We can help safeguard your business and good name by ensuring that you follow fair and correct processes according to New Zealand legislation.
Open, honest communication underpins strong employment relations. We provide tools to support this while helping you meet your legal obligations, maintain a healthy organisational culture and strengthen team morale. Seek our assistance at the start to reduce the likelihood of issues later!
Our expertise includes:
As an employer, there are a number of Acts that may apply to your employment arrangements. It is your responsibility to ensure you are not in breach of any legislation. Have you got it covered?
Our experts stay current with changes to employment legislation, providing accurate, practical advice to address your questions and concerns, and help you meet legal requirements.
Employers, are you aware of your legal obligations for your employment agreements and contracts? Our specialists can help with:
Our extensive knowledge of the Employment Relations Act 2000 and its amendments enables us to prepare robust documentation that helps you build and maintain positive relationships with your employees.
If you have team members who belong to a union, you’ll be negotiating (or renegotiating) with that union to set the terms and conditions of their employment. Collective bargaining is a complex and nuanced process, and it starts with the duty of good faith.
We can assist in the following ways:
Conditions and case law govern how employers manage employees under a collective agreement or during bargaining. Our knowledge and experience can help you achieve positive outcomes.
Early, fair and practical intervention can prevent workplace conflict from escalating. As trained mediators, we facilitate constructive conversations to resolve issues with minimal disruption, reach agreement and restore positive working relationships wherever possible.
As businesses evolve, structures change; and restructuring and redundancy may become necessary. Our HR teams guide you through these challenging transitions, helping you manage change, minimise risk and treat your employees fairly and respectfully so your business is resilient and ready for what comes next.
Our services include:
Choose your location for better results
Our Auckland and Hawke’s Bay employment relations advisors are here to help.
Do your leaders have the skills to enable your organisation to thrive?
A company's success is a direct result of the company's culture
Are you one of the increasing number of employers looking for flexible ways to attract and retain quality staff without significantly increasing salary costs?
Most of us have seen office politics play out in our workplaces, on building sites or in packhouses. What’s harder to see is the root cause, making it difficult to pinpoint and resolve the underlying problems.
For many employers, performance management can feel like a complex and elongated HR process.
Are you an employer who’s been implementing AI within your business? As with all changes that affect people, it’s important to help your employees navigate the switch.
Big payroll changes are landing on 1 April 2026 and they’ll be felt in employees’ pay packets straight away. Employers need to be well prepared: With Holidays Act backpay and penalty risks still front of mind, getting it right is non-negotiable and staff will expect nothing less.
It’s shaping up to be a busy year for employment law after a relatively quiet 2025. Several changes are now in play, with more coming into effect on 1 April 2026.
Technical excellence can collide with the realities of leading. Here's how New Zealand law firms can step up.
As we move through 2025, business leaders need a deliberate plan to get through this difficult economic period. Evidence shows that companies which innovate and invest in their people during lean times are the ones that emerge stronger.
A high-performing team is a powerful asset in any organisation. However, studies have found that few organisations rate their leadership team, or any team, as “very effective”.
Are you an employer dealing with a serious incident or ongoing situation involving a critical breakdown of processes or relationships?
New Zealand employers who intentionally withhold pay from employees could now face hefty penalties: Imprisonment for up to a year and a fine of up to $30,000.
What happens when you have an employee who is physically “on the job”, but is unwell or emotionally or mentally preoccupied?
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