Amanda Douglas

LLB, Partner

Amanda leads the Employment and Health and Safety practice at Wynn Williams.  She acts for employers and employees on a variety of Employment Law matters, with a particular focus in the dispute resolution area.  This includes disciplinary steps, claims through the ERA and Employment Court, negotiations, and mediation.  Amanda also provides advice on employment agreements and organisational restructuring.  Amanda has the skills and experience to obtain a pragmatic negotiated outcome to many disputes.  Where resolution is not possible, she presents a well-considered case to the ERA or Court. 
Amanda also regularly advises on health and safety matters.  She provides advice on health and safety compliance to a number of organisations.  Amanda also defends Health and Safety prosecutions.  Amanda regularly presents at conferences and seminars on employment, and health and safety matters.
As a member of the national Dispute Resolution Team, Amanda also draws on her experience in the areas of Resource Management, Local Government and Relationship Property to resolve disputes.

Amanda is recognised and recommended by The Legal 500 Asia Pacific 2022, being described as bringing "an excellent sense of commercial reality to the table".  One client describes her as "a standout lawyer. She is able to intuitively see the issue and advance great solutions that balance risk and commercial pragmatism effectively. Another comments “I value the speed with which the partner who looks after our business has got to grips with our business...she offers pragmatic advice, setting out all of the options and advising thoroughly through the decision-making process. I also value the proactive support we receive.”

Amanda is also recognised and recommended by Chambers Asia-Pacific 2022 where she is described by a client as "very easy to deal with, knowledgeable, pragmatic and great at assimilating complex situations quickly and seeing all angles."  In a previous guide an impressed client enthused that "she is amazing and sees things two or three steps ahead. She's a very good communicator and she delivers information in a factual and accurate manner. She is also a fantastic negotiator".

  The Legal 500 - The Clients Guide to Law Firms
"I enjoy working alongside clients to ensure that I understand their business or operations. That is invaluable in achieving the desired end result for the client.  I take a pragmatic approach to issues, but am not afraid to look for alternative or innovative ways to achieve a desired outcome"

Recent Projects

  • Advising on health & safety clauses for a number of industries and their insertion into employment agreements

  • Conducting bullying investigation and guiding employer through the resulting process

  • Advice on various drug and alcohol issues relating to impairment at work and testing

  • Drafting input to MBIE guidance document: "Repairing and Rebuilding Houses Affected by the Canterbury Earthquakes".

  • Advising an insurer on resource management and title issues for multi unit rebuilds and repairs.

  • Employment advice on transfer of employees on significant business sales and purchases.

  • Advising employers on disciplinary processes, performance management, and other employment processes.

  • Negotiation of various personal grievance claims for employers, and employees.

  • Employment restructuring of businesses.

  • Advising on and managing consultation processes on sales of businesses.

  • Defence of profit share claim against employer.

  • Drafting employment agreements.

  • Working with RTANZ staff and members on employment processes, documentation and advice.

  • Advice on activities under Christchurch Central City Plan (Blueprint).

  • Providing advice on, and securing, the ability to carry out work related to the demolition of buildings following the Canterbury earthquakes, and associated negotiations with various authorities.

  • Obtaining resource consent, on appeal, for contractor's depot.

  • Advising a local authority on consultation and other local government requirements for inclusion, at short notice, of remedial works in its Annual Plan and liaison with Office of the Auditor-General.

  • Obtaining consents for mineral extraction, quarrying and clean-filling activities at various locations in the South Island; and advising on ongoing resource management issues.

  • Submissions and representation on District Plan review, including the proposed Ashburton District Plan.

  • Wilson v Selwyn District Council [2005] NZRMA 76 (High Court) Landmark case on "receiving environment".

  • Huia Resorts Limited v Ashburton District Council, CA 29/05, Anderson P, McGrath J, O'Regan J - Successful opposition to application for leave to appeal on road stopping.

  • Commissioner appointed by local authority to make notification, and substantive, decision on 60 lot subdivision.

  • Strategic advice on potential prosecution resulting in no charges being laid.

Major Clients

  • Amanda acts for a wide range of clients including local authorities, public health authority, transport operators, contractors, tourism operator, an insurer, high country farm and forestry operation with offshore investors, large retailers, manufacturers, construction companies, property developers, and individuals. She is also regularly instructed by other law firms to act for their clients in the specialist resource management area.

Recent Articles


Is the government proposing to pay employees if they lose their job?

The Government is proposing to create an Income Insurance Scheme (Scheme) for employees in New Zealand. The proposal states that employees who lose their job through no fault of their own (i.e. their role is disestablished on the ground of redundancy) may be paid 80% of their income for up to 7 months.

Keep reading...


Government Announces Key Changes to its COVID-19 Response: What you Need to Know

On 23 March 2022, the Government announced several key changes would be made to the COVID-19 Public Health Response (Protection Framework) Order (Protection Framework), COVID-19 Public Health Response (Vaccinations) Order 2021 (Vaccinations Order) and COVID-19 Public Health Response (Specified Work) Order (Specified Work Order). Here is what you need to know:

Keep reading...


Explained: the COVID-19 public health response (vaccinations) amendment order (no 6) and COVID-19 public health response (protection framework) order 2021

With the COVID-19 Public Health Response (Vaccinations) Amendment Order (No 6) (Vaccination Amendment Order) and the new COVID-19 Public Health Response (Protection Framework) Order 2021 (Protection Framework Order) – which provides the legal basis for the Traffic Light system – employers are still finding themselves coming to terms with yet another set of rules.

Keep reading...


Preparing to ‘Go’ under the Traffic Light System

The Government is moving forward with the new COVID-19 Protection Framework, better known as the Traffic Light System. The new system includes a vaccine mandate for employees at any business where customers are required to show a COVID-19 Vaccination Certificate, like close-contact businesses, hospitality and gyms. The mandate also includes events and gatherings.

Keep reading...


What does the Vaccination Order actually mean for employers?

The extended COVID-19 Public Health Response (Vaccinations) Amendment Order 2021 came into effect at 11.59pm on 25 October 2021, providing long-awaited guidance on who is an “affected person” for mandatory vaccination in the health and disability and education sectors (and in addition, those working in prisons).

Keep reading...


Mandatory vaccination for education and health and disability sectors

On 11 October 2021 the Government announced that the ‘groups of affected persons’ in the COVID-19 Public Health Response (Vaccinations) Order 2021 (Order) will be extended to include high-risk workers in the health and disability sector, and school and early learning staff and support people who have contact with children and students. While the Government is yet to formally update the Order, the Minister for COVID-19 Response, Chris Hipkins (Minister), has released a statement broadly outlining what this means for employers and employees in these sectors.

Keep reading...


COVID-19: Privacy in employment

Increasingly, employers are considering the implications of vaccines and how their workforce will be affected. Some are questioning whether they can make vaccines compulsory or impose different working conditions for unvaccinated employees. Others question whether they have a right to ask an employee about their vaccination status at all. These questions raise several privacy and legal issues which we address in this article.

Keep reading...


Employment Law Calendar 2021 and 2022

A new subsidy has been released following the rise in Alert Levels on 28 February 2021. This subsidy is designed to help employers and self-employed people continue to pay workers and protect jobs for affected businesses.

Keep reading...


Have your say on Bullying and Harassment at Work

Bullying and harassment is a common and complex problem in the New Zealand workplace, with some studies suggesting that as many as one in five New Zealand workers experience bullying or harassment annually.

Keep reading...


New Year's resolutions about staff – start the process now

In our experience, the lead up to Christmas and the New Year is when employers often look ahead to their staffing needs for the new year. Often, it is at this time that employers identify employment issues.

Keep reading...


Government announces further extension to the wage subsidy

On 14 August 2020, the Government announced an extension of the COVID-19 Alert Level Three restrictions for Aucklanders and the Alert Level Two restrictions for all other parts of New Zealand. At this stage, those restrictions will remain in place until 26 August 2020.

Keep reading...


Will drug testing be thrown out the window?

The landscape is changing, with medicinal cannabis now legalised and an upcoming referendum testing the appetite for the legalisation of personal use of cannabis. So, what is the impact on drug testing in the workplace, and the systems that employers already have in place?

Keep reading...


Extended Subsidy or Restructuring – What are your options at the expiry of the Wage Subsidy?

On 14 March 2020, as part of its budget announcement, the Government outlined that the COVID-19 Wage Subsidy would be extended.

Keep reading...


Covid-19: Employment considerations moving to Level 3

The government has announced that New Zealand will move to COVID-19 Alert Level 3 from 28 April 2020 for two weeks, at which time it will be reviewed. Under Level 3, people are required to work at home unless that is not possible. Workplaces can only open if Workers cannot work from home; and Workplaces are operating safely; and Customers are not allowed on premises; and Businesses can trade without physical contact. Does this affect your business?

Keep reading...


COVID-19: Health and Safety requirements for returning to the workplace under Level 3

With the announcement that New Zealand moves to Alert Level 3 on 28 April 2020, many businesses are asking what they need to do to prepare for a return to the workplace. Health and safety planning will be needed to ensure that effective COVID-19 controls are in place and that the health and safety of workers, and other people, is not put at risk.

Keep reading...


COVID-19 Essential workers leave scheme established

On 2 April 2020, the Government announced an “essential workers leave scheme” in relation to essential workers who are unable to work from home and become sick or are vulnerable, or who have sick or vulnerable members of their household.

Keep reading...


COVID-19 Employment update for Alert Level 4

Following the government’s announcement yesterday, you may be wondering what you need to do with your staff. All non-essential businesses are required to close from 11:59pm on Wednesday 25 March 2020. 

Keep reading...


COVID-19: key messages for employers

COVID-19 is already having an impact on the workplace with many employers having hard conversations about the many ways that this pandemic may affect their operations and, therefore, their employees. Many of the issues created by this public-health crisis are unprecedented, resulting in difficult questions being raised over how employers are expected to react.

Keep reading...


Fundamental changes to contractor arrangements deliberated

The Ministry of Business, Innovation and Employment (MBIE) is looking at reclassifying contractors and, if imposed, this could change the contractor landscape. MBIE recently released a discussion document, Better Protections for Contractors, seeking public feedback on MBIE’s proposed options to address its concerns of misclassification of employees as “independent contractors,” and workers who are in the “grey zone” between employees and contractors.

Keep reading...


Holiday obligations - Miri Kirihimete, Season’s Greetings and Happy Holidays!

Many employers and employees use the festive season to take planned holidays, manage leave balances, and in some cases close the office, factory or shop. Amanda Douglas and Anthony Drake explain some of the employer's obligations.

Keep reading...


New year's resolutions about staff - start the process now

In our experience, the lead up to Christmas and the New Year is when employers often look ahead to their staffing needs for the upcoming year. Often, it is at this time that employers identify employment issues.

Keep reading...


Give me a break!

On 6 May 2019, changes to the Employment Relations Act 2000 came into force that change how employers should deal with rest and meal breaks.

Keep reading...


Wellness in the workplace

Generally, one in five New Zealanders will experience a mental health problem this year, and more than 50% will go through mental distress or mental illness at some point in their lives. We see in the media that, when it comes to men, they are generally less likely to talk about their mental health and can be reluctant to reach out for help or support. This is something that employers need to be alive to when considering the health and safety of all their employees.

Keep reading...


New employment provisions for domestic violence victims

New law, to make provision for victims of domestic violence, comes into force on 1 April 2019. Those affected by domestic violence will be entitled to: 10 days domestic violence leave per year, ask for short-term flexible working options and not be discriminated against due to being affected by domestic violence.

Keep reading...


Government passes changes to employment relations law

On 6 December 2018, the Government passed its flagship Employment Relations Amendment Bill. The Bill seeks to restore a number of minimum standards and protections for employees, as well as strengthen collective bargaining and union rights in the workplace.

Keep reading...


Have you got the right staffing structure?

There has been a lot of news headlines about liquidations. So, if you are finding things tough, what can you do? Staff costs are a large expense for any business. Often, you can rearrange your staffing to be more efficient. To do this, you need to carry out a restructure process, which can involve looking at your organisational structure to determine whether any positions can be merged or whether any positions can be removed.

Keep reading...


Legal checklist for recruiters

Amanda Douglas writes for the Human Resources Magazine, detailing the steps to follow for legislative compliance when recruiting.

Keep reading...


Employment Relations Bill introduced – changes to trial periods and more

With a new government comes new legislative changes. Following announcements by the Labour Government that changes would be made to employment laws , the Employment Relations Amendment Bill has now been introduced into Parliament.

Keep reading...


90 day trial periods – soon to change for some

The Labour-led Government has announced that the use of 90 day trial periods will be prohibited for any business that employs more than 19 employees. The Bill proposing the changes is expected to be introduced to Parliament on Monday 29 January 2018

Keep reading...


Upcoming parental leave changes

Employers will need to be aware of the upcoming changes to parental leave which will take effect in mid-2018.

Keep reading...


Enforcement of Employment Standards

Recent decisions of the Employment Relations Authority indicate that the Labour Inspectorate is cracking down on workplaces to ensure that minimum employment standards are being met.

Keep reading...


Training and Development in Performance Management

Amanda Douglas writes for the Human Resources Magazine regarding the employers obligation to ensure that employees are provided with the required training and development necessary to complete the job they are hired to carry out.

Keep reading...


Disruption to work as a result of the 14 November earthquake and aftershocks

As time moves on from 14 November, the wider issues related to the damage begin to emerge. One such issue is the effect of disruption to work due to damage to buildings, loss of suppliers, broken or impassable roads. There is a particular effect on trucking, transport and tourism companies which rely on our roads and infrastructure to carry out their businesses, but there will be others who find the jobs that they are providing are disrupted.

Keep reading...


Health & Safety issues arising from the 14 November earthquake and aftershocks

If you employ people or operate a workplace that others come to, and you have been affected by the recent earthquakes, you are likely to be thinking about your health and safety obligations. In an emergency situation like this, what is required of those who control a place of work mostly comes down to common sense. Your key drivers will be to ensure that people are not exposed to harm.

Keep reading...


Every business needs employment agreements for staff

Statistics NZ says that 170,000 workers in our economy do not have written employment agreements. If you or your business is employing someone, it is a legal requirement to have a written employment agreement in place, even if the worker is part-time or casual.

Keep reading...


Is your 90 day trial period correctly worded?

We advise all clients to include a 90 day trial period in the employment agreements for new employees who have not worked for your company before. A recent decision of the Employment Relations Authority* means that the employment contract needs to clearly specify when the 90 day trial period begins.

Keep reading...


Employment agreements - are you compliant?

Changes to employment law came into force in April of this year. In light of these changes, employers may be required to update their employment agreements. Employers will have until 1 April 2017 to ensure their existing employment agreements are compliant with the new laws.

Keep reading...


Drug and alcohol policies

A recent decision of the Employment Relations Authority has highlighted the importance of procedural fairness when disciplining staff for a failed drug test.

Keep reading...


New Health & Safety Legislation - not something to fear

It is true that all organisations are going to be affected by the changes to the Act and that the duties of care imposed cannot be transferred or insured against, but it must be made clear that many organisations who prioritise health and safety will be already doing most of what is required.

Keep reading...


What employers need to know from today - key changes

There have been multiple changes to New Zealand's employment law framework. The biggest of these, changes to the Employment Relations Act, take effect from today. But there are some other changes too which employers will benefit from being aware of.

Keep reading...


Private Health and Safety Prosecutions

A number of private prosecutions under the Health and Safety in Employment Act 1992 (HSEA) have been signalled in recent months. Having recently been counsel in a HSEA private prosecution, Tim Mackenzie outlines the issues that practitioners considering a HSEA prosecution should consider. Registering an interest Any party interested in a potential prosecution must first formally notify Worksafe New Zealand (Worksafe) of an interest in any enforcement action being taken. Worksafe must then advise the interested party of any decisions taken including a decision not to prosecute. If Worksafe declines to prosecute it is sensible for your client to consider their reasons and give weight to them.

Keep reading...


New Health & Safety Bill Introduced to Parliament

As discussed in our previous articles Impact of Health and Safety Reforms at Governance Level and Government Announces Law Reform Package for Workplace Safety, the Government’s “Working Safer” package aims to significantly reform New Zealand’s Health and Safety law. One of the most fundamental components of this change will be the introduction of entirely new legislation. This will replace the Health and Safety in Employment Act 1992 (HSE).

Keep reading...


Impact of Health and Safety Reforms at Governance Level

Recently, increased workplace safety attention has been directed toward the governing level of employer organisations. Particular catalysts for this have been the two recent Royal Commissions of Inquiry (Pike River and Canterbury Earthquakes), and a report from the cabinet appointed Independent Taskforce on Workplace Health and Safety (the Taskforce).

Keep reading...


Existing Use Rights and The Christchurch Rebuild

Existing use rights under the Resource Management Act (RMA) have an important role to play in the Rebuild of Christchurch.

Keep reading...


Government Announces Law Reform Package for Workplace Safety

Recently the Government announced its intention to overhaul the current employment health and safety laws, through the release of the Reform Package Working Safer – A blueprint for Health and Safety at Work. The Reform Package represents the most significant reform of New Zealand's workplace health and safety regime in 20 years.

Keep reading...


How Safe is Your Goods Service Licence?

You are required under the Land Transport Act 1998 ("the Act") to hold and maintain a Transport Service Licence ("TSL"). If you lose your TSL, you cannot lawfully operate.

Keep reading...


Changes to Employment Legislation

2013 looks to be the year that the Government will implement many of its pre-election policies.  On 26 April 2013, the Employment Relations Amendment Bill ("the Bill") was introduced by the Minister of Labour.  The Transport and Industrial Relations Select Committee has now called for submissions on the Bill.

Keep reading...


Discretionary Misconceptions: Bonus Payments in the Employment Relationship

Many employment agreements contain a bonus provision which will often be couched in terms that, on the face of it, seem to vest complete control of the operation of the bonus with the employer.

Keep reading...


Select Committee Reports back on Resource Management Reform Bill

On 11 June 2013, the Local Government and Environment Select Committee released its report on the Resource Management Reform Bill with a majority recommendation that it be passed with amendment.

Keep reading...


Drugs and Alcohol in the Workplace

Everyone knows that an employee who turns up at work under the influence of drugs or alcohol poses a very real risk not only just to their own safety but also to the safety of other employees and customers - especially where the operation of heavy machinery is involved.  This doesn't always (but can) involve blatant drug or alcohol use at work.  Sometimes, as an employer, you are dealing with the after-effects of drug or alcohol use by your employee the night before.  In other instances, you are trying to screen for drugs and alcohol in a safety sensitive area.

Keep reading...


Housing Accords and Special Housing Areas Bill

The Housing Accords and Special Housing Areas Bill was introduced in Parliament on 16 May 2013. A very short period of consultation was allowed, with submissions to the Select Committee due on 30 May 2013.

Keep reading...


Proposed Changes to the Construction Contracts Act 2002

On 29 January 2013, the Construction Contracts Amendment Bill (the "Bill") was introduced to Parliament.  The Bill proposes changes to extend the application of the Construction Contracts Act (the "CCA") to residential construction contracts, and to widen the group of professionals covered by the CCA.  It also proposes to amend the enforcement and adjudication processes and to allow more direct enforcement of determinations under the CCA. 

Keep reading...


CERA Acquisitions for Anchor Projects

The Christchurch Central City Recovery Plan could result in the Canterbury Earthquake Recovery Authority compulsorily acquiring large tracts of the central city for the Anchor Projects.

Keep reading...


Avoiding Employment Costs of a Business Sale or Restructure

If you sell or transfer your business, you need to consider the employment consequences of selling the business or transferring the business to another entity.  Many employers do not think about this. However, when you do sell your business to a third party, or even transfer it to an associated entity, you trigger the restructuring and redundancy provisions of the Employment Relations Act 2000 ("ERA 2000").  If you don’t have the right measures in place, this can be costly – even where the employees continue in their same roles with the new employer or entity.

Keep reading...


Summary of Decisions Requested on Proposed Plans - the Importance of Getting it Right

Many local authorities around the country are in the process of reviewing regional and district plans, prior to notifying proposed new versions of those documents.  Interested persons will be able to lodge submissions and further submissions on the proposed plans.

Keep reading...


When the RMA bites

One of our resource management partners Amanda Douglas writes an article for the Q& M New Zealand Quarrying & Mining about the Resource Management Act.

Keep reading...


Compulsory Acquisition in the Central City

Many landowners in the central city have now received letters from CERA, the Canterbury Earthquake Recovery Authority, informing them that their land in the central city has been designated for Anchor Projects under the Central City Recovery Plan.  This article describes the processes of designation, acquisition and compensation under the CER Act.

Keep reading...


Proposed Employment Relations Act Changes

The Government has announced further reforms to the Employment Relations Act (the "Act") which it proposes to include in legislation, which would come into effect in the second half of 2013.

Keep reading...


Road Metals Limited v Selwyn District Council and Environment Canterbury

Road Metals Company Limited (Road Metals) sought consent to establish and operate a quarry, involving surface extraction of river metals from a property in Burnham adjacent to Rolleston. Both district and regional consents were needed.

Keep reading...


The Christchurch CBD Blueprint: Resource Management Issues

The blueprint for the Central City has been released, so what does it mean – particularly if you own property in the Central City?  How does it affect existing activities in the new zones?

Keep reading...


Prosecution Risks under the Resource Management Act 1991

Did you hear the one about the developer, the contractor, the sub-contractor and the engineer?  The contractor was responsible for the earthworks, the sub contractor carried out the works, the developer assured the contractor that no resource consents were required and the engineer oversaw the project.  Who do you think was prosecuted when unconsolidated sediment made its way into streams and, ultimately, the sea, following heavy rain?

Keep reading...


Successful Judicial Review proceedings for Akaroa Marine Protection Society

The Akaroa Harbour Marine Protection Society Inc (the "Society") made an application in 1995 seeking a marine reserve within the Akaroa Harbour. The Minister of Conservation (the "Minister") declined the application on the basis that the reserve would unduly interfere with or adversely affect existing recreational use of the area, particularly for recreational fishing.

Keep reading...


Local Government Act 2002 Amendment Bill

This Bill aims to improve the operation of local government and the delivery of public services by focusing councils on operating more efficiently and within a more confined sphere than currently.

Keep reading...


Dealing with Resource Management matters after the earthquake

Following the February 22 earthquake, new Orders in Council have been made under the Canterbury Earthquake Response and Recovery Act 2010 (enacted following September 2010 earthquake).

Keep reading...


Biosecurity Law Reform Bill

The Biosecurity Law Reform Bill was introduced to Parliament on 10 December 2010. It has been referred
to the Primary Production select committee, with submissions due by Thursday 10 February 2011.

Keep reading...


Aquaculture Reform

The Aquaculture Legislation Amendment Bill (No 3) was introduced in Parliament on 16 November 2010.  It has been referred to the Primary Production select committee, with submissions due by Friday 11 February 2011.

Keep reading...


Priority and Notifiability of Applications for Consent - Central Plains Water

The Central Plains Water saga - all the way up to the Supreme Court, and this is just the preliminary
skirmishing. The hearing of CPW's application to take water for irrigation, by the Council's commissioners,
has not yet concluded - so appeals on the actual application are still just a twinkle in the parties' eyes.

Keep reading...


Existing Use Rights and the Permitted Baseline - Rodney District Council v Eyres Eco-Park Limited

The Courts in this litigation examined the relationship between existing use rights and the permitted
baseline, and the relationship between the common law permitted baseline and the statutory permitted
baseline. They also provided guidance on the date at which existing use rights are assessed, where
activities lessen over time and further restricting rules are introduced.

Keep reading...


Appellants Giving Evidence as Expert Witnesses - Briggs

Finally, a warning sounded by the Court in the case of Briggs v Christchurch City Council, where the Court
said it was drawing a line in the sand about parties giving expert evidence to the Court in their own cases.

Keep reading...


Prohibited Activities - The Coromandel Watchdog Case

The Court of Appeal's decision in this case produced a major change in the approach which should be taken
to prohibited activity status. There was a very restricted view taken by the lower courts in this case, and
other cases. The Court of Appeal has said that there are quite a few circumstances in which it is
appropriate to make an activity a prohibited activity in a plan.

Keep reading...


Running to Stand Still - Legislative Changes & Implications for Territorial Authority Compliance - R

This paper sets out some of the amendments brought into effect by the Resource Management (Simplifying
and Streamlining) Amendment Act 2009, which impact on resource consent applications. Whether you are
a council planner applying the amendments to the processing of an application or a consultant planner
preparing an application and steering it through the processing stage, you need to know the ins and outs of
the amendments.

Keep reading...


Technical Paper: Implications of Resource Management Act Amendments in the Transportation Area

An outline of the amendments to the Resource Management Act which came into effect on 1 October
2009, with particular focus on amendments which impact on the processes and practices of transport
engineers and planners.

Keep reading...


Simplifying and Streamlining of Resource Consent Applications

The Resource Management (Simplifying and Streamlining) Amendment Act 2009 came into effect on 1
October 2009, bringing a number of changes aimed at ‘simplifying and streamlining’ a number of resource
management processes.

Keep reading...

Reported Decisions

  • Huia Resorts Ltd v Ashburton District Council [2005] NZRMA 449

  • Wilson v Selwyn District Council [2005] NZRMA 76

  • Wilson v Selwyn District Council (2004) 17 PRNZ 461

  • Re Application by Canterbury Regional Council [2004] NZRMA 266

  • Wilson v Selwyn District Council [2003] NZRMA 350

  • Pegasus Bay Beach Users Association Inc v Hurunui District Council [2003] NZRMA 138

  • Federated Farmers of New Zealand v Canterbury Regional Council [2002] 8 ELRNZ 223

  • Cheviot Federated Farmers v Hurunui District Council [2002] NZRMA 74

  • McKinlay v Timaru District Council [2001] NZRMA 569


  • Human Resources Institute of New Zealand

  • Canterbury Women's Legal Association

  • New Zealand Contractors' Federation (NZCF)


  • Road Transport Association New Zealand (RTANZ)

  • Resource Management Law Association

Speaking Engagements

  • Legalwise - Restructuring & Redundancy (July 2020)

  • Massey School of Business Reboot Webinar - Managing Employees through a Pandemic & Beyond (June 2020)

  • Governance Group- Restructuring & Redundancy (June 2020)

  • Safeguard Magazine Online Q&A - Cannabis (June 2020)

  • HRD Virtual Masterclass (June 2020)

  • One Stop Update for the Accountant in Business - Digital Insights (May 2020)

  • IER Digital Insights (May 2020)

  • IER Summit - Drugs, Alcohol and other addiction issues (March 2020)

  • Employment Law Updates for RTANZ and CCNZ Members (June 2020)

  • Employment Law Session: Employment in COVID-19 times (May 2020)

  • A number of COVID-19 related webinars

  • IER Summit Auckland (March 2020, February 2019 and March 2018)

  • Employment Law Sessions: What's the Latest in Legislation? Protecting your Workplace, and Difficult Discussions (2019)

  • Civil Contractors Workshop (September 2019 and August 2016)

  • Legal and Governance Essentials for School Leaders (July 2019)

  • The 45th One Stop Update for the Accountant in Business - Tracking Upcoming Changes Across Employment Law (May 2019)

  • Ministry of Awesome – Employment Law (March 2019)

  • Hello Monday – Domestic Violence (March 2019)

  • Conferenz (2017 and 2018)

  • ECAN - Annual HR Managers in Local Government Conference (March 2018)

  • NZ Realtors Conference (March 2018)

  • Legalwise Seminars (2016, 2017 and 2018)

  • Employment Law Sessions: Redundancy & Restructuring, Disciplinary Process, and Personal Grievance (2016 and 2017)

  • CPT Training Sessions Christchurch

  • Employment Law for HR Managers Masterclass 2017

  • ANZ Start Up Event (October 2016)

  • ACC Supermarket Forum – New Health and Safety Legislation (November 2015)

  • Education Law Conference - Health and Safety Prosecutions: A guide to minimising your risks (November 2015)

  • Goodman Fielder Linehaul Conference - New Health & Safety Legislation and impact on small business (October 2015)

  • ANZ Employment Event (May 2015)

  • Road Transport Association NZ - Regional Conferences - Employment Law

  • NZPI Conference (2010 and 2011)

  • NZLS (Canterbury/Westland) Seminars on Resource Management
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