Employment

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:

Organisational change: strategy and implementation
Policy development and employment processes
Executive exits
Industrial disputes
Misconduct in the workplace
Personal grievances
Restraints of trade
Advise on the human side of mergers and acquisitions
Drafting and negotiating employment agreements
Investigations into serious misconduct and complaints
Bullying and harassment

Recent projects

- 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.

RELATED ARTICLES

New Year resolutions about staff – start the process now

If you’re thinking about what 2023 looks like, don’t overlook what it means for people resource and the time involved in the necessary employment process.

Employers, get ready

2022 will see a number of legislative changes in employment law take effect. As an employer, you need to be ready and have clearly communicated what these changes mean for your employees.

At what point is fair not fair at all? Unpicking the Fair Pay Agreements Bill

On 29 March 2022, the government introduced the Fair Pay Agreements Bill.

When do “chores” become paid “work”?

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?

Income Insurance Scheme

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.

You might not get that flat white on Memorial Day!

The Government passed into law the Queen Elizabeth II Memorial Day Act to provide for a one-off public holiday, however many employment agreements list the relevant public holidays, which will not include Memorial Day.

Updating employment agreements

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.

Key Contacts

Amanda Douglas

Amanda Douglas

Amanda Douglas

Partner

Anthony Drake

Anthony Drake

Anthony Drake

Partner

Wynn Williams Auckland
Level 25, Vero Centre, 48 Shortland Street, Auckland 1010, New Zealand. PO Box 2401, Shortland Street, Auckland 1140.
+64 9 300 2600
email@wynnwilliams.co.nz

Wynn Williams Christchurch
Level 5, Wynn Williams House, 47 Hereford Street, Christchurch 8013, New Zealand. PO Box 4341, DX WX11179, Christchurch 8140.
+64 3 379 7622
email@wynnwilliams.co.nz

Wynn Williams Queenstown
Level 2, Te Nuku Building, 43 Ballarat Street, Queenstown 9300, New Zealand. PO Box 323, Queenstown 9348.
+64 3 379 7622
email@wynnwilliams.co.nz