New Zealand civil and employment procedure
When is the deadline for employer notifying a controlling third party of a personal grievance?
90 days beginning with the grievance being raised for the employer's notice. Notify the controlling third party of the alleged contribution. The employee's notice uses the applicable section 114 notification period instead. Consent or just leave may address lateness. Do not merge the two actors' anchors.
- Period
- 90 days beginning with the grievance being raised for the employer's notice
- Trigger
- Actual raising of the employee's grievance with the employer
- Rule
- Employment Relations Act 2000, section 115A
Employment Relations Act 2000 maintained consolidation displayed as at July 10, 2026. Complete official body retained in native Chrome. Later amendments and case-specific directions require renewed review.
Source guide · No automated date
Check the applicable procedure
Employment Relations Act 2000, section 115A. 90 days beginning with the grievance being raised for the employer's notice. The employee's notice uses the applicable section 114 notification period instead. Consent or just leave may address lateness. Do not merge the two actors' anchors. This source guide requires the actual procedural branch, event and applicable completion facts before a final date can be established. No computed date or paid record is available.
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When is the deadline for employer notifying a controlling third party of a personal grievance?
90 days beginning with the grievance being raised for the employer's notice. Notify the controlling third party of the alleged contribution. The employee's notice uses the applicable section 114 notification period instead. Consent or just leave may address lateness. Do not merge the two actors' anchors.
Responsible actor. The employer alleging a controlling third party caused or contributed to a grievance.
Actual raising of the employee's grievance with the employer.
The employee's notice uses the applicable section 114 notification period instead. Consent or just leave may address lateness. Do not merge the two actors' anchors.
The employee's notice uses the applicable section 114 notification period instead. Consent or just leave may address lateness. Do not merge the two actors' anchors.
Employment Relations Act 2000, section 115AHow does this provision count time?
- Notify the controlling third party of the alleged contribution.
- Retain the actual event and evidence of completion.
- Check the operative source and any applicable order before relying on a period.
Use the section's own beginning-with, after or more-than wording. Grievance notification, an action limit and a leave application are different acts.
No generic High Court holiday rollover is established for these statutory periods. Verify any specific statutory extension, consent or leave route.
Employment Relations Act 2000, section 115AWhich facts prevent one automatic date?
Employment Relations Act 2000, section 115A. 90 days beginning with the grievance being raised for the employer's notice. The employee's notice uses the applicable section 114 notification period instead. Consent or just leave may address lateness. Do not merge the two actors' anchors. This source guide requires the actual procedural branch, event and applicable completion facts before a final date can be established. No computed date or paid record is available.
The employer alleging a controlling third party caused or contributed to a grievance establishes the relevant event. Actual raising of the employee's grievance with the employer. 90 days beginning with the grievance being raised for the employer's notice. Apply the identified source branch. This illustration supplies no final date.
The procedure has a potentially different branch or direction. The employee's notice uses the applicable section 114 notification period instead. Consent or just leave may address lateness. Do not merge the two actors' anchors. Resolve the specific branch before treating the ordinary period as applicable. No final date is supplied.
The event, required act or completion facts are missing. Notify the controlling third party of the alleged contribution. No generic High Court holiday rollover is established for these statutory periods. Verify any specific statutory extension, consent or leave route. Withhold a computed deadline and paid record. Preserve the unresolved fact instead of assuming an endpoint.
Which conditions and exceptions apply?
- Actual procedural event
- Actual raising of the employee's grievance with the employer.
- Required act and branch
- Notify the controlling third party of the alleged contribution. The employee's notice uses the applicable section 114 notification period instead. Consent or just leave may address lateness. Do not merge the two actors' anchors.
- Completion qualification
- No generic High Court holiday rollover is established for these statutory periods. Verify any specific statutory extension, consent or leave route.
- The employee's notice uses the applicable section 114 notification period instead. Consent or just leave may address lateness. Do not merge the two actors' anchors.
- This procedure concerns notify the controlling third party of the alleged contribution. Compare the related procedures for their own actor, event and required act. Their periods do not replace this provision.
What must the responsible actor complete?
Questions about this procedure
When is the deadline for employer notifying a controlling third party of a personal grievance?
Who takes the step for new zealand controlling-third-party grievance notice?
The employer alleging a controlling third party caused or contributed to a grievance. Notify the controlling third party of the alleged contribution.
Employment Relations Act 2000, section 115AWhat event matters for new zealand controlling-third-party grievance notice?
Actual raising of the employee's grievance with the employer. Retain evidence of that event rather than substituting a convenient document or hearing date.
Employment Relations Act 2000, section 115AWhat period does the source state for new zealand controlling-third-party grievance notice?
90 days beginning with the grievance being raised for the employer's notice. Use the section's own beginning-with, after or more-than wording. Grievance notification, an action limit and a leave application are different acts.
Employment Relations Act 2000, section 115AWhich branch can change new zealand controlling-third-party grievance notice?
The employee's notice uses the applicable section 114 notification period instead. Consent or just leave may address lateness. Do not merge the two actors' anchors.
Employment Relations Act 2000, section 115AWhat must be completed for new zealand controlling-third-party grievance notice?
Notify the controlling third party of the alleged contribution. Filing, service, notification, payment and discretionary applications remain distinct. No final completion date is calculated by this guide.
Employment Relations Act 2000, section 115ADoes this guide establish a final date for new zealand controlling-third-party grievance notice?
No. No generic High Court holiday rollover is established for these statutory periods. Verify any specific statutory extension, consent or leave route. The actual branch and completion facts remain necessary before a final date is supported.
Employment Relations Act 2000, section 115AOfficial sources and review
Provisions used (1)
| Provision | Purpose |
|---|---|
| Employment Relations Act 2000, section 115A | Check the identified procedure, event, counting rule or qualification |