OnPoint Consulting NZ

02/09/2026

We’ve heard this many times before from employers when a good employee resigns.

“I didn’t see it coming.”

The signs were there. They just weren’t seen for what they were.

By the time someone hands in their notice, you’ve usually already lost them. Sometimes long before.

It’s rarely about pay or the company. A pay rise might buy a few months, but it won’t fix what’s really going on.

So, what’s behind it, and what can you do before you’re standing there wondering how you missed it?

That’s what we dig into in this one:

The most consistent reason good employees leave is due to the relationship with their immediate manager. Not the company, not the salary, not the commute; the manager…

28/08/2026

Thinking of rehiring someone? Many businesses assume they can be put on a trial period.

That’s false, and employers often don’t realise the difference between a trial period and a probationary period until it’s too late.

Trial period
→ New hires only, never employed by you before, in any employee relationship capacity
→ Fixed at 90 calendar days, no extensions
→ No formal process needed. Good faith, notice, letter, done
→ Not an option for accredited employer work visa holders

Probation period
→ Works for anyone: returning staff, internal moves with the existing employees
→ Can be extended if both sides agree
→ Needs to be justified: conversations, documentation, a chance to respond

Neither one is automatically the ‘better’ option. Choose the clause that fits the situation, not the one that’s always been in your template.

We’ll help you set both up properly.

27/08/2026

Two extra days. And a valid termination turned into an unjustified dismissal and a five-figure settlement.

The employer did everything ‘right.’ Real performance concerns and within the correct time period. But one small drafting error in the trial period clause blew everything out of proportion.

Now, the employee was entitled to a personal grievance for unjustified dismissal.

It’s an easy mistake to make and an easier one to miss... until it costs you.

We’ve written about what went wrong, what makes a 90-day trial period valid, and how it’s different from a probationary period.

Not sure whether your agreements hold up? This article is for you.

Most Kiwi business owners know that the 90-day trial period exists. Fewer know the specific rules that make it valid, or what happens when the clause is drafted incorrectly. Even fewer employers  know the distinction between a trial period and a probationary period, until they need to rely

15/08/2026

If you’re frustrated with a team member’s performance, a quick question: have you actually told them?

It sounds obvious, but this is the most common pattern we see. The owner has been stewing for months. They’ve vented to other people. They’ve lost sleep over it. And the employee has no idea anything’s wrong.

Then one day the owner decides to “do something about it” and jumps straight to formal performance management. That’s where the trouble starts.

The fix is much simpler: have the honest conversation early. “You’re doing well here, but my expectation is here, and you’re sitting at about 60%. What can I do to help you close that gap?”

Most performance issues get solved right there — no formal process, no stress, no risk. The conversation you’ve been avoiding is usually the solution.

13/08/2026

Honest answer from an HR consultancy: you don’t need us for every conversation with your team. In fact, please don’t do that.

When an owner brings in a consultant or lawyer for every people matter, employees notice. They get defensive, they bring representation, and something that could have been sorted over a coffee turns into a formal dispute.

What you actually need is good foundations (a proper employment agreement, clear procedures) and someone you can call *before* you make a mistake, not after.

Handle the everyday conversations yourself. Keep expert advice on speed dial for when it counts. That combination resolves more issues than any amount of outsourcing ever will.

10/08/2026

Pub quiz for employers: is a handshake agreement legally binding in NZ?

Yes — and that’s exactly why it’s risky.

If someone can prove they’ve been working for you, an employment relationship exists, signed paperwork or not. You’re on the hook for all your obligations as an employer either way.

But here’s the flip side: when it comes to *changing* an agreement, a handshake isn’t enough. Any variation — hours, pay, role, location — legally must be in writing and signed by both parties. A verbal chat and a nod doesn’t count.

So the rule of thumb: verbal promises create obligations, but only written variations create protection.

If you’ve changed someone’s role or hours lately and it’s not on paper yet, sort it this week — before it becomes a problem.

06/08/2026

Here’s how the cost of a personal grievance grows when you sit on it:

Resolve it early, and the other side’s representation costs might be around $1,000. Let it drag on for three months with a lawyer involved, and you could be covering a much bigger bill — on top of any settlement.

The settlement scales with seniority too. A junior role might settle for a couple of months’ pay. One general manager case reached $180,000, because senior roles take months to replace. Then add remedies for stress and humiliation, which can run $15,000–$25,000 or more.

The pattern is always the same: the employers who get hurt are the ones who panic, delay, or hope it goes away. The ones who come through fine act early and get the right advice from the start.
If something’s brewing in your workplace, don’t wait for it to land.

02/08/2026

A lot of business owners do the right thing — have the performance conversation, then jot down notes in their diary afterwards.

One problem: documentation only protects you if the employee has seen it.

Private notes prove very little. What works is simple: after every meaningful conversation, write a quick summary and email it to the employee. What was discussed, what was agreed, what support you offered. Keep it factual — no venting, no opinions.

If a dispute ever reaches the Employment Relations Authority, that shared paper trail can be the difference between winning and writing a settlement cheque.

You’re already doing the hard part by having the conversation. Just hit send afterwards.

31/07/2026

A team member’s conduct or performance is slipping. What do you do?

Most business owners pick one of two options: say nothing and hope it improves, or go straight to a formal warning. One lets the problem grow, the other can wreck a working relationship over something fixable.

There’s a third option that hardly anyone uses: a letter of expectation.

It’s not disciplinary. It simply puts the issue in writing — what you expect, where things are at — and gives the employee a clear chance to lift. They get clarity, you get a paper trail, and nobody ends up in a formal meeting over something that just needed a nudge.

Simple tool, hugely underused. If you’ve been stewing on an issue with a team member, this might be your next move.

29/07/2026

New hire starts Monday. The employment agreement? “We’ll sort the paperwork in their first week.”

Stop right there — you’re about to put your business in breach.
In NZ, an employee starting work before their agreement is signed means you’ve failed your legal obligation. And if you’ve included a 90-day trial period, it’s now invalid. Trial periods only hold up if the agreement is signed before day one, with the employee given two to three days to get independent advice first.

The employee still has to be paid (the relationship exists the moment they start working) — but you’ve lost the protections a proper agreement gives you.

The rule is simple: agreement out with the offer, signed before they start. Every time, no exceptions.