2026 law changes. The Employment Relations Amendment Act 2026 came into force on 21 February 2026 and changed some personal grievance rules. See what changed and what it means for you →
What a fair redundancy looks like
- A genuine business reason: the role is really no longer needed, not just the person in it.
- Real consultation before the decision: you get the information the proposal is based on and a genuine chance to comment.
- Fair selection if only some people in similar roles are affected.
- Considering redeployment into other suitable roles.
- Notice and final pay as set out in your agreement, including holiday pay.
Signs your redundancy may not be genuine
- Your role is re-advertised, or someone else is quietly doing it
- The restructure came soon after you raised a complaint, got injured or went on leave
- The decision was made before any consultation
- You were the only person affected, with no clear business reason
Redundancy pay and exit packages
New Zealand has no automatic legal right to redundancy compensation. You're only entitled to it if your employment agreement says so. Where the process or reason is flawed, though, we can often negotiate a better exit package as part of a settlement.
Common questions
Am I entitled to redundancy pay in NZ?
Only if your employment agreement includes it. But if the redundancy wasn't genuine or the process was unfair, you may have a personal grievance, which can lead to compensation.
How long do I have to challenge a redundancy?
You need to raise a personal grievance within 90 days. Get in touch as early as you can, even during the consultation period.
Other ways we can help
This page is general information about New Zealand employment law, not legal advice for your situation. Call us for a free assessment.