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Feilding, New Zealand Attorneys in related practice areas.
Feilding is a regional town in the Manawatū District where employment commonly takes place in agriculture, manufacturing, retail, education, health care, and local services. Employment and labour law in Feilding is governed by New Zealand national legislation and administered by national agencies. Local employers and employees follow the same legal framework as the rest of New Zealand, but the town's business mix and seasonal work patterns can affect common workplace issues, such as short-term or seasonal contracts, contractor arrangements, and workplace health and safety on farms and in light industrial settings.
This guide explains the basics of employment law that apply to people working or hiring in Feilding, when to get legal help, relevant local considerations, common questions residents ask, and practical next steps if you need assistance.
Employment law disputes can be emotionally and financially stressful. You may need a lawyer if you face a serious or contested issue that cannot be resolved informally. Common situations where legal help is useful include alleged unjustified dismissal or disadvantage, workplace discrimination or harassment, unpaid wages or holiday pay, disputes about contractor status, complex redundancy processes, bargaining over collective agreements, and health and safety breaches with serious consequences.
A lawyer with experience in employment law can help you understand your rights, gather and present evidence, negotiate settlements, represent you at mediation or in the Employment Relations Authority, and advise whether your matter may proceed to the Employment Court. Legal advice is especially important where significant sums, your employment record, reputation, or ongoing working relations are at stake.
Employment law in Feilding is primarily national law. Key statutes and legal principles to know include the following.
Employment Relations Act 2000 - Sets the framework for employment relationships, good faith obligations, collective bargaining, and personal grievances like unjustified dismissal, disadvantage, duress, discrimination, and sexual harassment.
Holidays Act 2003 - Governs annual leave entitlements, public holidays, sick leave, bereavement leave, and payment rules for leave. Employees are generally entitled to 4 weeks annual leave and at least 10 days sick leave after qualifying service.
Minimum wage and remuneration - The government sets the national minimum wage and youth rates. Employers must comply with minimum wage rules, holiday pay calculations, and lawful payroll deductions. PAYE and KiwiSaver obligations apply to most employees.
Health and Safety at Work Act 2015 - Places primary duty of care on the person conducting a business or undertaking - known as a PCBU - to ensure health and safety as far as reasonably practicable. Farm and rural workplaces in and around Feilding should pay particular attention to agricultural hazards, machinery, livestock handling, and contractor safety.
Human Rights Act 1993 and related protections - Discrimination in employment on grounds such as sex, race, disability, age, religious belief, and family status is unlawful. The Employment Relations Act also prohibits discriminatory treatment in the employment relationship.
Employment Agreements - Employers must provide employees with a written employment agreement setting out key terms and conditions. Probation clauses and attempts to contract out of statutory protections are limited and scrutinised by tribunals.
Personal grievance remedies and processes - Employees can raise personal grievances with their employer and may seek mediation through government services. Unresolved disputes can be taken to the Employment Relations Authority and appealed to the Employment Court.
Contractor vs employee status - Determining whether a worker is an employee or an independent contractor is important for entitlements, tax obligations, and liability. The functional reality of the working relationship is assessed, not only the label used in an agreement.
The label in a contract is not conclusive. Decision makers look at the practical reality of the relationship - who controls the work, whether the worker is in business on their own account, how they are paid, who provides tools, whether they can subcontract or hire helpers, and the degree of integration into the business. If you have doubts, get advice early because status affects pay, leave, taxes, and protections.
A personal grievance is a claim by an employee that their employer has unjustifiably dismissed them, disadvantaged them, subjected them to duress, discriminated against them, or sexually harassed them. You should raise the grievance with your employer in writing as soon as possible. There is a 90-day time limit to bring a personal grievance to the Employment Relations Authority, although this can be extended in limited circumstances.
Remedies can include reinstatement to your former role, reimbursement for lost wages, compensation for humiliation or distress, and in some cases penalties against the employer. The Employment Relations Authority and Employment Court have discretion about remedies based on the circumstances and evidence. Early legal advice helps you understand likely outcomes for your case.
Notice periods should be set out in your employment agreement. If no notice is specified, reasonable notice is required. Summary dismissal without notice is only lawful for serious misconduct where immediate dismissal is justified. If you believe a dismissal was unjustified or procedural steps were not followed, seek advice promptly.
Most full-time and part-time employees are entitled to at least 4 weeks annual leave, at least 10 days sick leave after six months of continuous service, and paid public holidays if those holidays would otherwise be working days. Alternative holidays may be due if you work on a public holiday. Check your written employment agreement for any additional entitlements.
Keep detailed records of hours worked and pay received. Raise the issue with your employer in writing and ask for a written response. If the employer does not resolve the issue, you can seek assistance from the Ministry of Business, Innovation and Employment for advice or mediation, or make a claim to the Employment Relations Authority for unpaid wages and other remedies.
Dismissing someone for taking lawful sick leave or because they are pregnant is likely to be unlawful and may give rise to a personal grievance for unjustified dismissal or discrimination. Employers must follow fair process and cannot treat protected characteristics as a ground for dismissal. If this happens, get advice quickly to preserve your rights.
Yes. Employers must provide a written employment agreement for employees. The agreement should include key terms such as job description, hours, pay rate, probation, notice, and leave entitlements. If you do not have a written agreement or it is missing important terms, ask your employer for one and seek advice if they refuse.
Seasonal and casual workers are still protected by employment law if they meet the tests for employee status. Entitlements like holiday pay and minimum wage apply proportionately. Seasonal work may involve fixed-term agreements or specific arrangements; make sure key terms are documented and understand how leave and public holiday rules apply to irregular hours.
Mediation is often a faster and less costly way to resolve disputes and is commonly used for employment disputes. The Ministry of Business, Innovation and Employment provides mediation services. If mediation fails, you can pursue a formal claim with the Employment Relations Authority. An employment lawyer can advise which route is likely to be more effective based on the strength of your case and your goals.
Ministry of Business, Innovation and Employment - Provides official guidance on employment rights and obligations, mediation services, and tools for calculating leave and pay entitlements.
Employment Relations Authority and Employment Court - The statutory bodies that investigate and determine employment disputes and appeals.
WorkSafe New Zealand - The workplace health and safety regulator; useful for reporting serious health and safety concerns and getting guidance on compliance.
Human Rights Commission - Advises on discrimination claims and human rights protections in employment.
Inland Revenue - For information about PAYE, contractor tax obligations, and KiwiSaver requirements.
Citizens Advice Bureau and local community law centres - Offer free or low-cost information and may provide initial help with employment matters for people on low incomes.
Unions - Industry or national unions can provide representation and advice on collective bargaining, personal grievances, and workplace issues. In rural and manufacturing sectors around Feilding, unions may be a useful source of support.
Local council and community services - Local community organisations may be able to direct you to support services, translators, and local legal professionals familiar with regional employment issues.
Collect and preserve evidence - Keep payslips, employment agreements, emails, text messages, time sheets, and any records of conversations about the issue. Accurate records strengthen your position.
Try to resolve it informally first - Raise your concern with your manager or HR in writing, clearly outlining the problem and what outcome you seek. Many disputes are resolved at this stage.
Seek tailored advice - If informal resolution fails or the matter is serious, contact an employment lawyer or your union. Look for a lawyer who specialises in employment law and can explain cost structures, likely outcomes, and the process ahead.
Consider mediation - Mediation through government services can be quicker and less adversarial than formal legal proceedings. A lawyer can help you prepare for mediation and advise whether it is appropriate for your case.
Know time limits - Be aware of statutory time frames, such as the 90-day limit to bring a personal grievance to the Employment Relations Authority. Acting promptly preserves your options.
Decide on your objectives - Think about whether you want reinstatement, compensation, a written apology, or a negotiated exit. Clear objectives help guide legal strategy and settlement talks.
Budget for costs - Discuss fees and funding options with any lawyer you consult. Community Law, Citizens Advice Bureau, and unions may provide free initial help if you are eligible.
Stay informed - Employment law evolves. If your workplace or industry has seasonal, migrant, or contractor issues common in Feilding, keep informed about specific rules, such as those affecting seasonal workers and health and safety requirements on farms.
If you need legal assistance, start by documenting your situation, seeking initial advice from a specialist, and using mediation services where appropriate. Timely action and informed advice will help you protect your rights and reach a fair outcome.
