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10-11 March 2027 | Crowne Plaza 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 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 from 2026

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 FROM 2026

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

Alastair Espie

Partner

Duncan Cotterill

Emma Peterson

Partner

Russell McVeagh

Gillian Service

Partner | Kaiurungi

MinterEllisonRuddWatts

Featured workshop: Holidays Act reform

A practical session explaining the Holidays Act reforms, how leave calculations change, and how to prepare systems and teams for compliance.

Venue

The location and how you can get there

Address

Crowne Plaza Auckland
128 Albert Street
Auckland Central,
Auckland 1010.

2027 Agenda

Agenda to be announced

8:30	Registration and Coffee
9:00	Welcoming remarks from the Chair
9:10	Ministerial Address We will extend an invitation post November 2026 election period. Please stay tuned.
9:30	Employment Relations in 2027: The post-election reality What the election result and coalition agreement mean for employers Which 2026 changes are retained, amended or proposed for repeal Any first 100-days employment commitments and timing Decisions HR teams should make now versus defer
10.10	From the Employment Courts: What are the latest findings and what are the priorities moving forward?
10.40	Morning break
11:00	12 months on: The Employment Relations Amendment Act in practice Twelve months on from the introduction of significant changes to New Zealand's employment law framework, how are employers navigating the new rules, and what have we learned about their practical application? This session will run through these in a quick-fire manner with a focus on the practical implications for businesses. The $200,000 income threshold: What employers need to consider when negotiating employment agreements and managing senior employees Serious misconduct and remedies: How changes to employee contribution and personal grievance remedies are affecting disciplinary decisions Personal grievances and settlements: The practical implications for mediation, negotiation, reinstatement and litigation strategy Employee or contractor? Understanding the gateway test and its implications for worker classification
11:40	Employment Leave Reform: What employers need to know and prepare for The key changes to leave entitlements, calculations and obligations under the Employment Leave Act 2026 Managing existing leave balances, historical Holidays Act obligations and the move to the new system Understanding the impact on payroll systems, rostering, record-keeping and leave administration What employers should prioritise now, including system readiness, internal communications and compliance planning
12:20	Employee or contractor in 2027? Navigating the new rules and worker classification Understanding the new specified contractor gateway test, their application and limitations Examining the Uber and NZ Post courier-driver decisions and what they reveal about different working arrangements Understanding potential exposure to employment entitlements, personal grievances and other liabilities Getting contractor arrangements right: Practical considerations for structuring, reviewing and managing independent contractor relationships
13:00	Lunch
14:00	Managing complex and sensitive workplace complaints Not every workplace complaint is best resolved through a traditional investigation. Allegations involving bullying, harassment, mental health concerns or fractured workplace relationships can require a more nuanced approach, balancing legal obligations with employee wellbeing and the practical realities of restoring working relationships. This session explores how employers can respond proportionately to sensitive complaints while maintaining procedural fairness and minimising further harm. Choosing the right response: When a formal investigation is appropriate and when early intervention, facilitated conversations or alternative resolution may be more effective Complex complaints and competing accounts: Addressing credibility, confidentiality, power imbalances and allegations involving senior employees Managing risk during an investigation: Considering suspension, employee support, workplace relationships and psychosocial harm Moving forward after findings: Restoring trust, managing ongoing employment relationships and preventing further conflict Is there a better way to investigate? Trauma-informed approaches to workplace complaints
14:30	When “Good Enough” Is not good enough: Getting performance management right Defining reasonable performance standards, communicating concerns and distinguishing underperformance from differing expectations Identifying the nature of the issue and selecting the appropriate management process Developing realistic performance improvement plans, providing appropriate support and allowing reasonable opportunities to improve Managing feedback, review meetings and evidence without creating unnecessarily bureaucratic processes Understanding the steps required before making defensible decisions about continued employment
15.00	What is “Serious Misconduct” - understanding the threshold and consequences The Employment Relations Amendment Act 2026 has brought renewed attention to serious misconduct and the consequences of employee behaviour in personal grievance claims. Yet determining what genuinely constitutes serious misconduct remains a challenge for employers, particularly when dealing with negligence, repeated incidents or a breakdown in trust and confidence. Distinguishing serious misconduct from ordinary misconduct, poor performance and negligence Assessing whether an employee's actions justify dismissal Understanding why procedural fairness, evidence and clear disciplinary findings remain critical Exploring the distinction between justification for dismissal and employee contribution when determining remedies Examining emerging case law and practical scenarios to understand how the changes are being applied
15:30	Afternoon break
16:00	Navigating termination by agreement pathways Who can use termination by agreement, what requirements apply and how it differs from existing exit arrangements Managing discussions about an agreed departure without creating undue pressure or compromising good-faith obligations Getting the process right: Understanding documentation, consent and the practical steps required to minimise legal risk Exploring how the new mechanism interacts with existing dispute resolution and settlement processes
16:30	Panel Discussion: If only you'd called me first: Employment law lessons from the front line Drawing on real-world experiences, the panel examines where employers go wrong, which issues could have been resolved earlier and what HR professionals can do to avoid costly disputes. Common employer decisions and procedural missteps that turn manageable issues into employment disputes Recognising the warning signs and knowing when early legal intervention can make a difference The practical realities of managing investigations, restructuring, performance issues and personal grievances Lessons from the front line: Real examples of what worked, what went wrong and what employers should do differently
17:15	Summary remarks from the Chair & Networking Drinks

8:30	Registration and Coffee
9:00	Welcoming remarks from the Chair
9:10	When Employment Law collides: Navigating conflicting legal obligations Criminal charges and an employee's right to silence versus employment obligations to cooperate Managing employees suspended on pay while criminal proceedings continue When immigration requirements complicate employment decisions Navigating overlapping employment and health and safety obligations Making defensible decisions when different legal frameworks impose competing requirements
9:50	When HR meets the Board: Navigating governance, risk and responsibility Governance versus management: Understanding the respective responsibilities of HR, senior leadership and the board in employment matters Knowing when to escalate: Identifying employment risks, sensitive issues and decisions that warrant board involvement Protected disclosures and whistleblowing: Managing complaints that bypass established reporting channels or involve senior executives Board involvement and liability: Navigating director oversight, decision-making authority and the risks of inappropriate intervention Putting governance into practice: Using real-world scenarios to explore employment disputes, investigations and health and safety responsibilities
10.20	Morning break
10:50	Managing sickness, absence and medical incapacity Managing frequent and intermittent genuine sick leave Responding appropriately where the legitimacy of sick leave is in question Addressing absence that overlaps with disciplinary, performance or restructuring processes Navigating long-term medical incapacity, medical evidence and reasonable adjustments Considering mental health and wellbeing obligations throughout the process
11:30	Part 1: Getting the process right in restructuring and redundancy processes Despite being a well-established area of employment law, restructuring and redundancy continue to generate disputes and costly mistakes. This session revisits the essential legal obligations and practical requirements for managing organisational change, drawing on recent case law to highlight where employers are getting it wrong. Establishing genuine business reasons for restructuring and meeting good-faith obligations Running meaningful consultation processes, including disclosure of relevant information and consideration of feedback Lessons from recent Employment Relations Authority and Employment Court decisions
12.00	Part 2: Navigating obligations, selection and suitable alternatives for redeployments Redeployment remains one of the most challenging aspects of restructuring and redundancy, with employers continuing to face uncertainty around the extent of their obligations and how to apply them in practice. Drawing on recent case law and common pitfalls, this session examines what employers need to consider when identifying alternative employment opportunities and making defensible redeployment decisions. How far must an employer go in identifying alternative roles? Assessing suitable alternative employment options Selection criteria and fair processes when multiple affected employees are considered for fewer available positions The scope of redeployment: what can be included in the scope of alternative roles and opportunities including those outside the country Lessons from recent case law: Common mistakes and what recent decisions mean for employers managing restructures
12.30	Combined Q&A
12:50	Lunch
13:40	The consequences of change: Managing fatigue, morale and rebuilding trust The cumulative impact of repeated restructures on employees and managers Survivor guilt, disengagement and loss of trust among remaining staff Communicating honestly when certainty is limited Supporting managers to bring people through change Recognising when the organisation needs recovery rather than another change initiative
14:10	Managing collective bargaining, union preference and industrial disputes When can employees move between agreements, and what obligations must employers consider? What do recent decisions mean for setting pay and conditions without creating unlawful preference or undermining collective bargaining? How should employers respond when bargaining stalls or industrial action is threatened? What should employers review in their agreements, bargaining practices and HR policies to reduce disputes?
14:40	Responding to AI-assisted complaints and consultation submissions How AI is changing the volume, complexity and nature of employee complaints and consultation submissions. Identifying the genuine employment issues behind lengthy or legally inaccurate correspondence Managing disclosure requests, procedural obligations and unrealistic expectations without escalating disputes Avoiding common mistakes and managing AI-assisted disputes efficiently while meeting good faith obligations
1510	Afternoon break
16:00	Beyond the exit: Restraints of trade, confidential information and post-employment obligations Drawing on recent case law and practical examples, this session explores the rights and obligations of employers and departing employees, and the options available when things go wrong. Restraints of trade: Understanding enforceability, reasonableness and the limits of post-employment restrictions Confidential information and intellectual property: Managing the removal, retention or misuse of sensitive business information Client solicitation and team moves: Responding when departing employees approach clients, colleagues or competitors Enforcement and remedies: Exploring injunctions, recovery of confidential information and other legal options when obligations are breached Practical prevention: Strengthening employment agreements, exit processes and information security to minimise post-employment disputes
16:30	Fit for Work? Navigating Drugs, alcohol and impairment in the workplace From medicinal cannabis to suspected impairment, employers face difficult decisions when balancing workplace safety, privacy and employee rights. Testing policies, reasonable cause and safety-sensitive roles Medicinal cannabis and impairment versus a positive test Responding to suspected impairment fairly and consistently The simple checks to ensure your employment policies are enforceable
16:30	Closing remarks from the Chair and close of conference

2027 Speakers to be announced

Check out the 2026 Speakers:

Speakers to be announced

Matt Harrop

Special Counsel

Duncan Cotterill

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Matt is a specialist employment lawyer with extensive experience in New Zealand and the UK advising employers and employees on the full range of contentious and non-contentious employment issues. Matt’s expertise includes contractual disputes, redundancy and restructuring, restrictive covenants, senior executive issues and complex discrimination and whistleblowing claims. He also has experience in supporting the employment aspects of M&A transactions and supporting employers with contractor disputes and Holidays Act compliance. Matt is also an experienced litigator, with experience representing clients in a wide range of disputes in mediation, the Employment Relations Authority and Employment Court, the senior courts in New Zealand as well as the UK Employment Tribunal. In addition, Matt advises human resources teams on day-to-day matters such as disciplinary, performance and medical capability processes and data protection and privacy matters. He is also an experienced independent investigator. Matt is regular presenter at conferences and webinars on employment law and is a member of the NZLS Wellington Employment Law Committee.

Daniel Erickson

Partner

Tompkins Wake

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Daniel leads Tompkins Wake’s Employment and Health & Safety Practice Group and is a recognised specialist in employment law. He advises employers across a broad range of industries, including manufacturing, freight and logistics, and retail, and is known for providing pragmatic, timely and easy-to-understand advice. Daniel also regularly assists senior executives and CEOs with the negotiation of employment agreements and exits. When matters cannot be resolved through negotiation or mediation, Daniel is an experienced litigator, appearing in the Employment Relations Authority and the Employment Court. He has particular expertise in health and safety compliance and regularly supports clients through WorkSafe New Zealand investigations and prosecutions. Daniel also undertakes complex external workplace investigations. He is recognised as a Recommended Lawyer by The Legal 500 Asia Pacific and a Leading Lawyer by Doyles Guide.

James Warren

Partner

Dentons

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James Warren is a Partner in Dentons’ employment and workplace health & safety team in Auckland, with extensive experience in both the UK and New Zealand. He advises employers on complex workplace issues, regularly dealing with employee fraud and serious misconduct, including investigations, dismissals and the use of special remedies such as injunctions and freezing or search orders. His expertise includes managing the risks, evidence gathering and formal employment processes while navigating potential regulator or police involvement and criminal charges. An approachable and commercially focused advocate, James represents employers dealing with disputes, workforce change and employee claims, delivering practical solutions to difficult employment and regulatory challenges. James is consistently recognised in numerous legal directories, described as a “clear-thinking adviser” providing “robust and practical advice” and “great customer service.”

Carl Blake

Partner

DLA Piper

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Carl is a partner in DLA Piper’s employment practice with over 25 years’ experience in all aspects of employment, health and safety and privacy laws. Carl provides strategic advice to clients both locally and globally on all aspects of employment law, including corporate restructures, sales and purchases of businesses, personal grievances, employment agreements and policies, health and safety, Holidays Act compliance, investigations, human rights and privacy, accident compensation, and collective bargaining. One of Carl’s key specialist areas is providing strategic advice on the employment law issues associated with the sale and purchase of businesses. Carl’s previous experience with the Human Rights Commission provides him with unique insight and experience in New Zealand’s privacy and human rights laws. Carl regularly presents at national employment law conferences and contributes to local and global legal publications. His interviews regular feature in the National Business Review Carl has regular appearances at mediations and had led hearings before the Employment Relations Authority, Employment Court and Court of Appeal.

Emma Peterson

Partner

Russell McVeagh

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Emma is a Partner in the Litigation team specialising in employment law and health and safety. She advises across the full range of employment issues, with a particular focus on personal grievances, confidentiality and restraints of trade, restructurings, and employment issues arising in insolvency. Before rejoining Russell McVeagh in 2016, she worked for a boutique insolvency firm in London and then at Simmons & Simmons in Hong Kong.

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.

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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Gracy Kim

Associate

Jennifer 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.

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.

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).

Jennifer Mills

Director- Head of Practice Organisation

Jennifer Mills & Associates

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Jennifer is highly regarded as one of New Zealand’s leading employment and health and safety lawyers, with a wealth of experience in employment litigation, industrial relations, health and safety, complex restructures, large scale Holidays Act issues, executive remuneration and regulation, executive exits and immigration law. She regularly advises on novel and complex legal issues and is passionate about providing her clients with effective tailored solutions. She has recently been listed as a ‘Leading Partner’ in The Legal 500 Asia Pacific 2025, and is rated one of the leading employment lawyers in the world, by Chambers Global. Jennifer is regularly featured in the media presenting commentary on employment law issues of the day. She frequently writes articles and contributes to media reports in the press, radio and television. You will also find Jennifer speaking at many distinguished conferences, seminars and meetings that are attended by professionals from all over New Zealand, giving tips and advice related to employment law, and Health and Safety.

Jessie Lapthrone

Partner

Duncan Cotterill

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Rosemary Wooders

Partner

Bell Gully

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Rosemary is a highly experienced employment and workplace health and safety lawyer, trusted by clients across diverse industries. She advises employers and senior executives on a wide range of matters, including disputes, collective bargaining, restraints of trade, redundancies, and privacy issues. An experienced negotiator, she represents clients at mediation and before the Employment Relations Authority, Employment Court, and Coroner’s Court. Rosemary is particularly interested in the intersection of technology, privacy, and employment law, and frequently provides expert commentary through media, seminars, and publications in New Zealand and abroad.

Gillian Service

Partner | Kaiurungi

MinterEllisonRuddWatts

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Leading MinterEllisonRuddWatts’ Auckland Employment team, Gillian is an internationally recognised employment law specialist with a pragmatic approach that is highly valued by clients. Gillian is regularly sought out as a thought leader on the future of work and complex pieces of legislation such as the Holidays Act, advising boards and businesses on compliance, remediation, and risk. Passionate about the future of work and the challenges organisations face both locally and globally, Gillian helps organisations navigate complex legislation and workforce challenges, including Pay Equity and Health and Safety.

Arran Hunt

Partner

McVeagh Fleming

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Arran is a recognised expert in the area of social media law, primarily focusing on online harm legislation. His expertise has been acknowledged in various contexts, including his presentation to the Justice Select Committee, and his work has even been referenced in parliament and by the Law Commission. He combines a background with science and technology with his legal experience to look at legal issues from a perspective that few others can. Arran Hunt is also a highly experienced Immigration Lawyer with a stellar reputation in the market. He is widely recognised for his expertise in demystifying the immigration process and providing valuable advice and guidance on navigating the complexities of the immigration system.

Kerri Nuku

Kaiwhakahaere

New Zealand Nurses Organisation

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Kerri is a Registered Nurse and Midwife and has worked across primary, community and hospital-based nursing. Throughout her life and career, Kerri represents and advocates for the rights and aspirations of Māori and Indigenous nurses and health professionals throughout Aotearoa New Zealand, and on the global stage. Kerri develops and maintains relationships across indigenous networks and is a skilled strategist, thinker and advocate for human, Indigenous, Women’s, and Workers’ rights. Kerri is currently the Kaiwhakahaere at Tōpūtanga Tapuhi Kaitiaki o Aotearoa – New Zealand Nurses Organisation. She is also a member of the International Council of Nurses, Audit and Risk Committee, Co-chair of the Iwi Māori Partnership Board for Te Aka Whai Ora and is an Honorary Member of Tōpūtanga Tapuhi Kaitiaki o Aotearoa, New Zealand Nurses Organisation. Kerri’s keen interest in women’s and worker’s rights has led to her involvement in numerous legal challenges including the Mana Wāhine Kaupapa Inquiry, Oranga Tamariki Child Uplift Inquiry, pay parity, and the lead applicant of the Kaupapa Health Services Inquiry. Kerri’s international collaborations include the United Nations Universal Periodic Review, the Covenant on Economic, Social and Cultural Rights, shadow report and the Committee for the Elimination of Racial Discrimination. Kerri’s national and international accomplishments have seen her present interventions at the United Nations Permanent Forum on Indigenous Issues at the United Nations in New York, protecting the freedoms and rights of Indigenous peoples. Kerri is a recipient of the prestigious “International Human Rights and Nursing Award” from the University of Exeter, UK and is recognised as one of 100 Māori Leaders.

Kylie Dunn

Partner

Smith Dunn

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Kylie Dunn has over 20 years of experience advising on all aspects of employment law, with a special interest in bargaining and industrial issues and employment issues involving senior executives. Kylie was a partner at Russell McVeagh until April 2024, and has now set up Smith Dunn with Bridget Smith. Smith Dunn is a boutique law firm specialising in employment law and workplace investigations.

Michael Witt

Partner

McVeagh Fleming

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Michael is an experienced and specialised Senior Employment Lawyer, Dispute Resolver, Trusted strategic Advisor, Presenter and Speaker, Mediator, Workplace Investigator, and Textbook author. Michael is a German and New Zealand qualified lawyer with 20 years of experience in employment law, both in New Zealand and internationally. With a wealth of experience working with clients across various industries, Michael is dedicated to partnering with clients to provide pragmatic solutions tailored to their specific needs. Whether it’s employment agreements and workplace policies, personal grievances, restructuring and redundancies, exit negotiations, Holidays Act-related matters, health and safety, disciplinary proceedings and performance management, restraints of trade, or any other employment-related issue, Michael prides himself on uncovering what is most important to the client and strives to achieve favorable outcomes. He believes in resolving issues at the earliest stage—ideally before they arise—but is also well-equipped to provide advice or representation in litigating employment matters when necessary.

Melissa Johnston

Partner

BE Employment Law

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Melissa joined BE Employment Law as a partner in 2024 from the partnership of a national full-service firm, where she led the employment team. Melissa is both New Zealand and UK qualified, having spent nine years practising in the UK, before returning to New Zealand to carry on her career in employment law.

Fiona McMillan

Partner

Lane Neave

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Fiona is the Auckland Partner of the Employment Law team and commenced her career with Lane Neave in 2007. Fiona and her team act for both employees and employers in matters involving employment relations, health and safety, human rights, privacy and ACC. Fiona advises on all aspects of termination including performance management, misconduct, serious misconduct, medical incapacity, restructurings and redundancies and negotiated exits. She also specialises in collective bargaining, human rights commission matters and independent external investigations. In 2019, Fiona undertook the certification from the Association of Workplace Investigators in Vail, Colorado, USA. Fiona regularly represents parties in Mediations, Employment Relations Authority Investigation meetings and the Employment Court. In 2022 and 2023, she was recognised as an Elite Woman in NZ Lawyer’s annual rankings. Fiona has also been recognised in Doyle’s Guide, Legal 500 and Chambers & Partners as a leading employment and health and safety practitioner in New Zealand. Although Fiona is based in Auckland, she works with clients in all parts of the country. She regularly presents employment law seminars and speaks at conferences around New Zealand.