{"id":35472,"date":"2024-05-09T17:16:34","date_gmt":"2024-05-09T07:16:34","guid":{"rendered":"https:\/\/employmenthero.com\/nz\/resources\/personal-grievance-and-unjustified-dismissal-claims\/"},"modified":"2026-05-28T02:18:29","modified_gmt":"2026-05-28T02:18:29","slug":"personal-grievance-and-unjustified-dismissal-claims","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/nz\/resources\/personal-grievance-and-unjustified-dismissal-claims\/","title":{"rendered":"An employer\u2019s guide to personal grievance and unjustified dismissal claims"},"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 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wp-block-group-is-layout-constrained\"><h2 class=\"blog-template-title wp-block-post-title\">An employer\u2019s guide to personal grievance and unjustified dismissal claims<\/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=\"2024-05-09T17:16:34+00:00\">9 May 2024<\/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-9 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">An employer\u2019s guide to personal grievance and unjustified dismissal claims<\/h1><\/div>\n\n\n\n<div class=\"wp-block-group content-wrapper content-single-content wysiwyg has-global-padding is-layout-constrained wp-container-core-group-is-layout-10 wp-block-group-is-layout-constrained\">\n<p class=\"has-paragraph-2-m-font-size\">A strong employment relationship is one where both an employer and employee feel respected and understand their roles. The sad reality is that there are times where an employment relationship could break down, leading to significant issues and potential legal action. It\u2019s important that employers are aware of how the personal grievance process works. While ideally their employment relationships should be healthy and happy, they may come up against a claim at some point.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">It\u2019s also crucial that employers are aware of specific actions that could open them up to a personal grievance, so they know to avoid them.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Our factsheet includes:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\">The essentials of an employment relationship<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Personal grievance complaints<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Unjustified dismissal claims<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Unjustified disadvantage claims<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">The personal grievance process<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>To download the factsheet, fill in the form on the right.&nbsp;<\/strong><\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-1 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\">Download the Personal Grievances Factsheet<\/a><\/div>\n<\/div>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"819\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2024\/05\/PG-preview-1024x819.webp\" alt=\"Document titled 'The Essentials of an Employment Relationship' includes sections on good faith, good reason, and fair process. It features a table with definitions and examples of workplace scenarios. The tone is informative, aiming to educate employers and employees on maintaining a lawful employment relationship. Decorative stars and a handshake graphic add visual interest.\" class=\"wp-image-57288\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2024\/05\/PG-preview-1024x819.webp 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2024\/05\/PG-preview-300x240.webp 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2024\/05\/PG-preview-768x614.webp 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2024\/05\/PG-preview-440x352.webp 440w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2024\/05\/PG-preview.webp 1350w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p class=\"has-neutral-500-color has-text-color has-link-color has-paragraph-4-xs-font-size wp-elements-84af3dd73a0a7a687703309f46fa1bfd\"><em>The information in this article is current as at 25 May 2026, 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 article are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional advice. Some 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 directly or indirectly as a result of reliance on, use of or inability to use any information provided in this article. You should undertake your own research and seek professional advice before making any decisions or relying on the information in this article.<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is a personal grievance in New Zealand?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A personal grievance is a formal legal claim an employee, or former employee, can bring against their employer under the <a href=\"https:\/\/www.legislation.govt.nz\/act\/public\/2000\/24\/en\/latest\/#DLM58317\" target=\"_blank\" rel=\"noreferrer noopener\">Employment Relations Act 2000<\/a> (ERA). It is distinct from a general workplace complaint in a significant way: a personal grievance triggers a defined legal process with enforceable remedies, including financial compensation, reinstatement and penalties against the employer.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A general workplace complaint might be raised informally with a manager or HR and resolved internally without any legal consequence. A personal grievance, by contrast, can escalate to mediation through the Ministry of Business, Innovation and Employment (MBIE) and, if unresolved, to a formal investigation and binding determination by the Employment Relations Authority (ERA). The stakes are higher, the process is structured and the potential outcomes for both parties are significant.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">At the heart of a personal grievance claim is the assertion that an employer has breached the employment relationship in a way that caused the employee harm, whether financial, emotional or procedural.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What are the grounds for a personal grievance?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employees can raise a <a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/how-to-resolve-problems\/personal-grievances\" target=\"_blank\" rel=\"noreferrer noopener\">personal grievance<\/a> on the following grounds under the Employment Relations Act 2000:<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Unjustified dismissal<\/strong> \u2014 The employee was dismissed, but the employer either lacked a genuine reason for doing so, or failed to follow a fair process. This is the most common type of grievance and is covered in detail in the next section.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Unjustified disadvantage<\/strong> \u2014 The employer took an action (or failed to act) that placed the employee at a disadvantage in their employment, without justification. This covers a wide range of situations short of dismissal, from changes to duties or hours through to demotions or unfair treatment.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Constructive dismissal<\/strong> \u2014 The employee was not formally dismissed but felt forced to resign because of the employer&#8217;s conduct. If the employer made the working environment intolerable, the law may treat the resignation as a dismissal.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Discrimination<\/strong> \u2014 The employer treated the employee less favourably on grounds prohibited under the <a href=\"https:\/\/www.legislation.govt.nz\/act\/public\/1993\/82\/en\/latest\/#DLM304212\" target=\"_blank\" rel=\"noreferrer noopener\">Human Rights Act 1993<\/a>. These prohibited grounds include sex, race, age, disability, religious belief, sexual orientation and several others.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Sexual harassment<\/strong> \u2014 Unwelcome behaviour of a sexual nature that is either repeated or serious enough to have a detrimental effect on the employee&#8217;s employment, job performance or job satisfaction.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Racial harassment<\/strong> \u2014 Repeated and unwelcome language, visual material or physical behaviour relating to race, colour or ethnic or national origins, which is hurtful or offensive and is significant enough to detract from the employee&#8217;s work or be intimidating.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Duress related to union membership<\/strong> \u2014 The employer pressured or penalised the employee because of their membership, non-membership or participation in an employee organisation.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Other grounds<\/strong> include retaliation for refusing work in certain health and safety circumstances, retaliation against whistleblowers, compelling a shop worker to work on Easter Sunday and failing to protect Reserve Forces service.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is an unjustified dismissal claim?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Unjustified dismissal is the most frequently raised personal grievance in New Zealand. A dismissal is considered unjustified when it fails to meet the standard of what a fair and reasonable employer would have done in the same circumstances, a test set out in section 103A of the <a href=\"https:\/\/www.legislation.govt.nz\/act\/public\/2000\/24\/en\/latest\/#DLM58317\" target=\"_blank\" rel=\"noreferrer noopener\">Employment Relations Act 2000<\/a>.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Two elements must be considered, and both matter:<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Substantive justification<\/strong> \u2014 Did the employer have a genuine and good reason to dismiss? Poor performance, serious misconduct or redundancy may all be legitimate grounds, but the reason must be real, documented and proportionate to the outcome of dismissal.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Procedural fairness<\/strong> \u2014 Did the employer follow a fair process? This includes notifying the employee of the concerns raised against them, giving them a genuine opportunity to respond (with a support person present if they wish) and genuinely considering their response before making a final decision.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers often assume that if the reason for dismissal was valid, the process is secondary. This is a costly mistake. The ERA and Employment Court have repeatedly found that even where misconduct is established, a flawed process can still result in a finding of unjustified dismissal and significant remedies.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Unjustified dismissal claims cannot be raised when the dismissal occurred during a valid <a href=\"https:\/\/www.employment.govt.nz\/starting-employment\/hiring\/trial-periods\" target=\"_blank\" rel=\"noreferrer noopener\">90-day trial period<\/a>, provided the trial period was correctly set up in writing prior to the employee starting work.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is the personal grievance process in New Zealand?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The personal grievance process follows a structured sequence. Here are the key steps:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 1: Raising the grievance&nbsp;<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The employee must first raise the grievance with their employer, verbally or in writing, within the relevant time limit (see the section below on timeframes). While this step can be done informally, putting it in writing creates a clear record.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 2: The employer&#8217;s response&nbsp;<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Once a personal grievance is raised, the employer has 14 days to respond. During this window, both parties may attempt to resolve the matter directly. Employers who engage constructively at this stage often achieve faster, cheaper resolutions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 3: Mediation through MBIE&nbsp;<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If the matter is not resolved between the parties, either party can request <a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/how-to-resolve-problems\/mediation\" target=\"_blank\" rel=\"noreferrer noopener\">mediation through MBIE<\/a> (Ministry of Business, Innovation and Employment). Mediation is confidential and free of charge. A mediator facilitates discussion but does not impose a decision. The vast majority of personal grievances are resolved at this stage, with MBIE data historically showing settlement rates above 75% in mediation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 4: Employment Relations Authority (ERA)&nbsp;<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If mediation does not resolve the matter, either party can apply to the ERA. The Authority investigates the matter, collects statements from both sides, and makes a binding determination. ERA proceedings are more formal and time-consuming than mediation. Decisions can be appealed to the Employment Court.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How long does an employee have to raise a personal grievance?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The standard <a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/how-to-resolve-problems\/personal-grievances\" target=\"_blank\" rel=\"noreferrer noopener\">90-day rule<\/a> applies to most personal grievances. An employee must raise their grievance within 90 days of the date the incident occurred, or the date they became aware of it. Failing to act within this window means the right to raise the grievance is generally lost.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The 12-month exception for sexual harassment applies to any incident of sexual harassment that occurs on or after 13 June 2023. Employees have 12 months to raise a grievance in these cases, reflecting the additional barriers people often face in coming forward about this type of harm.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Late claims can still proceed in certain circumstances. If the employer agrees to accept the late claim, the time limit is waived. If the employer doesn\u2019t agree, the employee may apply to the ERA to determine whether the grievance can still be raised.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The ERA may allow this if the delay was due to exceptional circumstances, for example if the employee&#8217;s representative failed to file on time, if health issues caused by the problem prevented the employee from acting, if the employment agreement failed to explain the notification period or if the employer refused to give a reason for dismissal.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What are the personal grievance payouts in New Zealand?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If the ERA or Employment Court finds in favour of an employee, a range of remedies may be ordered:<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Reinstatement<\/strong> \u2014 The employee is returned to their former role. This is the primary remedy under the Act, though it is relatively rare in practice where trust has broken down.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Reimbursement of lost wages<\/strong> \u2014 The employee can be compensated for wages lost as a result of the unjustified dismissal or disadvantage, from the date of the incident up to the date of determination, minus any amount they could reasonably have earned elsewhere.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Compensation for hurt and humiliation<\/strong> \u2014 This is awarded to acknowledge the emotional and personal impact of the employer&#8217;s conduct. Awards have historically ranged from a few thousand dollars to $30,000 or more in serious cases, though awards at the higher end are reserved for egregious conduct.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Penalties<\/strong> \u2014 In cases of serious or deliberate breaches, the ERA can impose financial penalties payable to the employee or to the Crown.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">As a general anchor: research and reporting on ERA outcomes has consistently indicated that the average cost to employers who lose a personal grievance, including legal costs, back pay, and compensation, commonly falls in the range of <a href=\"https:\/\/www.mbie.govt.nz\/dmsdocument\/30538-initial-advice-on-eligibility-to-remedies-for-personal-grievances\" target=\"_blank\" rel=\"noreferrer noopener\">$10,000 to $50,000.<\/a> Cases involving poor process or inadequate documentation tend to result in higher remedies.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Example personal grievance cases in New Zealand<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Case 1: Unjustified dismissal \u2014 failure of process<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">An employee was dismissed for alleged misconduct following a customer complaint. While the complaint was genuine, the employer had not provided the employee with adequate details of the allegation, had not given a meaningful opportunity to respond, and had made the decision to dismiss before the investigation was complete. The ERA found the dismissal unjustified on procedural grounds, despite the substantive complaint being legitimate. The employer was ordered to pay lost wages and compensation for hurt and humiliation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Case 2: Unjustified disadvantage \u2014 change in duties<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">An experienced employee had their duties significantly reduced following a restructure, not through formal redundancy, but through a gradual removal of responsibilities. No consultation took place and no explanation was offered. The ERA found the employer&#8217;s conduct amounted to unjustified disadvantage, as the changes were neither discussed nor justified. Compensation was awarded.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Case 3: Constructive dismissal \u2014 intolerable working environment<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">An employee resigned after a series of incidents, including being excluded from team communications, being passed over for projects without explanation and having their concerns dismissed when raised with management. The ERA found that the employer&#8217;s conduct had made continued employment so unreasonable that a fair and reasonable employee would have felt compelled to resign and treated the resignation as a constructive dismissal.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Personal grievance letter template<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">When raising a personal grievance formally, the letter should include the following elements:<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><em>[Your full name]<\/em> <em>[Your address]<\/em> <em>[Date]<\/em><\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><em>[Employer&#8217;s name \/ Manager&#8217;s name]<\/em> <em>[Business name]<\/em> <em>[Business address]<\/em><\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Re: Notice of personal grievance<\/strong><\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Dear [Name],<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">I am writing to formally raise a personal grievance under the Employment Relations Act 2000.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Nature of the complaint<\/strong> [Describe what happened clearly and factually, for example: unjustified dismissal, disadvantage, discrimination, or harassment.]<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>People involved<\/strong> [Name the individuals involved, including any witnesses if relevant.]<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Relevant dates<\/strong> [Set out the key dates: when the incident occurred, when you became aware of it, and any related events in sequence.]<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Supporting evidence<\/strong> [Note any documentation, emails, messages, or other evidence that supports your account. You do not need to attach everything at this stage, but flag what exists.]<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Outcome sought<\/strong> [State clearly what resolution you are seeking, for example: reinstatement, compensation, an apology, a change in working conditions, or a formal investigation.]<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">I am willing to discuss this matter and participate in mediation if that would assist in reaching a resolution. Please respond within 14 days.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Yours sincerely, <em>[Your full name]<\/em> <em>[Contact details]<\/em><\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><em>Note: If you are unsure how to frame your grievance, or whether your situation qualifies, seek advice from a union representative, an employment advocate or a lawyer before sending.<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How employers can reduce the risk of personal grievances<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The best defence against a personal grievance is a well-run workplace. Most successful claims against employers come down to preventable failures: unclear agreements, poor documentation or a process that was not followed properly. Here is where to focus:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Clear employment agreements&nbsp;<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Every employee must have a written <a href=\"https:\/\/employmenthero.com\/nz\/resources\/employment-agreements-factsheet\/\">employment agreement<\/a> that complies with the Employment Relations Act. It should clearly set out their role, duties, pay, hours and any trial period terms. Agreements that are vague or incomplete create ambiguity that works against employers.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Fair and documented processes&nbsp;<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Whether managing performance, investigating misconduct, or implementing redundancies, always follow a <a href=\"https:\/\/www.employment.govt.nz\/starting-employment\/rights-and-responsibilities\/fair-process\" target=\"_blank\" rel=\"noreferrer noopener\">fair process<\/a>. Notify the employee of the issue, give them a genuine opportunity to respond, consider their response and document each step. The process matters as much as the outcome.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Good record-keeping&nbsp;<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Keep records of performance conversations, warnings, investigation steps and any decisions made. In an ERA hearing, documented evidence of a fair process is the employer&#8217;s strongest defence.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Early intervention&nbsp;<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">When issues arise, address them promptly and constructively. Many personal grievances could have been avoided if concerns had been raised earlier, before they escalated. An informal conversation handled well is far cheaper than a mediation that was not.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Access to advice&nbsp;<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employment law is not simple and the rules change. When you are unsure, especially around dismissal or restructuring, seek legal or HR advice before acting, not after.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>For more information on personal grievances, download our factsheet today by filling in the form on the right.<\/strong><\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\">Download the Personal Grievances Factsheet<\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column form-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"form\" class=\"wp-block-group form-v2-violet-box-shadow-pattern is-layout-flow wp-block-group-is-layout-flow\">\n\n<div 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has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"stop-el\" class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-14 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-59029 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\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-17 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\/onboarding\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/Onboarding_Thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer Playbook: What is onboarding?\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/Onboarding_Thumbnail.webp 1728w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/Onboarding_Thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/Onboarding_Thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/Onboarding_Thumbnail-768x451.webp 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/Onboarding_Thumbnail-1536x901.webp 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/Onboarding_Thumbnail-864x508.webp 864w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/Onboarding_Thumbnail-440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/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-16 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-15 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\/onboarding\/\" target=\"_self\" >Employer Playbook: What is onboarding?<\/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\">Real onboarding starts at offer acceptance, spans 90 days and is the #1 source of HR errors. Here&#8217;s how to&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\/resources\/onboarding\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employer Playbook: What is onboarding?<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/nz\/resources\/onboarding\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-59043 resources type-resources status-publish has-post-thumbnail hentry resource-type-webinar topic-employment-law industry-agriculture industry-automative industry-automotive industry-business-consulting industry-childcare industry-childcare-early-education industry-colleges-and-sporting-clubs industry-construction industry-consumer-services industry-customer-service industry-early-education industry-ecommerce industry-education industry-entertainment industry-field-marketing industry-finance industry-financial-services industry-franchises industry-health-and-fitness industry-health-services industry-healthcare industry-healthcare-health-services industry-hospitality industry-it-and-technology industry-legal industry-logistics-manufacturing industry-logistics-and-manufacturing industry-media-communications industry-media-and-communications industry-merchandising 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-utilities-and-public-services industry-veterinary-services industry-youth-services search-tags-upcoming-webinar\">\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-20 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\/employment-leave-bill-webinar\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1016\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/EH_AdvancedlightingSolutions_2884_scaled.jpeg\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The End of the Holidays Act? Employment Leave Bill Explained\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/EH_AdvancedlightingSolutions_2884_scaled.jpeg 1728w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/EH_AdvancedlightingSolutions_2884_scaled-300x176.jpeg 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/EH_AdvancedlightingSolutions_2884_scaled-1024x602.jpeg 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/EH_AdvancedlightingSolutions_2884_scaled-768x452.jpeg 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/EH_AdvancedlightingSolutions_2884_scaled-1536x903.jpeg 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/EH_AdvancedlightingSolutions_2884_scaled-864x508.jpeg 864w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/08\/EH_AdvancedlightingSolutions_2884_scaled-440x259.jpeg 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/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-19 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-18 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\/Webinar.png\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/webinar\/\" rel=\"tag\">Webinars<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/employment-leave-bill-webinar\/\" target=\"_self\" >The End of the Holidays Act? Employment Leave Bill Explained<\/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\">Learn how New Zealand&#8217;s proposed Employment Leave Bill could change leave entitlements, payroll and compliance. Join our expert webinar to&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\/resources\/employment-leave-bill-webinar\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The End of the Holidays Act? Employment Leave Bill Explained<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/nz\/resources\/employment-leave-bill-webinar\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-58977 resources type-resources status-publish has-post-thumbnail hentry resource-type-webinar industry-agriculture industry-automative industry-automotive industry-business-consulting industry-childcare industry-childcare-early-education industry-colleges-and-sporting-clubs industry-construction industry-consumer-services industry-customer-service industry-early-education industry-ecommerce industry-education industry-entertainment industry-field-marketing industry-finance industry-financial-services industry-franchises industry-health-and-fitness industry-health-services industry-healthcare industry-healthcare-health-services industry-hospitality industry-it-and-technology industry-legal industry-logistics-manufacturing industry-logistics-and-manufacturing industry-media-communications industry-media-and-communications industry-merchandising 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-utilities-and-public-services industry-veterinary-services industry-youth-services search-tags-upcoming-webinar\">\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-23 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-recruitment-webinar\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/07\/professional-woman-working-at-desk.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Hiring in the Age of AI\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/07\/professional-woman-working-at-desk.webp 1728w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/07\/professional-woman-working-at-desk-300x176.webp 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/07\/professional-woman-working-at-desk-1024x601.webp 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/07\/professional-woman-working-at-desk-768x451.webp 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/07\/professional-woman-working-at-desk-1536x901.webp 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/07\/professional-woman-working-at-desk-864x508.webp 864w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/07\/professional-woman-working-at-desk-440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/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-22 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-21 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\/Webinar.png\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/webinar\/\" rel=\"tag\">Webinars<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-recruitment-webinar\/\" target=\"_self\" >Hiring in the Age of AI<\/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\">Explore how businesses are using AI to recruit faster. Watch a live demo, gain practical insights and hear how Urban&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\/resources\/ai-recruitment-webinar\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Hiring in the Age of AI<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-recruitment-webinar\/\" 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>At the centre of a personal grievance claim is the assertion that the terms of an employment relationship has been broken in some 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