Employment and Health & Safety

Employment and Health & Safety

When it comes to employment law, it pays to have the best legal advice.

AWS Legal has an experienced employment team, ready to help. Whether you are an employee, or employer, we have the skills and knowledge to give you the best advice.

We advise employers on their rights and responsibilities under New Zealand employment legislation, including the Employment Relations Act, Human Rights Act, Holidays Act, Privacy Act, and health and safety legislation.

Our employment lawyers have experience in

  • Drafting and Reviewing Employment Agreements.
  • Restructuring and Redundancy advice.
  • Disciplinary and Performance management processes.
  • Restraints of trade and protection of confidential information.
  • Representation in mediation, the Employment Relations Authority and Employment Court.
  • Drafting Policies such as health and safety and drugs and alcohol policies.

Employment Agreements

When hiring new staff it is important to get your employment contract right. We can draft contracts for you, or read over already drafted contracts and offer advice.

Have you been offered a new job and need advice on your employment contract? We can help. Our team can read your work contract and offer you advice.

Personal Grievance

We can help you with a personal grievance complaint against your employer.  There are many reasons you may want to take this step including;

  • Wrongful termination, if you have been fired or made redundant without your employer following the correct process or you have been fired for an unjust reason
  • Discrimination if you are being treated unfairly based on age, gender, sexuality, race, religion, ethical belief, or marital status

Health and Safety policies

Our team are experts at the Health and Safety at Work Act 2015. Our health and safety law experts can draft or revise workplace health and safety policies and drug and alcohol policies

Redundancy and Restructure

Restructuring is an effective way to implement changes to your business leaving open the opportunity to outsource, introduce technology, reassign work duties, increase the efficiency of your business, or to save money.

However, without carrying out proper process and due consideration, an employer’s decision to terminate an employee on the grounds of redundancy may be challenged through the personal grievance process.

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