Our collection of guides are available to help you understand your obligations associated with the Employment Relations Act 2000 and Health and Safety at Work Act 2015. These guides aim to make potentially confusing topics, more straightforward.
Annual Leave and Other Leave.
Employees are entitled to four weeks of paid holidays every year, which they are eligible to take 12 months after starting work. Casual and part-time employees receive a different entitlement depending on their regular work.
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Dismissal and Termination.
The decision to dismiss an employee needs to be well thought out because your employees have rights and you have obligations.
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Employment Contracts and Legislation.
The complex system of managing the relationship between employers and employees is underpinned by multiple laws across New Zealand. However, there are also contracts and employment agreements which set out additional rights and entitlements of employees.
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Employment Relations in New Zealand.
The relationship between employers and employees also includes involvement from key government agencies and other third parties to ensure a fair workplace.
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Important Legislation.
There are a number of underlying pieces of legislation which govern how workplaces are managed, as well as how employers and employees interact. Failing to comply with these laws can result in significant penalties.
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Maternity and Parental Leave.
Often a misunderstood entitlement, maternity and parental leave enable employees to take the time to prepare for a child to enter their care. There are different entitlements for employees which depend upon which parent is taking the leave, how long they have been employed, and many more factors.
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Other Employment Relations.
Recruitment, training, and performance management are examples of other areas of employment relations where obligations fall to employers. There may not be legislation underpinning these functions but there are certain criteria employers need to comply with, as well as responsibilities of employees to act appropriately.
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Redundancy.
Redundancy is often confused as an easy way to remove an employee. The process of redundancy is clear and the reasons for redundancy must be genuine and should be considered a final option if all else has failed.
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Wage and Pay.
Paying wages is important to employees and can be complicated for employers. Employees have a right to know how much they will be paid, how often, and how they will be paid, for example, into their bank account. This is usually set out in the contract of employment or employee handbook.
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Workplace Health and Safety.
The responsibility for effective health and safety in the workplace starts at the top. Although, not only are there obligations and duties on employers, outlined in workplace laws, but there is a responsibility on employees to ensure they maintain their own safety.
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