{"id":42228,"date":"2025-04-09T06:03:48","date_gmt":"2025-04-09T06:03:48","guid":{"rendered":"https:\/\/employmenthero.com\/nz\/?post_type=resources&#038;p=42228"},"modified":"2026-03-26T08:43:19","modified_gmt":"2026-03-26T08:43:19","slug":"dismissing-an-employee","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/nz\/resources\/dismissing-an-employee\/","title":{"rendered":"Managing terminations in NZ: A comprehensive guide for business leaders"},"content":{"rendered":"<p><style>\n  .content-single-content_secondary_container  {<br \/>\n  padding-top: 0px !important<br \/>\n  }<br \/>\n  .content-single-content {<br \/>\n  margin-bottom: 0px !important<br \/>\n  }<br \/>\n<\/style>\n<\/p>\n\n\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 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 <\/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\">Managing terminations in NZ: A comprehensive guide for business leaders<\/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=\"2025-04-09T06:03:48+00:00\">9 Apr 2025<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--28);padding-bottom:var(--wp--preset--spacing--28)\">\n<div class=\"wp-block-group is-layout-flex wp-block-group-is-layout-flex\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\" style=\"margin-top:var(--wp--preset--spacing--large);margin-bottom:var(--wp--preset--spacing--large);padding-right:var(--wp--preset--spacing--small);padding-left:var(--wp--preset--spacing--small)\">\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\"><h1 style=\"padding-bottom:var(--wp--preset--spacing--10);\" class=\"blog-template-title wp-block-post-title\">Managing terminations in NZ: A comprehensive guide for business leaders<\/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-text-align-center has-sm-font-size\" style=\"border-left-style:none;border-left-width:0px;padding-left:0\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-04-09T06:03:48+00:00\">Apr 9, 2025<\/time><\/div>\n\n\n<p class=\"has-text-align-center has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">2 min read<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:40%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"626\" height=\"760\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Managing-terminations-NZ-Factsheet-2025-2.png\" alt=\"\" class=\"wp-image-42430\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Managing-terminations-NZ-Factsheet-2025-2.png 626w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Managing-terminations-NZ-Factsheet-2025-2-247x300.png 247w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Managing-terminations-NZ-Factsheet-2025-2-321x390.png 321w\" sizes=\"auto, (max-width: 626px) 100vw, 626px\" \/><\/figure>\n<\/div>\n<\/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-2 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 content-wrapper content-single-content wysiwyg has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--2)\">\n<p><span style=\"font-weight: 400;\">If you\u2019ve been an employer for some time, you\u2019ll know that dismissing an employee is not a simple task in New Zealand. New Zealand employment law tends to favour the employee in many cases, and that can make it difficult for employers with genuine concerns to take action.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Even if it seems like a clear-cut case from your perspective, it may not be as straightforward in the eyes of the law. Plus, employment law is always evolving, so it can be tough to keep up.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">In this guide, we\u2019ll outline the process for termination, including when you can and can\u2019t legally dismiss an employee, plus other legal considerations to be aware of.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Download the guide today.&nbsp;<\/span><br><\/p>\n\n\n\n<p class=\"has-neutral-500-color has-text-color has-link-color wp-elements-32b46b8edfa702652474df8481cc97fa\"><em><span style=\"font-weight: 400;\">Disclaimer: The information in this guide is current as at 3 April 2025 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. You should undertake your own research and to seek professional advice before making any decisions or relying on the information in this guide. <\/span><\/em><\/p>\n<\/div>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"626\" height=\"760\" src=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Managing-terminations-NZ-Factsheet-2025-1.png\" alt=\"\" class=\"wp-image-42356\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Managing-terminations-NZ-Factsheet-2025-1.png 626w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Managing-terminations-NZ-Factsheet-2025-1-247x300.png 247w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2025\/04\/Managing-terminations-NZ-Factsheet-2025-1-321x390.png 321w\" sizes=\"auto, (max-width: 626px) 100vw, 626px\" \/><\/figure>\n\n\n\n<div class=\"wp-block-group content-wrapper content-single-content_secondary_container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--4)\">\n<h2 class=\"wp-block-heading\" style=\"padding-top:0\">What the law says<\/h2>\n\n\n\n<p>In New Zealand, the primary legislation governing employee dismissals is the <a href=\"https:\/\/www.legislation.govt.nz\/act\/public\/2000\/0024\/latest\/DLM58317.html\">Employment Relations Act 2000<\/a>.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>This Act sets out the fundamental principles of good faith and fair process that employers must adhere to when dismissing an employee.<\/li>\n\n\n\n<li>It establishes the framework for <a href=\"https:\/\/www.employment.govt.nz\/resolving-problems\/how-to-resolve-problems\/personal-grievances\">personal grievances<\/a>, which employees can raise if they believe they have been unjustifiably dismissed.<\/li>\n\n\n\n<li>It addresses various aspects of employment relationships, including employment agreements, dispute resolution, and union rights.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Good faith and fair process under the Act<\/h2>\n\n\n\n<p>The principle of \u2018good faith\u2019 and fair process are two major tenets that run throughout the Act.<\/p>\n\n\n\n<p>Good faith stipulates that both employers and employees are required to deal with each other in good faith, meaning they must be honest, open, and fair in their dealings.<\/p>\n\n\n\n<p>Related to good faith, fair process means employers must follow a fair and reasonable process when carrying out a dismissal.&nbsp;<\/p>\n\n\n\n<p>In relation to dismissals, this typically looks like:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Clearly communicating with the employee the expectations for their role, and communicating clearly if they are not meeting those expectations.<\/li>\n\n\n\n<li>Clearly communicating with the employee the reasons for a potential dismissal.<\/li>\n\n\n\n<li>Giving the employee enough time and opportunity to respond to, and rectify those concerns.<\/li>\n\n\n\n<li>Considering the employee&#8217;s response before making any final decisions.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Valid reasons to end an employees employment<\/h2>\n\n\n\n<p>Under the Act, there are a list of \u2018justifiable reasons\u2019 for which an employer is legally able to dismiss an employee. Justifiable reason means there is a \u2018valid and legitimate reason\u2019 for ending the employment relationship.<\/p>\n\n\n\n<p>Dismissals that fall outside of those reasons leave employers at risk of personal grievances, other legal action and reputational damage. Take a look at the different definitions below.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Reason 1: Dismissal under a valid trial or probationary period<\/h2>\n\n\n\n<p>A valid <a href=\"https:\/\/www.employment.govt.nz\/starting-employment\/hiring\/trial-and-probationary-periods\">trial or probationary period<\/a> allows employers to assess whether an employee is a suitable fit for the role. Employers can dismiss someone if the employee&#8217;s performance or behaviour does not meet expectations during the trial or probationary period, provided the trial or probationary period complies with the legal requirements set out in the employee\u2019s contract.<\/p>\n\n\n\n<p>If an employee has been on a trial period, their employer does not have to give a reason before dismissing them. If an employee has been on a probationary period, their employer must give them a good reason for dismissal and a fair opportunity to resolve any problems first.<\/p>\n\n\n\n<p><strong>Heads up:<\/strong> a trial period cannot last longer than 90 days. Probationary periods do not have a fixed time limit so can be used for a longer assessment period if the employee and employer agree. Find out more about<a href=\"https:\/\/www.employment.govt.nz\/starting-employment\/hiring\/trial-and-probationary-periods\"> trials and probationary periods<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Reason 2: Serious misconduct<\/h2>\n\n\n\n<p>Serious misconduct involves actions that fundamentally undermine the employment relationship, such as acts like theft, violence, harassment, or severe safety breaches, which may warrant immediate dismissal. However, an investigation is required before any action is taken to ensure fairness and legal compliance.&nbsp;<\/p>\n\n\n\n<p><em>In a <\/em><a href=\"https:\/\/www.rnz.co.nz\/news\/business\/540224\/spca-to-pay-20k-for-unjustified-dismissal\"><em>recent case<\/em><\/a><em>, the SPCA was ordered to pay $20,000 for an unjustified dismissal. Despite claims of serious misconduct, the Employment Relations Authority (ERA) found that the SPCA&#8217;s process was flawed, leading to an unfair outcome for the employee.<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Reason 3: Misconduct<\/h2>\n\n\n\n<p>Less serious than serious misconduct, but still a justifiable reason to carry out a dismissal if handled correctly. Examples of misconduct could include (but are not limited to) the following:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Repeatedly arriving late to work, taking unauthorised breaks or leaving early, or frequent, and unexplained absences.<\/li>\n\n\n\n<li>Insubordination, such as refusing to follow reasonable instructions from a supervisor.<\/li>\n\n\n\n<li>Disrespectful behavior towards managers or colleagues.<\/li>\n\n\n\n<li>Workplace policy violations such as misuse of company internet or email, violating dress code policies, or making excessive personal phone calls during work hours.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Reason 4: Poor performance issues<\/h2>\n\n\n\n<p>An employer may start the dismissal process if an employee consistently fails to meet reasonable performance standards, and the employer has followed a fair process to address the issue.<\/p>\n\n\n\n<p>Documenting performance concerns and offering a Performance Improvement Plan (PIP) is essential in the process. A PIP outlines clear expectations, a timeframe for improvement, and the support the employee will receive to make changes. If performance does not improve, then dismissal may be considered.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Reason 5: Redundancy<\/h2>\n\n\n\n<p>When an employee&#8217;s position is no longer required due to business restructuring or other legitimate reasons, an employer may make an employee&#8217;s position redundant, and therefore dismiss the employee.<\/p>\n\n\n\n<p>However, dismissing someone through redundancy requires a fair process centered on genuine business reasons. These can include things like financial difficulties or technological changes, but not personal performance. Redundancy dismissals also require thorough consultation with the employee \u2013 which we explore in the guide.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Does this law cover all employee types?<\/h2>\n\n\n\n<p>All employee types \u2013 full-time, part-time, fixed-term and casual \u2013 are covered by the Employment Relations Act. However, casual and fixed-term employment arrangements often allow for shorter notice periods if the employer dismisses the employee.&nbsp;<\/p>\n\n\n\n<p>Employers should follow the same principles of good faith and fair process with all employees, but pay special attention to their contracts in terms of their necessary termination notice period.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Key considerations for dismissing employees<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"padding-top:var(--wp--preset--spacing--6);padding-bottom:0\">Dismissals based on performance or misconduct<\/h3>\n\n\n\n<p style=\"padding-top:0\">Dismissing an employee should be the last resort for employers. Before beginning any dismissal processes, the employer must undertake steps to address the performance issues with the employee. If the employee has not made the necessary improvements within an agreed timeframe, only then can the employer consider moving to the dismissal process.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Dismissals based on serious misconduct<\/h3>\n\n\n\n<p>For dismissal procedures based on serious misconduct, employers must still carry out a fair investigation and disciplinary process before actioning a dismissal. However, if, after a fair investigation and disciplinary process, they are found guilty of serious misconduct, they may be \u2018summarily dismissed\u2019.<\/p>\n\n\n\n<p>\u2018Summary dismissal\u2019 is when an employee is dismissed without notice. This means they are not given the opportunity to work out their notice period and are not paid out for the notice period.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Key steps for the dismissal process<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" style=\"padding-top:var(--wp--preset--spacing--4);padding-bottom:0\">1. Clearly document the reason for dismissal<\/h3>\n\n\n\n<p style=\"padding-top:0\">Keep detailed records outlining the reasons for dismissal, including performance issues, misconduct, or redundancy. Gather evidence such as written warnings, performance reviews, or incident reports.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Meet with the employee to discuss concerns and issues<\/h3>\n\n\n\n<p>Schedule a private meeting to address concerns openly and professionally. Clearly explain the issues, referencing previous warnings or documented incidents. Allow the employee to bring a support person. Maintain a neutral tone and ensure the conversation follows a fair and constructive process.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Provide the employee with an opportunity to respond<\/h3>\n\n\n\n<p>Give the employee a chance to explain their side, provide context, or dispute any claims. Carefully consider their response before making a final decision. This step demonstrates procedural fairness and helps reduce the risk of unjustified dismissal claims.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Hold a meeting to outline final steps<\/h3>\n\n\n\n<p>If dismissal is confirmed, meet with the employee to explain the final steps. Discuss the notice period (if applicable*=) last working day, and how company property or equipment should be returned. Provide written confirmation of dismissal, including any obligations or entitlements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Finalise any outstanding pay or leave entitlements<\/h3>\n\n\n\n<p>Ensure the employee receives their final wages, including unused holiday pay or outstanding bonuses if applicable. Provide a final payslip detailing all payments. If applicable, discuss KiwiSaver contributions or tax obligations. Issue a written confirmation of final pay to maintain transparency.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How to dismiss an employee through redundancy&nbsp;<\/h2>\n\n\n\n<p>The same principles of good faith and fair process apply to dismissing employees through redundancy. However, there are unique steps you need to take for a redundancy dismissal versus a performance or misconduct-based dismissal.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Create a business case<\/h3>\n\n\n\n<p>First, employers need to create a clear business case that proposes structural changes to the business. Those structural changes must be based on the needs of the business \u2013 for example, cost-cutting, changes to products or services, revenue loss or another valid business reason.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"color: revert; font-family: Saiga; font-size: 28px; letter-spacing: -0.2px;\">2. Consult with employees<\/span><\/h3>\n\n\n\n<p>Employers must then consult with affected employees, genuinely considering their feedback. A crucial step is exploring redeployment options within the company \u2013 employers must take time to consider whether employees can be redeployed into another role as part of this process.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"color: revert; font-family: Saiga; font-size: 28px; letter-spacing: -0.2px;\">3. Provide adequate, formal notice based on the employment contract<\/span><\/h3>\n\n\n\n<p>If redeployment is not possible and redundancy is unavoidable, the employer needs to provide formal notice, following the employment agreement&#8217;s terms or giving reasonable notice.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"color: revert; font-family: Saiga; font-size: 28px; letter-spacing: -0.2px;\">4. Finalise offboarding for redundant employees<\/span><\/h3>\n\n\n\n<p class=\"has-black-color has-text-color has-link-color wp-elements-e72a76255f416d71de998e6826787224\">The employer must pay all owed entitlements such as outstanding pay or leave balances to the employee. Redundancy pay is only mandatory if specified in the employment agreement \u2013 but it&#8217;s not a legal requirement. Finally, it\u2019s best practice to offer support to affected employees, whether through an <a href=\"https:\/\/employmenthero.com\/nz\/services\/employee-assistance-program\/\">EAP service<\/a> or by supporting them to find a new job.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What happens if an employer \u201cforces\u201d an employee to resign?<\/h2>\n\n\n\n<p>If an employer makes an employee&#8217;s working conditions so intolerable that a reasonable person would feel compelled to resign, this is known as <a href=\"https:\/\/www.employment.govt.nz\/ending-employment\/constructive-dismissal#scroll-to-3\">constructive dismissal<\/a>. The employee then has grounds to submit a personal grievance on the basis of constructive dismissal, which may come with significant financial penalties. The employee&#8217;s resignation is then treated, in legal terms, as a dismissal.<\/p>\n\n\n\n<p>Given employers can be at risk of legal action even if they don\u2019t explicitly dismiss an employee, it\u2019s important to make sure you\u2019re always acting in good faith. Any actions taken by the employer which could be deemed \u2018hostile\u2019 or that create an untenable working environment may be considered grounds for constructive dismissal, which may leave them vulnerable to personal grievances.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">One bad apple spoiling the bunch? We\u2019ve got your back.&nbsp;<\/h2>\n\n\n\n<p>Dismissing an employee in NZ is clearly a complex process, filled with room for error. For employers, understanding the proper process for dealing with misconduct, poor performance and redundancies is essential to protecting the interests of the business.<\/p>\n\n\n\n<p>But\u2026 going it alone can be overwhelming and confusing \u2013 not to mention financially draining.&nbsp;<\/p>\n\n\n\n<p>Fortunately, our <a href=\"https:\/\/employmenthero.com\/nz\/\">Employment Operating System<\/a> provides built-in, customisable training modules you can assign to leaders in just a few clicks. Plus, <a href=\"https:\/\/employmenthero.com\/nz\/solutions\/performance-management-software\/\">built-in performance management software<\/a> empowers managers to keep their team on track. Assign KPIs and track progress against them, instantly schedule 1:1s, performance reviews and even peer-to-peer reviews to get a detailed picture of your team\u2019s performance.&nbsp;<\/p>\n\n\n\n<p>What&#8217;s more, you can access our dedicated <a href=\"https:\/\/employmenthero.com\/nz\/services\/advisory-lines\/\">HR Advisory service<\/a> whenever the need arises. Tensions brewing in the office? Not sure if there\u2019s grounds for dismissal? Give our experts a ring and we\u2019ll point you in the right direction.<\/p>\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 class=\"wp-block-group form-v2-violet-box-shadow-pattern is-layout-flow wp-block-group-is-layout-flow\">\n\n<div class=\"wp-block-employmentherocom2025-marketo-form-v2 is-layout-flow wp-block-marketo-form-v2-is-layout-flow\">\n                                                            <section class=\"eh_marketo_form-title-section eh_marketo_form-title-section--small\" aria-labelledby=\"marketo-form-title\">\n        <div class=\"eh_marketo_form-title-container\">\n                                        <h2 id=\"marketo-form-title\" class=\"eh_marketo_form-title\">Register for the checklist<\/h2>\n                    <\/div>\n            <\/section>\n                            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now&quot;,&quot;success_handling_method&quot;:&quot;thank_you_page&quot;,&quot;redirect_url&quot;:&quot;&quot;,&quot;thank_you_message&quot;:&quot;&quot;,&quot;add_lead_linking_id&quot;:false,&quot;add_drift_campaign_id&quot;:false,&quot;drift_campaign_id&quot;:&quot;&quot;,&quot;thank_you_page_id&quot;:&quot;41811&quot;,&quot;thank_you_page_url&quot;:&quot;https:\/\/employmenthero.com\/nz\/thank-you\/downloadable\/resources\/?origin=dismissing-an-employee&amp;origin_id=JR3XemCtesaW59Ewp7mma6PCksTAD3SfCe4vQVOeWMas6Lawt9CXbUbbjqsj8ngyDeQk%2B6qgdLENfyIteCEi8w%3D%3D&quot;,&quot;progress_indicator_type&quot;:&quot;progress-bar&quot;,&quot;enable_revenue_hero&quot;:false,&quot;revenue_hero_router_id&quot;:&quot;4668&quot;,&quot;revenue_hero_thank_you_message&quot;:&quot;Thank you for booking!&quot;}\"><\/div>\n                                <\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group social-icons-desktop is-content-justification-center is-nowrap is-layout-flex 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5.05377751,13.2188532 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<\/div>\n\n\n\n<div class=\"wp-block-group alignfull eh-single-resource-whitepapers-layout has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-light-violet-50-background-color 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-18 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-57097 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-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\/resources\/executive-faq-new-technology-leadership-questions\/\" 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\/exec-faqs-thumbnail-NZ.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"How to 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-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\"><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-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-6 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-5\"><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><li class=\"wp-block-post post-57047 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-27 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-guide\/\" 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\/NZ-thumbnail-ai-policy.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Building a corporate AI policy that actually works\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy.webp 1600w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy-300x169.webp 300w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy-1024x576.webp 1024w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy-768x432.webp 768w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy-1536x864.webp 1536w, https:\/\/employmenthero.com\/nz\/wp-content\/uploads\/sites\/5\/2026\/05\/NZ-thumbnail-ai-policy-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-26 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-25 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\/ai-policy-guide\/\" target=\"_self\" >Building a corporate AI policy that actually works<\/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\">Most corporate AI policies fail in practice. Learn what actually makes an AI policy work in real organisations, and how&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-policy-guide\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Building a corporate AI policy that actually works<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/nz\/resources\/ai-policy-guide\/\" 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>Learn best practices and key considerations for dismissing an employee in New Zealand.<\/p>\n","protected":false},"featured_media":43858,"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":"8 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":"link_video","file_video":"","download_content_type":"file","download_file":"42248","download_url":"","download_cta_label":"","footnotes":""},"resource-type":[167],"topic":[379],"industry":[],"search-tags":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-42228","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource-type-factsheets","topic-workplace-compliance"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resources\/42228","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":4,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resources\/42228\/revisions"}],"predecessor-version":[{"id":51759,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resources\/42228\/revisions\/51759"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/media\/43858"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/media?parent=42228"}],"wp:term":[{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/resource-type?post=42228"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/topic?post=42228"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/industry?post=42228"},{"taxonomy":"search-tags","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/search-tags?post=42228"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/audience?post=42228"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/business-size?post=42228"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/product-tag?post=42228"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/funnel-stage?post=42228"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/region?post=42228"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/pain-point?post=42228"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/persona?post=42228"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/nz\/wp-json\/wp\/v2\/post_features?post=42228"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}