The Employment Relations Authority (ERA) had a record year in 2024, with a 22% jump in employment problem cases. For those of us in the dairy sector—where teams are small, shifts are long, and housing is often tied to employment—it’s a timely reminder to keep our people practices sharp.
The most common issues? Still unjustified dismissal, disadvantage, discrimination and harassment. We’re seeing this crop up more in cases where:
Someone was dismissed after a run of no-shows, but there’s no written warning or clear process on file.
A worker raised concerns about hours or pay, then suddenly found themselves rostered off or relocated to a less desirable house.
Farm restructures were done without proper consultation.
The ERA also saw big penalties for underpaying or not meeting minimum standards—something that can easily happen when rosters aren’t recorded properly, or salaried hours don’t match up with time worked. And with migrant workers often on farm teams, extra care is needed to meet obligations and avoid serious consequences.
A few key trends:
Nearly 1 in 5 people represented themselves, which shows how tricky (and expensive) it can be for employees and employers alike to navigate problems.
More people are asking to be reinstated to their jobs, especially where they live in employer-supplied housing.
The ERA is concerned about unregulated employment advocates—some cases are being poorly handled by people who aren’t legally trained.
What does this mean for farm owners and managers?
Keep your processes clear and fair. Whether it’s performance, pay, or housing, document everything and talk early if something’s going wrong.
Consult properly before making changes—even if you think the team will be on board, the law still requires it.
Don’t retaliate against workers who raise issues—that’s a fast track to a grievance.
Review your record-keeping: Hours, breaks, pay, and accommodation all need to line up with minimum standards.
And when you do need support, go with a reputable lawyer or HR provider—not a bargain-bin advocate who might make things worse.
The full report makes it clear: employment basics matter. If you need a hand reviewing your practices or navigating a tricky situation, we’re always here to help.