People problems are part of running a business. When they land on your desk, they are consuming, stressful, and the cost of getting it wrong is real. A personal grievance. A process that falls apart. A manager who says the wrong thing in the wrong meeting and turns a manageable situation into a costly one.

Most HR and ER services give you advice over the phone and leave you to run the process yourself. KyoobHR is different. We work alongside you through the whole thing, from the first conversation with the decision-maker to the final letter. We draft the documents, we support the meetings, we handle the paperwork, and we make sure every step is done properly. You stay in charge of your business. We handle the process.

We work with NZ business owners who need someone to run the process, HR teams when ER workload spikes or a complex matter needs dedicated focus, and organisations whose HR function has a sudden capacity gap for any reason. One fixed price per matter. No subscription, no retainer, no surprises.

When a matter needs a lawyer's sign-off before the final call, our partner law firms step in at a cost you will know before they start.

Here is what we do and what it costs.

Our Services

Informal Support and Early Resolution

Sorting things out early, before they become a formal process. File notes, letters of expectation, conflict conversations, and mediation between staff members.
File notes Letters of expectation Conflict management Workplace mediation
Coach + docs
$100
+ GST
We run it + docs
$300
+ GST
What is included
  • Coach + docs ($100): We coach the manager through how to handle the conversation, what to say, what to avoid, and draft all supporting documentation including file notes and letters of expectation
  • We run it + docs ($300): KyoobHR facilitates the conversation directly, whether that is a conflict management session or a mediation between two parties, and handles all documentation
  • Conversation with the decision-maker about the situation and the right approach before anything happens
  • File notes drafted accurately to record what was discussed and agreed
  • Letters of expectation written clearly so the employee understands what needs to change
  • Full documentation of any agreements reached, signed off and filed

General Misconduct Process

For misconduct matters like attendance problems, minor policy breaches, inappropriate behaviour, or not following reasonable instructions. Covers the full process from start to finish.
Attendance issues Written warnings Final warnings Policy breaches
Fixed case fee
$450
+ GST
One fee, whole case
What is included
  • Discussion with the decision-maker about the situation, the options, and the right approach given the business, team, and culture
  • All letters, including the formal invitation, allegation disclosure, and right to bring a support person
  • Meeting script and agenda so the manager knows exactly what to say
  • Supporting the disciplinary meeting live, by video or phone
  • Automatic transcription of the meeting
  • Preliminary decision put to the employee for their response before anything is finalised
  • Genuine consideration of the employee's response with the decision-maker
  • Outcome letter, warning letter, and case file note

Serious Misconduct Process

For more serious matters where dismissal may be on the table. Theft, fraud, assault, harassment, serious safety breaches, and other conduct that could end the employment relationship. Includes evidence compilation and an optional legal risk check before any final decision is made.
Theft and fraud Assault Harassment Safety breaches Dismissal
Fixed case fee
$675
+ GST
One fee, whole case
What is included
  • Discussion with the decision-maker about the situation and the right approach
  • Compiling and organising all evidence into a clear case file
  • Suspension process support if the situation requires it
  • All formal letters including the invitation, allegation, and evidence disclosure
  • Meeting script and agenda
  • Supporting the disciplinary meeting live, by video or phone
  • Automatic transcription of the meeting
  • Preliminary decision communicated to the employee for their response before any final decision is made
  • Genuine consideration of the employee's response with the decision-maker
  • All outcome documentation including termination letters where applicable
Optional add-on: Partner-subsidised Legal Risk Assessment If dismissal is likely, our partner law firm reviews the process and evidence and gives you a written assessment of the personal grievance risk before you make your final call. Recommended for any termination decision.
$300
+ GST
Ongoing processes

Performance Management

A step-by-step process designed to give an employee a genuine, well-supported chance to improve, while building a clear and defensible record at every stage. You pay per meeting and only for what you use. If performance improves along the way, the process stops there.
Underperformance PIP drafting Written warnings Final warning Performance dismissal
Per meeting
$550
+ GST
Pay as you go
Typical process: 5 meetings over 3 to 5 months
Meeting 1 - Informal conversation and improvement plan
We work with the manager to understand the issue, run a structured conversation with the employee, and agree on an informal improvement plan with clear targets. Documented with a file note and follow-up letter. No formal warning at this stage.
Meeting 2 - Formal PIP introduced
KyoobHR drafts a tailored Performance Improvement Plan. The employee is formally invited with the right to bring a support person. The PIP is presented and discussed. No warning is issued at this meeting. The employee is given a fair opportunity to meet the PIP targets before any formal warning follows.
Meeting 3 - First written warning
Progress is reviewed against the PIP. If the required standard has not been reached, a first written warning is issued. The PIP is reissued and the employee is told a final written warning may follow if there is no improvement.
Meeting 4 - Final written warning
A final written warning is issued and the PIP runs one last time. The employee is told clearly that termination is a possible outcome if the required standard is not met.
Meeting 5 - Outcome meeting
If performance has improved, the process closes. If not, the employer may proceed to termination. A preliminary decision is put to the employee for their response before anything is finalised. KyoobHR prepares all documentation and supports the decision-maker through the final steps.
Partner-subsidised legal risk assessment recommended at Meeting 5 If dismissal is the outcome, the $300 partner law firm review gives the employer confidence the decision is defensible before anything is issued.
$300
+ GST

Medical Wellbeing, Incapacity and Retirement

When an employee cannot work because of illness or injury and there is no clear end in sight, this is one of the most difficult situations an employer faces. It is not a disciplinary matter. The employee has not done anything wrong. But the business cannot wait indefinitely either. KyoobHR helps you handle it with genuine care, at the right pace, and in a way that holds up if it is ever challenged.
Long-term illness Injury and ACC Mental health absence Medical retirement Return to work plans Incapacity dismissal
Per meeting
$550
+ GST
Pay as you go
How the process works

There is no fixed number of sessions. The process moves at the pace the situation requires, which can be weeks or months. Each step below is a session KyoobHR prepares, supports, and documents at $550.

Step 1 - Stay in contact and understand the situation
Regular, supportive contact from the start. Not an investigation. KyoobHR helps frame these conversations correctly, identifies support options such as EAP or ACC, and makes sure nothing said creates problems later.
Step 2 - Get proper medical information
A GP note is often not enough. KyoobHR helps the employer request the right specialist information, with the employee's consent, covering diagnosis, likely recovery timeframe, and realistic return-to-work prospects.
Step 3 - Genuinely explore all alternatives
Light duties, reduced hours, a phased return, a different role. Every realistic option must be considered and documented. This step is scrutinised closely if a dismissal is ever challenged.
Step 4 - Tell the employee their job may be at risk
If no alternative is workable, the employer must formally notify the employee that ending the employment relationship is being considered. This step cannot be skipped. KyoobHR prepares the letter and supports the meeting. The employee has time to respond before anything is decided.
Step 5 - Final decision
After genuinely considering the employee's response, the employer decides. If a return is possible, the plan is agreed and documented. If not, employment ends by incapacity dismissal or mutual medical retirement. KyoobHR prepares the outcome letter.
Partner-subsidised legal risk assessment strongly recommended before any final decision Medical incapacity dismissals are some of the most closely scrutinised in the Employment Relations Authority. A $300 partner law firm review before the final letter is issued is the most cost-effective protection available.
$300
+ GST
Policy and preventative services

Drug and Alcohol Policy Setup

A custom-drafted drug and alcohol policy built for your workplace, reviewed by a lawyer, and supported by management training so your team knows how to use it. If a positive test result is found, the serious misconduct process steps in at $550.
Custom policy drafting Legal review included Management training Implementation support
Full setup
$2,000
+ GST
Everything included
What is included
  • Discovery session to understand your business, roles, and risk level
  • Custom-drafted policy tailored to your industry and workforce
  • Legal review by our partner law firm, included in the price
  • Support to introduce the policy to your team in the right way
  • Employment agreement clause advice so testing has contractual backing
  • Management training covering how to identify impairment, how to invoke testing, and what to do when a result comes back
  • Documentation templates for recording incidents and test results
Every policy is built for your workplace

Whether you run a safety-critical operation or a general workplace, the policy is drafted around your actual risk, your industry, and how your business operates. No templates. No one-size-fits-all.

Positive test result? Serious misconduct process applies. If a test comes back positive and disciplinary action is needed, the serious misconduct process applies at $675 plus the optional $300 partner-subsidised legal risk assessment.
$550
+ GST if needed

Custom Workplace Policies

Any workplace policy drafted for your business. Written for NZ law, written in plain language, and built around how your business actually operates. Pricing depends on the complexity of the policy and whether legal review is included.
Social media policy Health and safety Code of conduct Leave policies Flexible working Remote work
Starting from
TBD
+ GST
Quoted per policy
How it works
  • Tell us what policy you need and a little about your business.
  • We give you a fixed quote before any work starts, so you know exactly what you are paying.
  • The policy is drafted in plain language, reviewed for NZ compliance, and delivered ready to use.
  • Legal review by our partner law firm can be added to any policy at a fixed cost, quoted upfront.
Restructuring and change

Workplace Change Proposals

When you are restructuring, changing roles, or removing positions, the process has to be done right. NZ law requires employers to consult genuinely before any decision is made, and getting that wrong is one of the most common and costly mistakes in employment relations. KyoobHR prepares your change proposal documentation, runs the consultation process, and makes sure every step from proposal to decision is legally sound and fairly handled.
Role changes Restructuring Redundancy Disestablishment Consultation process
From
$500
+ GST
See tiers below
What every change proposal includes
  • Consultation with the decision-maker on the proposed changes, the reasons, and the likely impact on affected employees
  • Drafting of the formal change proposal document covering what is proposed, why, how it will be implemented, and the timeline for feedback
  • Assessment of which roles are the same, similar, or different under the proposed structure
  • Support through the consultation period including responding to employee feedback in good faith
  • Drafting of the decision letter confirming the outcome and what it means for each affected employee
  • Redeployment assessment and documentation where applicable
  • All meeting notes and file records throughout the process
Pricing tiers
Changes to an existing role: $500
Where a role continues but duties, reporting lines, or working arrangements are changing within the scope of the current position. Includes drafting the change proposal, running the consultation, and documenting the decision.
Significant role changes or disestablishment, up to 5 employees affected: $1,200
Where roles are being reshaped into something similar or different, merged, reduced in number, or disestablished. Includes the full change proposal, assessment of role comparisons, consultation process, genuine consideration of feedback, and outcome letters for all affected employees.
Partner-subsidised legal risk review for roles being disestablished: $500
Where redundancy is the likely outcome, our partner law firm reviews the proposal and process before the decision is confirmed. Covers personal grievance risk, redeployment obligations, and whether the process holds up. Strongly recommended before any disestablishment is confirmed.
More than 5 employees affected, or a wider restructure? Larger change programmes involving multiple roles, multiple tiers, or organisation-wide restructuring are scoped and quoted separately. Get in touch and we will give you a fixed price before anything starts.
Quoted on
request
Not sure where you fit?

Other ER Support and General Employment Relations Help

Not every employment matter fits a neat category. Sometimes you need general ER guidance, a second opinion, or support with something we have not covered above. Get in touch and we will listen, assess what is involved, and come back to you with a clear picture of what support looks like and what it will cost before anything starts.
General ER support Complex situations Multiple issues Second opinion
Assessed first
Free chat
then fixed quote
No surprises
How it works
  • Book a free 15-minute call and tell us what is going on in plain language.
  • We assess what the matter involves, what process applies under NZ employment law, and what it would take to handle it properly.
  • We come back to you with a clear, fixed price before any work starts. No commitment required until you agree to proceed.
  • If it falls neatly into one of our standard services, we will tell you. If it is something more complex or bespoke, we will scope it and price it specifically for you.

Performance management and medical incapacity processes are charged per meeting. Well-run processes can sometimes resolve earlier than expected. You only ever pay for what is used.

Pricing at a glance
Coach + docs (file note, letter of expectation, manager guidance)
$100
+ GST
Conflict management or mediation session, including documentation
$300
+ GST
General misconduct process, full case
$450
+ GST
Serious misconduct process, full case
$675
+ GST
Partner-subsidised legal risk assessment (via partner law firm, per case)
$300
+ GST
Performance management, per meeting (typically 5 meetings over 3 to 5 months)
$550
+ GST per meeting
Medical incapacity process, per session (timeline varies by situation)
$550
+ GST per session
Drug and alcohol policy, full setup, legal review, and management training
$2,000
+ GST
Custom workplace policies
TBD
quoted per policy
Change proposal: changes to an existing role
$500
+ GST
Change proposal: significant role changes or disestablishment, up to 5 employees
$1,200
+ GST
Partner-subsidised legal risk review for roles being disestablished
$500
+ GST
All prices are + GST. For performance management, the process typically runs across 5 meetings over 3 to 5 months. For medical incapacity, expect at least 4 meetings. In both cases you pay per meeting and only for what you use. If the situation resolves at any point, the process stops there. No lock-in, no retainer required.

Not sure which service fits, or need general ER support?

Book a free 15-min call and we will talk it through. Whether it is a specific matter or ongoing employment relations support, we will tell you what applies, what it costs, and what to do first.

Or email [email protected]