Employment Relations Act 2000

103A Test of justification

(1)

For the purposes of section 103(1)(a) and (b), the question of whether a dismissal or an action was justifiable must be determined, on an objective basis, by applying the test in subsection (2).

(2)

The test is whether the employer’s actions, and how the employer acted, were what a fair and reasonable employer could have done in all the circumstances at the time the dismissal or action occurred.

(3)

In applying the test in subsection (2), the Authority or the court must consider—

(a)

whether, having regard to the resources available to the employer, the employer sufficiently investigated the allegations against the employee before dismissing or taking action against the employee; and

(b)

whether the employer raised the concerns that the employer had with the employee before dismissing or taking action against the employee; and

(c)

whether the employer gave the employee a reasonable opportunity to respond to the employer’s concerns before dismissing or taking action against the employee; and

(d)

whether the employer genuinely considered the employee’s explanation (if any) in relation to the allegations against the employee before dismissing or taking action against the employee.

(4)

In addition to the factors described in subsection (3), the Authority or the court may consider any other factors it thinks appropriate.

(5)

The Authority or the court must not determine a dismissal or an action to be unjustifiable under this section solely because of defects in the process followed by the employer if the defects were—

(a)

minor; and

(b)

did not result in the employee being treated unfairly.

Section 103A: substituted, on 1 April 2011, by section 15 of the Employment Relations Amendment Act 2010 (2010 No 125).