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HR and Employment Advice for Christchurch Businesses

Get 24/7 employment relations advice, workplace support and claims representation

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Workplace Advice When You Need It

Access 24/7 employment relations advice, workplace documentation and claims support to help manage employee issues with confidence.

Support tailored for Christchurch Businesses

Guidance on disciplinary processes, dismissals, misconduct investigations, workplace conduct issues and other employment challenges facing Canterbury businesses.

Trusted by 6,500 NZ Businesses

Helping employers navigate employment obligations, workplace disputes and employee conduct matters through practical, ongoing support.

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How we support Christchurch employers

Whether you manage a construction site, manufacturing operation, engineering workshop, agricultural business or commercial workplace, our Employer Line helps you manage employee issues before they become costly disputes

24/7 employment relations advice when workplace issues arise
Guidance on disciplinary processes, warnings and dismissals
Assistance managing misconduct, serious misconduct and workplace conduct concerns
Practical employment documents, templates and workplace policies
Support with investigations, suspension processes and employee meetings
Advice on performance concerns, absenteeism and workplace conflict

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Get Help Now

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Disciplinaries that hold up

Under the Employment Relations Act, dismissal or disciplinary action has to pass a simple test: would a fair and reasonable employer have done the same thing, in the same way? That means a good reason isn’t enough. The process must be fair too.

Investigating the concern properly before reaching a view
Telling the employee exactly what the allegations are
Giving them the information you’re relying on
Letting them know they can bring a support person or representative
Giving them a real chance to respond
Genuinely considering their response before deciding the outcome

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Get HR help now

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Representation if a dispute escalates

If an employee raises a personal grievance or files with the Employment Relations Authority, we represent your business through mediation and if covered by Peninsula Protect, through the Authority process. Our team runs the case, with employment lawyers behind it if a matter becomes complex.

$3.3M paid to resolve claims in FY26 | 310 claims resolved | Up to $400,000 cover per claim (T&C's apply)

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Common issues on Christchurch sites and shop floors

Safety breaches: A worker ignores a site rule or puts others at risk. You need to decide whether it’s serious misconduct and respond fairly.

Drug and alcohol concerns: Testing has to follow your policy and the employment agreement, and the outcome needs a proper process.

Lateness and no-shows: Repeated attendance issues on a crew that can’t start without everyone.

Conflict on the team: Bullying, arguments or a breakdown between a supervisor and staff.

Suspension during an investigation: You want someone off site while you look into a serious allegation, but suspending without consultation or an appropriate reason can create its own claim.

Call 0800 675 698

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How the Employer Line works for Christchurch businesses

Call anytime, anywhere:

Our employer line is open 24/7, so you can call the moment something goes wrong, and your first call is free.

Follow the right process:

Get clear guidance on letters, meetings and what to say in them from our NZ-based team.

Reach a defensible outcome:

Whether it’s a warning, a final warning or a dismissal, make sure it’s proportionate and well documented.

Call now 0800 675 698

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Our frequently asked questions and answers

How many warnings do I need to give before dismissing someone?

There’s no set number. It depends on the seriousness of the conduct, your policies and what the employee has been told. Serious misconduct can justify dismissal without previous warnings, but only after a fair process.

Can I suspend an employee while I investigate?

Only where there is a valid reason to suspend, such as a danger to health and safety, and then only after you’ve told them you’re considering it and given them a chance to comment. Call us before you do it.

Can I dismiss someone for failing a drug test?

It depends on your policy, how the test was done, the level of the drugs in the employee’s system and their role. A failed test is the start of a process, not the end of one.

Do you come to our Christchurch site?

No, all advice is given by phone and online. But you're not dealing with an offshore call centre: our advisors are all New Zealand-based and available 24/7. Whether you're on a site in Hornby or a workshop in Rolleston, you can reach an expert straight away, and your first call is free.

Call now 0800 675 698

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Still have questions? We've got the right answers

Call our Employer Helpline 24/7

Call 0800 675 698