New Zealand civil and employment procedure
When is the deadline for employment relationship problems other than personal grievances?
No action more than 6 years after the cause of action arose. Take the qualifying action in the Authority or Court. Personal grievances use their own notification and action rules. Establish the cause of action and any other applicable qualification before relying on this provision.
- Period
- No action more than 6 years after the cause of action arose
- Trigger
- Actual accrual of the cause of action
- Rule
- Employment Relations Act 2000, section 142
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 142. No action more than 6 years after the cause of action arose. Personal grievances use their own notification and action rules. Establish the cause of action and any other applicable qualification before relying on this provision. 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 employment relationship problems other than personal grievances?
No action more than 6 years after the cause of action arose. Take the qualifying action in the Authority or Court. Personal grievances use their own notification and action rules. Establish the cause of action and any other applicable qualification before relying on this provision.
Responsible actor. The person taking an employment-problem action other than a personal grievance.
Actual accrual of the cause of action.
Personal grievances use their own notification and action rules. Establish the cause of action and any other applicable qualification before relying on this provision.
Personal grievances use their own notification and action rules. Establish the cause of action and any other applicable qualification before relying on this provision.
Employment Relations Act 2000, section 142How does this provision count time?
- Take the qualifying action in the Authority or Court.
- 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 142Which facts prevent one automatic date?
Employment Relations Act 2000, section 142. No action more than 6 years after the cause of action arose. Personal grievances use their own notification and action rules. Establish the cause of action and any other applicable qualification before relying on this provision. 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 person taking an employment-problem action other than a personal grievance establishes the relevant event. Actual accrual of the cause of action. No action more than 6 years after the cause of action arose. Apply the identified source branch. This illustration supplies no final date.
The procedure has a potentially different branch or direction. Personal grievances use their own notification and action rules. Establish the cause of action and any other applicable qualification before relying on this provision. 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. Take the qualifying action in the Authority or Court. 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 accrual of the cause of action.
- Required act and branch
- Take the qualifying action in the Authority or Court. Personal grievances use their own notification and action rules. Establish the cause of action and any other applicable qualification before relying on this provision.
- Completion qualification
- No generic High Court holiday rollover is established for these statutory periods. Verify any specific statutory extension, consent or leave route.
- Personal grievances use their own notification and action rules. Establish the cause of action and any other applicable qualification before relying on this provision.
- This procedure concerns take the qualifying action in the Authority or Court. 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 employment relationship problems other than personal grievances?
Who takes the step for new zealand other employment-problem action limit?
The person taking an employment-problem action other than a personal grievance. Take the qualifying action in the Authority or Court.
Employment Relations Act 2000, section 142What event matters for new zealand other employment-problem action limit?
Actual accrual of the cause of action. Retain evidence of that event rather than substituting a convenient document or hearing date.
Employment Relations Act 2000, section 142What period does the source state for new zealand other employment-problem action limit?
No action more than 6 years after the cause of action arose. 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 142Which branch can change new zealand other employment-problem action limit?
Personal grievances use their own notification and action rules. Establish the cause of action and any other applicable qualification before relying on this provision.
Employment Relations Act 2000, section 142What must be completed for new zealand other employment-problem action limit?
Take the qualifying action in the Authority or Court. Filing, service, notification, payment and discretionary applications remain distinct. No final completion date is calculated by this guide.
Employment Relations Act 2000, section 142Does this guide establish a final date for new zealand other employment-problem action limit?
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 142Official sources and review
Provisions used (1)
| Provision | Purpose |
|---|---|
| Employment Relations Act 2000, section 142 | Check the identified procedure, event, counting rule or qualification |