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Employment Relations Act 2000

Additional provisions relating to enforcement of employment standards - Banning orders

142P: Variation of banning order

You could also call this:

“The court can change or cancel a banning order, or add rules to it, whenever they need to.”

When a court makes a banning order, they can add specific terms and conditions to it. These are rules that you need to follow as part of the order. The court can decide what these terms and conditions should be.

If something changes, the court has the power to cancel the banning order or make changes to it. This means that the banning order isn’t always fixed and can be adjusted if needed.

Remember, only the court can make these decisions about banning orders. They have the authority to set the rules, cancel the order, or change it at any time.

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View the original legislation for this page at https://legislation.govt.nz/act/public/1986/0120/latest/link.aspx?id=DLM6803088.

Topics:
Crime and justice > Courts and legal help
Work and jobs > Worker rights
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142O: Duration of banning order, or

“A ban can last up to 10 years or less if the judge says so.”

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142Q: General provisions for banning orders, or

“Rules for telling people about court orders that stop someone from doing certain things”

Part 9A Additional provisions relating to enforcement of employment standards
Banning orders

142PVariation of banning order

  1. A banning order may be—

  2. made subject to the terms and conditions that the court thinks fit; and
    1. cancelled or varied at any time by the court.

      Notes
      • Section 142P: inserted, on , by section 19 of the Employment Relations Amendment Act 2016 (2016 No 9).