If you are facing a workplace dispute, redundancy, dismissal, or performance issue in Marlborough, you have legal rights under New Zealand's Employment Relations Act 2000. Sarah Wadworth at Lane Neave provides specialist employment law advice for both employees and employers in Blenheim and across New Zealand — from personal grievances and restructuring through to employment agreements and disciplinary processes.
Last updated: March 2026
An employment lawyer advises on the legal relationship between employers and employees. In New Zealand, employment law is governed primarily by the Employment Relations Act 2000, which sets out the rights and obligations of both parties. The Act requires every employer to act in good faith and follow a fair and reasonable process in all employment decisions.
Sarah Wadworth has extensive experience advising on all aspects of employment law. Before joining Lane Neave in 2024, Sarah was a Partner at a general practice firm in Blenheim where she conducted a general litigation practice with a strong emphasis on employment matters. She has appeared in mediations, the Employment Relations Authority, and the Employment Court on a wide range of claims.
Sarah advises employees and employers across the full range of employment law matters, including:
Under section 114 of the Employment Relations Act 2000, an employee must raise a personal grievance with their employer within 90 days of the date the grievance arose. This is a strict time limit. If you miss it, you may lose the right to pursue your claim entirely, unless the Employment Relations Authority grants an extension — which requires showing that the delay was not unreasonable and that the employer will not be unfairly prejudiced.
The most common types of personal grievance are unjustified dismissal and unjustified disadvantage. Section 103A of the Act establishes the test: whether the employer's actions, and how the employer acted, were what a fair and reasonable employer could have done in all the circumstances at the time.
"In our experience, the most common mistake employees make is waiting too long to seek legal advice. Early advice — ideally within the first week of an issue arising — gives you significantly more options and stronger negotiating leverage. If you're unsure whether you have a claim, a quick conversation can save you months of stress."
— Sarah Wadworth, Special Counsel, Lane Neave
Redundancy occurs when an employer no longer requires a role to be performed. New Zealand law does not prevent employers from restructuring, but it does require them to follow a fair and reasonable process. The employer must have a genuine business reason for the restructure, consult meaningfully with affected employees before making a final decision, and consider redeployment options where available.
If your employer has failed to follow a proper process — for example, by making a predetermined decision before consulting with you, or by selecting you for redundancy based on personal reasons rather than genuine operational needs — you may have a personal grievance for unjustified dismissal.
Remedies for a successful personal grievance can include lost wages (up to three months or more), compensation for hurt and humiliation (commonly between $5,000 and $25,000 depending on severity), and reimbursement of legal costs. In serious cases, reinstatement to the role may also be ordered.
Sarah also advises employers — from small businesses and family operations through to larger organisations in the Marlborough region. Employer-side advice includes drafting compliant employment agreements, managing disciplinary and performance processes, navigating restructures, and defending personal grievance claims.
Getting the process right from the start is critical. The Employment Relations Authority consistently finds that employers who follow a clear, documented, good faith process achieve better outcomes — even when difficult decisions like dismissal or redundancy are necessary.
Sarah offers a free 30-minute initial consultation with no obligation to proceed. If you decide to engage Sarah for further advice or representation, fees are discussed upfront so there are no surprises. Many employment matters are resolved at mediation, which keeps costs manageable.
If your employer has a valid 90-day trial period clause in your employment agreement and you signed it before starting work, your right to raise a personal grievance for unjustified dismissal is limited. However, trial period clauses must meet strict legal requirements under section 67A of the Employment Relations Act 2000. If any requirement was not properly met, the clause may be invalid — and you may still have a claim.
You are not required to have a lawyer at MBIE mediation, but it is strongly recommended. Mediation is a negotiation, and having experienced legal representation ensures you understand the strength of your position, the range of likely outcomes, and whether any settlement offer is fair. Sarah regularly represents clients at MBIE mediations throughout New Zealand.
An employer cannot unilaterally change the fundamental terms of your employment — including your role, hours, or pay — without your agreement. If your employer is proposing changes, they must consult with you in good faith and give you a genuine opportunity to provide feedback before any decision is made. Imposing changes without proper consultation may amount to an unjustified disadvantage.
The Employment Relations Authority (ERA) is the first-instance body that investigates employment disputes. It operates less formally than a court and aims to resolve matters quickly. Either party can challenge an ERA determination by filing an appeal to the Employment Court, which conducts a full hearing. Most employment disputes are resolved at mediation or the ERA stage without needing to go to the Employment Court.
Take the first step. Sarah offers a complimentary 30-minute consultation to discuss your employment law matter — no obligation, no pressure.
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