Talk to a lawyer now — free case review
Get clear guidance on your employment situation — severance, wrongful dismissal and your rights. No appointment, confidential.
Runs in your browser · free · confidential
Our services
Process
Our assessment begins with a detailed review of your employment agreement, remuneration structure, and the circumstances of the termination. We analyse entitlements to redundancy compensation, notice periods, and any claims for unjustified dismissal, with particular attention to industry-specific elements like trailing commissions or performance bonuses. The process involves calculating your legal entitlements under the Employment Relations Act 2000, preparing for mediation, and, if necessary, litigation in the Employment Relations Authority. We often find that a well-prepared case leads to a settlement increase of 20-40% over an initial offer. Each listed firm has specific expertise in severance matters for professionals, detailed in our resource on Severance Pay For Project Managers.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical Case Assessment Timeline | 1-3 business days |
| Common Mediation Timeframe | 4-8 weeks from filing |
| ERA Determination Period | 3-6 months |
| Key Document Review Focus | Employment Agreement & Remuneration Clauses |
Local Considerations — New Zealand
The demand for specialised severance advice for financial advisors in New Zealand is consistent across major centres like Auckland and Wellington, reflecting the national concentration of financial services firms. However, the specific dynamics can vary; advisors in Auckland's large corporate hubs may face complex restructuring scenarios, while those in Wellington may encounter issues related to public sector or regulatory changes. Our national practice is structured to address these regional nuances, ensuring advisors receive locally informed yet nationally consistent legal counsel. We provide direct support to financial advisors navigating termination issues.
Request a Quote
Our team reviews your project and issues an initial report at no cost.
Or write us directly at [email protected]
Standards & Compliance
- Employment Relations Act 2000
- Holidays Act 2003
- Good Faith Obligations (s4 ERA)
- Privacy Act 2020 (regarding personal information)
Frequently Asked Questions
What constitutes a justified redundancy for a financial advisor?
A redundancy must be genuine, based on commercial reasons such as role disestablishment or restructuring. The employer must follow a fair process, including consultation, considering redeployment, and acting in good faith. Simply labelling a dismissal a 'redundancy' does not make it lawful if the process is flawed.
Are trailing commissions or bonuses included in severance calculations?
Yes, if these payments are a regular part of your remuneration and are provided for in your employment agreement, they should be considered in calculating your final pay and any redundancy compensation. Their treatment depends on the specific contractual clauses and the reason for termination.
What is the time limit for raising a personal grievance for unjustified dismissal?
You have 90 days from the date your employment ended, or the date the dismissal or grievance occurred, to raise a personal grievance with your employer. It is critical to seek legal advice immediately to ensure this strict deadline is met and your claim is properly lodged.
How much does severance advice for financial advisors in New Zealand cost?
Costs depend on the case's complexity, the required negotiation or mediation, and whether litigation is needed. We provide transparent upfront estimates after an initial assessment. For a specific budgetary range based on your circumstances, we recommend requesting a tailored quote following a confidential case review.