier to justify rescinding a job offer based on these. This would still need to be a condition noted in the job offer. If you are not sure about this, we recommend seeking workplace support from employment relations specialists. Reference checking Reference checking is an important part of the recruitment process. However you should take care do so with proper process. This should include seeking specific permission to contact references prior to any contact being made, ensuring that any information sought does not breach the Privacy Act by unreasonably intruding on a potential employee's personal affairs or breach the Human Rights Act by using health screening to discriminate against the applicants. Click for a FREE consultation Frequently Asked Questions Can I change my mind after hiring someone? If you have offered employment and they have accepted, they may now be 'an employee expecting to work'. This means that unless there are conditions in the offer of employment, such as a police check or drug test, you may not be able to just change your mind. We'd recommend seeking advice. Do all employees need a contract or just full timers? All employees should be given an employment agreement, prior to starting work. This ensures that they understand their obligations to you and yours to them prior to accepting employment. Failure to provide an employment agreement could be considered a breach and could result in miscommunications which place stress on the employment relationship. How do I know if I'm hiring a casual employee? A casual employee has no guaranteed hours of work, no regular pattern of work, and no ongoing expectation of employment. They can decline any shifts offered. What's the difference between an employee and a contractor and do they need a contract? An employee works for you, a contractor is in business for themselves. While contracting agreements do not need to be in writing, doing so ensures that both contracting parties knows where they stand. Genuine contractors are not covered by employment law. Is everyone automatically on a 90 day trial? No. They need to agree to it, so it must be in their offer letter and their contract. How do I know what to put in a contract? Seek advice. There are some things that are non-negotiables such as pay rate, but other things may apply in your own situation. Every employment relationship is different. General FAQs Request support If in doubt, seek advice. These may briefly answer some common questions. Situations can be complex and this is by no means exhaustive. We always recommend seeking advice about your specific situation.

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Get Access to All of Employer Direct's Employment Law Tools. Have Any Questions Employment Law? We Can Answer Your Enquiries. Help, Advice and Comprehensive Employment Law Support Through Employer Direct! Support Quick support Have a quick question or just need to be pointed in the right direction about HR or employment law? Phone us Webform Email us Request a doc Request a call from our expert consultants Sometimes you need more that just a bit of advice, guidance or support. That's when we bring out the big guns for you. Our consultants can represent you, do the process for you or whatever you need to ensure that your business is booming. Area of expertise you require: Employment Law Recruitment General HR Query about your Employer Direct account? Billing query Password reset Cancelling your account