Wynn Williams is a leading firm in employment law, recommended in the Legal 500 Asia Pacific directory in labour and employment law.
Our sizeable team is renowned for its ability to guide clients through the employment process in an ever-changing legislative and social landscape. We are trusted to manage highly sensitive matters for a range of public and private sector clients and have a proven track record of resolving matters discretely and effectively. We are known for our strong advocacy skills, be that in mediation, arbitration or litigation, and for our ability to balance commercial priorities with the human ramifications of a given course of action. Mitigating risk is always a concern in employment matters and our team is well experienced in advising on strategies to ensure decision making is 'de-risked' and that organisational and professional reputations remain intact.
We regularly represent clients before the Employment Relations Authority and the Employment Court and beyond. Given the extent of our expertise, we are frequently invited to speak at conferences and seminars on employment matters.
How we can help
Our lawyers are experts in the intricacies of employment and health and safety law and provide advice on the full extent of employment issues, including:
- Navigating clients through the ever-changing employment impacts of Covid-19, including drafting policies, vaccination mandates, consultation and employee processes.
- Advised on a workplace-wide investigation for a national organisation involving allegations of bullying, and inadequate processes.
- Defended a personal grievance involving cross-allegations of bullying and harassment.
- Advising on historic holiday pay inaccuracies and remedial steps to reach compliance.
- Negotiating Senior Executive exits.
- Acting for large New Zealand contracting companies including in relation to drug and alcohol policies.
- Extensive employment law and health and safety advice to New Zealand's largest regional council, Environment Canterbury, as well as Environment Southland and Chatham Islands Council.
- Assisting financial services institutions with a wide range of employee and director issues, including investigations, responding to personal grievances, representing institutions in hearings, and advising on regulatory issues, including successfully defending a financial services organisation in multiple employee personal grievance claims and navigating regulatory implications of those claims.
New Zealand is a country of predominately small to medium sized businesses. Many are family run which in turn generally means everyone ‘pitches in’ – mum, dad, grandma, and the kids – on a needs must basis. While the underlying thought process may well be one of ‘helping out’, how should we really treat these situations? Are they merely chores or should ‘pitching in’ rightfully come with an employment contract?
It goes without saying that most companies are committed to providing a safe and productive working environment free from all forms of physical, emotional and verbal abuse. Harassment including sexual harassment in the workplace is unacceptable. Employees have a responsibility to respect the rights of their fellow employees, including the right to work in an environment free of sexual harassment. Employers and their managers also have a responsibility not to tolerate any form of harassment.