Source: Fire and Emergency New Zealand
Fire and Emergency is disappointed the New Zealand Professional Firefighters Union (NZPFU) has rejected its request to explore arbitration as a way to bring their long-running collective agreement negotiations to a conclusion.
“We have been working in good faith, utilising all of the options available under the Employment Relations Act to try and reach a sustainable settlement with the NZPFU,” Deputy Chief Executive People Janine Hearn says.
“Most recently, we’ve been in a facilitation process through the Employment Relations Authority to try to resolve the dispute. As part of that process, the independent facilitator again asked each party to exchange its current proposal for settlement after a prior refusal by the NZPFU. Fire and Emergency agreed to do so, but the NZPFU, once again, did not.
“After a long period of bargaining, that step would have allowed both parties to put forward fair and reasonable proposals that could help settle the dispute. The NZPFU’s stance is extremely disappointing and again delays a sustainable settlement that would mean we can get on with keeping our communities safe.
“Unfortunately, a significant gap remains between us. Our most recent offer would have delivered a 2.2 percent increase from 1 December 2025 and a 2.2 percent from 1 January 2027 over a 24-month term to the end of November 2027. This was at a cost of $50 million over four years and compares favourably with other public sector settlements.
“By comparison, the NZPFU’s settlement proposal was for more than $130 million over the same period. That is not financially realistic at a time when we also have to keep investing in the trucks and equipment our people need to do their jobs safely.
“The ERA has resolved to reconvene facilitation, which we’ve agreed to and will be approaching with an open mind and in good faith to try and reach a settlement.
“The NZPFU’s continued refusal to agree to steps that could progress bargaining only serves to erode the benefits their members will receive from an eventual settlement. The Government’s Workforce Policy Statement is clear that settlements are to avoid backdating any components of adjustments to pay and conditions.
“Arbitration would have involved an independent arbitrator or arbitration panel considering the positions of both parties and making a decision on the matters referred.
“Given the significant gap between the parties, the protracted nature of negotiations, the impact on our team members and the risk to the wider community, we believe we have an obligation to explore every possible option for reaching settlement.
“We were hopeful the NZPFU would agree to discuss this process so we can continue focusing on keeping our communities safe,” Janine Hearn says.