We will guide you through the personal grievance (PG) process and employment dispute resolution pathway. Many matters resolve through structured negotiation and mediation. If necessary, we will progress the matter to the Employment Relations Authority (ERA), and where required, consider the Employment Court pathway.
The first step is that you contact us and provide the key documents and a short timeline so we can make an initial case assessment and set strategy. We do not contact your employer until you have authorised us to act.
We also check which dismissal regime applies. From 21 February 2026, different dismissal rules can apply to valid trial periods and to some employees earning $200,000 or more unless dismissal protections apply under the written opt-in or transitional rules.
Fastest way to get traction
- Employment agreement + variations
- Key letters (allegations / warnings / dismissal)
- Important emails/texts (screenshots ok)
- Payslips + holiday balance (if relevant)
- Short dated timeline
Consultation
Initial Case Assessment
We review your documents and timeline, identify the strongest legal and practical leverage points,
and map the safest next steps (including any immediate “do not do” risks).
Step 1
Authority
Authority to Act
Once you appoint us, we can communicate with the employer/representative on your behalf, request disclosure,
and control the process so you are not exposed to avoidable risk.
Step 2
Settlement
Informal Negotiation
We raise the PG issues and negotiate a financial settlement outcome where appropriate.
Many disputes resolve once the employer understands the evidence and risk.
Step 3
Mediation
Mediation Preparation
We prepare the narrative, documents, and settlement terms for mediation.
Preparation is what converts “good claims” into strong outcomes.
Step 4
ERA
Employment Relations Authority
If necessary we will take your personal grievance to the Employment Relations Authority (ERA) for determination.
This is necessary if your employer is unwilling to settle.
Step 5
Employment Court
Challenge de novo
A party can challenge an ERA determination in the Employment Court. A challenge is not simply an appeal on the Authority record; the Employment Court can hear the matter afresh. We assess merits, cost and strategy before any escalation.
Optional
1) Consultation – initial case assessment
We assess the merits, identify the strongest leverage points, and map a safe path forward. The fastest way to do this is documents + a dated timeline.
What we look for
- Whether the employer has substantive reasons and procedural fairness (process defects are leverage).
- Whether disclosure has been provided (allegations + evidence).
- Whether time limits / deadlines are in play.
- The most commercially realistic outcomes: settlement, reference, clean exit, or reintegration strategy.
2) Authority to Act
Once you authorise us to act, we can engage the employer (or their representative) on your behalf. This typically includes:
- Requesting disclosure and key documents.
- Clarifying allegations and the proposed process.
- Managing deadlines and requesting reasonable timeframes.
- Positioning the matter for settlement (or, if needed, mediation/ERA).
We do not contact your employer until you have authorised us to act.
3) Settlement – informal negotiation
Many employment disputes resolve through negotiation once the employer understands the risk and the evidence is organised.
What negotiation usually focuses on
- Clear identification of the PG issues (dismissal, disadvantage, good faith, process defects).
- Disclosure gaps and failures to investigate properly.
- Unreasonable timeframes, pre-determined outcomes, or inconsistent treatment.
- Remedy exposure: lost wages, compensation, entitlements, costs risk.
What we negotiate for
- Financial settlement (where justified).
- Reference / statement of service wording.
- Payment of entitlements and clean final pay.
- Practical terms: confidentiality, non-disparagement, return of property, and workable timeframes.
4) Mediation
Mediation is often where good matters become great outcomes — but only with preparation.
What we do before mediation
- Build a clean timeline and document set.
- Define settlement terms (money + non-financial terms).
- Identify the employer’s risk points and the responses to their likely arguments.
- Make sure you are not walking in exposed (bad wording, admissions, missing evidence).
What you should do
- Provide documents promptly.
- Keep communications calm and factual.
- Follow strategy (do not freelance letters/texts to the employer).
- Have realistic settlement parameters and priorities.
5) Employment Relations Authority (ERA)
If settlement is not achieved, the ERA is often the next step. The ERA focuses heavily on credibility, contemporaneous documents, and whether the employer’s actions and process were what a fair and reasonable employer could have done.
What matters most in an ERA pathway
- A clean timeline with dates and supporting documents.
- Evidence of disclosure failures / inadequate investigation.
- Proof you were not given a genuine opportunity to respond (or your response was not genuinely considered).
- Clear remedy framing: lost wages, compensation, entitlements, and costs.
If your matter is heading this way, we will talk you through what evidence is needed and the practical pathway to progress it.
6) Employment Court (optional)
An ERA determination can be challenged in the Employment Court. A challenge de novo is a fresh hearing of the challenged matter rather than a conventional appeal limited to identifying an error by the Authority. This is a materially more complex step and requires a clear discussion about merits, scope, evidence, cost exposure and realistic outcomes.
Ready to start?
Submit your Case Form and we will come back with clear next steps.
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