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188A: When mediation in relation to breach of employment standards is appropriate
or “The court decides when talking it out can help fix job rule problems”

You could also call this:

“The court makes fair decisions based on what's right and just, not just strict legal rules.”

The Employment Court has the power to handle all matters that come before it. The court’s goal is to support successful work relationships and encourage good faith behaviour. When making decisions or orders, the court will do what it thinks is fair and right. However, the court must follow the law and any agreements that apply to the situation.

The court can look at different types of information to help it make decisions. It doesn’t have to stick to only legal evidence. The court can accept, ask for, and use any information it thinks is fair and right to consider.

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Next up: 190: Application of other provisions

or “The special court for job issues can use rules from other courts to help solve problems.”

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Employment Relations Act 2000
Institutions
Employment Court
189: Equity and good conscience

Part 10 Institutions
Employment Court

189Equity and good conscience

In all matters before it, the court has, for the purpose of supporting successful employment relationships and promoting good faith behaviour, jurisdiction to determine them in such manner and to make such decisions or orders, not inconsistent with this or any other Act or with any applicable collective agreement or the particular individual employment agreement, as in equity and good conscience it thinks fit.
The court may accept, admit, and call for such evidence and information as in equity and good conscience it thinks fit, whether strictly legal evidence or not.

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