If you have been dismissed and think it was unjustified, the sequence matters as much as the substance.
One: document everything
Emails, meeting notes, dates of all communications, the termination letter and its stated reason.
Records created now carry more weight than reconstructions later.
Two: raise the grievance within 90 days
The clock runs from when the action occurred or came to your notice, whichever is later.
Raising it means making your employer aware that you allege a personal grievance you want addressed. Putting it in writing creates the record.
For sexual harassment grievances, the period is 12 months.
Three: get free advice
Employment New Zealand — 0800 20 90 20 — and Community Law Centres both provide guidance at no cost.
Four: consider what to negotiate
Beyond the core claim, there are things worth asking for:
- A reference letter
- Extended health cover
- Payout top-ups
Before signing any settlement
Written settlements in the pre-termination negotiation framework are full and final and protect the employer against grievances.
Signing ends your ability to pursue the matter. Read it, and get advice first.
Financial support while you look
- WINZ benefits including Jobseeker Support
- ACC, if you were injured during the transition
- KiwiSaver — check the withdrawal rules, though these are limited
Job hunting
Start early rather than waiting for the process to conclude. The two can run in parallel.
What the Authority can award
Reinstatement, lost wages, or compensation. Reinstatement is a genuine possibility, not a theoretical one.
If you missed the 90 days
Your employer may consent to a late grievance. Otherwise you can apply to the Authority for leave, granted only where the delay was caused by exceptional circumstances.
It is not guaranteed, so act promptly.