Employment Advocacy · Representation

When work turns to conflict, whose side are you on?

We represent employers and employees through personal grievances, mediation and the Employment Relations Authority — one side at a time, with a steady hand and a clear head. Tell us where you stand.

I am an —

You're facing a decision, a dismissal, or treatment that isn't right. Here's how we stand with you.

For employees

You did the work. You deserve to be heard.

When you've been dismissed, disadvantaged or treated unfairly, the process can feel stacked against you — unfamiliar forums, tight deadlines, and an employer with resources on their side.

We level that. As your advocate, we assess whether you have a personal grievance, we put it properly, and we carry it — through mediation and, if it comes to it, the Employment Relations Authority. You keep your footing; we do the standing.

We assess where you stand

Honest read

A clear-eyed view of whether you have grounds, what it's worth, and the timeframes that matter — including the 90-day window to raise a grievance. No false hope, no scare tactics.

We raise it, properly put

The grievance

A well-drafted grievance frames the facts and the law in your favour from the outset. How it's put at the start shapes everything that follows.

We speak for you in mediation

Resolution, early

Most matters settle here. We negotiate the strongest realistic outcome — confidentially — so you can move on without the cost and strain of a hearing.

We carry it to the Authority

If it must go further

If mediation doesn't resolve it, we prepare and present your case to the Employment Relations Authority — and advise on the Employment Court beyond, should it come to that.

What we act on

Common employee matters

Unjustified dismissal

Let go without good reason, or without a fair process. The most common grievance — and often the strongest.

Unjustified disadvantage

Action that worsened your role or conditions — demotion, exclusion, or unfair treatment short of dismissal.

Redundancy & restructures

When "your position is gone" is really a dismissal in disguise, or the process wasn't genuine or fair.

Bullying & harassment

Including sexual harassment, where a longer window to raise a grievance applies. Handled with discretion.

Speak with an advocate → Confidential · Senior advisers only

For employers

A grievance landed. Now it needs a steady response.

A personal grievance, a difficult exit, or a restructure done wrong can cost you money, time and reputation — and a reactive response often makes it worse.

We act for employers with commercial judgement: defending grievances, getting process right before it's challenged, and resolving matters quietly and early wherever the numbers and the risk point that way. Firm where you should be, pragmatic where it pays.

We assess your exposure

Clear-eyed risk

An honest view of where you're strong, where you're exposed, and what the matter is realistically likely to cost — so you decide from facts, not anxiety.

We respond to the grievance

Considered, not reactive

A well-judged response protects your position and avoids the missteps that turn a weak claim into a strong one. Strategy from the first letter.

We represent you in mediation

Resolution, contained

Most matters should end here. We negotiate a clean, confidential settlement that closes the dispute and limits the cost — commercial, not combative.

We defend you at the Authority

If it escalates

If the matter proceeds, we prepare and present your defence at the Employment Relations Authority — and advise on the Employment Court should it go higher.

What we act on

Common employer matters

Defending a personal grievance

A current or former employee has raised a claim. We protect your position and pursue the cleanest resolution.

Getting process right

Disciplinary, performance or dismissal processes done properly — so a fair decision can't be unwound on procedure.

Restructures & redundancy

Genuine, well-run restructures that achieve the change you need without manufacturing a grievance.

Exits & settlements

Negotiated departures and settlement agreements that close cleanly and hold up later.

Speak with an advocate → Confidential · Senior advisers only

We act for one side at a time — and we act for it fully. Whichever side of the table you're on, you have our whole judgement, never a divided loyalty.

Common questions.

Do I need a lawyer, or can an advocate represent me? +

In employment matters you can be represented by any person or organisation you choose — including an employment advocate — at mediation and the Employment Relations Authority. We'll be clear about where advocacy serves you and where a referral is the right call.

How long do I have to raise a personal grievance? +

Generally 90 days from when the issue arose or came to light, with a longer window for sexual harassment grievances. Deadlines matter, so it's worth taking advice early rather than late.

Will this end up in a hearing? +

Usually not. Most matters resolve at mediation, confidentially. We prepare every matter as though it could proceed, which tends to produce the strongest settlement — but we aim to resolve early wherever that serves you.

Do you act for both employers and employees? +

Yes, but never on the same matter or against an existing client's interests. We act for one side at a time and give it our full, undivided judgement.

What will it cost? +

That depends on the matter and how far it runs. We're transparent about fees from the outset and will give you a clear sense of cost and likely outcomes at your first consultation.

Begin

Stand on the front foot — with someone in your corner.

Speak with a senior adviser, in confidence, about where you stand and the strongest way through.

Book a confidential consultation →