John Farrow

John joined Anderson Lloyd in November 2017 with over 25 years’ experience as a lawyer and of those 19 as a partner. After studying at the University of Otago, he graduated with a Bachelor of Laws and Bachelor of Arts (majoring in English). John was admitted to the Bar in 1991.

He became Partner in 1998 and continued with his previous firm until joining Anderson Lloyd on 1st November 2017. John’s primary areas of practice are employment and civil litigation. His expertise covers the full range of employment matters, including those which involve criminal and civil aspects. He also has extensive stand-alone experience in the Criminal and Family Court jurisdictions. He has represented employees, senior executives, small to medium businesses, councils and local authorities and corporates.

John currently enjoys a number of Court-appointed roles, including Lawyer for Child and Youth Advocate.

John appears regularly in the Employment Relations Authority, Employment Court, District Court and High Court. He has also appeared in the Court of Appeal on a number of occasions. In addition, John also represents clients before the Liquor Licensing Authority, Coroner’s Court and Medical Disciplinary Tribunal.

John is a LEADR-accredited Mediator. He was actively involved as a Mediator in the Family Court before, in more recent times, turning his skills to private mediations primarily involving commercial disputes.

John’s dispute resolution expertise, together with his significant experience in the Civil and Employment jurisdictions, translates into an ability to represent parties through all stages of proceedings.

John served as President of the Otago Branch of the New Zealand Law Society from 2017 – 2019 and is a member of the Institute of Directors.

John is recognised for his expertise in Labour and Employment Law in the current ‘Best Lawyers’ rankings and as a ‘Next Generation Partner’ by the Legal 500 international directory. In the 2021 edition, John is recommended as “pragmatic and sensible. He provides the leadership and direction to the team without being prescriptive allowing them to forge their own relationship with us their client”.

Publications

• Anti-slavery laws much needed in wake of Gloriavale case
• Employee or Volunteer; Employee or Contractor – a binary question?
• Period for raising sexual harassment grievances extended
• New laws extend timeframe for sexual harassment personal grievances
• Upward trend in the supply of accommodation for workers
• Minimum wage raise will force business costs on to consumer
• Best practices for redundancies
• The Employment Relations Authority has granted an interim order to fix the pay equity rates for nurses
• The Fair Pay Agreement Act – the highlights
• Ruling on Uber drivers likely to have broader impact
• Should the 90-day deadline for raising personal grievances be extended for sexual harassment victims?
• Can a record of settlement be set aside on the basis of mental incapacity?
• Employment law updates on the horizon
• How protected are your Employees’ disclosures?
• Smiths City awarded over $800,000 after employees found to have acted in competition while employed
• Back in the Employment Court: Employer Obligations during the COVID-19 Alert Level 4 Lockdown
• “Not Open For Instruction”: When are Secondary School Teachers Entitled to Reimbursement of Costs Associated With Work Done Outside of School Hours?
• Employee vs Contractor – Working Group Recommendations
• ACC Cover for Work-Related Mental Injury: Potential for Double Recovery under the Accident Corporation Act 2001 and the Employment Relations Act 2000?
• Employment Relations Authority: DHB Nurse Justifiably Dismissed for Posting Anti-Vaccination Sentiments on Facebook.
• Employing Migrant Workers: The “Accredited Employer Work Visa” Explained
• Restraint of Trade private member’s bill
• Updated advice on an employer’s liability for public holiday pay for a worker on ACC
• Redundancies in a Covid-19 climate
• Employers may be liable for public holiday pay for a worker on ACC
• Fair Pay Agreements Bill – bargaining process explained
• Warning over ditching vax mandates
• Changes to the traffic light system explained
• Recent updates in COVID-19 isolation requirements
• Successful challenge to Government Mandate – arguably limited precedent value
• Light at end of tunnel for Covid-affected workplaces
• New financial support for businesses affected by Omicron
• Case proves restraint of trade sometimes enforceable
• Reinstatement (the primary remedy) – more than lip-service
• COVID-19 restrictions: reduced hours for workers, but normal pay
• Public Health Vaccinations Order ruled to be lawful
• Rights and obligations around employee vaccination
• Mandatory COVID-19 vaccinations announced for health, and education sector workers
• Reinstatement (the primary remedy) – more than lip-service
• Businesses raising legal concerns over rules
• Triangular Employment
• The Employment Relations (Triangular Employment) Amendment Act came into force mid-last year
• Fair Pay movement likely to bring industrial action
• Employee vaccination not black and white
• Good Faith Obligations to Visa Holders
• Anderson Lloyd named as 5-Star Employment Law Firm by HRD
• Holidays Act devil in detail
• Gate Gourmet – Just What Exactly Is Work?
• Drug testing policy issues highlighted in recent decision
• Employment Relations Authority sets the bar low for employer breaches of non-disparagement clauses
• Section 123 payments – Are they truly compensation?
• The Employment Relations (Triangular Employment) Amendment Act 2019
• Nitty-gritty of settlement awards
• Christmas annual leave – where do employers stand?
• New Zealand’s employment regulations up for debate again at election time
• National signals significant employment law repeal
• Authority decisions show how not to act in lockdown labour cuts
• Employment Obligations during Alert Levels 2 and 3
• Fair Pay Agreements
• Contractors’ rights
• Anderson Lloyd represents Otago Polytechnic in New Zealand’s first judgment ordering a court-ordered enforceable undertaking
• Renewed focus on nature of employment relationships
• Otago construction boom brings responsibilities
• Coronavirus: Headline thoughts for New Zealand businesses
• Contract Law: Proposal over contractors would spell big changes