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Employment Law

Employment law is becoming more specialised and confusing for employers as successive Governments change employment legislation.

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Human Resources

Many business people find they just don’t have the time to deal with all their human resource matters and are not big enough to employ a full time practitioner.

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Personal Grievances

Personal grievances and employment relationship problems are best dealt with at an early stage and often a low key approach is best.

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Union Negotiations

Negotiations with unions is part and parcel of what we do. Whether it’s negotiating individual or collective employment agreements with union officials or whether it’s just setting the scene advising…

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Redundancy Management

ESL can advise and give practical assistance in all redundancy matters. Many redundant employees look to mitigate their loss by pursuing a personal grievance.

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Employment Agreements

New staff starting on or after 1 October 2000 must have a written individual employment agreement or be covered by an applicable collective employment agreement.

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Employment Relations Consultants

Employer Services Limited are employment relations consultants who are able to assist and act on behalf of employers in various areas of employment law and human resources. Our Whangarei-based team includes; Murray Broadbelt, Wendy Silver (Consultant/Administrator) and Barry Nalder (Consultant/Investigator). We continue to grow our services to include training, seminars, conferences and to contract human resource services to our clients.

Employment Agreements

From 1 July 2011, employers are required to retain a signed copy of the employment agreement or the current signed terms and conditions of employment. The employer must retain the “intended agreement” even if the employee has not signed it. Employees are entitled to a copy on request.

There are some provisions that must be included in employment agreements by law, and there are also a number of minimum conditions that must be met regardless of whether they are included in agreements. Employment law also provides a framework for negotiating additional entitlements.


Health and Safety At Work Act 2015

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The Health & Safety at Work Act 2015 has been in place for just over ten weeks now and most of the people we talk to are adapting quite comfortably.

Employment Relations Amendment Act 2016

The recent Employment Relations Amendment Act 2016 outlines a significant number of new processes, designed to ensure the prevention of unfair employment practices in New Zealand. The main purpose of the act is to address concerns focused on “zero-hour contracts”, and amend problems faced by both employers and employees that surround these kinds of contracts.

Always Seek Advice!

In cases of employment disputes and/or disciplinary proceedings, there are pitfalls. Strict processes must be followed. Each circumstance varies, and if you are faced with such a situation, the first thing you should do is seek advice .

LEADR Accredited Mediator

Mediation Services

Murray Broadbelt is now qualified to offer mediation services using the LEADR method of alternative dispute resolution.

Dispute resolution through an unbiased Mediator is a proven and cost-effective means to resolve disputes. Our dispute resolution services focus on a non-litigious process to end conflicts that can be costly and stressful.

More about Mediation Services

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