Leah Norman - Employee Advocate

05/01/2026

Following some of interactions regarding my last post I’ve shared this Givealittle to support Ashleigh’s whānau and the people she loved most.

As many of you know, Ash was someone who gave endlessly; her time, her knowledge, her courage, and her heart - especially to those who needed an advocate when the odds were stacked against them. She stood up for others without hesitation, often at personal cost, and did so with integrity and compassion.

Her passing has left a deep ache across our community. If you knew her, worked alongside her, learned from her, or were supported by her, you’ll understand the impact she had. If you didn’t know her personally, please know that your support still matters.

If you’re able to contribute, thank you. If you’re not, sharing this page or holding her whānau in your thoughts is just as meaningful.

Moe mai rā, Ash. Your legacy lives on through all of us. 🤍

Memorial and Support Fund for Ashleigh Fechney, “Ashleigh the Advocate”

03/01/2026

Last night I reached out to some colleagues to see who had capacity to support a potential client while I am on leave with limited reception. Ashleigh the Advocate was one of those colleagues, and I was blindsided to hear that she has recently passed away while on holiday in Lituania.

I’m still struggling to find words, which probably says everything.

I first met Ashleigh as a peer in this work, but very quickly she became so much more than that. She was a mentor, a sounding board, someone I quietly admired long before we ever became friends. I remember meeting her for the first time at an ELINZ conference and feeling genuinely nervous; I’d been a fan for years and out mutual friend Jai Peacock decided it was time we meet. She had this reputation for being sharp, fearless, principled… and somehow still deeply human. She didn’t disappoint.

Over the last few years, our relationship shifted into a real friendship. The kind where you check in without a reason, where conversations wander between work, values, frustrations, wins, and life. The kind that sneaks up on you and suddenly matters a great deal. Losing her feels unreal. I’m still in shock, and honestly, a bit heartbroken.

Ashleigh was a trailblazer in every sense of the word. She stood up for people others overlooked or avoided. She took on the hard cases, the uncomfortable ones, the David-and-Goliath fights - and she did it with courage, integrity, and an unwavering sense of justice. She didn’t flinch. She didn’t back down. She made space for people who so often aren’t given any.

But beyond her brilliance, she was kind. Fiercely independent, yes, but generous with her time, her knowledge, and her support. She made this profession better, and she made the people in it better too.

My heart is with Andy, her whānau, and everyone who loved her. The love you shared was obvious to anyone who knew you both; steady, supportive, and deeply connected. It was something special.

Ash, the world is poorer without you in it. I will miss our chats more than I can say. Thank you for the guidance, the friendship, the courage you modelled, and the way you showed up - always.

Rest in love, my friend. You mattered. You still do.

13/06/2025

Told “this is your last day” at work… but then accused of walking out?

That’s exactly what happened in a recent case and the worker won over $17,000 after the ERA found the employer’s story didn’t stack up.

Here’s what the ERA found:
- The worker was told he was “not a good fit” and that it was his last day
- He left immediately after being given the choice - and even left his uniform
- The employer later claimed he “abandoned” the job with no notice
- Their story changed multiple times, and key evidence (texts + emails) showed the employer did dismiss him

The ERA ruled this was unjustified dismissal, that the employer failed to follow a fair process and couldn't rely on vague excuses to avoid their obligations.

Key takeaways:
1. If your boss ends your job (formally or informally) they must follow a fair and reasonable process
2. If you’ve been pushed out, blamed unfairly, or told one thing while they record another - you may have a case
3. Even under a 90-day trial, there are basic standards employers must meet

If something doesn’t feel right, talk to an advocate. First kōrero is free. We’re here to help you stand up for your rights.

10/06/2025

As with so many of these questions I get sent - it depends...

Whether you're entitled to extra pay for working overtime largely depends on the terms set out in your employment agreement.

If you're a waged worker, you're generally entitled to be paid for every hour worked, unless the additional hours haven't been authorised by your employer. If the extra hours are authorised, the overtime pay rate should be as per the terms outlined in your employment agreement or any applicable collective agreement. If your employment agreement or collective agreement doesn’t mention overtime, it’s something you’ll likely need to negotiate each time you’re asked to work beyond your usual hours.

If you're salaried, the situation is a bit different. In many cases, salaried roles are based on outcomes rather than hours worked. Employment agreements for salaried staff will often specify that the salary covers over and under hours, meaning you’re expected to manage the workload within agreed parameters. These agreements often include a clause that recognises the potential for extra hours worked and states that the salary has been set to account for this flexibility.

If you’re unsure about your overtime pay or need help understanding your employment agreement, don’t hesitate to reach out to me at [email protected] – I’m here to help!

09/06/2025

If you’re feeling unfairly treated or unsupported in your workplace, it’s time to reach out for support. As an employee advocate, I work with individuals who are navigating difficult situations and provide a clear strategy to address their concerns.

If something feels off, don’t wait for things to escalate - let’s talk about your options today. It’s always better to get advice early on.

If you’re not sure where to start with a workplace issue, contact me at [email protected].

Together, we can find the best solution.

04/06/2025

This one is a "mostly no"... let me explain...

Your employment agreement is a binding contract that sets out the terms, including your working hours and job responsibilities. Any changes to those terms usually need mutual agreement between you and your employer.

The Employment Relations Act 2000 requires that employers deal with employees in good faith. This means they must consult with you before making any changes that could affect your employment, including changes to your hours or duties.

If your employment agreement doesn’t explicitly allow for changes, your employer must consult with you and consider your views before any significant changes are made. If your agreement does allow for changes, the employer must still follow a fair process and provide you with the chance to discuss the proposed changes.

If your employer doesn’t follow the correct process or makes changes without consulting you, you could have grounds to challenge those changes.

In cases where the changes are significant, your employer may need to formally vary your employment agreement to reflect the new terms.

If you’re unsure about changes to your hours or duties at work, it’s always a good idea to get advice. Feel free to reach out to me at [email protected] – I’m here to help!

02/06/2025

The government is planning to change how and who can raise personal grievances in Aotearoa. Here’s what you need to know:

What’s changing?
- You might not be able to raise a PG if you earn over $180,000
- You may lose the right to remedies if you’re found to be “at fault”
- Procedural errors by employers may no longer invalidate a dismissal — even in serious misconduct cases

Some say this will reduce a so-called “grievance culture” and give employers more certainty. Others fear it will discourage workers from speaking up and tip the scales too far in favour of employers.

My view?

You shouldn’t need to earn less than a certain amount to be treated fairly. And just because a process is flawed doesn’t mean it should be swept under the rug. Fairness should apply to everyone.

If you are worried about what this means for you or your workplace? I'm here to kōrero.

Free, confidential advice from people who know employment law - and care about getting it right.

29/05/2025

Accidents happen, but what if you accidentally damage company property?

Can your employer require you to pay for the damage?

As always, it depends....

An employer can ask an employee to pay for damage to company property, but there are a few key conditions. The employer must have the employee’s written consent to make wage deductions for damage, as outlined in the Wages Protection Act 1983. This consent is often included in the employment agreement, but it must be clear and specific.

If the damage was caused by negligence or wilful misconduct, the employer might have grounds to ask for compensation. However, they must consult with the employee before making any deductions from wages, and the employee must agree to it.

If the employment agreement doesn’t allow for deductions or if the employee hasn’t agreed to pay for the damage, the employer may need to pursue a civil claim to recover the costs instead of deducting the amount from wages.

✔️ Key Takeaways:
1. Always check your employment agreement for clauses about deductions for damage.
2. If you’re asked to pay for damage, make sure you understand your rights and have given written consent.
3. If you haven’t agreed to it, the employer cannot automatically deduct from your wages.

If you’re unsure about whether your employer can require you to pay for the damage, I’m here to help! Feel free to reach out to me at [email protected] for advice.

27/05/2025

No one should have to face workplace challenges alone.

Whether you’re dealing with discrimination, harassment, or unfair dismissal, an advocate is there to provide guidance, support, and ensure that your voice is heard. I’m here to help you stand up for your rights and ensure that you have a fair process.

No matter how small the issue might seem, your rights matter, and you deserve a chance to be heard.

If you’re facing workplace challenges, contact me at [email protected] to see how I can support you through it.

25/05/2025

If you’re a casual employee, you might be wondering whether you're entitled to sick leave. The short answer is that casual employees typically don't have the same entitlement to sick leave as permanent employees under the Holidays Act 2003

This is because casual employees generally don't have a regular, ongoing work schedule, so they often don’t meet the criteria for continuous employment required to qualify for sick leave. The Holidays Act 2003 provides sick leave to employees who’ve been employed continuously for at least six months, which casual employees often don’t meet.

However, it’s important to check your employment agreement. While the law doesn’t require casual employees to receive sick leave, some employers may include sick leave provisions in their contracts. If your agreement specifies sick leave, then you’re entitled to take it as per the terms of your contract.

If you're unsure about your sick leave rights, it’s always a good idea to review your employment agreement or reach out for clarification.

If you’ve got any questions or need help navigating your sick leave entitlements, feel free to reach out to me at [email protected] I’m here to help!

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21/05/2025

For those that know me personally, you will not be surprised that this case was on my radar.... A caregiver took in her step-grandchild and applied for paid parental leave once formal confirmation of adoption came through. She had worked two more days before stopping - and was initially told she didn’t qualify. 😡

But the ERA said nope — that’s not fair.

- Those 2 days were treated as "Keeping In Touch" hours — allowed under the law.
- The ERA used discretion, recognising her sudden caregiving situation.
- Result? Parental leave payments approved.

The key takeaway? Even if you’re not a biological parent, and even if you can’t stop working immediately, you still have rights. The real-life context matters - and there’s room for compassionate interpretation.

If you’ve been denied entitlements due to red tape or misunderstood timing, we can help you challenge that.

Free kōrero, no judgment, just straight-up advice.