This proposed scheme would be a major shift in how employees are supported if they lose a job in a no-fault situation.

If an eligible employer fails to apply for the wage subsidy, then the genuineness of the redundancy may be questionable.

Discusses the definition of "vulnerable workers" under the Employment Relations Act.

Before the wage subsidy expires, employers should carefully consider if they should make any changes to staffing levels.

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

Processes that new employers can use to lawfully and efficiently utilise technical redundancies.

Employers should be cautious when seeking to rely on them to justify formal employment outcomes.

Behind the Employment Court's decision to uphold the Employment Relations Authority's determination.

Company decisions to restructure, with resulting redundancies, are coming under increased focus from the Employment Court.

if you make someone redundant, you will need to demonstrate that the redundancy was justifiable and reasonable.

In the past six months the Employment Relations Authority and the Employment Court have issued several decisions about redundancy. The prevalence of redundancy cases serve as a timely reminder that a redundancy must be justified and carried out in a procedurally fair manner.

The article looks at three recent employment relations decisions from New Zealand and includes some noteworthy points.

The NZ Employment Bulletin is designed to keep you up to date and informed on the latest legal developments and legislative changes in workplace relations and employment.

Employers who get restructures and resulting redundancies wrong can face significant penalties and awards against them.

When an employee resigns impulsively, provide a cooling-off period to allow them to reconsider.

With economists predicting a downturn in the economy, it is timely to review employers’ obligations when restructuring. Any economic downturn is likely to lead to business sales, restructuring and other efficiency measures

The New Zealand Employment Court has ruled that an employee was not made redundant because the new role proposed by his employer was not substantively different to his existing position.