Practical guides on NZ employment law, restructuring processes, and HR best practices.
What to say, when to say it, and what not to say when communicating a redundancy to employees under the NZ Employment Relations Act 2000. Practical scripts and timing guidance.
Read article →The good faith obligation under section 4 of the Employment Relations Act 2000 is the cornerstone of NZ employment law. This guide explains what it means in practice for HR managers managing a restructure.
Read article →A practical, step-by-step guide to running a restructure process that meets New Zealand's ERA 2000 good faith requirements, from initial planning through to final decisions.
Read article →How to build and maintain organisational charts that support ERA 2000 restructure documentation, represent NZ employment nuances, and stay accurate between restructures.
Read article →A practical checklist for running a legally compliant redundancy process in New Zealand under the Employment Relations Act 2000. Covers consultation, selection criteria, redeployment, notice periods, and redundancy compensation.
Read article →Not all restructure tools are built for New Zealand employment law. This guide covers the features that matter: ERA 2000 compliance, good faith consultation support, and audit trail requirements, so you can choose the right tool for your team.
Read article →Good faith consultation is the most litigated obligation in New Zealand restructure law. This guide explains exactly what it requires, what it does not require, and the mistakes that turn a genuine restructure into a successful personal grievance.
Read article →A deep-dive into Employment Relations Act 2000 compliance for NZ employers running a restructure. Covers Part 6A (vulnerable employees), collective agreements, personal grievance exposure, and how to avoid the most common ERA 2000 compliance failures.
Read article →New Zealand has no statutory redundancy pay formula, but collective agreements, individual employment agreements, and good faith obligations all create payment obligations. This guide explains how to calculate redundancy pay correctly under NZ law.
Read article →Most org chart tools are built for presentational charts, not HR workflows. This guide covers what to look for when choosing an org chart tool for HR use, especially in a New Zealand restructure context where the chart becomes a legal document.
Read article →How to set selection criteria for redundancy in NZ that are fair, lawful, and defensible before the Employment Relations Authority. Covers lawful vs unlawful criteria, the selection pool, scoring matrices, and documentation.
Read article →NZ employers must genuinely consider redeployment before making roles redundant under the ERA 2000. This guide covers what genuine consideration means, what counts as a redeployment opportunity, Part 6A transfers, and how to document the process.
Read article →NZ employers restructuring with unionised employees face specific obligations beyond good faith. This guide covers union notification timing, collective agreement clauses, section 31 access rights, and Part 6A transfers.
Read article →The redundancy decision letter confirms the outcome of a consultation process and serves as the primary exhibit in ERA proceedings. This guide explains exactly what it must contain, what to avoid, and how the Employment Relations Authority scrutinises it.
Read article →The interaction between the 90-day trial period and a genuine restructure is poorly understood and a common source of costly mistakes. This guide explains when the trial period applies, how it interacts with ERA 2000 consultation obligations, and the timing risks that catch employers out.
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