# Resolving issues yourselves Official source: https://www.employment.govt.nz/resolving-problems/how-to-resolve-problems/resolving-issues-yourselves 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 How to resolve problems Resolving issues yourselves How to resolve problems Resolving problems Problems in the workplace Misconduct Bullying, harassment and discrimination Illness and injury Migrant exploitation Work relationship problems How to resolve problems Steps to resolve problems Resolving issues yourselves Talking to your employer Early resolution Mediation Personal grievances Disciplinary action Records of settlement Labour Inspectorate complaints Escalating unresolved issues Protected disclosure Employment during and after disasters Addressing Holidays Act non-compliance Everyone Resolving issues yourselves When an issue is raised, those involved should try to resolve the matter themselves first. Acting fairly and in good faith When there’s a problem in the workplace, the parties involved should try to resolve it themselves before seeking outside assistance. Do not jump to conclusions — information should be gathered and properly considered before any decisions are made. In all cases, 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’). and employees 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’). should act in good faith An underlying principle in employment law which requires employers and employees to deal with each other honestly, openly, and in a fair and timely way. , setting aside emotions, and treating each other with respect and consideration. Issues should be dealt with constructively and in a confidential manner. It may help to have a third party present when a problem is discussed to prevent misunderstandings. For instance, an employee may want to have a support person, 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. delegate or other representative present. A manager may want to have their manager or a lawyer present. Both sides should keep notes of any meetings and any agreements reached. Good faith 5 steps to resolving an issue quickly When seeking a resolution, it’s a good idea to follow these 5 steps. Check all relevant workplace policies and agreements A written document setting out the terms and conditions of employment agreed by the employer and employee (also known as a ‘contract of service’). It can include other contractual documents and agreements made by the employer and employee. Every employee must have a written employment agreement. . Be clear about the facts — make sure the issue is not just based on an assumption or a misunderstanding. Talk to each other respectfully — have a representative in attendance if you wish. Clarify whether there is a problem and, if so, what it is. Do not delay. The problem should be fully discussed as soon as possible. Check you are not just focusing on a symptom of the problem but that you understand the underlying cause. Employers need to remember to treat employees consistently and objectively. If no agreement can be reached, consider what further assistance is needed to help resolve the problem. Parties may consider whether early resolution or 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. assistance might be useful at this stage. Meeting advice for employees Employees preparing to discuss an issue with their employers should be clear about what they want to talk about and why, and what they would like the outcome of the discussion to be. Talking to your employer Published: 11 March 2024 Last modified: 20 December 2024 Written for: Everyone Share this page: Print this page: