Business Law Library & Tracker
Workplace Investigations & Misconduct
Complaints, investigations, suspension, discipline and performance process.
Sources last reviewed 28 July 2026
Main law guides
157
Acts, regulations and codes worth reading first
Topics
60
Plain-English clusters
Published case explainers
96
Selected cases with a business lesson
Tracked updates
8
New, amended & reviewed
Plain-English explainers, not legal advice. Use the linked official source for section-level detail, and get advice for your situation.
Get legal helpMain laws
Employment Relations Act 2000
2000 No 24
Plumbers, Gasfitters, and Drainlayers Act 2006
2006 No 74
Real Estate Agents Act 2008
2008 No 66
Health and Disability Commissioner Act 1994
1994 No 88
Registered Architects Act 2005
2005 No 38
Social Workers Registration Act 2003
2003 No 17
Lawyers and Conveyancers Act 2006
2006 No 1
Defamation Act 1992
1992 No 105
Valuers Act 1948
1948 No 63
Insolvency Practitioners Regulation Act 2019
2019 No 29
Cases
Edgecumbe Supermarket v Petersen
Employers must ensure that employment agreements are clear, that they follow proper procedures when addressing employee concerns or disciplinary matters, and that...
Insight New Zealand 2007 Ltd v Johnstone
For business owners, the main lesson is not that safety expectations are unimportant. It is that serious allegations need clear rules, a fair investigation and a...
National Collective of Independent Women's Refuges Nga Whare Whakaruruhau O Aotearoa v Love & Crestani
For ordinary employers, the lasting lesson is about responsibility. Even where another organisation funds you, audits you, sets standards, requires reporting, or...
Allied Investments Ltd v Jones
Employers must ensure that any changes to employment terms, such as commission structures, are clearly communicated and agreed upon with employees. Failure to do so...
The Chief Executive of Oranga Tamariki - Ministry for Children v Hill
Employers operating in high-risk environments, such as youth justice facilities, must ensure that their staff are well-trained in the use of force and understand...
Yang v Te Whatu Ora - Health New Zealand
Employers must be transparent and fair when addressing performance concerns, especially in regulated environments. If an employee is placed on a supported training...
E Tū Inc v Singh
Employers and unions must ensure that disciplinary processes are conducted fairly, with clear reasons for dismissal and a genuine opportunity for employees to...
Ford v Henry Brown and Co Ltd
Ford v Henry Brown and Co Ltd is a reminder that employers must be proactive and transparent during recruitment and dismissal. If you do not ask direct questions...
Appleton v Tasman Cargo Airlines Pty Ltd
Employers must ensure that disciplinary investigations are conducted fairly and in line with both internal procedures and industry standards. In safety-critical...
Henry v South Waikato Achievement Trust
Employers should avoid rushing disciplinary actions and not rely on minor procedural defects to justify dismissals. The Court requires substantive fairness and...
Pact Group v Robinson
Employers must ensure that disciplinary actions are based on clear and substantiated grounds, and that processes are conducted fairly and transparently. Failure to...
Turner v Te Whatu Ora
Employers can justify dismissal for serious misconduct arising from social media posts if those posts damage the organisation’s reputation or breach codes of...
Wilson-Grange Investments v Guerra
This case shows that small businesses cannot unilaterally reduce staff hours or wages, even in tough times like pandemic lockdowns. Employment agreements must be...