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

• 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