What do I do if I have been fired?

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“What do I do if I’ve been fired?”

  1. contact-usContact Us
     
  2. If you have just been fired or dismissed and you have no secured future income there are a few steps that you should take immediately to reduce your stress both financially and emotionally. If you have no money in the bank, ring the bank and stop all automatic payments, if there is no money in the bank you could incur fees of up to $25 per payment going out, this is just more money that you don’t have.

     

  3. Contact the people that these payments go to and explain your situation.

     

  4. Contact your land lord and explain your situation.

     

  5. Book an appointment with your doctor if you are extremely distressed or have any symptoms such as; Difficulty sleeping, anxiety, depression, panic attacks etc…Please get a letter from your doctor explaining what you have visited him for, this will be added to your case file and will become part of your stress and distress claim.

     

  6. Contact and visit income support, the sooner that you register for unemployment benefit, the sooner you will be eligible for payment. If we achieve compensation we will usually settle under a tax free and tax exempt section of the act, this will not, in this case have any effect on your benefit.

     

  7. Cancel any unnecessary luxuries that will get you further into debt.

     

  8. Keep any and all evidence of attempts to look for work, loss of earnings can only be claimed (Unless you are unwell) if you have been actively looking for work.

     

  9. Contact friends or family for support to help get you through.

     

  10. Exercise even if you don’t feel like it, it will make you feel better and help you think clearly.

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BACKGROUND OF SITUATION

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Employers : Get our help to defend Personal Grievances

We have extensive experience in managing personal grievances and minimising costs and other risks to employers who find themselves in these difficult situations.

If an employee has lodged a personal grievance – or maybe if you think they are going to – talk to us about what you need to do to avoid a personal grievance or manage it effectively so that you can get on with running your business.

If you contact us early in the process – we may be able to help you avoid having to deal with formal litigation, however (if it becomes necessary) we will support you through the Employment Relations Authority or the Employment Court.

The potential cost of an ERA case is why it is so important to get your process right the first time. Once it gets there even if you win it costs you. Work Law Ltd can assist you at any level in the process. Our preferred approach to a personal grievance is to reach a resolution as soon as possible to save you time and money.  

We can assist and advise with procedures so that personal grievances don’t occur or become excessively expensive.

Call us on 0800  669 466 and let us connect you with the right people and proccesses to help or email us using the form provided below.

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Unjustified Dismissal

UNFAIR DISMISSAL

If Your Dismissal Seemed Unfair There’s A Good Chance It Was.
You Need Legal Advice From An Employment Law Specialist Now.

Have you been unfairly dismissed?

We provide legal advice for personal grievances and wrongful or unjustified dismissal in NZ.

What is fair depends on the circumstances.  Any relevant provisions in the employment agreement must be followed.

If an employment agreement does not have a notice period, then reasonable notice must be given.

Employees have the right to be told what the problem is and that dismissal or other disciplinary action is a possibility. Employees must then be given a genuine opportunity to tell their side of the story before the employer decides what to do.

Employees have the right to be supported at a disciplinary meeting by an advocate or support person and there must be sufficient time to organise such representation and prepare for the meeting.

The employer should investigate any allegations of misconduct thoroughly and without prejudice. Unless there has been misconduct so serious that it warrants summary dismissal, the employee should be given clear standards to aim for and a genuine opportunity to improve.

If an employee is dismissed, he or she has the right to ask the employer for a written statement of the reasons for dismissal. This request can be made up to 60 days after they find out about the dismissal. The employer must provide the written statement within 14 days of such a request. If the employer fails to provide this written statement, the employee may consequently be able to raise a grievance after the required 90 day limitation period.

If you think you have a case for unjustifiable dismissal contact us using our contact form, giving us as much information as possible and one of our Advocates will be in touch.

 

From Our Clients

Thousands of employees and employers have trusted us us to help with their employment issues, here are reviews from a handful of them.

Excellent Work

5.0 rating
August 16, 2019
Review of Sandy Jamison

Many thanks for your excellent work for my difficult situation.

Hugh J

Thank You

5.0 rating
August 15, 2019
Review of Kam Bailey

I have a new full time role and it’s great!!! Best thing I ever did was leaving my previous employer, they had awful staff morale and it was not a pleasant place to work.

Helen M

Extremely professional, caring and understanding

5.0 rating
August 14, 2019
Review of Sandy Jamison

Sandy Jamison is extremely professional, caring and understanding employment advocate who helped me successfully remove myself from a toxic employment relationship. After undergoing bullying and poor treatment, my now ex-employer actively allowed the poor treatment to continue and I was out of my wits. I felt unsafe, vulnerable and my self confidence hitting a low point. I contacted No Win No Fee to seek advice. Sandy who answered my call was proactive and gave me clear advice on steps I need to take and empowered me along the way. Sandy was very clear and firm with her negotiation skills and helped me achieve appropriate compensation. I highly recommend Sandy and the company. Sandy not only ensured that my financial well being wasn’t compromised but also went an extra mile by looking after my emotional well-being along the way.

Happy Client

 

CONTACT US FOR A FREE CASE EVALUATION
LET’S GET LEGAL

Statistics prove that legal representation improves your chance of a successful outcome. Don’t hesitate, you have nothing to lose by having a free chat with one of our experts.

You can Call us or Email Us using the phone number or the form below. 

CONTACT FORM

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Making an employee redundant – It’s okay to restructure if done correctly

Sometimes it becomes necessary for employers to make staffing changes 

e.g. increasing or reducing staff, changing roles and job descriptions, etc. 

Any employer who handles such situations inappropriately risks costly disputes by staff members who have been affected by your need to restructure.

When you’re the employer in the small to medium sized business, employment issues can be overwhelming and time-consuming. This usually takes up a lot of precious time when you still have to run your business.

Unfortunately things don’t always go to plan, inevitably there will be times when you need to make changes to your business structure and your team.

We can advise you on the correct procedures to follow to avoid your employees needing take a legal case against you.

We advise employers whether they have a potential redundancy situation according to New Zealand workplace law and process they should follow to ensure the process is conducted in compliance with the employer’s contractual obligations.

Usually, the best way for employers to deal with such issues is to have well-worded Employment Agreement documentation and appropriate policies in place. Use appropriate support as you work through the consultation and restructuring process.

Priced from $450.00 (+GST). We can provide Employment Agreement documentation that will meet all of your legal obligations and also the specific needs of your business.

Whether or not you have used our documentation – we can also provide representation and support to help you deal with staff restructuring situations. Contact Us Now for an obligation-free discussion

Employment Relations Act – Part 6A Continuity of employment if employees’ work affected by restructuring

Call us on 0800 669 466. Let us connect you with the right people and processes to help or email us using the form provided below.

 

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Disciplinary Meetings

Need to discipline an employee for misconduct? You must follow a fair process, and have a good reason.

It’s easy to get the process wrong when you need to discipline an employee.  The danger in not getting it right is that your employee could raise a personal grievance if you get it wrong.

The purpose of performance management is to help the employee be successful. Drawing boundaries for appropriate behavior on the job is important.

Things don’t always go to plan. Sometimes it becomes necessary to address issues of poor performance/misconduct by staff members to get your staff performance back on track. 

When the process is carried out incorrectly,  you end up exposing yourself to a greater risk of the employee raising a personal grievance against you. Commonly raised as a unjust disadvantage and an unjustified dismissal.

We can also provide representation to help you deal with issues of misconduct by staff.

The best way to deal with Performance and Disciplinary Issues is to prevent them from happening in the first place by having well-worded Employment Agreement documentation and appropriate policies in place.  Dealing with these issues as soon as they arise is also crucial to prevent workplace issues.

Contact Us Now for an obligation-free discussion

Call us on 0800 669 466 and let us connect you with the right people and proccesses to help or email us using the form provided below.

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