Carl Blake
Partner
DLA Piper
Carl is a partner in DLA Piper’s employment practice with over 25 years’ experience in all aspects of employment, health and safety and privacy laws.
Carl provides strategic advice to clients both locally and globally on all aspects of employment law, including corporate restructures, sales and purchases of businesses, personal grievances, employment agreements and policies, health and safety, Holidays Act compliance, investigations, human rights and privacy, accident compensation, and collective bargaining.
One of Carl’s key specialist areas is providing strategic advice on the employment law issues associated with the sale and purchase of businesses.
Carl’s previous experience with the Human Rights Commission provides him with unique insight and experience in New Zealand’s privacy and human rights laws.
Carl regularly presents at national employment law conferences and contributes to local and global legal publications. His interviews regular feature in the National Business Review
Carl has regular appearances at mediations and had led hearings before the Employment Relations Authority,Employment Court and Court of Appeal.
SESSIONS
1:45
Breakout Sessions
Breakout A: AI, Employment and Privacy Risk
As employers increasingly adopt AI for recruitment, performance management and workforce planning, new legal risks are emerging across privacy, discrimination and employee monitoring. This session explores how to use AI responsibly while maintaining compliance with employment and privacy obligations.
Topics include:
AI in recruitment and discrimination risk
Employee monitoring and privacy obligations
AI in performance and disciplinary decisions
Transparency and consultation when introducing AI
Governance frameworks for responsible AI use
Auckland: Laura Scampion, Country Managing Partner, DLA Piper
Wellington: Carl Blake, Partner, DLA Piper
Breakout B: Bullying and Harassment – Prevention and Managing a Complaint
This continues to be an issue that both managers and hr professionals are required to manage.
Topics include:
Anti bullying and harassment policies. Considerations for your next review.
Can themes in a workplace survey be enough to trigger an investigation process?
Steps when managing a complaint.
An Employer’s obligation to the complaint and the respondent.
Different outcomes for the employment relationships at the end of the process.
Auckland: Alastair Espie, Partner, Duncan Cotteril
Wellington: Kirsty Wallace, Partner, Duncan Cotteril