Discussions of the difference between Indigenous and Western legal systems, and the subsequent potential weaving of the two, have become a focus of Aotearoa New Zealand (NZ) law academics and practitioners in recent years. Furthermore, industrial relations may have the potential to further some of this weaving within the world of work. This paper explores the weaving of tikanga Māori (Māori legal systems) and English-derived state law within Aotearoa NZ workplace personal grievance processes, by explaining the meaning of tikanga Māori concepts and their potential application to workplace personal grievance processes. It asks: what is the tikanga Māori take–utu–ea (∼cause–reciprocation–satisfaction) framework in relation to workplace personal grievances? What role could such a framework potentially have in ensuring reciprocal, mana (status)-enhancing approaches for personal grievance processes? This paper shows how current workplace personal grievance processes in Aotearoa NZ often produce ‘winners’ and ‘losers’, and such outcomes are not conducive to maintaining or improving employment relationships. Such processes not only uphold obligations and duties to Indigenous peoples in a workplace context but also improve outcomes for all working peoples. Overall, this paper contributes to an emerging, broader discussion about the world of work and current grievance systems, and how these are unsuitable for the modern era, concluding that Indigenous solutions offer much prospect.