New Zealand civil and employment procedure
When is the deadline for raising a personal grievance - sexual harassment (12 months)?
12 months beginning with the later action or awareness event. Raise the qualifying grievance with the employer. This period is confined to the statutory sexual-harassment grievance. Employer consent and the Authority's exceptional-circumstances leave remain distinct routes.
- Period
- 12 months 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. 12 months beginning with the later action or awareness event. This period is confined to the statutory sexual-harassment grievance. Employer consent and the Authority's exceptional-circumstances leave remain distinct routes. 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 - sexual harassment (12 months)?
12 months beginning with the later action or awareness event. Raise the qualifying grievance with the employer. This period is confined to the statutory sexual-harassment grievance. Employer consent and the Authority's exceptional-circumstances leave remain distinct routes.
Responsible actor. The employee raising a section 103(1)(d) sexual-harassment grievance.
The later of the action occurring and the employee learning of it.
This period is confined to the statutory sexual-harassment grievance. Employer consent and the Authority's exceptional-circumstances leave remain distinct routes.
This period is confined to the statutory sexual-harassment grievance. Employer consent and the Authority's exceptional-circumstances leave remain distinct routes.
Employment Relations Act 2000, section 114How does this provision count time?
- Raise the qualifying grievance with the employer.
- 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. 12 months beginning with the later action or awareness event. This period is confined to the statutory sexual-harassment grievance. Employer consent and the Authority's exceptional-circumstances leave remain distinct routes. 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 section 103(1)(d) sexual-harassment grievance establishes the relevant event. The later of the action occurring and the employee learning of it. 12 months 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. This period is confined to the statutory sexual-harassment grievance. Employer consent and the Authority's exceptional-circumstances leave remain distinct routes. 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 qualifying grievance with the employer. 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 qualifying grievance with the employer. This period is confined to the statutory sexual-harassment grievance. Employer consent and the Authority's exceptional-circumstances leave remain distinct routes.
- Completion qualification
- No generic High Court holiday rollover is established for these statutory periods. Verify any specific statutory extension, consent or leave route.
- This period is confined to the statutory sexual-harassment grievance. Employer consent and the Authority's exceptional-circumstances leave remain distinct routes.
- This procedure concerns raise the qualifying grievance with the employer. 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 - sexual harassment (12 months)?
Who takes the step for new zealand sexual-harassment grievance notification?
The employee raising a section 103(1)(d) sexual-harassment grievance. Raise the qualifying grievance with the employer.
Employment Relations Act 2000, section 114What event matters for new zealand sexual-harassment 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 sexual-harassment grievance notification?
12 months 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 sexual-harassment grievance notification?
This period is confined to the statutory sexual-harassment grievance. Employer consent and the Authority's exceptional-circumstances leave remain distinct routes.
Employment Relations Act 2000, section 114What must be completed for new zealand sexual-harassment grievance notification?
Raise the qualifying grievance with the employer. 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 sexual-harassment 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 |