fbpx

Do I need to be an employee to receive parental leave payments? 

Do I need to be an employee to receive parental leave payments?  The short answer to the question ‘do I need to be an employee to receive parental leave payments?’ is yes. However while most consider an employee as someone currently working for an employer, the legislation governing parental leave payments (the Parental leave and Employment Protection Act 1987, the “Act”) has an extended…read more >

Is it really “off the record”?

Is it really “off the record” or “without prejudice”? Conversations on a without prejudice basis are a useful tool in employment disputes. They allow parties to discuss resolution of their dispute frankly, safe in the knowledge that communications for this purpose are confidential and legally “off the record”. It is not uncommon for employees and…read more >

Lifting the corporate veil in employment law

Lifting the corporate veil in employment law Since the 1897 decision of the House of Lords in Salomon v A Salomon and Co Ltd it has been established that a company is a separate legal person separate from its shareholders and directors – if a company owes an employee money and cannot pay, the law…read more >

Can casual employees be unjustifiably dismissed?

Can casual employees be unjustifiably dismissed? Casual employment is a concept that is often misunderstood. It is not uncommon for employers to treat these employees as if their employment can be terminated at will. However, as the case of Surplus Brokers Limited v Armstrong shows casual employees still have the same protections against unfair dismissals….read more >

What is good faith in employment law?

Back to basics: What is good faith? If you’ve been involved in any form of employment dispute, you will have heard the words “good faith” bandied around a fair amount. But what does it actually mean? Good faith obligations are enshrined in section 4 of the Employment Relations Act. This section states that good faith:…read more >

Let cooler heads prevail: How to determine serious misconduct

Let cooler heads prevail: How to determine serious misconduct It can be quite shocking when someone loses their temper at work. Unless a workplace has a toxic or disrespectful culture, the importance of professional behaviour (and the etiquette it entails) goes without saying. However, as the case of Harris v The Warehouse demonstrates, it is…read more >

Employee or independent contractor?

Jumbo the elephant’s contribution to the question of employee or independent contractor Whether a particular person is an employee or otherwise (for example an independent contractor) is a question which commonly comes before the Employment Relations Authority – what is uncommon however, is when that question is answered by examining the relationship between a man…read more >

Covert dismissal: Can I be dismissed without my knowledge? 

Covert dismissal: can I be dismissed without my knowledge?  Have I been dismissed without my knowledge? This seems like a straightforward question, as surely you would know if you had been fired. However, sometimes it is not clear whether a dismissal has occurred. The definition of a dismissal, and whether it requires the parties subjective…read more >

Interim Reinstatement: What is it and how does it work?

Interim Reinstatement: What is it and how does it work? Your employee’s employment has come to an end by reason of dismissal. You’ve received a personal grievance for unjustified dismissal. What comes next? The most commonly sought (and awarded) remedies for employees who raise personal grievances for unjustified dismissal are loss of earnings, compensation and…read more >

Secret Recordings in the Workplace 101

What to know about secret recordings in the workplace It may sound like something out of a movie but today almost everybody has the ability to make a high quality audio recording of any interaction we might have in our daily lives. For employees and employers facing uncomfortable situations at work (perhaps a disciplinary meeting…read more >

Contact us for an initial consultation

phone09 532 8211 (24hrs/7days)

Or fill out this form:

Contact Form