To raise a personal grievance, employees usually need to inform their employer within 90 days of when the issue happened or when they found out about it (whichever is later). An amendment to the Employment Relations Act came into force on 13 June 2023. This amendment changes the usual time limit for raising a personal grievance to 12 months for sexual harassment, rather than 90 days.
The current economic climate in NZ means employers are facing the challenges of rising costs. As a result we are seeing organisational restructures becoming more common as businesses look at ways to reduce costs and/or increase efficiency.
The starting point is that an employer is entitled to reduce its workforce if it does not have the work available. Likewise employers can also make changes to their organisation to make it more efficient or more profitable.
However employers do need to ensure that the restructure is substantively justified and the process followed is fair otherwise they risk personal grievances being raised.
I have a hatred of the misuse of the word Purport to the extent where I have advised the young ones in my office that if they use the word in the wrong context, I will fire them.
Such is my hatred of the misuse of this word that I have engaged in a rather petty argument with a lawyer in Auckland about her misuse of the word in correspondence.
Employers are often exasperated and complain to us that it is impossible to dismiss someone while following all the rules – it’s not!!
Trial periods can be a very useful tool for employers to see if their new hire is the right fit for the business, however, the rules around when and how to use trial periods can be tricky, and if you don’t get it right then you can end up in hot water.