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Collective Bargaining & Industrial Action

We have a real understanding of the importance of relationships between employers and unions in New Zealand. There are strict laws prescribing employers’ responsibilities in relation to collective bargaining. In particular it is important for employers to operate in accordance with the principles of good faith which underpin the Employment Relations Act 2000. For example, employers and unions must conclude a collective agreement unless there is a genuine reason based on reasonable grounds not to do so.

We provide:

  • Advice about the correct procedures for collective bargaining
  • Advice about single party and multi-party bargaining
  • Advice about what must be in a collective agreement
  • Mediation services during the negotiation process
  • Advice about the requirements to be fulfilled by the employer after an agreement has been ratified

Sometimes when a collective agreement is being negotiated or after it has been ratified, employers and unions disagree on the terms. This may lead to employees striking or engaging in other forms of industrial action. We provide advice and support on employers’ options in these situations, which include further negotiation, mediation or industrial action on the part of the employer.

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