The New Zealand Employment Relations Authority has ruled that an employer acted reasonably in dismissing a Customs Service employee who refused to be vaccinated against COVID-19.

A probationary period enables an employer to assess the suitability of an employee in skills, diligence and personality.

A recent determinatoin suggests that perhaps even obvious principles benefit from being re-stated from time to time.

Employers can use surveillance technology in the workplace, but they must ensure respect for the privacy of their staff.

The Government announced that 90 day trial periods will be prohibited for any business that employs over 19 employees.

The proposals focus on two key areas: employee rights and union rights, and mostly a roll-back of previous changes.

The Union successfully argued that the wording of the collective agreement included an unlawful 'availability provision'.

An employee has won an unjustified dismissal case after failing to disclose previous criminal convictions.

In heated situations, seek advice regarding the validity of resignations or the possibility of an unintentional dismissal. .

We have already discussed at length the obvious impacts on employment in a recession. But what happens to people who are not employees?

Mr B. was dismissed (justifiably on the finding of the ERA) because he turned a customer's car stereo up.

Employers need to be mindful of their statutory obligations when employing seasonal workers.

How summary dismissal works, when it is justified under law, how it relates to serious misconduct & the need for a fair process.

Employers should take note of several key situations that could impact their employment relationships with staff.

In a recent decision, New Zealand's Employment Court has found that an Uber driver was an independent contractor and not an employee.

A recent decision is a reminder to employees that conduct independent of the workplace can cost you your job.

One of the most bitter, expensive and protracted employment cases highlights how initially minor tensions can snowball.

Employers should be extremely careful when attempting to terminate an agreement under a 90 day trial period provision.

Employers should develop a clear social media policy to regulate the use of TikTok and other applications in worktime.

A discussion of some recent decisions by the Employee Relations Authority.