The Employment Standards Legislation Bill has passed third reading in parliament and will come into force 1 April 2016.

New Bill Legislation For Fairer Workplaces Proposed

The Government introduced a new Bill on 25 January 2018 which intends to amend the Employment Relations Act 2000 with the aim of providing greater protection for employees and workers. The Government believes there is a need to restore fairness and balance into New Zealand workplaces. The changes are as expected and include restrictions imposed on the use of the trial period by businesses employing more than 20 employees, and among other things, restoring statutory rest and meal breaks.

Health Safety Legislation Delayed

The Bill reforming health and safety law has been further delayed, with the Committee report back date rescheduled to 24 July 2015.

Employee Contractor Mbie Handy Tool

Employees and contractors have different rights and obligations under the employment legislation.  It is common that the distinction between an employee and contractor gets confused.

Employment Standards Bill

The Employment Standards Legislation Bill proposes to amend the New Zealand employment law to ensure it responds to the modern, dynamic business environment and encourages fair and productive workplaces.

Record Keeping Requirements

The introduction of the new Employment Standards Legislation from 1 April 2016 places greater emphasis on the requirement for employers to keep clearer records for pay, time, leave and public holidays. The purpose of these changes are to make it easier to assess if employees are receiving their minimum entitlements as set out in legislation.

Employmentlegislationchanges

15 March 2019: A significant number of changes have recently been introduced into the legislation governing employment relationships.  Some of these changes have already taken effect, whilst there are further changes coming in April, May and June this year.

Employment Standards Provisions Force

New employment standards legislation was introduced last year to give greater protection to employees on “zero-hour” contracts, with no guarenteed hours of work.  However, the changes have wider-reaching implications and in one way or another have an impact on almost all employment agreements, particularly regarding:

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