As I am dealing with a disciplinary/Union matter, where the Union used AI/”google” to generate its submissions, I thought you might like to see what the official court guides are………….the Guide is 6 pages so go check it out

Please find below a “thought piece” on the new rem cap legislation introduced in the Employment Relations Act on 21 Feb 2026. (personally, I think the rem cap concept is completely ill-conceived because an employee may find themselves above or below the line (cap) at any time depending on when the receive a bonus or commission). The thought piece discusses this issue. Navigating the $200,000 Remuneration Cap: Thresholds, Timing and Practical Risk The introduction of the

Many employers feel aggrieved by the employment law in NZ and the approach of the ERA, which they feel is biased towards employers. Here is an emerging trend I have noticed (and been apart of) when it comes to avoiding large determinations handed down by the ERA in the SME space. A quick example, the employer has serious concerns about the employee. The employee is not a good fit; they have been caught doing something that is serious to the employer and seriously inconsis

I'm excited to see the draft qualification and skill standards for employment advocacy in Aotearoa. I'm hoping this progresses to quality education, supported by the introduction of much-needed regulation in this space. Consultation closes on September 30, 2025 https://lnkd.in/g2PkDHkV

1. 💰 Deductions Must Be Lawful and Transparent Written consent is essential: Deductions from wages must be authorized by the employee in writing and must comply with the Wages Protection Act 1983. Submit deductions to INZ: All deductions must be disclosed and approved during the ATR (Agreement to Recruit) process with Immigration New Zealand. Avoid hidden or unclear practices: The Court criticized Pick Hawke’s Bay for not explaining how deductions (e.g., reducing balance rep

📅 On 3 November 2025, the Biometric Processing Privacy Code will take effect and regulate biometric processing in New Zealand 📆 After 3 November, a business or organisation that starts using a biometric system like facial recognition technology will need to comply with the rules in the Biometric Processing Privacy Code 2025. These rules will replace the generic Information Privacy Principles in the Privacy Act 2020 👁️‍🗨️ Nine-month grace period for existing uses ✍ Busines

Wellington, 17 November 2025 – The Supreme Court of New Zealand has today dismissed Uber’s appeal and upheld earlier rulings that drivers using the Uber Rides platform are employees when logged into the app, not independent contractors In a landmark decision (Rasier Operations BV & Ors v E Tū Incorporated & FIRST Union Incorporated [2025] NZSC 162), the Court confirmed that the real nature of the relationship between Uber and its drivers falls within the definition of “employ

On behalf of ELINZ and the employment law community, we are deeply saddened to hear about the passing of our member (and friend to many of us), Ashleigh Fechney ♾️ (Streb). A number of you will have already heard the heartbreaking news, but we wanted to share with our wider community that we have been advised that Ashleigh has died while on holiday in Lithuania, following medical complications arising from illness. This is devastating news. Ashleigh was only 32, and in the

📜 When New Zealand’s government quietly rewrote the rules on pay equity last year, it didn’t just change the law- it upended trust. The Equal Pay Amendment Act 2025, rushed through under urgency, wiped out 33 active claims and made new claims harder to bring. Public outrage was immediate. But one remarkable response flew under the radar: a people’s select committee of former MPs, determined to give the legislation the scrutiny it never received 🙋‍♀️ Former MPs Step In Led b

1. Request relevant policies – the employer should have a disciplinary policy. Ask for a copy of it. 2. Provide evidence - keep a note of anything important that you believe needs to be raised with your employer. If have documentary evidence supports your case, make sure you provide this to the investigator and prior to the disciplinary hearing. 3. Engage with the process – whilst investigations and hearings are difficult, if you fail to attend them, the employer will sa

🛒 Just recently, I did a late-night shop at my favourite grocery store. Only two female staff on duty. A lone male pushed a HUGE trolley...

😱 Too often I'm hearing the same painful story: An employee gets mistreated by their employer… then goes to a solicitor for help… and...

🫅 20 August 2025. Parliament moved. A new law - quietly passed, now awaiting Royal Assent. Its mission: to crack open the vault of pay...

🫸 I recall attending a Law Society function in Tauranga, 2015. As the Managing Solicitor of Baywide Community Law, I took along our new,...

🫸 Looking back on 30 years of leadership I've received and given, I’ve realised something: No one remembers the boss with the fanciest...

Criminal lawyer Joshua Baron shared a metaphor that changed how I approach employment litigation. Stick with me: 👤 The rider = logic 🐘...

🧐 In Aotearoa’s unregulated employment advocacy landscape, the most vulnerable clients are often the most exploited - and no one is...

🥇 In 1893, New Zealand became the first country in the world to give women the vote 🥇 In 2017, we delivered one of the biggest wins for...

🥷 In the fast-paced world of employment relations, disputes are inevitable. Whether it's a termination resulting from a flawed process...

💥 In employment law, the stakes are deeply personal - reputations, livelihoods, and dignity hang in the balance. And as someone who’s...