Fired, Shorted on Pay, or Punished at Work in Marlborough? Get a Free Answer.
Maybe you were let go right after you raised a concern. Maybe your final pay never came, your holiday pay looks wrong, or you were pushed out for who you are. New Zealand gives workers real protection — the personal grievance — but it runs on a short clock: you usually have just 90 days to raise it. You don't need money or a web form to find out where you stand. This is free legal information to help you act fast — not legal advice, and it creates no lawyer-client relationship. Legal Hotline is not a law firm. Call our free phone line on 0800 461 100, any hour; this page also explains your rights and points you to real local help in Blenheim.
Free legal information. Not legal advice. Available 24/7 across Marlborough.
Employment Law in Marlborough — what to do right now
Write down dates and dollars before you cool off. Note your last day worked, the exact day anything went wrong (dismissal, demotion, a written warning, a pay shortfall), and roughly what you think you're owed — unpaid wages, holiday pay, or notice. One clock is almost certainly already running: under the Employment Relations Act 2000 you generally have only 90 days from the day the problem happened (or the day you found out) to raise a personal grievance with your employer. For a sexual-harassment grievance the window is 12 months. Save payslips, your employment agreement, texts, rosters and any dismissal letter to your own phone or email now, before you lose access to a work account. Then get advice quickly — Community Law Marlborough in Blenheim gives free help, and the contacts are listed further down this page.
The law in Marlborough: Employment Law
Employment law in Marlborough is New Zealand law — the same rules apply in Blenheim, Picton and Renwick as everywhere in the country. The backbone is the Employment Relations Act 2000. Unlike some countries, New Zealand has no general "at-will" employment: an employer can only dismiss you for a good reason and must follow a fair process. If they don't, you may have been "unjustifiably dismissed," which is the most common type of personal grievance.A personal grievance is the main way workers enforce their rights. You can raise one for unjustified dismissal, for being "unjustifiably disadvantaged" (treated unfairly short of dismissal), for discrimination on prohibited grounds, for sexual or racial harassment, for being penalised after raising a health and safety concern or making a protected disclosure (whistleblowing), or for adverse treatment because you discussed your pay. The key rule that catches people out: under section 114 of the Act you must raise the grievance with your employer within 90 days of the problem arising or coming to your notice — whichever is later. The single exception is sexual harassment, where the window is 12 months.
If raising it directly doesn't resolve things, the free first step is usually mediation through Employment Mediation Services, run by the Ministry of Business, Innovation and Employment — most employment problems are settled there. If mediation doesn't work, the claim goes to the Employment Relations Authority (the ERA), an investigative body that decides employment disputes, with appeals to the Employment Court and then higher courts. You generally have three years from when you first raised the grievance to lodge a claim with the Authority. The remedies the Authority can order include reimbursement of lost wages, compensation for hurt and humiliation, and — sometimes — reinstatement to your job. Compensation can be reduced if your own behaviour contributed to the situation.
Pay and leave have their own rules. The Minimum Wage Act 1983 sets the floor — the adult minimum wage is $23.95 an hour from 1 April 2026 (it was $23.50 before that). The Holidays Act 2003 governs annual holidays (at least four weeks a year), public holidays, sick leave and bereavement leave, and holiday-pay miscalculations are one of the most common wage problems in the country. The Wages Protection Act 1983 limits what an employer can lawfully deduct from your pay. Marlborough's strong seasonal workforce — vineyards, viticulture, horticulture and tourism — means short-term, piece-rate and casual arrangements are common here, and those are exactly the situations where minimum-wage, holiday-pay and "what kind of employee am I" disputes arise. Working out which rule fits your situation, and which deadline is closest, is the first thing to sort out — and Community Law Marlborough in Blenheim can help you do it for free.
Key Legislation
- Employment Relations Act 2000 — the core Act: personal grievances, good-faith obligations, mediation and the Employment Relations Authority
- Employment Relations Act 2000, s 114 — a personal grievance must be raised within 90 days (12 months for sexual harassment)
- Holidays Act 2003 — annual holidays (4 weeks/year), public holidays, sick leave and bereavement leave; the source of most holiday-pay disputes
- Minimum Wage Act 1983 — the adult minimum wage is $23.95/hour from 1 April 2026
- Wages Protection Act 1983 — limits the deductions an employer can lawfully make from your pay
Where Problems Are Resolved
- Raise it with your employer first — the 90-day personal-grievance clock runs from the problem, not from when you decide to act
- Employment Mediation Services (MBIE) — free, confidential mediation; where most employment problems are settled
- Employment Relations Authority (ERA) — investigates and decides unresolved disputes; lodge within 3 years of raising the grievance
- Employment Court, then Court of Appeal / Supreme Court — appeals from the Authority
- Blenheim | Te Waiharakeke District Court, 58 Alfred Street, Blenheim — your local court for general civil and other matters
Deadlines That Matter
- Personal grievance: raise it within 90 DAYS of the problem (or of finding out) — the deadline most often missed
- Sexual harassment grievance: 12 MONTHS to raise it (extended from 90 days in 2023)
- Lodging with the Employment Relations Authority: generally within 3 YEARS of first raising the grievance
- Out of time? The Authority can grant leave only in narrow 'exceptional circumstances' (s 115) — don't rely on it
- Holidays Act / wage claims: act promptly — unpaid wages are a debt, but evidence and pay records fade fast
The deadline that quietly kills good cases: a personal grievance has a 90-day fuse
Here's what blindsides people in Marlborough. You can have a strong story — let go a week after you queried your pay, or pushed out without a fair process — and still lose it, because a personal grievance must be raised with your employer within 90 days of the problem. That's far shorter than the three-year window people imagine, and the clock starts the day it happened (or the day you found out), not the day you realised it was unfair. After 90 days you can only proceed if your employer agrees or the Employment Relations Authority grants leave for "exceptional circumstances" — and the courts read that narrowly, so it rarely saves a late claim. The only sexual-harassment grievances get a longer 12-month window. If something went wrong at your job, don't sit on it over the weekend and then again over the next one. Get free advice from Community Law Marlborough in Blenheim now and find out exactly how many days you have left.
Likely outcomes & penalties
Every situation is different and nothing here is a promise — these are the kinds of outcomes New Zealand's system can deliver, so you know what's at stake. Free advice helps you size up your own.Mistakes to avoid
How it works
Free & low-cost Employment Law help in Marlborough
If you'd rather start on your own, or you need free help, these are real, verified New Zealand resources — several based right here in Marlborough. Use them directly; the first call costs nothing:
FAQ — Employment Law in Marlborough
I was let go the week after I asked about my unpaid wages. Is that legal in Marlborough?
It may not be. New Zealand has no general at-will employment — your employer needs a justified reason and a fair process to dismiss you, and being punished for raising a pay concern can be a personal grievance. But you must raise that grievance within 90 days of the dismissal. Don't guess at the timing. Community Law Marlborough in Blenheim gives free advice on whether you have a case and exactly how long you have left.
Can my employer fire me for any reason in New Zealand?
No. Unlike some countries, New Zealand does not have general "at-will" employment. Under the Employment Relations Act 2000 an employer must have a justified reason for dismissal and must follow a fair process — for example, telling you the concerns, letting you respond, and considering your explanation. If they don't, you may have been unjustifiably dismissed, which is a personal grievance. Get free advice quickly, because the 90-day clock is running.
How long do I have to raise a personal grievance?
Generally 90 days from the day the problem happened or the day you became aware of it, whichever is later (section 114 of the Employment Relations Act 2000). The one exception is sexual harassment, where you have 12 months. After the deadline you can usually only proceed if your employer agrees or the Employment Relations Authority grants leave for "exceptional circumstances," which is read narrowly. This is the single most missed deadline in New Zealand employment law — act fast.
My final pay or holiday pay looks wrong. What can I do?
Unpaid wages and incorrect holiday pay are a debt your employer owes you. Holiday-pay miscalculations under the Holidays Act 2003 are very common in New Zealand and arrears can stretch back years. Start by raising it with your employer in writing; if that doesn't fix it, free MBIE mediation and then the Employment Relations Authority can resolve it. Community Law Marlborough can help you work out what you're owed for free.
What is a personal grievance, exactly?
It's the main legal claim a New Zealand worker can bring against an employer. You can raise one for unjustified dismissal, unjustified disadvantage (unfair treatment short of dismissal), discrimination, sexual or racial harassment, being penalised for a health and safety or whistleblowing concern, or adverse treatment for discussing your pay. You raise it with your employer first, within 90 days, then use mediation and the Authority if it isn't resolved.
What is the Employment Relations Authority, and is it a court?
The Employment Relations Authority (the ERA) is an investigative body that decides employment disputes — it's less formal than a court, and you don't always need a lawyer. Most problems are settled before they get there, at free mediation run by MBIE. If you do go to the Authority, you generally have three years from when you first raised the grievance to lodge your claim. Appeals go to the Employment Court.
What is the minimum wage in Marlborough?
The minimum wage is set nationally, so it's the same in Blenheim as anywhere in New Zealand. The adult minimum wage is $23.95 an hour from 1 April 2026 (it was $23.50 before that). Starting-out and training rates are lower. If you're being paid less than the rate that applies to you, that's a wage claim — get free advice from Community Law Marlborough or Employment New Zealand.
I do seasonal vineyard or tourism work. Do these rights still apply to me?
Yes. Casual, fixed-term, piece-rate and seasonal workers are still covered by New Zealand employment law, including the minimum wage and the Holidays Act, though the detail can depend on exactly what kind of employee you are. Marlborough's seasonal industries are where many of these "what am I owed" questions come up. If you're unsure of your status or your pay, Community Law Marlborough in Blenheim can sort it out for free.
Do I need money or a lawyer to challenge what happened at my job?
No. Community Law Marlborough and the Citizens Advice Bureau give free information, and MBIE's mediation service is free and designed to work without a lawyer. Legal aid may cover some employment matters if you meet the income test. You only need a paid lawyer if your case becomes complex or contested — and even then, getting the free advice first helps you decide.
My employer wants me to sign a settlement or resignation today. Should I?
Be careful. "Full and final" settlements and resignation letters can sign away valuable rights, and there's rarely a real reason it must be done that minute. Before you sign anything, get free advice on what you'd be giving up — Community Law Marlborough in Blenheim can review it with you. Once you understand it, you can decide on your own terms.
Does Legal Hotline represent me, and is this legal advice?
No. Legal Hotline is not a law firm, this page is general legal information rather than legal advice, and nothing here creates a lawyer-client relationship. Its purpose is to help you understand your rights fast, flag the 90-day deadline, and point you to real free help in Marlborough — Community Law Marlborough, the Citizens Advice Bureau, and Employment New Zealand.
Marlborough employment lawyers: join our network
Are you a New Zealand-licensed employment lawyer working with workers in Marlborough and the wider South Island? Our paid lawyer-matching service — connecting time-pressured people facing unjustified dismissal, unpaid wages, holiday-pay errors, harassment and personal grievances with lawyers who can help — is now live. If you'd like to receive referrals as our network grows, get in touch about joining. (This is a path for lawyers; workers should use the free local resources listed above.)
General legal information, not legal advice. We research every page from primary sources — legislation, the courts, and government legal-aid bodies — and check it for accuracy. Spotted something out of date? Tell us at admin@platfirm.ai.
Sources & further reading
- Employment Relations Act 2000 (s 114 — raising personal grievance), New Zealand Legislation
- Personal grievances — Employment New Zealand (MBIE)
- Minimum wage increasing on 1 April 2026 — Employment New Zealand (MBIE)
- Blenheim | Te Waiharakeke District Court — Ministry of Justice
- Community Law Marlborough (Blenheim) — Community Law
- Legal aid — Ministry of Justice
- Find a lawyer — New Zealand Law Society
Don't let your 90 days run out. Free help is available in Marlborough.
Whatever happened at your job in Marlborough — dismissed without a fair process, shorted on pay or holidays, pushed out for raising a concern — New Zealand law may be on your side, but only if you act before the clock runs out, and a personal grievance must usually be raised within just 90 days. You don't need money or a lawyer to find out where you stand. Community Law Marlborough in Blenheim, the Citizens Advice Bureau, and Employment New Zealand all give free advice. This page is legal information to help you move fast — not legal advice, and it creates no lawyer-client relationship. Legal Hotline is not a law firm. Get advice before another day comes off the clock.
Free legal information. Not legal advice.