In today’s workplace, people management is more complex and more involved. It’s about creating an environment where people feel respected, supported, and clear on expectations. However we all know in reality, things can change, performance can slip, behaviours can cross the line, and policies can be breached.
That’s when a well-handled disciplinary process can make all the difference — not just for legal compliance, but for your reputation, culture, and future retention.
Why it matters in the current environment
We’re operating in a climate where:
Employees are more aware of their rights than ever before.
Getting it wrong can cost a lot of money.
Talent shortages make it risky to lose good people through avoidable mismanagement.
Mental health and wellbeing are in sharper focus, meaning how you treat staff under pressure really matters.
A poorly managed disciplinary process can erode trust, damage morale, and in some cases, land your business in the Employment Relations Authority.
Getting it right – the key principles
Follow a fair process
In NZ, the law is clear — you must share all the facts, let the employee respond, and genuinely listen before deciding. Skipping steps can land you in trouble under the Employment Relations Act.Be clear and specific
Whether it’s a verbal warning or a formal investigation, the employee should understand exactly what the concern is, why it matters, and what needs to change.Document everything
Notes, letters, timelines - document every step. This protects you and proves you acted fairly if challenged.Seek advice early
A quick call to HR or an employment law specialist before you take action can save you from costly mistakes.
The upside of doing it well
When done well, disciplinary processes can lift your workplace. They set clear expectations, back up your values, and show that standards count. Often, people improve when they feel the process was fair and respectful.
Bottom line: Get disciplinary processes right, and you protect your business, your culture, and your reputation. Get them wrong, and the cost — financial and cultural — can be high.
For support and guidance on any disciplinary or performance matters reach out now to one of our HR Experts on admin@hrconnect.co.nz. Or to find out more about the services we offer www.hrconnect.co.nz
