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10-11 March 2027 | Crowne Plaza, Auckland & Virtual

Employment Relations in 2027: Changes, Challenges and Practical Implications

Industrial & Employment Relations Summit

New Zealand’s employment relations landscape is undergoing significant change.

With a post-election policy environment, major employment law reforms and mounting pressures on organisations to adapt, employers and employment relations professionals face increasingly complex decisions.

Understanding the legislation is only part of the challenge. The real test lies in how organisations apply the rules, navigate difficult employment relationships, manage disputes and respond to change while meeting their legal obligations.

Returning for its 41st edition, the Industrial and Employment Relations Summit brings together leading employment law experts, industrial relations practitioners and senior HR professionals to examine the developments shaping New Zealand workplaces in 2027.

Be Part of the Conversation – Attend In Person or Online

From legislative change to workplace practice

Across two days, the Summit moves beyond legislative updates to explore the practical consequences of employment law reform, emerging case law and the challenges employers are facing on the ground.

Join us to understand what’s changing, examine what’s happening in practice and strengthen your approach to managing employment relationships in 2027 and beyond.

From personal grievances, serious misconduct and termination negotiations to restructuring, redeployment, collective bargaining and the growing influence of AI, the programme delivers practical insights into the issues that matter most.

Delegates will also examine the human consequences of organisational change, the complexities of managing sensitive workplace complaints and the steps employers can take to make fair, defensible decisions.From personal grievances, serious misconduct and termination negotiations to restructuring, redeployment, collective bargaining and the growing influence of AI, the programme delivers practical insights into the issues that matter most.

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.

Check out our other events

Conference

Employment Leave Reform Conference

Nov 23, 2026 - Nov 23, 2026

Auckland

Conference

Emergency Management & Catastrophic Event Planning Conference

Mar 16, 2027 - Mar 17, 2027

Cordis, Auckland

Conference

The Workplace & Executive Support Show

Mar 2, 2027 - Mar 2, 2027

Auckland

Conference

Health & Safety Leaders’ Summit

Mar 16, 2027 - Mar 17, 2027

Auckland

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 Emma Peterson, Partner, Russell McVeagh
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 Steph Dhyrberg, Barrister Holly Hedley, Barrister and Solicitor, Dawn Legal
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 James Warren, Partner, Dentons Greg Cain, Partner, Dentons
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 Steph Dhyrberg, Barrister Blair Scotland, Partner, Dundas Street
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 Navigating a suspension, investigation and disciplinary process when the allegations are also of a criminal nature. Managing the beginning and end of an employment relationship when the employee has a visa – the areas which create a conflict between employment and immigration law. Navigating overlapping employment and health and safety obligations Fiona McMillan, Partner, Lane Neave
9:50	When HR meets the Board: Navigating governance, risk and responsibility Disgruntled employees are increasingly bypassing HR and established processes to try to bring their complaints to the Board’s attention. This session will provide guidance on how best to advise the Board and manage the response. Governance versus management: Understanding the respective responsibilities of HR, senior leadership and the Board in employment matters The “new normal” of employee complaints: Providing advice to the Board on what to expect from employees Board involvement and liability: Navigating director oversight, decision-making authority and the risks of inappropriate intervention Putting it into practice: Real-world examples that bring the legal principles and best practice responses to life Charlotte Parkhill, Partner, Dentons
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 Blair Scotland, Partner, Dundas Street
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 Michael Witt, Partner, McVeagh Fleming
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? Alastair Espie, Partner, Duncan Cotterill
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 Rosemary Wooders, Partner, Bell Gully
15:10	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

Charlotte Parkhill

Partner

Dentons

Read bio

Charlotte is a partner in our employment team. She helps her clients deal with complex employment issues, both contentious and non-contentious, including collective bargaining, restrictive covenants, restructuring, discipline and dismissals and policy issues. Charlotte is an accomplished litigator, having appeared as Counsel in the regulatory, criminal and employment jurisdictions. She is also focussed on dispute resolution procedures in the workplace and provides solution-focussed, pragmatic and responsive advice to her clients. Charlotte assists a wide range of international companies, New Zealand corporates, SMEs and other organisations on any issues that arise with their employees, including personal grievances, restraints of trade and restructures. She also has extensive experience with assisting clients with compliance with the Holidays Act and issues that arise under the Human Rights Act. Her background as a criminal prosecutor also provides specialist expertise in carrying out investigations into matters such as fraud, bullying, harassment and theft. Charlotte is committed to achieving commercial outcomes to difficult employment issues through understanding her client’s business objectives and how they want to manage their people. Charlotte is also the Chair of the Board for the Auckland Business Chamber. This provides her with a valuable insight into the New Zealand business environment and access to a network of key stakeholders and decision-makers in the business and government sectors.

Holly Hedley

Barrister and Solicitor

Dawn Legal

Read bio

Holly Hedley (Dawn Legal) is an experienced lawyer who transitioned to sole practice after working for more than a decade at one of New Zealand’s largest firms. Holly’s particular expertise sits at the intersection of health, employment, privacy and human rights. She works in the investigation space in both employment and health contexts and also has significant experience in the Coronial jurisdiction. Holly has recently been a recipient of a Borrin Foundation Women Leaders in Law Fellowship, focussed on developing trauma informed legal practice in Aotearoa. Holly is the Convenor of the NZLS Health and Disability Law Committe, has a Masters in Global Health Law (Georgetown USA) and is a previous NZLS Ethel Benjamin and Pegasus Scholar

Emma Peterson

Partner

Russell McVeagh

Read bio

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.

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.

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.

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.

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.

Fiona McMillan

Partner

Lane Neave

Read bio

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.

Alastair Espie

Partner

Duncan Cotterill

Read bio

Alastair is a specialist employment lawyer who excels in delivering solution-focused advice that gets results. He is regularly engaged to undertake independent investigations into workplace complaints in both the public and private sector. Alastair also routinely advises employers on the setting up of investigations and engagement of external investigators, and also has extensive experience assisting complainants and respondents as they work through investigation processes.

Separately Bookable Half Day Workshops

Four practical, expert-led workshops designed to build knowledge, confidence and capability in today’s evolving employment relations environment.

12 March 2027

MORNING | 9.00AM - 12.30PM

Workshop 1: Taking Control of AI at Work: Building Policies, Governance and Practical Safeguards

As AI tools become embedded in everyday workplace practices, employers face growing challenges around privacy, confidentiality, consent and accountability. From employees using unapproved platforms to AI-powered meeting recordings and the handling of sensitive information, organisations need clear frameworks that balance innovation with legal and operational risk. This practical workshop guides participants through developing effective AI governance, workplace policies and safeguards that can be applied across their organisation.

Key Learning Outcomes

Establishing AI governance: Identifying organisational risks, accountability, decision-making responsibilities and appropriate oversight of workplace AI use.
Developing effective AI policies: Setting clear expectations around approved tools, acceptable use, disclosure, employee responsibilities and prohibited activities.
Privacy, confidentiality and consent: Managing sensitive employee and business information, third-party AI platforms, meeting transcription and recording.
Managing misuse and non-compliance: Responding to unauthorised AI use, potential privacy breaches and misconduct while maintaining fair employment processes.
Putting safeguards into practice: Developing practical controls, employee training, reporting processes and a framework for reviewing and updating policies as technology evolves.

MORNING | 9.00AM - 12.30PM

Workshop 2: Restructuring and Redundancy Masterclass - From Proposal to Redeployment

Restructuring and redundancy remain among the most challenging areas of employment relations, with employers continuing to face costly disputes over consultation, selection processes and redeployment obligations. Even where the business case for change is sound, procedural missteps can undermine otherwise legitimate decisions.

This interactive workshop takes participants through the restructuring process from initial proposal to final outcome, using practical scenarios and recent case law to explore what a fair, defensible and well-documented process looks like.

Key Learning Outcomes

Building a defensible proposal: Establishing genuine business reasons for change, identifying affected roles and developing an appropriate consultation strategy
Consultation and good faith: Understanding information disclosure obligations, managing employee feedback and avoiding predetermined outcomes
Selection processes: Developing fair and transparent criteria, assessing employees competing for fewer positions and documenting decisions
Redeployment obligations: Identifying suitable alternative employment, assessing employee suitability and understanding the extent of an employer’s obligations
Managing complications: Responding to grievances, medical absences and other employment issues arising during restructuring
Putting it into practice: Working through a restructuring scenario, identifying legal risks and developing a defensible process from beginning to end

AFTERNOON | 1.30PM - 5.00PM

Workshop 3: Workplace Investigations Masterclass - From Complaint to Outcome

Workplace investigations can be legally complex, emotionally challenging and disruptive to employment relationships. Employers must navigate competing accounts, confidentiality concerns, procedural fairness and employee wellbeing, often while managing allegations involving bullying, harassment, misconduct or senior leadership.

This practical workshop takes participants through the lifecycle of a workplace complaint, examining when a formal investigation is necessary, how to conduct a fair and proportionate process, and what alternatives may deliver better outcomes.

Key Learning Outcomes

Assessing the complaint: Identifying the nature and seriousness of allegations, determining whether a formal investigation is necessary and considering alternative resolution pathways
Planning the investigation: Establishing terms of reference, selecting an appropriate investigator and managing independence, confidentiality and conflicts of interest
Gathering evidence and conducting interviews: Managing conflicting accounts, credibility assessments, witnesses and documentary evidence
Procedural fairness and employee rights: Ensuring employees have a reasonable opportunity to respond, managing support people and understanding natural justice obligations
Findings and next steps: Preparing investigation reports, communicating outcomes and managing disciplinary decisions or the restoration of workplace relationships
Practical investigation exercise: Working through a complex workplace complaint to identify procedural risks and determine an appropriate response

AFTERNOON | 1.30PM - 5.00PM

Workshop 4: Negotiating Employment Relationships in 2027: Agreements, Disputes and Settlements in a Changing Legal Landscape

Recent employment law reforms are reshaping the way employers negotiate employment agreements, manage disputes and approach settlements. With changes to personal grievance remedies, new considerations for senior employees and evolving bargaining obligations, employers need to understand how these developments affect their negotiating position. This practical, scenario-based workshop equips HR and employment relations practitioners with the skills to negotiate confidently, assess risk and reach defensible outcomes.

Key Learning Outcomes

Negotiating employment agreements: Understanding how the $200,000 remuneration threshold changes negotiations over senior employee protections, exit provisions and contractual terms
Reassessing bargaining positions: Evaluating how changes to personal grievance remedies and employee contribution affect risk, leverage and settlement expectations
Navigating difficult exit negotiations: Managing proposed departures, settlement discussions and competing expectations without creating unnecessary legal exposure
Negotiating collective and individual terms: Understanding the practical implications of changes to collective agreement arrangements, union preference and individual bargaining
Putting negotiation skills into practice: Working through realistic employment scenarios, preparing negotiation strategies, identifying concessions and practising approaches to resolving disputes

Supporting Organisations

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Plus, we have some unique opportunities to put your company, products, and services in the spotlight.

Ready to take your brand to the next level? Contact us today to learn more or secure your spot at this leading event.

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$2499

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For valid ticket, payment by 13 November, 2026.

$2499

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Tagged 11 March 2027, CV096, ier, Industrial and Employment Relations Summit

Add Your Heading Text Here

10-11 March 2027 | Crowne Plaza, Auckland & Virtual

Employment Relations in 2027: Changes, Challenges and Practical Implications

Industrial & Employment Relations Summit

New Zealand’s employment relations landscape is undergoing significant change.

Be Part of the Conversation – Attend In Person or Online

Hottest topics at IER from 2026

Contractor vs Employee​

Updating the Holidays Act 2003

Managing the investigation process and serious misconduct

Preparing for mediation

Restructuring and redeployments

Social media boundaries

Take your knowledge to the next level – Practical application

3 separately bookable workshops

Conducting successful investigations

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

AI implications in an ER environment

Why should you attend?

Who should attend?

KEY SPEAKERS FROM 2026

Alastair Espie

Emma Peterson

Gillian Service

Featured workshop: Holidays Act reform

Venue

The location and how you can get there

Check out our other events

Employment Leave Reform Conference

Emergency Management & Catastrophic Event Planning Conference

The Workplace & Executive Support Show

Health & Safety Leaders’ Summit

2027 Agenda

2027 Speakers

Charlotte Parkhill

Holly Hedley

Emma Peterson

Blair Scotland

Steph Dyhrberg

Rosemary Wooders

Michael Witt

Fiona McMillan

Alastair Espie

Separately Bookable Half Day Workshops

12 March 2027

MORNING | 9.00AM - 12.30PM

Workshop 1: Taking Control of AI at Work: Building Policies, Governance and Practical Safeguards

Key Learning Outcomes

MORNING | 9.00AM - 12.30PM

Workshop 2: Restructuring and Redundancy Masterclass - From Proposal to Redeployment

Key Learning Outcomes

AFTERNOON | 1.30PM - 5.00PM

Workshop 3: Workplace Investigations Masterclass - From Complaint to Outcome

Key Learning Outcomes

AFTERNOON | 1.30PM - 5.00PM

Workshop 4: Negotiating Employment Relationships in 2027: Agreements, Disputes and Settlements in a Changing Legal Landscape

Key Learning Outcomes

Supporting Organisations

Don't miss out on the connections and credibility boost

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WORKSHOP(FULL DAY)

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