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Representing Clients NZ wide

Abantu Employment Law Specialist
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  • Redundancies

  • Dismissals

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So often people stand- up against injustice, not for themselves but to make sure no other person goes through what they went through. That's noble.

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    SKYPE

    0204 555 009

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Free Consultation
Free Consultation

Unfairly Dismissed

We assist in various forms of dismissals including: direct dismissals, forced resignation, redundancy dismissal, serious misconduct, sickness, absence/abandonment, unacceptable performance, trial- period dismissals.

Assessment and Advice

We start by genuinely listening to your side of the story, your opinions, and preferences. Then we work with you to answer two important questions:

Questions one : Did the employer follow a fair procedure? For example, did the employer inform you of the allegations against you before the disciplinary hearing? Was the information adequate? Were you given enough time to prepare for the meeting? Did the employer ‘actually’ listen to you? And there are a lot more questions we ask in establishing whether the employer followed a fair procedure.

Question two : Was the final decision by the employer a fair decision in relation to the law? What is fair depends on the situation; take for example: on one hand- a service station employee smokes cigarettes at the fuel pumps; on the other hand, a farm worker smokes cigarettes in the green paddock. It could be reasonable for the employer to dismiss the service station employee but not the farm employee, because of the difference in the potential consequences of their actions. Most cases are not that obvious, and we use our legal expertise and passion for justice to advice on whether the employer’s decision is likely to be seen as fair in the eyes of the law.

These questions are important because the laws of New Zealand require an employer to take the right steps and also to make a reasonable decision, for the disciplinary action to be accepted as legally right. We will give you an honest opinion on whether you have a case or not; if you have a case, how strong the case is; and what options there are for you to obtain justice.

Please note that the above is a very simple summary for assessing employment relations problems. It is not meant for you to use as ‘the’ legal advice. It is important that you chat with the experts.

Making it right for you

Abantu Employment Law Specialist

Making it right for you

Employment law Assessment and Advice

Making it right for you

Abantu Employment Law Specialist

Making it right for you