01
Conduct and disciplinary concerns
For employers responding to misconduct allegations, investigation findings, warnings, suspension decisions, or potential dismissal.
Employment law for New Zealand employers
Make the next move with confidence.
Strategic, plain-English advice for disciplinary processes, performance concerns, restructuring, personal grievances, mediation, and Employment Relations Authority matters.
Clear scope and fees before substantive work begins.
Employment-law focused
Direct, practical advice
Nationwide employer support
MBIE and ERA representation
Built for decision-makers
Is this the situation your business is facing?
Employment decisions carry legal, financial, and reputational risk. Early advice helps leadership teams move quickly without creating avoidable exposure.
02
Performance and capability issues
For leaders managing poor performance, performance improvement plans, medical incapacity, or repeated failure to meet expectations.
03
Restructuring and redundancy
For businesses planning consultation, role changes, redeployment, selection processes, or proposed redundancies.
04
Grievances and disputes
For employers facing a personal grievance, wage claim, threatened proceedings, MBIE mediation, or ERA action.
05
Contracts, policies, and compliance
For organisations reviewing employment agreements, workplace policies, holiday pay, final pay, record keeping, or statutory obligations.
A controlled path forward
Employer journey
A clear sequence keeps urgent matters moving and ensures everyone knows the scope, documents, and next decision.
1
Submit enquiry
Explain the issue and deadline.
2
Urgency review
We assess risk and timing.
3
Scope and fee
Work and cost are confirmed.
4
Onboarding
Engagement and invoice follow.
5
Documents
You provide the key material.
6
Legal response
Advice, documents, or representation.
Why McKenzie Law
Senior thinking. Commercially grounded.
Employer matters rarely arrive at a convenient time. Advice should be decisive, usable, and proportionate to the risk.
Discuss your employer matter →Employment-law focused
Specialist support built around the realities New Zealand employers face.
Plain-English recommendations
Clear choices, practical consequences, and a recommended next step.
Process and dispute experience
Support across internal processes, MBIE mediation, and ERA proceedings.
Scope and fees upfront
You know what is involved and what it costs before substantive work begins.
Commercially realistic outcomes
Strategy focused on what works for the business, not drawn-out conflict.
Before you issue the letter, get the process right.
Share the issue, key date, and current documents. McKenzie Law will assess the urgency and next step.
Get advice before you act →
Employer FAQs
Questions before you act
Straight answers to the issues employers most often need resolved quickly.
Yes. Early advice can help define the allegations, evidence, meeting process, decision-maker, and documents before avoidable procedural problems arise.
Yes. The proposed decision, supporting reasons, process followed, and draft correspondence can be reviewed before issue.
Yes. Support can cover the business case, consultation documents, employee feedback, selection, redeployment, and final decisions.
Preserve the relevant documents, avoid reactive correspondence, note any deadlines, and obtain advice on the response and resolution strategy.
Yes. Assistance can include preparation, written material, settlement parameters, and representation at mediation.
Yes. The scope may include early case assessment, pleadings, evidence preparation, strategy, negotiation, and representation.
Yes. Existing or proposed agreements and policies can be reviewed for clarity, compliance, and practical usability.
Yes. Advice can address contractual entitlements, statutory obligations, deductions, records, calculations, and remediation steps.
Urgency is assessed from the enquiry details, including any scheduled meeting, response deadline, or proposed decision. Include the key date when contacting the firm.
The issue, documents, urgency, and intended outcome are reviewed first. The proposed scope and fee approach are then confirmed before substantive work begins.
