The Government’s employment law changes came into effect on 1 April 2011. This Brief Counsel focuses on the key practical issues that flow from the new amendments. This advice is necessarily generic and is not a substitute for specific advice in relation to your particular circumstances.

This case is a reminder that it is unlawful to discriminate against a person on the basis that they have a disability.

An employer's failure to deal with bullying could lead to legal liability, and an employee could face personal liablity.

The timeframe in which to raise a personal grievance involving allegations of sexual harassment is now 12 months.

This decision is significant because it clarifies employer expectations when carrying out employment investigations.

WorkSafe NZ has recently issued guidelines to assist on how to define, prevent and respond to bullying in the workplace.

This article provides practical guidance on what steps you should take when your business receives a personal grievance, helping you navigate the process effectively while minimising risk to your business.

New Zealand employers should be aware that there are several significant legislative changes to the Employment Relations Act 2000 (the Act) taking effect this spring

All NZ businesses should have employment policies to manage issues such as health & safety and bullying & harassment.

Discusses labour and employment for doing business in NZ.

Discrimination in the employment setting is prohibited by both the Employment Relations Act 2000 and the Human Rights Act 1993.