×

Registrant Details

Use this window to add all the registrants you wish to register on behalf of. If you want to attend the course also, ensure you add yourself as one of the registrants. Make sure you press "Save" after adding each new registrant.

Registrant 1
First name
Last Name
Email Address
Username ( if known )
NZLS Member or Associate Member?
1x Registrant
Proceed to Checkout

Package includes:

On Demand Module  l  Electronic booklet  l  PowerPoint Presentation

Package Fee (incl GST)

  • $185 - NZLS members and Associate members
  • $240 - Non-members

Note: Access to the online files is via your "My CPD" page. If you would like to purchase multiple packages, please contact us here.

On Demand Module

Presentation time: 120 minutes
2
CPD HRS

Redundancy processes can be a minefield to navigate, with employers needing to ensure consultation, selection and redeployment processes are robust, whilst also developing a justified business case for a restructure. This module will look at developments and key considerations for restructure processes in 2024 so that you are able to provide your clients with clear advice, whether you are representing the employee, the employer or providing advice in house.

Topics covered will include:

  • Trends and common mistakes
  • Practical tips for developing a robust business case
  • A discussion of “relevant information” and what needs to be disclosed
  • Good faith consultation
  • A review of selection/redeployment processes
  • An update on remedies including reinstatement in redundancy cases.

Learning objectives

By completing this module you will:

  • Advise clients on restructuring processes, selection criteria and redeployment obligations.
  • Understand how to mitigate the risk of personal grievance claims.

Electronic paper 

Authors: Bronwyn Heenan, Rebecca Rendle
Published: 26 March 2024
Pages: 16

Introduction

A redundancy is termination of employment for cause. A dismissal for redundancy must be justifiable in the same way as any other dismissal (see s 103A Employment Relations Act 2000) (ERA). As with any other dismissal there must be a good reason for it (substantive justification) and it must be carried out in a procedurally fair way.

PowerPoint Presentation

These are the slides included in the presentation.

HEENAN Bronwyn RENDLE Rebecca  
Bronwyn Heenan
Simpson Grierson
Wellington		 Rebecca Rendle
Simpson Grierson
Auckland		  

Questions?

In order to assist us in reducing spam, please type the characters you see:

You might also be interested in ...