Best Employer Lawyers in Feilding

About Employer Law in Feilding, New Zealand

Employment law in Feilding follows New Zealand national employment legislation, so the same rules apply here as elsewhere in the country. Local factors - such as a higher proportion of rural and agricultural employers, seasonal work, and small business structures - can affect how those laws apply in practice. Employers in Feilding must comply with statutes that cover minimum pay, leave entitlements, workplace health and safety, good-faith employment relationships, and processes for resolving disputes.

This guide offers a clear introduction to common employer issues, why you might need a lawyer, the main laws that affect employers, answers to frequently asked questions, useful local and national resources, and practical next steps if you need legal assistance. It is general information only and does not replace tailored legal advice for your specific situation.

Why You May Need a Lawyer

Employers often consult lawyers when workplace issues are complex, high risk, or likely to result in formal disputes. Common reasons to seek legal help include:

- Allegations of unjustified dismissal or personal grievance by an employee.

- Complex redundancy processes or large scale restructures where unfair process claims are a risk.

- Drafting or reviewing employment agreements, including contractor-versus-employee status assessments.

- Serious health and safety incidents that could lead to WorkSafe investigations or prosecutions.

- Disputes over wages, holiday pay, or KiwiSaver obligations.

- Managing collective bargaining or interactions with unions.

- Handling sensitive investigations such as allegations of harassment, discrimination, or serious misconduct.

- Cases involving migrant workers and visa compliance requirements.

A lawyer can help you assess legal risk, design compliant processes, draft documentation, represent you in mediation or in the Employment Relations Authority or courts, and advise on interactions with regulators.

Local Laws Overview

Key legal frameworks and practical points for employers in Feilding include:

- Employment Relations Act 2000 - sets the obligation of good faith, rules on collective bargaining, and provides the main dispute-resolution pathways including mediation, the Employment Relations Authority and the Employment Court.

- Holidays Act 2003 - governs annual leave, public holidays, sick leave, and the correct calculation of holiday pay. Complexities with alternative working arrangements and irregular hours can create common compliance issues.

- Minimum wage and pay obligations - employers must pay at least the national minimum wage and correctly calculate overtime and penalties where applicable.

- Health and Safety at Work Act 2015 - employers are generally classified as persons conducting a business or undertaking - PCBU - and must take reasonably practicable steps to ensure worker safety. This is especially relevant in agricultural, transport and manufacturing roles common in rural districts.

- ACC and injuries - New Zealand has a no-fault accident compensation scheme. Employers still have obligations to manage return to work, offer safe duties, and keep injury records.

- Human Rights protections - discrimination and harassment on grounds such as sex, religion, race, disability and age are unlawful. Employment-related discrimination claims can be dealt with through the Human Rights Commission or the employment dispute system.

- Immigration rules - if you employ migrant workers, you must ensure work rights are current and that employment terms meet visa conditions.

- Record keeping - employers should keep accurate payroll, time, leave and agreement records. Best practice is to retain records for several years - 6 years is commonly recommended - as they may be needed if a dispute arises.

- Time limits - many employment claims must be raised promptly. For example, personal grievances are generally raised within 90 days of the incident, though exceptions can apply.

Frequently Asked Questions

What must be included in an employment agreement?

An employment agreement should set out the parties, job duties, hours of work, pay rate and payday, leave entitlements, probationary terms if any, notice periods, any relevant policies you reference, and how disputes will be managed. It should be in writing and provided to the employee as soon as practicable.

How do I lawfully dismiss an employee?

Lawful dismissal depends on having a valid reason - such as redundancy, poor performance, or serious misconduct - and following a fair and documented process. That includes investigating issues, giving the employee notice of concerns, providing an opportunity to respond, and making a reasoned decision. For complex or high-risk dismissals you should seek legal advice before acting.

What are my obligations if I need to make redundancies?

Redundancy requires a genuine business process and fair consultation. You should consult affected staff, consider alternatives, apply objective selection criteria if relevant, and provide proper notice and final pay. Failure to consult or follow a fair process can lead to personal grievance claims.

Can I hire someone as a contractor to avoid employer obligations?

Contractor status is determined by the real nature of the working relationship, not just the contract label. Factors include control, independence, who provides equipment, and whether the person can subcontract. Misclassifying employees as contractors can lead to enforcement action and liability for unpaid wages and entitlements.

What should I do if an employee is not being paid correctly?

First, review payroll records and speak with the employee to understand the issue. If a mistake occurred, correct it promptly and document the correction. For disputed or ongoing non-payment, get legal advice and be aware employees can raise claims with the Employment Relations Authority. Regulators may also investigate systemic pay issues.

How long do employees have to raise a personal grievance?

Employees generally must raise a personal grievance with their employer within 90 days of the incident. The 90-day bar is strict but extensions can be granted in limited circumstances. Employers should treat any grievance seriously and seek to resolve it early.

What health and safety duties do I have as an employer in Feilding?

As a PCBU you must eliminate or minimise risks so far as is reasonably practicable, provide training, maintain safe systems of work, and report notifiable incidents. For rural or manual workplaces, consider machinery safeguards, fatigue management, and safe transport practices.

Can I lawfully require drug or alcohol testing?

Drug and alcohol testing may be lawful if it is reasonable, proportionate, and included in a clear policy or employment agreement. You must also consider privacy, human rights, and health and safety obligations. Seek tailored legal advice before introducing testing regimes.

What happens if WorkSafe or another regulator starts an investigation?

Cooperate with inspectors, preserve relevant records and evidence, and seek legal advice promptly. Regulator investigations can lead to enforceable undertakings, infringement notices, or prosecutions, so timely professional guidance is important.

How much will a lawyer cost and can I get legal aid?

Costs vary by firm and case complexity. Some employment lawyers offer fixed-fee packages or initial consultations for a set fee. Legal aid for employment disputes is limited in New Zealand and usually not available for routine employment matters. Ask potential lawyers about fee structure, likely costs, and whether alternative funding or limited-scope services are available.

Additional Resources

Useful agencies and organisations to consult include:

- Employment New Zealand and the Ministry of Business, Innovation and Employment - for guidance on employment law, pays, leave and dispute resolution.

- Employment Relations Authority and the Employment Court - for formal dispute resolution and appeals.

- WorkSafe New Zealand - regulator for workplace health and safety.

- ACC - for workplace injury entitlements and return-to-work support.

- Human Rights Commission - for discrimination and harassment concerns.

- Local resources such as the Feilding Citizens Advice Bureau and community law centres in the Manawatu area - for free or low-cost initial guidance.

- New Zealand Law Society - to find a qualified employment lawyer in your area.

- Local industry groups and unions relevant to your sector - for sector-specific guidance and collective bargaining matters.

Next Steps

If you need legal assistance with an employer matter in Feilding, consider these practical steps:

- Gather documents - employment agreements, payslips, time records, policies, emails and notes of meetings. Accurate records help any adviser assess your situation faster.

- Act promptly - some matters require urgent response, and statutory time limits apply for grievances.

- Try internal resolution first - clear documentation, fair processes and early mediation can often resolve issues without formal proceedings.

- Contact a specialist employment lawyer - look for experience with the specific issue you face, ask about costs and whether they offer an initial assessment fee or fixed-fee services.

- Consider mediation through Employment New Zealand or private mediation before escalating to the Employment Relations Authority.

- If there is an immediate safety risk or a notifiable incident, notify WorkSafe and follow statutory reporting requirements.

Getting the right advice early can reduce risk, save costs, and help you manage employment relationships effectively. If you are unsure where to start, a short consultation with a local employment lawyer or a community legal adviser will help you understand your options and the likely next steps.