New Zealand civil and employment procedure
When is the deadline for raising a personal grievance - general 90 day period?
90 days beginning with the later action or awareness event. Raise the grievance with the employer so the employer knows it exists and its nature. Raising the grievance is distinct from filing in the Authority. Employer consent or just leave for exceptional circumstances may permit a late grievance.
- Period
- 90 days beginning with the later action or awareness event
- Trigger
- The later of the action occurring and the employee learning of it
- Rule
- Employment Relations Act 2000, section 114
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 114. 90 days beginning with the later action or awareness event. Raising the grievance is distinct from filing in the Authority. Employer consent or just leave for exceptional circumstances may permit a late grievance. 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 raising a personal grievance - general 90 day period?
90 days beginning with the later action or awareness event. Raise the grievance with the employer so the employer knows it exists and its nature. Raising the grievance is distinct from filing in the Authority. Employer consent or just leave for exceptional circumstances may permit a late grievance.
Responsible actor. The employee raising a non-sexual-harassment personal grievance.
The later of the action occurring and the employee learning of it.
Raising the grievance is distinct from filing in the Authority. Employer consent or just leave for exceptional circumstances may permit a late grievance.
Raising the grievance is distinct from filing in the Authority. Employer consent or just leave for exceptional circumstances may permit a late grievance.
Employment Relations Act 2000, section 114How does this provision count time?
- Raise the grievance with the employer so the employer knows it exists and its nature.
- 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 114Which facts prevent one automatic date?
Employment Relations Act 2000, section 114. 90 days beginning with the later action or awareness event. Raising the grievance is distinct from filing in the Authority. Employer consent or just leave for exceptional circumstances may permit a late grievance. 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 employee raising a non-sexual-harassment personal grievance establishes the relevant event. The later of the action occurring and the employee learning of it. 90 days beginning with the later action or awareness event. Apply the identified source branch. This illustration supplies no final date.
The procedure has a potentially different branch or direction. Raising the grievance is distinct from filing in the Authority. Employer consent or just leave for exceptional circumstances may permit a late grievance. 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. Raise the grievance with the employer so the employer knows it exists and its nature. 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
- The later of the action occurring and the employee learning of it.
- Required act and branch
- Raise the grievance with the employer so the employer knows it exists and its nature. Raising the grievance is distinct from filing in the Authority. Employer consent or just leave for exceptional circumstances may permit a late grievance.
- Completion qualification
- No generic High Court holiday rollover is established for these statutory periods. Verify any specific statutory extension, consent or leave route.
- Raising the grievance is distinct from filing in the Authority. Employer consent or just leave for exceptional circumstances may permit a late grievance.
- This procedure concerns raise the grievance with the employer so the employer knows it exists and its nature. 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 raising a personal grievance - general 90 day period?
Who takes the step for new zealand ordinary personal grievance notification?
The employee raising a non-sexual-harassment personal grievance. Raise the grievance with the employer so the employer knows it exists and its nature.
Employment Relations Act 2000, section 114What event matters for new zealand ordinary personal grievance notification?
The later of the action occurring and the employee learning of it. Retain evidence of that event rather than substituting a convenient document or hearing date.
Employment Relations Act 2000, section 114What period does the source state for new zealand ordinary personal grievance notification?
90 days beginning with the later action or awareness event. 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 114Which branch can change new zealand ordinary personal grievance notification?
Raising the grievance is distinct from filing in the Authority. Employer consent or just leave for exceptional circumstances may permit a late grievance.
Employment Relations Act 2000, section 114What must be completed for new zealand ordinary personal grievance notification?
Raise the grievance with the employer so the employer knows it exists and its nature. Filing, service, notification, payment and discretionary applications remain distinct. No final completion date is calculated by this guide.
Employment Relations Act 2000, section 114Does this guide establish a final date for new zealand ordinary personal grievance notification?
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 114Official sources and review
Provisions used (1)
| Provision | Purpose |
|---|---|
| Employment Relations Act 2000, section 114 | Check the identified procedure, event, counting rule or qualification |