No Win No Fee Employment Advocates

Employee-side help with unfair dismissal, disciplinary and performance meetings, redundancy, exit packages and personal grievances throughout New Zealand.

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Meeting booked or just dismissed? Get advice early. We do not contact your employer until you authorise us to act.
Employee facing an unfair dismissal process

Unfair Dismissal

Dismissal needs to be examined for both the reason and the process. We assess the evidence, raise the Personal Grievance where appropriate and pursue practical remedies.

Lost wages · Compensation · References · Settlement

Unfair Dismissal Help
Employee at a difficult disciplinary meeting

Meeting Representation

If allegations have been raised, get the evidence and get organised before the meeting. We help employees respond strategically and protect their position.

Disciplinary · Investigation · Performance · Redundancy

Disciplinary Meeting Help
No Win No Fee employment advocacy

No Win No Fee

No Win No Fee is available for suitable matters. We assess merit, evidence, likely remedies and the practical route to resolution before accepting a matter on that basis.

Assessment · Negotiation · Mediation · ERA

How No Win No Fee Works
Urgent employment problem

Meeting booked or just dismissed?

Early decisions can make the difference between preserving leverage and accidentally making the employer's job easier.

Do not resign or sign a settlement just to get the situation over with. Get the allegations and relevant information, preserve your documents, and take advice before making an irreversible move.

Start with four things

  1. Get the employer's position in writing.
  2. Request the material relied on before you are required to answer it.
  3. Write a short dated timeline while events are fresh.
  4. Keep the evidence — emails, texts, rosters, letters, notes and payslips.

We do not contact your employer until you authorise us to act.

Fast first step

Tell us what happened

The case form has been stripped back to the information needed for an initial assessment: your contact details, employer, issue, urgent dates and the key facts.

Start Case Form 0800 WIN KIWI
Personal grievance time limits: most PGs must be raised within 90 days. Sexual-harassment PGs have a 12-month period. Do not leave a limitation issue until the last minute.
Employment problems

More than one type of dismissal

Different employment problems require different analysis. These pages now have their own guidance rather than sending everything back to one generic dismissal page.

Constructive Dismissal

Resignation can legally amount to dismissal where the employer's conduct leaves no reasonable alternative.

Redundancy

Genuine business reasons still require careful consultation, information and consideration of feedback.

90 Day Trial

A trial period only protects the employer if the statutory requirements and the written clause actually apply.

Fixed Term

Fixed-term employment needs a genuine reason and proper agreement; expiry is not always the end of the analysis.

How cases move

Resolution pathway

The objective is not to create procedure for the sake of it. The objective is to put the case in the best position for a sensible result.

1. Assess

Identify the strongest claims, the weak points, the evidence and the urgent deadlines.

2. Negotiate

Raise the issues clearly and give the employer an opportunity to resolve them sensibly.

3. Mediate

Prepare the evidence, remedy position and settlement terms before mediation begins.

4. ERA

If settlement is not achievable, progress the claim to the Employment Relations Authority.

Read the full resolution process
Public record

Selected public case results

These are Employment Relations Authority matters in which Lawrence Anderson appeared as advocate for the employee applicant. They are examples of past outcomes, not promises about any future case.

Kenna v Anztec Ltd [2026] NZERA 120

The redundancy was found genuine, but consultation and good-faith defects amounted to unjustified disadvantage.

$15,000 compensation awarded.

Read the official ERA determination

Kereopa-Rerekura v Cruz Bar Ltd [2023] NZERA 376

The Authority found an unjustified dismissal after the employer moved between abandonment and redundancy explanations.

$15,000 compensation plus lost wages and notice.

Read the official ERA determination

Pinder v S & O Bayliss Ltd [2022] NZERA 646

An invalid trial-period clause did not protect the employer. The dismissal was unjustified.

$12,692.28 lost wages, $15,000 compensation and penalties.

Read the official ERA determination
Common questions

Before you start

Do you contact my employer when I fill out the form?
No. We first assess the matter with you. Contact with the employer only happens once you have authorised us to act.
Is No Win No Fee available for every case?
No. We look at merit, evidence, likely remedies, recoverability and the practical amount of work required.
What if I only have 24 or 48 hours before a meeting?
Tell us the meeting date in the case form. Depending on the circumstances, it may be appropriate to request further information and reasonable preparation time.
What changed in employment law in 2026?
From 21 February 2026, different dismissal rules can apply to employees earning at or above the statutory remuneration threshold. There are transitional rules for existing agreements and the parties can agree in writing to retain dismissal protections. Trial-period dismissals also operate under different rules. We assess which regime applies before advising on a dismissal claim.

Ready to have it assessed?

Give us the key facts and urgent dates first.

Start Case Form 0800 WIN KIWI