A fair outcome, undone by an unfair process.
Most unjustified-dismissal findings do not turn on whether the employer was wrong about the conduct. They turn on the process. The Authority asks whether the process was one a fair and reasonable employer could have used (s 103A), and a rushed or incomplete process is where a justified outcome quietly becomes an unjustified dismissal. It happens most often in small teams without an HR function, where the manager is running the process for the first time.
The Disciplinary Procedure Guide is a plain-English, step-by-step route through a defensible disciplinary process under New Zealand employment law — from the initial investigation to the final outcome — written by a practitioner with more than 20 years in the field. It is not a template dump. It explains what makes each step defensible, and gives you the letters and checklists to do it.
Being finalised — updated for the 2026 Employment Relations Amendment Act and given its brand pass before release.
Available soonThis guide is general information, not legal advice, and does not create a client-adviser relationship.
This self-serve guide is being finalised. In the meantime, live disciplinary matters are covered under Employment Relations Advisory.