News on legislation and case law in the field of employment law.

The Bill proposes to extend the time to raise a personal grievance that involves allegations of sexual harassment.

The Government is considering revamping personal grievance laws. Changes will aim to eliminate frivolous claims and control advocates who take on cases on a no win/no fee basis.

Businesses with staff from a variety of backgrounds and experiences are more likely to make a greater contribution.

An employer must follow the rules of natural justice including consulting with the employee.

The New Zealand Government has recently introduced the Screen Industry Workers Bill into Parliament.

This case was a reminder that health and safety laws can extend beyond the prevention of accidents in the workplace.

Managers or employees who perpetrate or tolerate harassment or bullying place the company at risk for damages and fines.

The timeframe for employees to raise a personal grievance for sexual harassment recently increased from 90 days to 12 months.

Any employees affected by domestic violence will be entitled to apply for domestic violence leave from their employer.

In February this year, fines were handed down to three workers in Victoria, Australia, who physically and emotionally bullied a teenage co-worker who later committed suicide.

Under proposed changes, NZ employees could make a pay equity claim if they consider there is a disparity in pay for work.

Employers must be aware of an obligation not to engage in conduct which discriminates against workers with disabilities.

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.

He has also suffered significant reputational damage as the case has been reported in Australia, New Zealand and the UK.

As this legislation moves through Parliament, employers should consider if pay equity may be an issue in their industry.

Employers should be very clear in any communications with staff about behavioural expectations at the Christmas party.

Employers need to be alive to managing the work environment, to ensure that personal relationships don't become toxic.

Employers need to be aware of the increase in compensatory awards for hurt and humiliation.  .

Legally speaking, discrimination only occurs when the treatment is one of 13 protected grounds in the Human Rights Act.