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Our services
Process
Our methodology begins with a detailed review of your employment agreement, company policies, and the circumstances of your termination. We assess the justification for the redundancy, scrutinise the consultation process for compliance with good faith obligations under the Employment Relations Act 2000, and calculate all entitlements, including contractual severance, notice in lieu, and any compensation for unjustified dismissal. We leverage precedent from the Employment Relations Authority and court decisions specific to technical professions to build a compelling case. Our process is designed to secure optimal outcomes efficiently, whether through negotiation or litigation. For a deeper understanding of severance entitlements in the tech sector, review our detailed guide on Severance Pay For Software Engineers.
At a Glance
| Parameter | Reference Value |
|---|---|
| Personal Grievance Filing Deadline | 90 days from termination |
| Typical Negotiation Phase | 2-4 weeks |
| ERA Mediation Wait Time | 4-8 weeks |
| Common Notice Periods | 4-12 weeks |
| Key Legislation | Employment Relations Act 2000 |
Local Considerations — New Zealand
The demand for severance advice for engineers in New Zealand varies with the regional economic landscape. In Auckland, home to a dense concentration of software firms and multinational tech offices, redundancies often stem from corporate restructuring or project wind-downs. Wellington's public sector and defence technology contractors face different risk profiles, often tied to government policy changes. Christchurch's rebuild and infrastructure sector presents unique cases. Our national practice adapts to these local market dynamics, understanding that an engineer's specialised skills and the local job market critically influence the valuation of their claim and negotiation strategy. We provide tailored representation across these key centres.
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Standards & Compliance
- Employment Relations Act 2000
- Holidays Act 2003
- Good Faith obligations (s4 ERA)
- Privacy Act 2020 (relevant to process)
Frequently Asked Questions
What constitutes an unjustified dismissal for an engineer?
A dismissal may be unjustified if the redundancy is not genuine, the selection process was unfair or biased, or the employer failed to consult in good faith as required by the Employment Relations Act 2000. We forensically examine the business rationale and procedural fairness.
How is severance pay calculated for engineers in New Zealand?
Calculation depends on your employment agreement. It may include contractual redundancy compensation, payment for your notice period, and any owed holiday pay. If the dismissal is unjustified, you may also claim compensation for humiliation, lost wages, and other remedies.
What is the timeline for resolving a severance dispute?
Most cases settle during the mandatory mediation phase at the Employment Relations Authority, typically within 2-3 months of filing. If proceedings advance to an investigation meeting, resolution can take 6-12 months, depending on complexity and court schedules.
How much does it cost to engage a lawyer for severance pay advice in New Zealand?
Costs depend on case complexity, whether settlement is reached early, and if litigation is required. Many cases are resolved through targeted negotiation. We provide transparent fee structures, including fixed-price initial assessments, and may pursue costs from the employer in successful claims.