# Work relationship problems Official source: https://www.employment.govt.nz/resolving-problems/work-relationship-problems Scanned: 2026-06-07T03:31:31.402Z Use this as a current official guidance reference, not as a substitute for legal advice. ## Page Text Home Resolving problems Work relationship problems Resolving problems Resolving problems Problems in the workplace Misconduct Bullying, harassment and discrimination Illness and injury Migrant exploitation Work relationship problems How to resolve problems Protected disclosure Employment during and after disasters Addressing Holidays Act non-compliance Everyone Work relationship problems Sometimes a workplace relationship breaks down to the point that people can no longer work together. What is relationship breakdown? When a work relationship breaks down so severely that you can no longer work with another person it is known as ‘incompatibility’. If those involved cannot resolve the problem by themselves, it may be necessary to seek help from an independent third party like Employment Mediation Services. In rare instances where the problem persists over time, and the disharmony makes the relationship unworkable, disciplinary action or dismissal When an employer removes an employee from their job, for example, as a result of misconduct or redundancy. may result. Dismissal due to incompatibility An employer An individual or organisation that hires 1 or more employees and contracts them to work in exchange for wages or salary under a ‘contract of service’ (commonly called an ‘employment agreement’). may be able to dismiss an employee Any person, whatever their age, who is employed by an employer to do any work for hire or reward under a ‘contract of service’ (commonly called an ‘employment agreement’). due to incompatibility if: the relationship breakdown is due to an employee acting badly towards another employee, and warnings for them to stop their behaviour, and attempts to mediate, have been unsuccessful, and the breakdown is largely the employee’s fault, and the employer follows a fair process in taking action. When the employer is at fault If the breakdown is due largely to the employer’s actions or behaviour (for example, if they knew there was a problem but failed to respond in a timely and reasonable manner), they may not have grounds to dismiss the employee. An employee can raise a personal grievance An action that an employee can take against a current or former employer when they have an employment issue they cannot resolve. if they have been dismissed and their employer did not have a good reason to dismiss them, or the process was unfair. Good reason Fair process If the relationship has broken down because the employee has been bullied, harassed or discriminated against, the process that the employer should follow may be different. Bullying, harassment and discrimination What an employee can do if a relationship breaks down If an employee feels comfortable doing so, they can write to the person involved or speak directly to them with a support person present. Any outcomes should be recorded in writing. If they are not comfortable dealing with the problem themselves or cannot reach an agreement about how to resolve it, they should report the behaviour to their manager or employer If their manager or employer is the person they are having the relationship breakdown with, they should raise the complaint with human resources, their union An organisation that supports and advocates for employees in the workplace. Unions bargain for collective agreements and help employees with information and advice about work-related issues. or a lawyer. How to resolve problems Talking to your employer What an employer can do about incompatibility If talking about the problem has not solved it, an employer may: ask the employee and the other party to go to mediation A confidential and safe way for employers and employees to work through their issues and develop solutions with the help of an independent mediator. Mediation is usually voluntary, but in some cases can be directed by the Employment Relations Authority. try to find the employee, or the other party, another position within the company where they will not have to interact undertake disciplinary action against, or dismiss, the person who is found to be causing the problem. Mediation Disciplinary action Ending employment Published: 11 March 2024 Last modified: 16 December 2024 Written for: Everyone Share this page: Print this page: