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Employment rights in Feilding are governed by New Zealand national employment law, with local context shaped by the towns and industries in the Manawat? district. The law sets minimum standards for pay, hours, leave, safe workplaces, and protection against unfair dismissal and discrimination. Most employees must have a written employment agreement, and employers must follow fair processes when managing performance, discipline, or restructuring. While the legal framework is national, workers in Feilding often face issues particular to rural and seasonal industries - for example seasonal work, dairy and horticulture rostering, and the use of migrant workers - which can affect pay, entitlements and dispute resolution.
Many workplace problems can be resolved informally or with free mediation, but there are common situations where legal help is valuable:
- Unjustified dismissal or constructive dismissal claims where you want reinstatement or compensation.
- Complex discrimination, harassment or sexual harassment cases where rights under employment and human rights law overlap.
- Disputes about redundancy, restructuring and redeployment where the process or selection is contested.
- Disagreements over entitlements - unpaid wages, holiday pay, public holiday pay, minimum wage, overtime and KiwiSaver contributions.
- Serious health and safety incidents, or long-term injury and illness affecting work rights and ACC interactions.
- Collective employment issues - collective agreement interpretation, bargaining disputes or union matters.
- If you need to take a matter to the Employment Relations Authority or the Employment Court and require representation or advice on prospects, evidence and remedies.
- When there are urgent or high-stakes practical consequences - for example where continuing employment is critical to income, immigration status, or where reputational risks exist.
Key legal points that apply in Feilding are the same as across New Zealand, but with attention to local industry realities:
- Employment agreements - Most employees must have a written employment agreement that sets out pay, hours, duties, probation and notice provisions. Both individual and collective agreements are recognised.
- Minimum standards - There are national rules on minimum wage, rest breaks, maximum hours for certain sectors, and minimum leave entitlements such as annual leave, sick leave and public holidays.
- Personal grievances - Employees can raise personal grievances for unjustified dismissal, unjustified action, discrimination, sexual harassment, duress in accepting an employment agreement, and various other wrongs. You generally need to raise the grievance in writing with your employer within 90 days of the event.
- Dispute resolution - Employment disputes are often resolved through facilitated mediation, investigation by the Employment Relations Authority, and appeals to the Employment Court. The government provides a free mediation and dispute resolution service.
- Health and safety - Employers must meet obligations under the Health and Safety at Work Act. In agricultural and seasonal workplaces common in Feilding, particular attention to on-farm safety, machinery and manual handling is required.
- Protections against discrimination - The Human Rights Act and employment law prevent discrimination on grounds such as sex, race, religion, disability, marital status and potentially immigration status. Complaints can involve both employment processes and human rights processes.
- Migrant and seasonal workers - Many national protections apply, including that employment terms must match visa conditions and minimum standards. Workers who are vulnerable due to language or visa status may need extra support to assert their rights.
Start by documenting what happened - dates, times, conversations, copies of emails and text messages, payslips and your employment agreement. Try to raise the concern with your employer in writing, asking for clarification or a remedy. If that does not resolve it, seek independent advice - for example from the government employment service, a community law centre, or a lawyer.
You should raise a personal grievance with your employer in writing within 90 days of the event in most cases. If you miss the 90-day period, you may be able to apply for an extension to the Employment Relations Authority, but you will need a convincing explanation for the delay.
Yes - one possible remedy is reinstatement to your former position. Whether reinstatement is appropriate depends on the circumstances, the working relationship and the employer’s position. Other remedies include reimbursement for lost wages and compensation for hurt and humiliation. A lawyer can advise on which remedy is realistic.
Gather payslips, timesheets and your employment agreement. Raise the issue with your employer. If it is not fixed, you can seek help from the government employment service which can investigate and assist, or consider making a claim in the Employment Relations Authority. Employers can be ordered to pay arrears and penalties in serious cases.
Government-facilitated mediation through the employment service is usually free. You do not have to have a lawyer at mediation, but legal advice beforehand is often helpful so you understand your position and the practical outcomes to accept or reject.
Bullying and harassment can be addressed internally through your employer’s policies, via personal grievance processes, or through health and safety remedies if there is a risk to wellbeing. Evidence and contemporaneous records are important. If the matter involves discrimination, the Human Rights Commission may also be involved.
No - employment law protections apply regardless of employer size. However, small employers may lack formal HR processes which can lead to informal handling of disputes. If you work for a small business, make sure important matters are recorded in writing and seek advice early if you are unsure of your rights.
Yes - casual and seasonal workers are entitled to statutory minimums, although the way entitlements apply can vary with genuine casual arrangements. Annual leave generally accrues after completing work, and employees are entitled to rest and public holiday entitlements when criteria are met. Employment agreements should make the working arrangement clear.
Discrimination on grounds such as nationality or race may breach employment law and human rights law. If visa conditions were a factor, immigration implications can complicate matters, so seek advice quickly. There are protections against employers exploiting visa status to deny rights.
Lawyers charge in different ways - fixed fees for specific tasks, hourly rates, or retainers. Employment cases can be costly if they go to Authority hearings or to court. Free options include government employment advice and mediation, community law centres and Citizens Advice. Ask a lawyer about initial fixed-fee assessments, likely costs, success prospects and whether part or all of your costs can be recovered if you win.
Useful bodies and organisations to contact or research when dealing with employment rights in Feilding include national and local services. Key government agencies administer and explain employment rights, offer free mediation and can investigate non-payment and other breaches. The Employment Relations Authority and the Employment Court provide formal dispute resolution. WorkSafe enforces health and safety at work. The Human Rights Commission can advise on discrimination matters. For free community-level help consider community law centres, Citizens Advice Bureau, local union representatives if you are a union member, and rural support or migrant support organisations that operate in the Manawatu-Feilding area. When you need formal legal representation, look for lawyers experienced in employment law and familiar with regional industry issues.
1. Collect evidence - employment agreement, payslips, roster records, emails, notes of meetings, witness names and any medical or safety reports.
2. Put your concern in writing to your employer - keep a clear, factual record and ask for a meeting or response.
3. Use free channels - contact the government employment advisory service for information and to explore mediation; use community law or Citizens Advice for initial legal guidance.
4. If informal steps fail, consider legal advice - request an initial assessment, ask about costs, and discuss realistic outcomes. If applicable, consider making a personal grievance claim or seeking investigation through the Employment Relations Authority.
5. Prepare for time limits - many employment complaints must be raised within 90 days, so act promptly. If you are unsure, get advice quickly to preserve your options.
6. Keep wellbeing in mind - workplace disputes can be stressful. Seek local support networks, and if the issue involves safety or serious misconduct, prioritise your immediate health and safety.
Employment disputes can often be resolved without litigation, but prompt, methodical steps and informed advice increase your chances of a positive outcome. If you need tailored legal advice, contact a lawyer experienced in New Zealand employment law and familiar with the practical realities of Feilding and the Manawatu region.
