90 Day Trial Period

90 day period rules

Trial Periods are Complicated.  There are very strict rules about how they are used. You still have rights.

Calculate Your Trial Dates

The 90 day trial period is a period when an employer can dismiss the employee without the employee being able to raise a personal grievance for unjustified dismissal.

If you have been dismissed during your 90 day trial and you want to know if it’s legal or fair give us a call. We will check it for you.

It’s complicated:

The Trial Period is not an automatic right of employers, it must be done correctly:

90 Day Trial Rules

  • New Law from 6 May 2019: Only an employer with 19 or fewer employees (at the beginning of the day on which the employment agreement is entered into) may employ a new employee on a trial period for the first 90 calendar days of their employment. 
  • The worker must be a new employee.
  • There must be a written employment agreement that contains a trial period clause. That clause must state the exact time period and that during the trial the employer can dismiss the employee and the employee can’t bring a personal grievance or other legal proceedings about their dismissal.  (Please note all your other rights as an employee remain and you may still raise a personal grievance on other grounds).
  • The agreement should state an official start date for a 90-day trial period.
  • The employment agreement must be signed by the worker before they start work. (If the worker starts at 9am and their agreement is signed at 9.05am on the same day, the trial is invalid)
  • The worker must have had time to get independent legal advice on the employment agreement.
  • If required, notice under the trial period must be given within the 90 days.
  • When the trial period finishes, unless the employee has been dismissed they become a permanent member of staff.

Can my employer fire me within 90 days even if I haven’t done anything wrong?

As long as the employer gives you notice of dismissal within the trial period they can dismiss you without consulting with you beforehand and for any reason. You can not bring a personal grievance against the employer in relation to the dismissal.  But, you can bring a personal grievance claim based on other grounds such as discrimination, harassment, or to recover unpaid wages. Aside from the employer’s ability to dismiss you, you should not be treated any differently from any other employee.

If the trial period isn’t going well and the employer decides to dismiss the employee, they must give notice to the employee that they will be dismissed.

The notice:

  • Must be the amount of notice in the employment agreement. If the employer doesn’t give the employee the right amount of notice then the trial period is invalid and the employee will continue to be employed (or if they were dismissed, they could bring a personal grievance for unjustified dismissal). For example, the employer can’t tell the employee that they are dismissed effective immediately if there is a 1 week notice period in their employment agreement.
  • Must be given within the trial period, even if the actual dismissal takes effect after the trial period ends. For example, if the trial period is 8 calendar weeks and the notice period is 1 week, the employer must give notice to the employee before the end of the eighth week, even though the employee won’t leave until the end of their notice period.
  • Doesn’t have to have reasons for the employee’s dismissal.

As long as all the 90 day trial rules are followed the employer is not required to give reasons for the dismissal.

Check your employment agreement to confirm there is a trial period clause.

Unless it’s in writing and signed by both employer and employee before the employee starts, the trial period isn’t valid.

If you are an Employee and have been dismissed under the 90 day trial period and you are not sure it’s fair contact us and we will check your rights.

sources: Citizens Advice Bureau, stuff.co.nz, Employment New Zealand, The leading source of information on employment in New Zealand.

Call us on 0800 669 466 or email us using the form below so we can connect you with one of our team to help.

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Dismissed During your Trial Period?

DISMISSED IN YOUR TRIAL PERIOD?

Both employers and employees have rights under the trial period law

Can you still have a case for unjustified dismissal if you are terminated under the 90-day trial period?

Changes to trial periods

After 6 May 2019, only businesses with less than 20 employees will be able to use the 90-day trial period. 

If your employer gave you an agreement but didn’t tell you there was a 90-day trial provision, (depending on the circumstances) – you may be able to raise a claim for unjustified dismissal.

If you started work before you signed an agreement (which contained a 90-day trial provision) – you may be able to raise a claim for unjustified dismissal.

If your employment agreement fails to appropriately specify when your 90-day trial period started – you may be able to raise a claim for unjustified dismissal.

There are also some general good faith obligations:
Your employer still has an obligation to ensure that you have the tools and equipment to do your job and provide any training or coaching that is appropriate to ensure you’re successful in your role. If there are issues or concerns with any element of your employment, your employer has an obligation to ensure that they’ve raised them with you and given you the opportunity to rectify any concerns.

* There is a catch though – if you believe you have a claim – you need to ensure you raise it no later than 90 days after the termination of your employment.

So if you’ve been terminated under the 90-day trial provision in your agreement and your employer hasn’t followed the correct process, give one of the team at WorkLaw a call  on 0800 669 466 , or email us via our contact form and we’ll see what we can do to help.

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Think you’ve got a grievance? Who you gonna call…?

I think I speak for most employees when I say that we want things to be simple. We want to find a job we love, with people we like to work with, doing something that adds value or brings us joy.

However, sometimes it’s not that simple. For whatever reason, things can get complicated.

Sometimes this complication can end up with us losing our job or with us making the decision to move on.

Not every ending equals a grievance though.

So how do you know if you have a grievance?

As a starting point, there are some pretty general guidelines that can help you determine if you might have a grievance. Take a look at the questions and answers below. If they sound like your situation it may definitely be worth giving us a call.

1. Termination of your employment – Dismissal:

– Did your employer follow a process (i.e. give you a letter outlining their concerns, allow you to bring a support person to the meeting, outline their concerns and give you an opportunity to present your version of events, take enough time to consider all the information before making a decision) to get to the decision to terminate your employment?

If they didn’t do these things, you might have grounds for a grievance. (There is some flexibility around small employers who may not understand all of their obligations under the law, but we can talk you through this.)

2. Termination under a 90-day trial provision:

– Did your employer meet all of their obligations in relation to your employment agreement (i.e. did they make you aware of the 90-day trial provision in your agreement, does the clause in your agreement comply with the requirements under the law)?

We find that more often than not employers are breaching their obligations in relation to how they treat their employees when there is a 90-day trial provision in the agreement. There’s a good chance that your termination may be unjustified if the provision in your agreement is found to be invalid. We can have a look at your employment agreement and talk you through a potential course of action.

3. Suffering disadvantage in your employment:

– Are you being treated differently because you’re an immigrant?
– Have you been threatened or forced to work in a way that you don’t think is right or breaches the terms of your visa?
– Are you being paid for all the hours you work?
– Did you get the right training and tools to do the job you’re being asked to do?
– Is your employer communicative with you?

There are a number of ways that you may have suffered disadvantage in the workplace. We can talk through your particular situation and help work out if you have the grounds for a grievance.

4. Redundancy:

– Did your employer provide a clear and supported rationale for the decision to disestablish your role?

While business’ do have the right the restructure they need to ensure that they do it in a way that is fair and reasonable. That means that they need to provide enough information to support their proposal and the restructure needs to be for genuine business reasons (it can’t be to get rid of a problem employee!). If you don’t think the restructure completed by your employer was genuine it would be worth giving us a call.

5. No option but to resign:

– Was there something happening in your workplace that made you uncomfortable, made you not feel safe or for any other reason where you believe that you might not have any other option to resign. This may include being bullied, being asked to perform work that is unsafe or that you’re not trained to do or because you’ve been threatened while at work. (Please note that this does not include your employer requiring you to participate in performance improvement processes – if they’ve identified that there are performance concerns, or your is employer taking you through a disciplinary process because there has been an issue at work.)
– Did your employer tell you that if you didn’t resign that you would be fired?

Constructive dismissal is difficult – but not impossible. If you have a concern at work and you’ve raised your concerns with your employer and they have chosen not to do anything to resolve your concerns, you may have the grounds for a constructive dismissal claim.

6. Just need some advice and support?

We don’t just work with employees who want to raise personal grievance claims with their employers.

We can also advocate for employees in meetings and provide advice in regards to all employment matters.

The best place to start is with a phone call – call us on 0800 669 466 to see if we can help you. Or complete our Contact Form

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