When you use AI to help hire, discipline, or dismiss, the decision still has to hold up at the Employment Relations Authority. Lex Praxis helps New Zealand employers use AI in their people decisions — and stand behind them.
Lex Praxis was founded by Melt Strydom — a former barrister with more than 20 years in employment law, investigations, and dispute resolution. He built the practice around a problem employers are only starting to see: AI is now shaping hiring, performance, and dismissal decisions, and someone still has to answer for those decisions when they are challenged. Lex Praxis starts with the law and works back to the tools, never the other way around.
The result is practical guidance you can rely on — because it comes from someone who has sat across the table from the Authority, drafted the agreements, and run the personal grievances himself.
About Melt →— Melt Strydom, Principal
Every framework, audit, and recommendation starts with how New Zealand employment law actually works — not with what the technology can do. The law sets the standard; the AI has to meet it.
The work is built around the decisions you actually make — warning letters, restructures, redundancy processes, and personal grievances — and where AI helps or quietly creates risk in each. No generic AI theory.
Employment law, Health and Safety at Work Act psychosocial duties, and responsible AI use, brought together in one place — the intersection most AI advisers in New Zealand do not cover.
Understand your AI exposure before it becomes a liability.
Most organisations are already using AI — in hiring, performance management, investigations, even decisions about restructuring. Few know exactly where, how, or what that means under New Zealand employment law.
The AI Employment Risk Audit gives you that clarity. In 3–5 days, we map your current or intended AI use against your actual obligations under the Employment Relations Act, Privacy Act, and Health and Safety at Work Act. You get a graded risk assessment, a one-page summary with recommended next steps, and the confidence that you know where you stand.
Schedule a Consultation →If you advise on hiring, discipline, restructures, or dismissals, AI is already in that work — drafting the letter, summarising the file, shaping the rationale. This free checklist shows where the gap between using AI and being able to defend the decision at the Authority tends to open first, grounded in New Zealand case law and the Employment Relations Act.
Takes five minutes. No follow-up sequence.
Get the free checklist →Whether you are mapping your AI exposure, tightening your policies, or facing an Employment Relations challenge, we would like to hear from you.
Start the Conversation → Book a Discovery Call