Employment advocates for NZ employees
Talk to an employment advocate. Your first assessment is free.
Contingency (no-win, no-fee) for suitable personal grievances, so there’s nothing to pay upfront.
sdLocal
Grown locally for coastal conditions
Who we are
EDRS is a New Zealand employment advocacy service for employees. We help people deal with problems at work, from performance plans and disciplinary processes to personal grievances and exits.
We have sat on every side of the table. We have represented employees and employers, and we mediate employment disputes, so we know how employers think and what it takes to resolve a matter. Our focus is resolution rather than rhetoric: clear advice, careful preparation and practical outcomes.
Your situation, your goals, your decision. We work to the outcome you want.
An honest view of your case, including the weak points, from the start.
Practical outcomes that make a real difference, reached with minimum fuss.
Most workplace problems are easier to fix early. Whatever stage you’re at, we’ll explain your options in plain English.
Raising, negotiating and resolving claims for unjustified dismissal or disadvantage.
Checking the plan is fair, reasonable and supported, and helping you respond.
Preparing you, attending with you and making sure the process is fair.
Recording what’s happening and raising it the right way.
Assessing whether it amounts to constructive dismissal.
Reviewing the reason and the process, and acting within time limits.
Testing the proposal and the consultation, and negotiating terms.
Negotiating fair terms, a reference and a clean exit.way.
Recovering unpaid wages, holiday pay and other entitlements.
Representing you at mediation and, if needed, at the Authority.
Tell us in a few lines and we’ll explain your options.
Core focus
A performance improvement plan should give you clear expectations, real support and a reasonable time to improve. It should not be a paper trail to an exit that has already been decided.
Signs you should get advice
Core focus
A personal grievance is a formal claim an employee can raise against a current or former employer. Common grounds include unjustified dismissal, unjustified disadvantage, discrimination, harassment and duress.
90 days
A personal grievance generally has to be raised within 90 days of the action, or of when you became aware of it. Some, such as sexual harassment, have a longer limit. Don’t wait.
Depending on your case and the law that applies, outcomes can include lost wages, compensation, a reference, an agreed exit or other remedies. Most matters resolve through negotiation or mediation.
Call, email or complete the short form. A timeline and your key documents help, but you don’t need to write a long history.
An advocate reviews it and calls you within one working day to explain your options and what we recommend. No cost and no obligation.
If you want us to act, we send our terms and an Authority to Act, which you can accept online. Nothing goes to your employer until you have authorised it.
We manage communications, request information from your employer and build your position using the facts and the evidence..
Most matters resolve through negotiation or mediation. If yours doesn’t, we can take it to the Authority, and we’ll explain the costs and risks first.
Clear fees, agreed in writing before any work starts.
To start
Free
Tell us what’s happening and we’ll tell you your options. No cost and no obligation.
Personal grievances
X%
For personal grievances seeking a financial outcome. Nothing to pay upfront. If we don’t achieve a financial outcome, you don’t pay our fee.
Where possible we seek a contribution to our fee from your employer as part of the settlement. Otherwise our fee is X% of the settlement plus GST, capped at $X.
Keeping your job
From $X
+ GST
Where the aim is keeping your job rather than a payment, for example support through a PIP or a disciplinary meeting. You’ll know the cost before we start.
Can’t see yours? Tell us what’s happening and we’ll answer it.
Limerick Buffalo is $12 per m² for farm pickup, including GST. Delivery and laying are quoted separately based on your location and requirements.
Measure the length and width of each area, then multiply them to calculate the square metres. Add the totals together or send us your measurements and we’ll help you work it out.
Yes. Each turf slab covers 0.5 m² and a full pallet contains 50 m². Where possible, we’ll forklift your order onto a suitable ute or trailer. Please check your vehicle’s load capacity before collection.
Delivery is available across the Sunshine Coast. Pricing depends on your suburb and order size, and larger orders may require a crane or fork truck.
Remove weeds, rocks and debris, then level the area with approximately 50 mm of suitable topsoil. Any soil improvement or irrigation work should be completed before the turf is laid.
Yes, we can provide professional turf laying for a neat, finished lawn. Send us your area, suburb and site details for a quote.
Keep the soil beneath your new turf consistently moist while it establishes, usually for the first 1–4 weeks. Check it daily, water early in the morning and reduce foot and pet traffic until the turf has rooted.
The first mow is generally after 2–3 weeks, once the turf has rooted. Remove no more than one-third of the leaf height. Avoid regular fertiliser during the first month, then fertilise established turf around April and September.
We stock products for common lawn problems, including grubs and leaf spot. Call us or speak with Jonny at the farm for help choosing the right option.
