Solicitor

Matthew Morrissey

LLB
Profile
Matthew Morrissey is a Solicitor in the Employment Law Team.

Matthew graduated with a Bachelor of Laws from the University of Canterbury in 2020.  He was admitted as a Barrister and Solicitor of the High Court in 2021.

Matthew joined Hesketh Henry in 2022, having previously worked at a leading New Zealand boutique employment law firm.  Matthew provides advice to employer, employee and union clients in all aspects of employment law, particularly around personal grievances, employment processes and collective bargaining.  He is especially interested in employment investigations, managing restructuring processes, and matters relating to health and safety at work. 

Matthew has appeared at mediation and regularly assists with matters in the Employment Relations Authority and the Employment Court.  He has also presented at LegalWise seminars and has published work in the NBR, ADLS’ Law News and the HCA Magazine.

Matthew is passionate about providing and achieving practical and tailored solutions for his clients.

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Experience

Examples of work completed by Matthew include:

  • Advising employers on several complex personal grievances involving claims of unjustified dismissal, unjustified actions causing disadvantage and allegations of sexual harassment.
  • Instructed to act as an independent investigator to investigate several allegations of workplace sexual harassment.
  • Advising and guiding both employers and employees through disciplinary, performance management and medical incapacity processes.
  • Enforcing restraints of trade.
  • Assisting and preparing documents for the Employment Relations Authority and Employment Court, including statements of problem, statements in reply, and statements of evidence.
  • Assisting clients to implement drug and alcohol testing policies for workplace health and safety.
Recommendations
Media
Publications

Insights & Opinion / Matthew Morrissey

iStock
Parker v Magnum Hire: A new era of personal grievance remedies awarded in the Employment Relations Authority?
If you heard a sudden loud noise last week – no it wasn’t a jet plane flying overhead, it was the gasp of employment lawyers across New Zealand when the Employment Relations Authority published it...
26.02.2024 Posted in Employment
Employment Law Wide
Trials and tribulations of trial periods – what an employer needs to know
If, like us, you were doing last minute Christmas shopping, you might have missed that the Employment Relations (Trial Periods) Amendment Act 2023 (Act) received Royal Assent and came into effect shor...
19.01.2024 Posted in Employment
loud hailer
Breaking News: Timeframe to raise a personal grievance for sexual harassment set to increase to 12 months
The timeframe to raise a personal grievance for sexual harassment is about to increase from 90 days to 12 months. This change will come about as a result of the Employment Relations (Extended Time for...
09.06.2023 Posted in Business Advice & Employment
loud hailer
Privacy in the workplace – answering the burning questions for employers
It is the Employment Law Team’s favourite time of year – no, not Christmas, summer or going away to the family bach. It’s Privacy Week, duh!
12.05.2023 Posted in Business Advice & Employment
Library BW
Recent Employment Legislation Updates – Changes You Cannot Afford to Miss!
Struggling to keep up with the breakneck speed of recent employment legislation news?  In this article, we provide a round-up of legislation and regulatory updates for employers, including analysis a...
20.04.2023 Posted in Business Advice & Employment
“Hi Honey, I’m (still) home!” Legal considerations for employees working from home
With flexible working arrangements becoming increasingly common post-Covid, employers should continue to be alive to the consequences of these arrangements and consider what steps they should take to ...
Restricting the restrictions? New Bill aims to regulate post-employment restraints
Restraint of trade clauses are commonly found in employment agreements and are often used without much thought as to whether they are reasonable in the circumstances.
30.09.2022 Posted in Employment
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