Supporting employers in workplace culture, coaching and employment law
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The confidence and support you need to succeed in all employment matters.
“We often reflect on the stressful process we went through last year and are very thankful to have had your guidance and support”
Kim & Mark Lile, Landmark Lile Limited
Training Workshops
“I absolutely loved this course. I feel really empowered to handle situations quite differently going forward. The small group environment was a perfect size for me to feel okay to speak up and be involved in discussion. Fantastic instructor too.”
Ruth Buchanan, Whenua Iti Outdoors
Latest News
When a Fixed Term isn’t a Fixed Term
Fixed term employment agreements must meet strict requirements to be valid. Simply stating an end date in an agreement is not enough. This Employment Relations Authority (ERA) decision is a reminder of the requirements.
When a “Work for Cash Day” Undoes a 90‑Day Trial
A recent Employment Relations Authority (ERA) decision is an important reminder for employers on 90 day trial periods.
Can I Do That? Q & A
We are frequently asked questions by employers that go along the lines of ‘Can’t I just ….dismiss them; give them a warning; tell them to leave; change their job before they injure someone…?’ The short answer is yes. You can do anything you like. Unfortunately, your preferred course of action may have some unintended consequences. The most common one is a personal grievance that can cost tens of thousands of dollars.