Need NZ Legal Assistance?

It is 10:00 am on Wed in NZ. Call Us... +64 (09) 486-2169 WE ARE OPEN Email us by filling in our enquiry form... Send an Email Enquiry →

Answer

To justify any dismissal for serious misconduct, you need to satisfy yourself that:

  • the employee's misconduct actually happened
  • the employee has had an opportunity to respond to the allegations
  • you've acted consistently, treating all employees the same. For example, if you give one employee a warning for drinking on the job but then fire a different employee for a similar offense, the second employee would be able to claim that you unjustifiably dismissed them
  • that the offense is serious enough to warrant dismissal

Have a question? Get in touch.

Related Employer Relations FAQs

← View all FAQs

Recent Reviews...

“To Michael Robinson – I wanted to thank you and your colleagues for many years of excellent service to the Bank. You have an outstanding business that has proved to be one of the most reliable and ethical businesses that Collections have dealt with in the almost 9 years I was with the Bank.” ~ Head of Collections
“I can't speak highly enough of Jenny. She got everything done in a timely manner and when my ex-husband threw a spanner in the works at the eleventh hour she got the required documentation to his lawyers and settlement back on track.” ~ Tracey
“John is very easy to talk to, he never makes you feel dumb, and never makes you feel like you are wasting his time for asking questions. He explains everything very clearly, every time. John's support staff are also very efficient and so easy to deal with. No detail is missed when dealing with them. My husband and I are fans of them all :)” ~ Jess
“Joy, we cannot thank you enough for your help with our purchase! You have been wonderful to deal with and so proactive (and patient with my numerous emails). We will be visiting NZ in April so will make sure we drop in to thank you in person.” ~ Mia