{"id":30479,"date":"2023-08-21T14:31:17","date_gmt":"2023-08-21T04:31:17","guid":{"rendered":"https:\/\/employmenthero.com\/nz\/resources\/disciplinary-process-new-zealand\/"},"modified":"2026-03-26T08:22:39","modified_gmt":"2026-03-26T08:22:39","slug":"disciplinary-process-new-zealand","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/nz\/resources\/disciplinary-process-new-zealand\/","title":{"rendered":"Understanding the disciplinary process in New Zealand"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div 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center;\">\n                <span class=\"has-sm-font-size\" >\n                    <a href=\"https:\/\/employmenthero.com\/nz\/resources\/culture-performance\" title=\"Culture &amp; Performance\" style=\"font-weight: 500;\">Culture &amp; Performance<\/a>\n                <\/span>\n                <\/li><li style=\"background-color: #e8e7e8;padding: var(--wp--preset--spacing--0-5) var(--wp--preset--spacing--3);border-radius: var(--wp--preset--spacing--8);margin: 0;display: inline-flex;align-self: center;\">\n                <span class=\"has-sm-font-size\" >\n                    <a href=\"https:\/\/employmenthero.com\/nz\/resources\/workplace-compliance\" title=\"Workplace Compliance\" style=\"font-weight: 500;\">Workplace Compliance<\/a>\n                <\/span>\n                <\/li><\/ul><\/div>\n\n\n\n<div class=\"wp-block-group social-icons-mobile is-vertical is-layout-flex wp-container-core-group-is-layout-3 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group 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C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" id=\"Fill-4\" fill=\"#000000\" mask=\"url(#mask-4)\"><\/path> <\/g> <\/g> <\/g> <\/g> <\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group post-title-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-6 wp-block-group-is-layout-constrained\"><h2 class=\"blog-template-title wp-block-post-title\">Understanding the disciplinary process in New Zealand<\/h2>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2023-08-21T14:31:17+00:00\">21 Aug 2023<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-10 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">Understanding the disciplinary process in New Zealand<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2023-08-21T14:31:17+00:00\">21 Aug 2023<\/time><\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"has-paragraph-2-m-font-size\">There are so many elements to HR \u2013 from building a strong culture to promoting career development. Some elements, however, are less fun. No one likes to deal with misconduct but the reality of a workplace is that sometimes, it involves the dreaded disciplinary process. That\u2019s why we\u2019ve created a guide to help you navigate workplace misconduct and the disciplinary process. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Our guide covers:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\">The types of misconduct (general and serious misconduct)<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">What happens when the misconduct happens outside of work<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">The formal steps of the disciplinary process<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">How to conduct a formal meeting<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Making a final decision<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Guidance on employee dismissal<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">How to prevent future misconduct<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Download our guide today for advice on how to get through a challenging process and ensure that your workplace remains a positive and safe environment for all.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is a disciplinary process?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">\nA disciplinary process is a formal procedure used by organisations to address misconduct and decide on the appropriate disciplinary action. If done correctly, it should halt any misconduct in its tracks while also reducing any risk to the business, employer and other employees.\n<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What qualifies as misconduct?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">\nMisconduct is when an employee&#8217;s behaviour violates rules or workplace protocols, and can range from minor infractions to significant illegal activity. It\u2019s usually put into one of two categories \u2013 general or serious misconduct.\n<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">General misconduct<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">General misconduct tends to involve behaviours that aren&#8217;t intended to harm others or the company, but do breach company policy or workplace standards. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/types-of-problems\/misconduct-and-serious-misconduct\/\" target=\"_blank\" rel=\"noopener\">Examples include<\/a>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">Unauthorised absences<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Lateness<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Inappropriate language<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Internet misuse<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Serious misconduct<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Serious misconduct (also known as \u2018gross misconduct\u2019) involves behaviours that are egregious enough that they could warrant significant consequences, or even dismissal. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/types-of-problems\/misconduct-and-serious-misconduct\/\" target=\"_blank\" rel=\"noopener\">Examples include<\/a>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">Theft or fraud<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Sexual harassment<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Assault<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Intoxication at work<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><figure><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-30492\" style=\"font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif; font-size: 16px;\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-2.png\" alt=\"Woman sits at meeting, listening intently with a serious expression\" width=\"1728\" height=\"1014\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-2.png 1728w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-2-300x176.png 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-2-1024x601.png 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-2-768x451.png 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-2-1536x901.png 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-2-864x508.png 864w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-2-440x258.png 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/figure>H<span style=\"font-size: 2.625rem; letter-spacing: -0.0125rem;\">ow can you handle employee misconduct?<\/span><\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">\nThe disciplinary process will vary depending on the seriousness of the misconduct. For general misconduct, you might only need to address the situation informally. However, if the misconduct happens again after that, or it\u2019s serious misconduct, then the formal disciplinary process will be required.\n<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is the informal process in New Zealand?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The informal process can vary depending on how the company wants to handle it. Generally, it involves communication between the employee and the line manager about the issue, and then a verbal or written warning if warranted. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The <a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/steps-to-resolve\/informal-actions\/\" target=\"_blank\" rel=\"noopener\">Ministry of Business, Innovation and Employment<\/a> has provided the following <a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/steps-to-resolve\/informal-actions\/\" target=\"_blank\" rel=\"noopener\">step-by-step guide<\/a> for employers when it comes to informal management of an issue:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 1<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">\nIdentify the problem.\n<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 2<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">\nAssess and analyse the problem to determine how serious the problem is.\n<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 3<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">\nMeet with the employee informally to discuss the issue in a comfortable and non-threatening environment, where an open discussion takes place between the employer and employee.\n<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 4<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">\nAfter a two-way conversation, settle on a resolution (eg. verbal warning) and outline the potential consequences if the misconduct occurs again. We\u2019d recommend that you document the actions of the discussion and the outcome.\n<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><figure><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-30496\" style=\"font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif; font-size: 16px;\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-1.png\" alt=\"Man and woman discuss a screen, pointing at details\" width=\"1728\" height=\"1014\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-1.png 1728w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-1-300x176.png 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-1-1024x601.png 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-1-768x451.png 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-1-1536x901.png 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-1-864x508.png 864w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-1-440x258.png 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/figure>What is the formal disciplinary process in NZ?<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"padding-top:var(--wp--preset--spacing--6)\">Step 1<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Before initiating a <a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/steps-to-resolve\/disciplinary-action\/disciplinary-process\/\" target=\"_blank\" rel=\"noopener\">formal process<\/a>, it is crucial to check if there is a full disciplinary procedure in the employee\u2019s <a href=\"https:\/\/employmenthero.com\/nz\/resources\/employment-agreements-factsheet\/\" target=\"_blank\" rel=\"noopener\">employment agreement<\/a> and adhere to it. In cases where a disciplinary process may be necessary, conducting initial investigations is recommended, which may involve reviewing relevant documents or speaking briefly with witnesses. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">During these investigations or when talking to other employees, it is essential to handle the situation delicately and confidentially to avoid breaching the alleged employee\u2019s privacy. The employer should only address the issue with the employee once they feel fairly certain that a problem exists and needs to be resolved.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 2<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">\nSend the employee a letter outlining the known details of the misconduct and give them a date for a disciplinary meeting (with sufficient notice). Inform the employee about the potential consequences they may face, such as disciplinary action or dismissal. Encourage the employee&#8217;s participation in the process and let them know they can seek representation or bring a support person to the meeting if desired.\n<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 3<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">After providing notice, <a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/steps-to-resolve\/disciplinary-action\/disciplinary-process\/\" target=\"_blank\" rel=\"noopener\">conduct a formal disciplinary hearing<\/a> led by a designated employer representative. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Present all allegations, concerns, and investigation results to the employee. Both parties should openly discuss the raised issues, with the employee or their representative having the chance to respond. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">After the employee addresses the initial findings, the meeting should end, allowing the decision-maker ample time to consider all information before reaching a final decision. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Avoid making decisions during or at the conclusion of the disciplinary meeting. It\u2019s really important that all conversations and discussions during the process are recorded in writing, including records of any meetings held, for a transparent decision-making process.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 5<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Share a &#8216;preliminary decision&#8217; with the employee, including details of proposed disciplinary action. Allow the employee to respond before making a final decision. This can be done through another meeting or by providing a letter with the preliminary decision and reasons, giving the employee sufficient time for written feedback. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Consider the employee&#8217;s feedback with an open mind and incorporate it into the final decision, documenting how their comments were taken into account. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 6<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/steps-to-resolve\/disciplinary-action\/disciplinary-process\/\" target=\"_blank\" rel=\"noopener\">Conduct a meeting<\/a> with the employee to deliver the final decision, providing a clear explanation of the reasoning behind it. During the meeting, ensure the employee has the option to have their representative or support person present. After the meeting, confirm the final decision in writing, providing a written record of the outcome.\n<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How long does the disciplinary process typically take?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">\nThe time it takes to complete the disciplinary process varies depending on the severity of the misconduct. However, to ensure a <a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/employer-and-employee-must-dos\/fair-process\/\" target=\"_blank\" rel=\"noopener\">fair process<\/a>, it\u2019s critical that the process both allows time for the employee to review the allegations and respond, but doesn\u2019t drag on to the point where it\u2019s actively impeding the employee\u2019s ability to work.\n<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Do you need to give notice to employees before a disciplinary meeting?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Yes \u2013 it is critical that the employee is given notice before a disciplinary meeting, as it\u2019s part of the fair and reasonable process required by <a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/steps-to-resolve\/disciplinary-action\/disciplinary-process\/\" target=\"_blank\" rel=\"noopener\">Employment New Zealand<\/a>. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employees should have sufficient time to get advice or prepare a response to the initial allegations. They should also be informed that they can bring a representative or support person to the meeting.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What questions should you ask employees at a disciplinary meeting?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">\nDisciplinary meetings must be a two-way discussion. The employer should lay out the information they have about the misconduct, while the employee should be given the right to respond. It can also help to ask additional questions to ensure that it\u2019s a fair process.\n\nQuestions to ask an employee at a disciplinary hearing may include:\n<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">Can you explain your understanding of the purpose of this meeting?<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Are you aware of the allegation made against you?<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Do you have knowledge of the potential consequences associated with the alleged misconduct or misbehaviour?<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Can you outline your understanding of the steps involved in the disciplinary procedure?<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Do you believe you have been given sufficient time to adequately prepare for this hearing?<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><figure><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-30493\" style=\"font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif; font-size: 16px;\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy.png\" alt=\"Woman is on the phone, hand to her temple, looking concerned\" width=\"1728\" height=\"1014\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy.png 1728w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-300x176.png 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-1024x601.png 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-768x451.png 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-1536x901.png 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-864x508.png 864w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2023\/08\/Blog-header-copy-440x258.png 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/figure>What are the possible outcomes of taking disciplinary action?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">\nThere are plenty of potential outcomes of disciplinary action that an employer might choose, including:\n<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">No penalty<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">A verbal warning<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">A first written warning<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">A final written warning<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">A first and final written warning<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Termination of employment<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">\nIf you\u2019re considering taking the significant step of <a href=\"https:\/\/employmenthero.com\/nz\/resources\/discipline-termination-policy\/\" target=\"_blank\" rel=\"noopener\">dismissing an employee<\/a>, it is absolutely critical that you obtain independent legal advice first. Making this step without ensuring compliance can leave you open to a personal grievance claim of <a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/steps-to-resolve\/personal-grievance\/unjustifiable-dismissal\/\" target=\"_blank\" rel=\"noopener\">unjustifiable dismissal<\/a> being filed by the ex-employee, and you may find yourself penalised by the Employment Relations Authority.\n<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">It&#8217;s important to create a fair process for your employees<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><br>Nobody likes to go through the processes we\u2019ve outlined. They\u2019re tough on everyone and they can significantly affect the morale and culture of a workplace. However, if you follow a fair process that applies to all employees, you can ensure that misconduct is dealt with effectively.<br><br>This is also where workplace policies come in useful \u2013 have you got a <a href=\"https:\/\/employmenthero.com\/nz\/blog\/what-is-a-workplace-policy\/\" target=\"_blank\" rel=\"noopener\">workplace policy<\/a> that outlines your disciplinary process? It\u2019s a really important way to ensure employees know what to expect and that leaders and managers <a href=\"https:\/\/employmenthero.com\/nz\/resources\/workplace-policies-factsheet\/\" target=\"_blank\" rel=\"noopener\">have a guidebook<\/a> to follow.<br><br>Good luck! We hope you don\u2019t need this guide anytime soon but make sure to familiarise yourself with what you need to know. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Download the guide today by filling in the form on the right.&nbsp;<\/strong><\/p>\n\n\n\n<p class=\"has-neutral-500-color has-text-color has-link-color has-sm-font-size wp-elements-fabbbe3a03eb015b3f2ffe677fa413d8\"><em>Disclaimer: The information in this guide is current as at 25 July 2023, and has been prepared by 91±¬ΑΟ Pty Ltd (ABN 11 160 047 709) and its related bodies corporate (91±¬ΑΟ). The views expressed in this guide are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional advice. The information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. 91±¬ΑΟ does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising either directly or indirectly as a result of reliance on, use of or inability to use any information provided in this guide. 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<path d=\"M7.78481199,8.39527139 L6.54864687,9.91484383 C5.73222439,10.9339336 4.27946967,11.1129128 3.25127068,10.3214088 C2.2300908,9.49612727 2.05361038,7.97696676 2.85719793,6.92821874 C2.87083505,6.91050619 2.88447217,6.89299959 2.89851039,6.87569896 L5.82387388,3.27984437 L5.84553284,3.25492322 C5.99915102,3.07203079 6.17924127,2.91447144 6.37938611,2.78739415 C7.23972815,2.23645131 8.34754387,2.31595185 9.12506044,2.98449782 C9.2157072,3.06235067 9.30073868,3.14700021 9.37915214,3.23782854 C9.60657122,3.50207514 9.93486491,3.6513961 10.2784001,3.64665902 C10.6175233,3.64171598 10.9377951,3.48498047 11.155588,3.21764447 L11.1696262,3.20034383 C11.5426416,2.74620216 11.5342187,2.07930388 11.1497722,1.63546021 C9.42768425,-0.367088286 6.45118155,-0.55698335 4.50107292,1.21159465 C4.32298813,1.37306725 4.15713665,1.54813319 4.00472174,1.73555674 L1.08738009,5.32173121 C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 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secure executive sign-off on new people technology\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ.webp 1600w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ-300x169.webp 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ-1024x576.webp 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ-768x432.webp 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ-1536x864.webp 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/exec-faqs-thumbnail-NZ-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/executive-faq-new-technology-leadership-questions\/\" target=\"_self\" >How to secure executive sign-off on new people technology<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Get clear, confident answers to leadership\u2019s toughest questions about bringing in new technology. Address risk, strategy, cost, and workforce decisions. <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/nz\/resources\/executive-faq-new-technology-leadership-questions\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: How to secure executive sign-off on new people technology<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/nz\/resources\/executive-faq-new-technology-leadership-questions\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-57112 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/nz\/blog\/onboarding-speed\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/People-working-in-a-well-lit-office-on-their-computers.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Time to productivity: Why onboarding speed matters\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/People-working-in-a-well-lit-office-on-their-computers.webp 1600w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/People-working-in-a-well-lit-office-on-their-computers-300x169.webp 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/People-working-in-a-well-lit-office-on-their-computers-1024x576.webp 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/People-working-in-a-well-lit-office-on-their-computers-768x432.webp 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/People-working-in-a-well-lit-office-on-their-computers-1536x864.webp 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/People-working-in-a-well-lit-office-on-their-computers-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/nz\/blog\/onboarding-speed\/\" target=\"_self\" >Time to productivity: Why onboarding speed matters<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Do you know what a slow onboarding process is costing you? Discover how faster onboarding boosts productivity and drives better&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/nz\/blog\/onboarding-speed\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Time to productivity: Why onboarding speed matters<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/nz\/blog\/onboarding-speed\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-57080 resources type-resources status-publish has-post-thumbnail hentry resource-type-templates\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-template\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"AI policy template and guide\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail.webp 1600w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail-300x169.webp 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail-1024x576.webp 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail-768x432.webp 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail-1536x864.webp 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/ai-policy-thumbnail-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/templates\/\" rel=\"tag\">Templates<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-template\/\" target=\"_self\" >AI policy template and guide<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">Discover the essential components of an AI policy template to ensure effective governance. Download the template. <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-template\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: AI policy template and guide<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-template\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Are you a manager dealing with misconduct? Here&#8217;s what you need to know about disciplinary actions.<\/p>\n","protected":false},"featured_media":52098,"menu_order":0,"template":"","meta":{"inline_featured_image":false,"_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"6 min read","display_reading_time":false,"registration_open_datetime":"","registration_close_datetime":"","event_start_datetime":"","event_end_datetime":"","time_zone":"","location":"","link_video":"","video_type":"","file_video":"","download_content_type":"file","download_file":"52099","download_url":"","download_cta_label":"","footnotes":""},"resource-type":[161],"topic":[91,379],"industry":[61,38,54,57,53,28,50,39,66,40,41,62,44,43,42,64,56,45,46,51,63,47,48,52,49,70,73,58,65,69,68,75,67,74,55],"search-tags":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-30479","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource-type-guides-and-playbooks","topic-culture-performance","topic-workplace-compliance","industry-agriculture","industry-automotive","industry-business-consulting","industry-childcare","industry-colleges-and-sporting-clubs","industry-construction","industry-consumer-services","industry-customer-service","industry-early-education","industry-ecommerce","industry-education","industry-entertainment","industry-finance","industry-financial-services","industry-franchises","industry-health-and-fitness","industry-health-services","industry-healthcare","industry-hospitality","industry-it-and-technology","industry-legal","industry-logistics-manufacturing","industry-media-communications","industry-not-for-profit","industry-professional-services","industry-public-relations","industry-real-estate","industry-real-estate-and-strata-management","industry-recruitment","industry-retail","industry-stem","industry-technology","industry-utilities-public-services","industry-veterinary-services","industry-youth-services"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resources\/30479","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/types\/resources"}],"version-history":[{"count":10,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resources\/30479\/revisions"}],"predecessor-version":[{"id":55735,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resources\/30479\/revisions\/55735"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/media\/52098"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/media?parent=30479"}],"wp:term":[{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resource-type?post=30479"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/topic?post=30479"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/industry?post=30479"},{"taxonomy":"search-tags","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/search-tags?post=30479"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/audience?post=30479"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/business-size?post=30479"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/product-tag?post=30479"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/funnel-stage?post=30479"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/region?post=30479"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/pain-point?post=30479"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/persona?post=30479"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/post_features?post=30479"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}