Key Takeaways:
- A former Christchurch Boys’ High School teacher, Susan Mowat, has been awarded $25,000 in compensation for being unjustifiably disadvantaged by the school board.
- Mowat resigned from her job after 18 years due to bullying and false accusations, which had a significant impact on her wellbeing and reputation.
- The Employment Relations Authority found that the school board did not adequately address Mowat’s concerns, taking a "shutdown approach" that was unfair and not consistent with the duty of good faith.
- The authority did not find that Mowat was unjustifiably dismissed, but acknowledged that she had been unjustifiably disadvantaged and awarded her compensation for the harm caused.
- The school board has accepted the authority’s findings and is focused on moving forward, committing to fair and respectful employment practices.
Introduction to the Case
The case of Susan Mowat, a former Christchurch Boys’ High School teacher, has sparked significant attention and discussion about the importance of fair and respectful employment practices in educational institutions. Mowat, who had been teaching at the school for 18 years, resigned from her job in 2019 amid claims of bullying and false accusations. The disputes between Mowat and the school’s headmaster, Nic Hill, had been ongoing for two years, and Mowat claimed that they had a significant impact on her wellbeing, reputation, and ability to work. The school and the board denied her claims, stating that they were vexatious and out of time.
The Employment Relations Authority’s Findings
The Employment Relations Authority held a five-day hearing in April 2025 to investigate Mowat’s claims of unfair dismissal and unjustifiable disadvantage. The authority found that the school board did not adequately address Mowat’s concerns about being blamed for things she had not done, but that she had not been unjustifiably dismissed. The authority also found that the board took a "shutdown approach" to Mowat’s concerns, which was unfair and not consistent with the duty of good faith. This approach meant that the board did not adequately respond to Mowat’s concerns, and instead maintained that they had previously responded to the issues during the investigation into anonymous letters that were critical of Hill.
The Anonymous Letters and Investigation
The disputes between Mowat and the school board centered around a series of anonymous letters submitted to the board throughout 2017 and 2018. Hill believed that Mowat had written the letters due to previous conflict between the pair, but an independent investigation was unable to conclude who had written them. Mowat claimed that the process and behavior by the board throughout that time caused her employment to become untenable. The authority found that the board’s approach to Mowat’s concerns was unfair and not consistent with the duty of good faith, and that it had caused her significant harm.
Response from the School and Mowat
The school board has accepted the authority’s findings and is focused on moving forward, committing to fair and respectful employment practices. The board chair, Emily Flaszynski, stated that the authority identified a single procedural issue, but that no other negative findings were made in relation to how Mowat was treated, nor in relation to Hill. Mowat’s lawyer, Kathryn Dalziel, said that the determination confirmed that Mowat had been unjustifiably disadvantaged and that the board’s approach was neither fair, reasonable, nor consistent with an employer’s duty of good faith. Mowat hopes that the decision will encourage Christchurch Boys’ and all schools to reflect carefully on their responsibilities as employers, particularly during periods of conflict or complaint.
Conclusion and Implications
The case of Susan Mowat highlights the importance of fair and respectful employment practices in educational institutions. The Employment Relations Authority’s findings emphasize the need for schools to take a more active, constructive, responsive, and communicative approach to addressing employee concerns. The case also underscores the significance of having full and accurate records, particularly during periods of conflict or complaint. By providing a safe and supportive work environment, schools can promote the wellbeing and success of their employees, which is essential for providing high-quality education to students. As Mowat’s lawyer stated, "No employee should experience what Susan went through simply for raising concerns in good faith." The case serves as a reminder to schools to prioritize fair and respectful employment practices, ensuring that all employees feel heard, valued, and supported in their work.
