New Zealand facilitation request over firefighters dispute
Fire and Emergency New Zealand has applied to the Employment Relations Authority for independent facilitation in its long-running industrial dispute with the New Zealand Professional Firefighters Union over a collective agreement for paid firefighters.
The organisation said the application was lodged ahead of an investigation meeting scheduled for Tuesday 25 November 2025.
Bargaining between Fire and Emergency New Zealand and the New Zealand Professional Firefighters Union has been under way since 16 July 2024.
The organisation described the process as protracted and linked the move to facilitation to ongoing strike action and its impact on public safety.
Megan Stiffler, Deputy National Commander at Fire and Emergency New Zealand, said: “We’re asking the Employment Relations Authority to provide facilitation to help bring the parties together because of the protracted nature of bargaining and the impact on public safety from prolonged and repeated strike action.
“There’s a gulf between us at the moment.
“Moving to facilitated bargaining is the next logical step to resolve the dispute and keep our communities safe.
“We’ve approached bargaining in good faith with the goal of reaching a fair, sustainable, and reasonable settlement with the NZPFU.”
Bargaining positions and firefighters pay offer
Fire and Emergency New Zealand stated that the New Zealand Professional Firefighters Union’s most recent settlement proposal is more than three times the value of its own offer.
The organisation said the union position is outside its bargaining parameters after more than 16 months of talks.
According to Fire and Emergency New Zealand, its latest proposal represents an average increase of 6.2% over three years for the paid firefighter workforce.
The organisation said this compares with other public sector agreements.
Stiffler explained that the offer would raise average senior firefighter remuneration from a current range of $80,682.82 – $87,364.25 to $85,789.14 – $92,893.43 at the end of the three-year period.
She said the figures exclude overtime and allowances, which Fire and Emergency New Zealand reported currently add an average of $38,823 to annual remuneration.
Stiffler said: “This proposal would have taken the average senior firefighter remuneration from a range of $80,682.82 – $87,364.25 to $85,789.14 – $92,893.43 at the end of the period, excluding overtime and allowances which currently adds an average of $38,823 to annual remuneration.
“We believe this represents a fair and sustainable increase for our people.”
Stiffler continued: “The NZPFU’s settlement proposal is three times more than our offer, which was fair, reasonable and in line with other settlements across the public service.
“It would represent a significant proportion of our current operational budget and is prohibitively uneconomic.”
She added: “We value our people, which is why over the past decade average senior firefighter pay has cumulatively increased by 37 percent, which is more than 10 percent above the average increase for all workers.”
Funding model and organisational restructure context
Fire and Emergency New Zealand said it is seeking to balance remuneration changes with the need to maintain an affordable service for the public.
The organisation reported that approximately 95% of its operations are funded by a levy on building, contents and vehicle insurance paid by New Zealanders.
It stated that rising insurance costs require careful consideration of wider cost-of-living pressures when making pay decisions.
Stiffler said: “We want a fair outcome that recognises the incredible dedication and service of our people and delivers a modern and sustainable fire service.
“At the same time, approximately 95 percent of Fire and Emergency’s operations are funded by a levy on New Zealanders’ building, contents and vehicle insurance.
“With increasing insurance costs, we have to be mindful of cost-of-living pressures.”
Fire and Emergency New Zealand also confirmed that it is consulting on a restructure of the organisation.
The organisation said the aim of the restructure is to build a more effective and sustainable emergency service that can meet future requirements.
Stiffler explained: “We’re working to deliver a modern and efficient service, which is why we’re also consulting on a restructure for the organisation to become a more effective and sustainable emergency service that can meet future requirements.”
She noted that the current proposals do not affect operational roles.
Stiffler added: “And while the proposed restructure doesn’t impact frontline fire fighters or communication centre employees, it is part of the balanced approach we’re taking to delivering sustainability and efficiency, fairness in remuneration and conditions, and affordability for the general public.”
Next steps in the dispute and impact on communities
Fire and Emergency New Zealand said facilitation by the Employment Relations Authority is the next step it sees as available within the bargaining process.
The organisation linked the request directly to the duration of negotiations and to repeated strike action by members of the New Zealand Professional Firefighters Union.
It stated that resolving the dispute is important for maintaining public safety and service continuity.
Stiffler continued: “We hope the Employment Relations Authority accepts the referral to facilitation and the NZPFU withdraws its scheduled strikes.
“There is little to be gained by continuing to strike and putting the community at risk while this process plays out.”
Industrial bargaining outcomes for New Zealand emergency services
Fire and rescue chiefs and senior officers may use the Fire and Emergency New Zealand figures to benchmark how one national service positions pay growth for firefighters over a three-year period.
Emergency and disaster response managers can review the stated link between prolonged strike action, resourcing pressures and Fire and Emergency New Zealand’s decision to seek independent facilitation.
Government departments responsible for funding or overseeing emergency services can examine the description of a levy-based funding model where approximately 95% of operations are paid for through insurance charges.
Risk assessors and planners in public authorities may consider how industrial disputes can interact with service resilience when strikes affect availability of firefighters.
Training officers and instructors within Fire and Emergency New Zealand and similar organisations can factor in the potential impact of restructuring on workforce planning, even where proposals do not directly affect frontline firefighters or communication centre roles.