NZ employer ordered to pay $7,000 after restructure led to resignation. Here's when an employee exit becomes a constructive dismissal and how to avoid it.
How NZ employers can avoid costly $20K ERA penalties during redundancy consultations - here's key mistakes and how to avoid them during a process.
Safe after 90 days? NZ employers face exceptions to personal grievance claims under the Employment Relations Act - here's how to protect your business.
What can employers face if an employee resigns without working their notice period - can businesses recover losses? Here's what NZ employment law says.
How to avoid common legal pitfalls in managing complex exit processes - why NZ businesses should use outplacement services to ensure smooth transitions.
While it seems restrictive to stop someone from doing what they were trained to do, restraint of trade agreements are valid and enforceable in New Zealand.
Gone are the days of not caring how former employees feel about your company when they exit. For the most part, in our interconnected age, positive word of mouth is crucial.
Casual employees in New Zealand have the same employment rights as other employees, including for unjustified dismissal.
HR typically falls into the category of important, but not urgent work – until it is urgent. Proactive HR, on the other hand, prevents problems before they occur.
50,000 Kiwis will leave NZ over the next year! Here are a few initiatives that can be introduced to manage the exodus of skilled staff going overseas.
Not often will you see the media reporting on the media, but restraint of trade has been brought into the limelight this week. Click to read more!
Example: an employee did not turn up to work on Monday and failed to contact their employer. It is now Wednesday; What are the next steps that an employer should take?
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