Restructure with confidence under NZ employment law
The only HR restructuring platform built specifically for New Zealand's Employment Relations Act 2000. Plan org changes, document good faith consultation, and create legally defensible decision letters.
Free org chart builder · No credit card required · Upgrade when you need the full restructure workflow
Everything you need for a legally compliant restructure
Generic HR tools weren't built for NZ employment law. Restructured was.
ERA 2000 Compliance Built In
Every workflow is aligned to New Zealand's Employment Relations Act 2000 good faith requirements. The platform tracks your obligations — consultation timelines, affected employee notifications, and decision documentation.
Visual Org Chart Builder
Build your current and proposed organisational structure visually. HR-specific node types handle contractors, part-time roles, vacant positions, and job-share arrangements that generic tools miss.
Consultation Documentation
Generate compliant consultation letters, meeting minutes templates, and decision letters automatically. Every document references the relevant ERA 2000 obligations so your documentation is audit-ready from day one.
Affected Employee Tracking
Track each affected employee through every stage of the restructure — from initial notification through consultation responses, provisional decisions, and final outcomes. No employee falls through the cracks.
Redundancy Calculations
Calculate redundancy entitlements automatically based on NZ employment law. Factor in length of service, notice periods, and entitlements under the ERA 2000 — with full audit trails.
Team Collaboration
Invite HR advisors, employment lawyers, and senior leaders to collaborate on the restructure. Role-based access ensures each person sees only what they need, with a full audit log of every change.
HR-grade org chart builder — free forever
Most org chart tools treat every role the same. Restructured understands HR nuance: contractors get a dashed border, part-time roles show an FTE badge, vacant positions are visually distinct, and you can toggle off employee names for a PII-safe view.
- Contractor and fixed-term visual indicators
- Part-time FTE badges
- Vacant position states
- Dotted-line (matrix) reporting edges
- Team groupings and swim lanes
- PII-free display mode
Screenshot coming soon
Simple, transparent pricing
Start free. Upgrade only when you need the full restructure workflow.
Free
For HR professionals who want to visualise their org structure.
- Visual org chart builder
- HR-specific node types (contractor, PT, vacant)
- Unlimited positions
- Export to PNG/PDF
- Auto-save
Professional
For HR leads running a restructure process under the ERA 2000.
- Everything in Free
- Full restructure workflow
- Good faith consultation documentation
- Decision letter generation
- Affected employee tracking
- Redundancy calculations
- ERA 2000 compliance checklists
- Version history
- 3 team members
Enterprise
For organisations running multiple restructures or needing enterprise controls.
- Everything in Professional
- Unlimited team members
- SSO / SAML
- Custom document templates
- Priority support
- Dedicated onboarding
- SLA guarantee
Frequently asked questions about NZ restructures
Common questions about the ERA 2000 good faith process and how Restructured helps.
- What is the good faith obligation under the ERA 2000?
- Section 4 of the Employment Relations Act 2000 (ERA 2000) requires employers to be active and constructive in maintaining a productive employment relationship, to be responsive and communicative, and to be honest and open. In the context of a restructure, this means providing genuine consultation before decisions are made — not just informing employees after the fact. The ERA 2000 good faith obligation is the most common basis for personal grievance claims arising from restructures.
- What happens if I don't follow a proper restructure process in NZ?
- Failing to follow a proper good faith process under the ERA 2000 can result in unjustified dismissal claims, even if the redundancy itself is genuine. An employee may raise a personal grievance with the Employment Relations Authority (ERA). Remedies can include reinstatement, compensation for humiliation and loss of dignity, and lost wages. The Employment Court has awarded significant penalties where employers failed to provide genuine consultation.
- How long does a restructure process take in New Zealand?
- There is no fixed statutory timeframe, but employers must allow reasonable time for genuine consultation. In practice, a meaningful consultation period for a straightforward role redundancy is typically 2–4 weeks. More complex restructures affecting multiple roles across an organisation may take 6–12 weeks. The key test under the ERA 2000 is whether the employer genuinely considered employee feedback before making a final decision.
- Do I need to consult with union representatives during a restructure?
- If any affected employees are union members and the union has coverage for their role, you must notify the relevant union and provide them an opportunity to participate in the consultation process. This is separate from the individual consultation obligation. Collective agreement provisions may also specify consultation requirements that go beyond the statutory minimum in the ERA 2000.
- Is Restructured legal advice?
- No. Restructured is software that helps you document and manage a restructure process in a way that supports ERA 2000 compliance. It is not a law firm and does not provide legal advice. For specific legal advice on your restructure, you should consult a qualified New Zealand employment lawyer. Employment NZ (employment.govt.nz) also provides free guidance on employer obligations.
Not legal advice. For advice specific to your situation, consult a New Zealand employment lawyer or Employment NZ.
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