Specialists looking after you 

Dunedin, Otago

Receive qualified employment law advice from our employment law specialists


From deciphering employment contracts through to employment relations and unjustified dismissals, our team of employment law specialists can certainly assist. Please contact our Employment Law team if you require help with any of the following areas:

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If you need a reputable Dunedin law firm to represent you in any employment matter such as an unfair dismissal, wrongful dismissal or employment disputes, Jenny Beck Law is the firm who can give solid employment law advice. Contact us today to find out more.

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Disputes, personal grievances and workplace bullying are all real. Receive specialist advice on employment law from our Dunedin, Otago based employment lawyers

  • Our experienced employment lawyers are here to represent you.
  • Talk to us about unfair dismissal, unfair disadvantage or forced resignation.
  • Professional assistance is given for ambiguous employment agreements and tough employment relations.
Throughout Dunedin and Otago

Are you at the receiving end of an unfair dismissal? 
Jenny Beck Law can help

Sometimes employment relations can turn sour and in these circumstances things can end badly. You may find yourself on the receiving end of an unjustified dismissal. This type of situation is stressful to deal with and can significantly impact upon your career.

Under New Zealand law your employer is obliged to follow a fair process and provide good reason for terminating your position – unless you are within your 90 day trial period. Please be aware that your employment can be terminated without your employer giving you notice or good reason within your first 90 days at a new job, provided you have such a clause in place.


If you have passed your 90 day trial period and your boss hasn’t followed a fair process or has failed to provide a valid reason for your dismissal – then you can claim a personal grievance. To lodge a personal grievance against your employer, you must do so within 90 days of the date you were dismissed.

If your position has not been terminated and you resigned because your employer placed pressure upon you to resign or made work unbearable for you – this is referred to as forced resignation or constructive dismissal. Whether you have been unfairly dismissed or forced to resign, our Dunedin-based solicitors know what to do and will assist you.

Tips to ensure your new employment agreement is watertight

To make sure the very basics of an employment agreement are covered, our team have put together some tips to ensure you are covered. If you are an employee, not a contractor or volunteer, then it is a legal requirement that you have a written employment agreement between you and your employer. Your agreement clearly lays out what you are expected to do, the benefits and obligations you have agreed to and the process to follow when things are not going well.


In every employment agreement there are mandatory clauses. These include:

  • the names of you and your employer
  • your position or job title
  • a description of the work you will undertake
  • where you will work
  • your agreed hours of work
  • how much you will be paid
  • whether public holidays are observed or not
  • the process if your employer restructures or sells
  • what to do if there is a problem in the employment relationship

There are also optional clauses which specify additional terms or benefits. These may include:

  • trial periods
  • overtime payments or time off in lieu
  • use of work vehicles and or parking spaces
  • dress code
  • confidentiality
  • study leave
  • drug testing
Despite the best intentions, not all employment agreements are written plainly. Your employer must let you know you can seek legal advice and give you adequate time to do so. It is always advisable to understand exactly what you are signing and be clear of any ambiguity. After all, this is what we are here for. 

Besides specialising in employment law we can also assist with property law, estates and wills, and family law in Dunedin. Please contact Jenny Beck Law today to arrange your first consultation. Our team look forward to meeting you and being of assistance.

Frequently asked questions for employment law


A personal grievance is a legal claim that an employee can take against their current or former employer if they believe their employer has acted unfairly or unreasonably towards them.

You have 90 days from when the issue first arose or first came to the employee’s attention to formally raise the grievance. If 90 days has passed, please contact us to discuss options.

Mediation is a type of dispute resolution used to try and resolve disputes between an employee and its employer. It is a confidential and semi-formal process. Our employment team is experienced in negotiating toward an outcome that works best for you.

A trial period may be included in your Employment Agreement when you start a new job. It allows the employer to assess your performance for up to 90 days. During this period, the employer can dismiss you without following the usual process. if you believe a trial period does not apply to your employment but you have been dismissed anyway, get in touch with us for a confidential discussion and advice.

A disciplinary meeting is a formal discussion between you and your employer if they have concerns about your performance or behaviour at work. You will have a chance to respond to these concerns during the meeting. You have the right to bring a support person to this meeting. We often attend these meetings with our clients, reach out if you wish to discuss a disciplinary meeting.

Specialists looking after you

Dunedin, Otago