New Zealand employment advocacy

Know where you stand before the first call.

If you have been dismissed, restructured, pressured to resign, harassed at work, or told a trial period applies, use this confidential case check to organise the facts, protect your redundancy rights in NZ, and flag urgent personal grievance time limits.

Start the free case check See what to prepare
⚖️ 14 years

NZ employment law experience

🤝 1,500+

Employment mediations

💼 $22.9M+

Settlement outcomes

⭐ 95%

Settlement success rate in suitable accepted matters

Kam Andrews has experience across exit packages, mediations, Employment Relations Authority matters, and Employment Court matters. Past outcomes do not guarantee future results.

No win no fee employment Advocate Redundancy rights NZ Unjustified dismissal NZ Personal grievance help

High-intent employment issues

The first conversation is stronger when the facts are already sorted.

Unjustified dismissal

For terminations, failed process, trial-period concerns, forced resignations, and situations where the decision may not have been fair or reasonable.

Redundancy and restructuring

For proposed restructures, consultation problems, selection concerns, redeployment questions, and redundancy outcomes that may not be genuine.

Unjustified disadvantage

For warnings, suspension, changed hours or duties, bullying responses, performance management, pay issues, or treatment that affects your work.

Mediation preparation

For employees or employers who need the documents, timeline, negotiation position, and settlement details prepared before a mediation meeting.

Client feedback

Real client experiences.

Feedback from employment clients who worked with Kam. (IMPORTANT: Past outcomes do not guarantee future results.)

Free initial consultation

Employment
case check

Complete this confidential case check so Kam has the key facts before the first call. It helps organise your timeline, issue type, evidence, and preferred outcome.

⚠️ Crucial Legal Time Limits Apply:

Personal grievance claims must usually be raised within 90 days for standard issues like unjustified dismissal or redundancy. Workplace sexual harassment personal grievances have an extended 12-month timeframe. Act before your window expires.

Employment Case Check

How matters typically progress

From first review to resolution strategy.

Initial review

Case planning and deadline check

Kam reviews the facts, documents, employer details, risk level, and any personal grievance timing issues before recommending next steps.

Resolution path

Negotiation, mediation, or formal process

Where possible, the goal is early practical resolution. If needed, the matter can move through mediation and formal employment processes.

Authority to act

Clear engagement before contacting anyone

Before contacting an employer, the client can be sent terms of engagement and authority to act so roles and next steps are clear.

Before you start

What to prepare for your case check.

Contact details: your name, phone, email, best call time, and preferred contact method.

Employment details: employer name, role, pay, start date, end date if relevant, current work status, and who made the decision.

Case details: what happened, key dates, urgency, evidence, documents, and the outcome you want.

Supporting documents: employment agreement, dismissal letter, redundancy letter, warning letter, emails, texts, payslips, or meeting notes.