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11 - 12 March 2026 | Grand Millennium, Auckland & Virtual

Exploring the evolving landscape of industrial and employment relations through critical discussions and legislative updates.

Industrial & Employment Relations Summit

Attend virtually or in-person

The 40th Annual Industrial & Employment Relations (IER) Summit is where industry leaders, and legal experts will converge to explore the latest developments in employment relations in New Zealand. This two-day event features insightful discussions, case law analysis, and practical workshops on critical topics such as employment law updates, workplace safety, employee rights, and the evolving role of technology in the workplace. Don’t miss this opportunity to gain valuable insights and network with fellow professionals in the field.

Hottest topics at IER

Contractor vs Employee

Understand the gateway test for businesses to utilise when deciding whether a person is an employee or a contractor.

Updating the Holidays Act 2003

Round up what is known about the pending changes and their impact on HR, IR and Payroll functions.

Managing the investigation process and serious misconduct

Develop a robust procedure

Preparing for mediation

Outline expectations, evaluations and effective communication

Restructuring and redeployments

Delve into the baseline for a lawful restructuring and legal positions and practicalities for redeployment

Social media boundaries

Navigate professional conduct and employer expectations

Take your knowledge to the next level – Practical application

3 separately bookable workshops

Conducting successful investigations

12 March 2025 | 9.00 AM – 12.30 PM

Navigating disciplinary actions: Best practices, key considerations and your obligations under the Employment Relations Act 2020

12 March 2025 | 1.00 PM – 4.30 PM

AI implications in an ER environment

12 March 2025 | 9.00 AM – 4.00 PM

Why should you attend?

Understand the current legislative landscape on hot topics including workplace health and safety, contractor arrangements, restructures and redeployments, and more

Uncover the developments from the latest case law and what this means for employee relations in Aotearoa New Zealand

Develop and deepen your understanding of the future and current industrial and employment landscape

Network with HR and ER professionals and practitioners, build connections and foster ideas

Who should attend?

Chief People Officers
HR Partners
HR Managers
Industrial and Employment Relations Leads
Employee Relations Managers
ER Specialists

+ anyone who is interested in understanding the scope of the legislative landscape and how it relates to New Zealand business

KEY SPEAKERS FOR 2026

Our 2026 key lineup brings together thought leaders, counsel and experts in HR. Check out more today.

Jennifer Mills

Director- Head of Practice Organisation

Jeniffer Mills & Associates

Jessie Lapthrone

Partner

Duncan Cotterill

Gillian Service

Partner | Kaiurungi

MinterEllisonRuddWatts

Venue

The location and how you can get there

Address

Grand Millennium Auckland
71 Mayoral Drive,Cnr Vincent Street,
Auckland 1010

Agenda

Agenda to be announced

8:45	Registration and coffee
9:00	Welcome remarks from the Chair Hannah King, Partner, Kiely Thompson Caisley
9:10	Ministerial address: Setting the legislative direction for employment relations in New Zealand Signaled and impending changes to the Employment Relations Act and strengthening employer confidence Insights into how proposed changes will affect employers, employees, and unions Highlighting the Government’s approach to balancing workplace fairness with business productivity Opportunities for collaboration between policymakers, employers, and the workforce
9:30	Employment law reforms 2025: What’s in force and what’s ahead Examining the major 2025 employment law amendments, their changes and their commencement timelines Considering implications for dispute resolution processes and employer obligations Reviewing early developments and case law influencing how the reforms are being interpreted and applied Identifying emerging themes and anticipated future amendments on the Government’s legislative horizon – especially with an election on the horizon Hamish Kynaston, Partner, Buddle Findlay
10:10	Employment Court update: Key decisions and emerging trends Reviewing recent landmark Employment Court decisions shaping current practice Identifying emerging themes in redundancy, personal grievances, and discrimination cases Assessing the Court’s approach to remedies, compensation, and reinstatement Translating case law insights into practical guidance for employers and practitioners Anticipating issues likely to dominate the Court’s agenda in the year ahead Michael Witt, Partner, MCVeagh Fleming
10:50	Morning break
11:20	The future of the Holidays Act 2003: The reforms, their impact on NZ businesses and ensuring you’re future proofing your employment agreements now Overview of announced changes and what they mean for employer – employee relations Annual leave calculations: How the amendments will influence entitlements, accrual, and pay rates Breakdown of amendments based on leave type – examining updates to Sick Leave, Bereavement Leave, and other forms of leave as provisioned under the law Practical impacts for payroll and HR systems: ensuring accurate record-keeping, payroll integration, and compliance Discussing the steps organisations should take now to be ready for the new framework Gillian Service, Partner\|Kaiurungi, MinterEllisonRuddWatts
11:50	Q&A on the Holidays Act 2003 Amendments
12:10	Health and Safety at Work Act 2015 – Examining updates to health and safety legislation and regulatory frameworks Understanding the proposed amendments and how they will be rolled out across sectors Emerging compliance trends: identifying the key focus areas for regulators, including high-risk industries and new workplace hazards What does the case law say: Discussing lessons from recent prosecutions and rulings including ongoing influence of Whakaari litigation What are the trends around sanctions? Understanding how liability under the current HSWA is being applied Sanja Marin, Senior Associate, Duncan Cotterill
12:40	Psychosocial safety in the workplace Discussing recent changes to the policy Obligations under the HSWA have enshrined the need for workplaces to take into account psychosocial safety issues as compliance risks with consequences under New Zealand legislation The role of “Good Faith” in legislative action under the HSWA and psychosocial safety What “psychosocial hazards” mean under New Zealand law, and what’s expected of PCBUs and officers in 2025 and beyond Identifying and mitigating psychosocial hazards before they escalate Steph Dyhrberg, Barrister, Steph Dyhrberg Barrister
13:00	Lunch Break
13:50	Workplace bullying and harassment: Legal duties, risks, and effective resolution strategies Understanding how bullying, harassment and victimisation are defined under New Zealand Clarifying employer obligations to provide a safe and respectful workplace Reviewing recent case law and ERA decisions shaping best practice Considering alternative approaches such as mediation and restorative processes Maria Dew, Kings Counsel, Britomart Chambers
14:20	A practical roadmap for fair and effective investigations When should an investigation be carried out The differences between internal and external investigative processes Steps in an investigation process What to keep in mind when interviewing Structure of an investigation report Fiona McMillan, Partner, Lane Neave
14:50	Performance management, trial periods, and unjustified dismissals: Legal tests and practical pitfalls Trial periods – compliance obligations to ensure protection Legal framework for managing employee performance during and after probationary periods Common procedural missteps that lead to unjustified dismissal claims Case law examples highlighting fair vs. flawed processes Practical guidance for dealing with roadblocks and common issues Jessie Lapthrone, Partner, Duncan Cotterill
15:20	Afternoon Break
15:50	Remedies in Personal Grievance cases: Where are we headed? Overview of current remedies available under the personal grievance framework Shifts in compensation levels and reinstatement orders from recent cases include case laws here Emerging limits on remedies in cases of serious misconduct
16:30	Panel Discussion: Employment Relations at Crossroads: The economic and societal forces reshaping workplaces Analysing how economic conditions are influencing employer decisions, wage expectations, and bargaining dynamics Discussing practical strategies for maintaining constructive employment relations and avoiding costly disputes in a volatile economy Considering how both unions and employers are adapting to balance financial constraints with fairness and retention Reflecting on what the current political and business climate signals for the future of work and employment relations in Aotearoa Elizabeth Coats, Partner, Bell Gully Julia MacGibbon,Senior Associate, DLA Piper Kerri Nuku,Kaiwhakahaere, New Zealand Nurses Organisation
17:10	Summary remarks from the Chair & networking drinks Hannah King, Partner, Kiely Thompson Caisley
17:20	IER Networking Function

8:45	Registration and coffee
9:00	Welcome back remarks from the Chair Hannah King, Partner, Kiely Thompson Caisley
9:10	Industrial action on the rise: The new era of union influence and collective bargaining Reviewing the recent trends and developments in union activity and collective bargaining Exploring legislative changes and key cases affecting industrial relations and strike action Discussing best practice for navigating collective bargaining and good-faith union relations Highlighting lessons learned from high-profile collective bargaining rounds and their wider implications for industrial relations Alastair Espie, Partner, Duncan Cotterill
9:50	Case law insights: Redundancy, restructuring, and redeployment obligations Recent case law clarifying the legal standards for redundancy and restructuring Judicial expectations on consultation, transparency, and fair process Redeployment obligations and when employers must offer alternative roles Lessons from cases where redundancies were found to be unjustified Key themes emerging from Employment Court and ERA decisions Practical guidance for employers navigating organisational change India Townsend, Senior Associate, Simpson Grierson
10:30	Morning break
11:00	Mixed motive dismissals: Practical approaches for legally complex dismissal cases What constitutes a “justified” dismissal What constitutes a “mixed motive” dismissal Key factors courts consider when multiple reasons may influence dismissal – how are they assessed, documented and outcomes from case law Risks for employers when performance, conduct, and other factors overlap Key considerations and practical strategies for mitigating unjustified dismissal risk Rosemary Wooders, Partner, Belly Gully
11:30	Managing highly paid employees What are the implications of the law change for employees earning over $180,00 per annum? The Australian experience – “the high-income threshold” and unfair dismissal The 12-month negotiation period – options and what to consider Recruiting highly-paid roles – likely issues and trends Wrongful dismissal – the return of the common law cause of action? Blair Scotland, Partner, Dundas Street
12:00	Discrimination and belief in the workplace: Legal boundaries and emerging challenges Examining current trends in belief-related discrimination claims and workplace tensions Understanding the legal framework under the Human Rights Act and Employment Relations Act for managing belief and expression in employment settings Reviewing recent case law and legal principles guiding the balance between freedom of expression, employee rights, and employer obligations Identifying practical risks and responsibilities for employers in handling value-based conflicts or complaints Highlighting proactive policies and workplace culture initiatives that promote respect, inclusion, and lawful conduct Jennifer Mills, Director- Head of Practice, Jeniffer Mills & Associates
12:30	Medical incapacity and return to work programmes Understanding the legal definition and thresholds for medical incapacity. Employer obligations under the Employment Relations Act, Human Rights Act, and Health and Safety at Work Act Managing medical evidence, independent assessments, and consultation requirements Determining when it is reasonable to end employment on medical grounds Developing lawful and practical return-to-work programmes aligned with medical advice Avoiding unjustified dismissal, discrimination, and procedural flaws Reviewing key case law and recent Authority decisions for guidance and compliance Melissa Johnston, Partner, BE Employment Law
13:00	Lunch Break
14:00	Immigration Law update: What the changes to the Accredited Employer Work Visa and Specific Work Purpose Visa systems mean for employment, employers and migrant workers Reviewing recent updates to New Zealand’s immigration framework and work visa policies Examining compliance obligations for employers hiring migrant workers Identifying common risks and penalties in employment- immigration overlaps Considering case law and regulatory enforcement trends in migrant employment
14:30	Employee fraud and misconduct: Employer remedies and freezing orders Defining employee fraud and serious misconduct in the employment context Legal remedies available to employers when fraud is discovered The use of freezing orders to prevent dissipation of assets Case law examples illustrating successful and unsuccessful claims Balancing disciplinary action with potential criminal proceedings Practical steps for investigation, evidence gathering, and risk management Greg Cain , Partner, Dentons
15:00	Afternoon Break
15:20	Quick-fire: Television New Zealand Ltd v Talley's Group Ltd The defamation trial between Television NZ and Talley’s Group is ongoing in the High Court in and has significant potential impact on case law in New Zealand. This quick update session will examine the impacts on our understanding of the Protected Disclosures Act, the HSWA and the Employment Relations Act and how it is related to this landmark defamation case
15:40	Generative AI in HR and employment Law: Risks, opportunities, and the problem of “AI hallucinations” in claims Understanding how generative AI is being used in HR processes such as recruitment, performance management, and workplace investigations Legal risks from bias, discrimination, and privacy breaches when AI is deployed in decision-making Opportunities for efficiency, consistency, and data-driven insights in employment relations The problem of “AI hallucinations” and when AI creates false or fabricated information in claims or evidence Case examples of how AI-generated content is already appearing in employment disputes Employer responsibilities for oversight, transparency, and accountability when AI tools are used Gracey Kim, Associate, Jennifer Mills
16:10	Summary remarks from the Chair & end of Summit Hannah King, Partner, Kiely Thompson Caisley

Speakers

Speakers to be announced

Jeremy Ansell

Senior Associate

Duncan Cotterill

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Hannah King

Partner

Kiely Thompson Caisley

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Hannah is a solutions-driven employment law expert. She combines a high level of technical proficiency in handling complex legal issues with a pragmatic and commercial approach. Her experience spans the full range of contentious and advisory employment law issues, including privacy, health and safety and human rights matters arising in the workplace, and independent workplace investigations. When it comes to the most confronting and sensitive workplace issues, she is particularly adept at partnering with clients to manage risk, find practical solutions and deliver the best outcomes. Hannah has a wealth of experience representing clients at mediation and in litigation, serves as a trusted advisor to clients across diverse industries, and frequently presents at seminars and conferences. Hannah was recognised by Doyle’s Guide as a Rising Star in Employment and WHS Law in 2022 and 2023.

Julia MacGibbon

Senior Associate

DLA Piper

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Julia has diverse litigation experience and has appeared in the Employment Relations Authority, Human Rights Review Tribunal, Employment Court, District Court, High Court and Court of Appeal on a range of contentious matters. Julia’s specialisms include employment investigations, management of employee performance and misconduct issues; change management processes (restructuring and redundancy); discrimination/human rights complaints; restraint of trade; health and safety compliance; and Holidays Act compliance. Julia has acted on a range of matters for large employers, including personal grievances, collective bargaining and strike actions, Labour Inspectorate Holidays Act audits, WorkSafe New Zealand health and safety prosecutions and civil claims involving breaches of restraints. Julia regularly presents at industry seminars and contributes to legal articles.

Maria Dew KC

Britomart Chambers

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Maria has a specialist practice with a focus on employment law, health and safety, medico legal, professional misconduct, and human rights. Her practice spans advocacy in the Courts, reviews and investigations and mediator appointments. Over the last decade, Maria has gained a strong reputation for conducting complex and sensitive investigations and reviews. These appointments have included those for the Crown Law, Health NZ, the Royal Australasian College of Physicians , both the New Zealand Labour Party and the National Party, MediaWorks, Lyttelton Port Company, various Universities, City and Regional Councils and national sporting bodies. For a list of Maria’s recent Court cases and investigations see her website at https://britomartchambers.nz/maria-dew/www. Maria has also served as President of the New Zealand Bar Association and Deputy Chair of the Health Practitioners Disciplinary Tribunal in past years.

India Townsend

Senior Associate

Simpson Grierson

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Gracey Kim

Associate

Jeniffer Mills & Associates

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Gracy Kim is an employment law specialist with extensive litigation experience. Gracy has completed an internship with the New Zealand Police in Auckland Central, where she contributed to legal research and the drafting of court submissions. She has assisted our clients in all aspects of employment laws and industrial relations, including legal compliance, restructuring, disciplinary matters, investigations, interim injunction documents, executive remuneration and regulation, negotiating exit settlements and dispute resolution. She also provides advice to employers on their compliance with privacy and human rights obligations.

Having a wealth of legal knowledge and experience, Gracy is well placed to provide our clients with comprehensive legal advice, tailored solutions and assistance to suit their individual needs. She is a fierce advocate, and is committed to providing the highest level of service to all of our clients.

Gracy graduated from the University of Auckland with a Bachelor of Laws / Bachelor of Health Sciences.

Blair Scotland

Partner

Dundas Street

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Blair has broad experience in employment law and employment relations issues, having worked in law firms and in-house in ER roles for more than 25 years. He provides representation and advice to a variety of clients in both the public and private sectors, and holds a master’s degree in law from Victoria University. In 2013 Blair and Susan Hornsby-Geluk set up Dundas Street Employment Law, a specialist firm based in Wellington with clients throughout the country.

Hamish Kynaston

Partner

Buddle Findlay

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Hamish is a partner in Buddle Findlay’s national Employment Law Team, based in Wellington. Hamish and his team are well known for both their advisory and dispute-based work, and in particular for their pragmatic approach to employment relationship issues. They have been involved in some of the most high-profile cases in Aotearoa – and in many more that could have been high-profile, but were resolved before they got to that point. Hamish is looking forward to sharing Buddle Findlay’s insights and hearing the insights from others at the I&ER Summit in 2026.

Greg Cain

Partner

Dentons

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Steph Dyhrberg

Barrister

Steph Dyhrberg Barrister

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Steph Dyhrberg is an employment barrister and mediator practising in the Wellington region, and around Aotearoa. She was one of the founding partners of Dyhrberg Drayton Employment Law. Steph is an expert in assisting employers in the prevention, management and investigation of workplace sexual harm and bullying. She provides independent complaints services for New Zealand Rugby, and has previously run similar services in sports, for SKY Sport and the Human Rights Commission. Steph was a finalist in the 2018 Women of Influence Awards in the Diversity category, and was awarded 2018 Wellingtonian of the Year for her work in tackling sexual harassment in the legal profession.

Elizabeth Coats

Partner

Bell Gully

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Liz is a specialist employment lawyer who delivers practical, commercially-focused advice. She has a reputation for being accessible and responsive, and is known for her clear and pragmatic advice. Liz is a member of Bell Gully’s Board. Liz advises some of New Zealand’s largest employers on the full range of employment and industrial relations issues. She regularly provides advice on compliance with minimum employment standards, restructuring processes, restraints of trade, collective bargaining and industrial action, and complex remediation processes. Liz is a trusted advisor to executive leaders and Boards on sensitive employment matters, such as negotiated employee exits, whistleblower investigations, health and safety matters, and responding to privacy breaches that affect employees. Liz takes a pragmatic approach in seeking to resolve employment relations problems, and has substantial experience in mediation, and leading litigation in the Employment Relations Authority, Employment Court and Court of Appeal (and other courts).