The personal grievance is the central mechanism for challenging unfair treatment at work in New Zealand.
The 90-day deadline
You must raise the grievance with your employer within 90 days beginning with the date on which the action occurred or came to your notice, whichever is later.
That second limb matters. If you only discovered the problem later, the clock may start from discovery.
The sexual harassment exception
Since 13 June 2023, grievances involving sexual harassment have a 12-month period rather than 90 days, under the Employment Relations (Extended Time for Personal Grievance for Sexual Harassment) Amendment Act 2023.
What "raising" means
A grievance is raised as soon as you have made, or taken reasonable steps to make, your employer or their representative aware that you allege a personal grievance you want addressed.
It does not require a formal legal document. But putting it in writing creates the record.
If you miss the deadline
Your employer may consent to a late grievance. If they do not, you can apply to the Employment Relations Authority for leave to raise it late.
The Authority, after hearing the employer, may grant leave if satisfied the delay was caused by exceptional circumstances.
It is not guaranteed. Act within the 90 days if you can.
What the Authority can award
- Reinstatement
- Lost wages
- Compensation
The high-earner threshold
Worth knowing: under the Employment Relations Amendment Act 2026, employees whose annual remuneration meets or exceeds a specified threshold — set at NZ$200,000 — may not pursue personal grievances for unjustified dismissal or unjustified disadvantage.
If you earn above that level, this mechanism is not available to you and your protection comes from your agreement instead.
Trial periods
During a valid trial period, you generally cannot raise a personal grievance over the dismissal.
Where to get help
Employment New Zealand provides free guidance, and Community Law Centres offer assistance.