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In New Zealand, including in Matamata, everyone has the right to be treated equitably in the workplace, irrespective of their ethnic background, gender, age, disability, sexual orientation, religious beliefs, political opinion, and several other grounds as specified in the Human Rights Act 1993. This legislation covers job discrimination and makes it unlawful for employers to treat their employees or potential employees in a prejudiced manner.
Legal advice can be helpful in handling cases of job discrimination, particularly when you believe you have been unfairly treated based on one of the grounds protected by the Human Rights Act. This can include situations like unfair dismissals, bullying or harassment due to your identity, non-provision of reasonable accommodations for a disability, or being passed over for promotions or advantages. A lawyer can help you understand your rights and guide you through the process, providing advice on the action to take and potentially representing you should your case go to court.
The principal legislation around job discrimination in New Zealand is the Human Rights Act 1993. This law safeguards you from differential treatment based on your colour, race, ethnicity, nationality, sex, marital status, ethical beliefs, sexual orientation, age, political opinion, employment status, and disability. It also includes specific provisions relating to racial disharmony, sexual harassment, and victimisation. It's vital to understand that employers have a responsibility to ensure a safe and equitable working environment for all employees, respecting their rights and dignity.
Job discrimination involves treating someone less favourably because of their personal attributes like gender, age, race, disability etc. This may happen during hiring, promotions, dismissals and during day to day working conditions.
You can consult with a lawyer and consider filing a complaint with the Human Rights Commission in New Zealand.
Yes, job discrimination is considered a serious offence and can invite legal consequences for the employer, including monetary penalties.
Evidence could include documentation, emails, messages or witness testimonies that illustrate discriminatory treatment.
There are limited exceptions such as situations where a certain personal characteristic is a genuine occupational requirement or necessary in order to comply with other statutory requirements.
You can visit the New Zealand Human Rights Commission for more resources on job discrimination laws. Another helpful resource is Citizens Advice Bureau, which provides free advice on employment rights.
If you face job discrimination, it is recommended to first consult with a lawyer to understand your rights and proceeding plan. Gathering any documentary evidence of discrimination can be helpful. You may need to file a formal complaint with your employer or the Human Rights Commission depending on the situation.
