Structured processes to manage underperforming staff with reduced risk of disputes — fair, documented, and aligned with current NZ employment law.
Under section 103A of the Employment Relations Act, a dismissal isn't judged only on whether you had good reason to act. It's judged on whether a "fair and reasonable employer" would have followed the same process — properly investigating the issue, raising concerns with the employee, and giving them a genuine opportunity to respond before any decision is made.
Built to be legally robust, with clear SMART goals, real support, and regular documented feedback.
A clear record of expectations, progress, and conversations through every stage.
Set goals that are specific, measurable, achievable, relevant, and time-bound.
Practical guidance for the discussions no manager looks forward to having.
Because in the eyes of the Employment Relations Authority, if it wasn't written down, it didn't happen.
Know when a process moves to formal discipline, restructuring, or a managed exit — and how to do it fairly.
Guidance aligned with current NZ legislation, including the section 103A test of justification.
Proper records for every meeting and milestone, so your process can stand up to scrutiny.
From the first conversation through to the outcome — we do the work with you.
Act quickly before a performance issue drifts into a personal grievance.
Support for a single PIP or an ongoing performance management framework.
Book a free HR & H&S audit, or talk to us before you start the conversation.
