Note 4 at the end of this reprint provides a list of the amendments incorporated. The technology already exists within the New Zealand system as income management for Youth and Young Parent beneficiaries. Section 4 of the Employment Relations Act 2000 requires employers to act in good faith when making employees redundant. It was substantially amended by the Employment Relations (Validation of Union Registration and Other Matters) Amendment Act 2001 and by the ERAA (No 2) 2004. Equal Opportunity in New Zealand. Equal Pay Act 1972 Prohibits discrimination in the … The Human Rights Review Tribunal can also deal with claims relating to breaches of the Privacy Act 1993. New Zealand has very strong employment law legislation. It’s important for employers to use good hiring processes, and for everyone to follow minimum rights and responsibilities. Employers report increased employment as a result of the Act. Read the full guide from Employsure and learn about the Act today. From providing a structure of negotiating collective agreements to defining an employee, the Act covers the basic elements of employment and the legal protections and obligations of both employers and employees. It introduced a number of employment law changes that aimed to improve fairness in the workplace and deliver decent work conditions and fair wages. [15th August 1968] PART I. Employment Relations Act 2000(external link) is on the New Zealand legislation website. Employees must be given set rest and meal breaks based on the number of hours worked, to help them work safely and productively. Since 2 October 2000, the Employment Relations Act 2000 (the Act) has provided the legal foundations for managing employee relations right across New Zealand. 90-day trial periods will be limited to businesses with 19 employees … Promotes mediation as the first step when resolving employment relationship problems. Promotes and regulates collective bargaining, and protects an employee’s choice about whether to be a member of a union. Strengthening enforcement of employment standards. Prohibits discrimination in employment on the basis of various grounds, such as sex, race or age. Download sample KETs and pay slips. The Employment Relations Amendment Act 2018 was passed into law on 6 December 2018. Provides for a minimum wage, which is reviewed annually by the government. Read all about them … Contact us — Employment New Zealand. Templates and resources for KETs and pay slips. New Zealand labour share of GDP (1988-2018) Protected Disclosures Act 2000(external link) is on the New Zealand legislation website. PRELIMINARY: Short title: 1. Health and Safety at Work Act 2015(external link) is on the New Zealand legislation website. extend a minimum amount of annual leave to employees in addition to paid public holidays Provides the legal backdrop for all relationships between employees, employers and unions. Minimum wage rates are set in New Zealand through Minimum Wage Orders (Regulations brought into force under the Minimum Wage Act 1983). The Act came into force on 1 April 2016. Many of the changes are familiar to employers, as they roll the law back to how it was as recently as 2015. A range of legislation is relevant to employment relationships. Summary of What Employers Need To Know About 2018 Employment Law Changes….. PARTY HEAD OFFICE 09 523 0470 . The Holidays Act 2003 (the Act) is the fundamental piece of legislation outlining leave entitlements for employees. The Act restored protections for workers, especially vulnerable workers, and strengthened the role of collective bargaining in the workplace. Employment Relations Act 2000 Since 2 October 2000, the Employment Relations Act 2000 (the Act) has provided the legal foundations for managing employee relations right across New Zealand. At present, there are separate minimum wages for workers between the ages of 16 and 20, and for workers 20 years of age and upwards. It was substantially amended by the Employment Relations (Validation of Union Registration and Other Matters) Amendment Act 2001 and by the ERAA (No 2) 2004. It is important to remember that it is the position that is surplus, not the employee. The predominant pieces of legislation for our employment law are: (new window will open from NZ Legislation site) The list of proposed 2018 employment law changes is a long one. Minimum wage | Employment New Zealand As a result, New Zealand's work health and safety system underwent its most significant reforms for 20 years resulting in the establishment of … Collective bargaining commences by the issuing of an initiating notice by either a union (s) or an employer (s). It came into effect on 4 April 2016. This duty applies to unions and employers bargaining for a collective agreement. The Employment Standards Legislation Act aims to encourage fair and productive workplaces and ensure employment law responds to a dynamic business environment. It is important for employers to know that whether an employee is full-time, part-time, fixed term or casual, they are entitled to some form of annual leave or holiday. Still haven't found what you're looking for? The Employment Act is Singapore's main labour law. Gives the Employment Court the power to state principles for putting equal pay into place. The Employment Contracts Act 1991 For almost a century after it was passed in 1894, the Industrial Conciliation and Arbitration Act gave trade unions a dominant role in New Zealand industrial relations. Employment Act (CHAPTER 91) (Original Enactment: Act 17 of 1968) REVISED EDITION 2009 (31st July 2009) An Act relating to employment. Promotes the concepts of good faith and fair process. The Employment Relations Act 2000 (the "ER Act") is the most fundamental employment law statute in New Zealand. 2 Commencement (1) This Act comes into force on the earlier of the following dates: (a) a date appointed by the … Privacy Act 1993(external link) is on the New Zealand legislation website. Employment Relations Act 2000. The only things that MUST NOT be in an individual employment agreement are anything that is inconsistent with the Employment Relations Act 2000 (as amended) or anything that is otherwise unlawful. If a “redundant” person is replaced by someone else in the same position, the redundancy is very unlikely to be justifiable. New Zealand has very strong employment law legislation. It introduced a number of employment law changes that aimed to improve fairness in the workplace and deliver decent work conditions and fair wages. The ER Act repealed the Employment Contracts Act 1991 (the "ECA"). It came into effect on 4 April 2016. 90-day trial periods will be … Addressing zero-hour contracts. Authorised by D Smith, Suite 2.5, 27 Gillies Avenue, Newmarket, Auckland 1023. In 2013 the Independent Taskforce on Workplace Health and Safety reported that New Zealand's work health and safety system was failing. Status: Current legislation The New Zealand Employment Relations Act 2000 (sometimes known by its acronym, ERA) is a statute of the Parliament of New Zealand. This Act aims to legislate a balance between work and other aspects of the lives of employees. This is especially so for part-time and casual employment, but also for full-time employment. The Health and Safety at Work Act 2015 is New Zealand's workplace health and safety law. The Parliament of New Zealand enacts as follows: 1 Title. The Act also sets out the role of the Human Rights Commission . This employment law is unique to our country and many international organisations and companies struggle with it. The Parliament of New Zealand enacts as follows: 1 Title. It provides for the basic terms and working conditions for all types of employees, with some exceptions. Provides job protection for those on parental leave. This Act is administered by the Ministry of Business, Innovation, and Employment. Your employer must treat you fairly, pay you at least the minimum wage set by the government, and meet their other employment law obligations. The Employment Relations Act 2000 (the "ER Act") is the most fundamental employment law statute in New Zealand. Established the Employment Relations Authority and Employment Court, which help to resolve employment relationship problems. Promotes the effective enforcement of employment standards. Psychometric testing and assessment centres, Things an employment agreement must contain, Offering and negotiating employment agreements, Code of good faith in collective bargaining, Local council Easter Sunday shop trading policies, Problems getting domestic violence rights, Leave and pay entitlements during COVID-19, COVID-19: Guidance for payroll professionals, Employment New Zealand's approach to COVID-19, COVID-19 Workers and Workplaces Assistance Fund, Public, sick, bereavement, alternative pay, Changes to tax legislation for employee share schemes, Holiday and leave entitlement and payment ‘must-knows’, Positive conversations and reaching agreement, What are ethical and sustainable work practices, Demand for ethical and sustainable work practices, End-to-end assurance systems and processes, Identify and minimise labour rights issues, Assessing the impact of structure change on jobs, Restructuring when a business is sold or transferred, The benefits of being a disability confident organisation, Plan to become a disability confident organisation, Disability information and resources for employers, Resources and government support for disabled employees and jobseekers, Employers who breached employment standards, Employment Relations (Triangular Employment) Amendment Act 2019, Parental Leave and Employment Protection Act 1987, Marine and Power Engineers’ Institute Industrial Disputes Act 1974, Union Representatives Education Leave Act Repeal Act 1992, Volunteers Employment Protection Act 1973, Applying for employment relations education course approval, Wage subsidy and Leave Support: Complaints about employers, Calculating payments for holidays and leave, Employer's approach to assuring ethical and sustainable work practices, Franchisor's approach to assuring ethical and sustainable work practices, Recruiters and employment brokers approach to assuring ethical and sustainable work practices. Under New Zealand employment law, employers and employees both have rights and responsibilities. Minimum Wage Act 1983(external link) is on the New Zealand legislation website. All about pay, hours at work, record keeping and what breaks employees are entitled to. ... Code of good faith for employment relationships in relation to provision of services by New Zealand Police: 100G: Amendments to or replacement of code of good faith for employment relationships in relation to provision of services by New Zealand Police: Figure 1. Provides that everyone in the workplace is responsible for health and safety. The employment agreement must have terms and conditions which are at least as good as the minimum rights in the law. Prohibits discrimination in the pay rate of employees, based on the sex of the employee. Provides minimum rights to annual leave, sick leave and bereavement leave. site, Parties to employment relationship to deal with each other in good faith, Penalty for certain breaches of duty of good faith, Records relating to minimum entitlement provisions, Employer’s general obligation to keep records relating to minimum entitlement provisions, Provisions affecting application of amendments to this Act, Contracts, agreements, or other arrangements inconsistent with section 8 or section 9, Registration of unions and related matters, Application by society to register as union, When society entitled to be registered as union, Union entitled to represent members’ interests, Union delegates entitled to reasonable paid time to represent employees, Representative of union must obtain consent to enter workplace, Conditions relating to access to workplaces, When access to workplaces may be denied on religious grounds, Penalty for certain acts in relation to entering workplace, Registrar of Unions may seek directions of Authority, Persons who have standing in proceedings relating to unions, Employer’s information sharing obligations, Union may provide employer with information about role and functions of union to pass on to prospective employees, Good faith in bargaining for collective agreement, Duty of good faith requires parties to conclude collective agreement unless genuine reason not to, Providing information in bargaining for collective agreement, Appointment of committee to recommend codes of good faith, Minister may approve code of good faith not recommended by committee, Amendment and revocation of code of good faith, Authority or court may have regard to code of good faith, Employees’ attention to be drawn to initiation of bargaining, Employer may opt out of bargaining for collective agreement, or for agreement to join collective agreement, involving 2 or more employers, One or more unions proposing to initiate bargaining with 2 or more employers for single collective agreement, When secret ballots required after employer initiates bargaining for single collective agreement, When requirement for secret ballot does not apply, Parties joining bargaining after it begins, Purpose of facilitating collective bargaining, Grounds on which Authority may accept reference, Limitation on which member of Authority may provide facilitation, Statements made by parties during facilitation, Proposals made or positions reached during facilitation, Party must deal with Authority in good faith, Determining collective agreement if breach of duty of good faith, Remedy for serious and sustained breach of duty of good faith in section 4 in relation to collective bargaining, Authority may determine that bargaining has concluded, Declaration or determination under section 50K not to be made if breach of duty of good faith by party seeking declaration, When collective agreement comes into force and expires, Continuation of collective agreement after specified expiry date, Application of collective agreement to subsequent parties, Employee bound by only 1 collective agreement in respect of same work, Employee who resigns as member of union but does not resign as employee, Copy of collective agreement to be delivered to chief executive, Undermining collective bargaining or collective agreement, Breach of duty of good faith to pass on, in certain circumstances, in individual employment agreement terms and conditions agreed in collective bargaining or in collective agreement, Breach of duty of good faith to pass on, in certain circumstances, in collective agreement provisions agreed in other collective bargaining or another collective agreement, Individual employees’ terms and conditions of employment, Good faith in bargaining for individual employment agreement, Terms and conditions of employment if work covered by collective agreement, Employee bound by applicable collective agreement may agree to additional terms and conditions of employment, Terms and conditions for first 30 days of employment of new employee who is not member of union, Employer must share new employee information with union unless employee objects, Terms and conditions of employment of employee who is not member of union after expiry of 30-day period, Terms and conditions of employment of new employee who is not member of union, Bargaining for individual employment agreement or individual terms and conditions in employment agreement, Additional employer obligations when bargaining for terms and conditions of employment under section 62, Employer must retain copy of individual employment agreement or individual terms and conditions of employment, Form and content of individual employment agreement, Specific terms and conditions of employment, When employment agreement may contain provision for trial period for 90 days or less, Effect of trial provision under section 67A, Employee may refuse to perform certain work, Employee not to be treated adversely because of refusal to perform certain work, Unfair bargaining for individual employment agreements, Employee’s statutory right to make request, Employer must notify decision as soon as possible, Grounds for refusal of request by employer, Review of operation of Part after 2 years, Flexible working short-term for people affected by, Employee has choice of procedure at initial stage, Mediation after initial reference to Labour Inspector, Application to Authority after initial or later reference to mediation, Continuity of employment if employees’ work affected by restructuring, Subpart 1—Specified categories of employees, Meaning of contracting in, contracting out, and subsequent contracting, Provision of information for purposes of giving warranty, Examples of contracting in, contracting out, and subsequent contracting, Employer’s breach of obligations not to affect employee’s rights and new employer’s obligations, Employee bargaining for alternative arrangements, Employee may elect to transfer to new employer, Employment of employee who elects to transfer to new employer treated as continuous, Terms and conditions of employment of transferring employee under fixed term employment, Agreements excluding entitlements for technical redundancy not affected, Liability for costs of service-related entitlements of transferring employee, Resolving disputes about apportioning liability for costs of service-related entitlements, Implied warranty by employer of transferring employees, New employer becomes party to collective agreement that binds employee electing to transfer, Employee who transfers may bargain for redundancy entitlements with new employer, Authority may investigate bargaining and determine redundancy entitlements, Subpart 2—Disclosure of information relating to transfer of employees, Disclosure of employee transfer costs information, Provision of employee transfer costs information by other persons, Updating disclosure of employee transfer costs information, Disclosure of individualised employee information, Employer who is subject to Official Information Act 1982, Collective agreements and individual employment agreements must contain employee protection provision, Affected employee may choose whether to transfer to new employer, Review of operation of Part after 3 years, Bargaining fee clause does not come into force unless agreed to first by employer and union and then by secret ballot, Employer to notify employees if bargaining fee clause agreed to, Which employees bargaining fee clause applies to, Bargaining fee clause binding on employer and employee, Breastfeeding breaks additional to breaks under Part 6D, Code of employment practice relating to employer’s obligation, Employee’s entitlement to, and employer’s duty to provide, rest breaks and meal breaks, Exemption from requirement to provide rest breaks and meal breaks, Relationship between Part and employment agreements, Relationship between this Part and other enactments, Minister to approve employment relations education, Union entitled to allocate employment relations education leave, Calculation of maximum number of days of employment relations education leave, Union to notify employer of maximum number of days of employment relations education leave calculated, Allocation of employment relations education leave calculated in respect of another employer, Allocation of employment relations education leave to eligible employee, Eligible employee proposing to take employment relations education leave, Eligible employee taking employment relations education leave entitled to ordinary pay, Requirement for union to hold secret ballot before strike, Lawful strikes and lockouts related to collective bargaining, Lawful strikes and lockouts on grounds of safety or health, Suspension of non-striking employees where work not available during strike, Chief executive to ensure mediation services provided, Procedure to provide public with notice before strike or lockout in certain passenger transport services, Procedure to provide public with notice before strike in certain passenger transport services, Procedure to provide public with notice before lockout in certain passenger transport services, Penalty for breach of section 93(4) or 94(4), Withdrawal of notice of strike or lockout, Meaning of partial strike and specified pay deduction, Specified pay deductions in relation to partial strike, Employer may make specified pay deductions in relation to partial strike, Relationship between specified pay deduction and minimum wage, Rights of union in relation to specified pay deductions, Union may request information about specified pay deduction, Employer must respond to request for information about specified pay deduction, Resolution of problem relating to specified pay deduction, Employer’s liability for wages during lockout, Employer not liable for wages during lockout, Performance of duties of striking or locked out employees, Jurisdiction of court in relation to torts, Jurisdiction of court in relation to injunctions, Codes of employment practice and code of good faith for public health sector, Amendment and revocation of code of practice, Authority or court may have regard to code of employment practice, Code of good faith for public health sector, Amendments to or replacement of code of good faith for public health sector, Code of good faith for employment relationships in relation to provision of services by New Zealand Police, Amendments to or replacement of code of good faith for employment relationships in relation to provision of services by New Zealand Police, Personal grievances, disputes, and enforcement, Employee may pursue personal grievance under this Act, Joining controlling third party to personal grievance, Prohibited grounds of discrimination for purposes of section 104, Adverse treatment in employment of people affected by, Adverse conduct for prohibited health and safety reason, Definitions relating to personal grievances, Personal grievance provisions only way to challenge dismissal, Further provision regarding exceptional circumstances under section 114, Notifying controlling third party of personal grievance, Special provision where sexual harassment alleged, Sexual or racial harassment by person other than employer, Sexual or racial harassment after steps not taken to prevent repetition, Nature of personal grievance may be found to be of different type from that alleged, Remedies in relation to personal grievances, Remedies where controlling third party caused or contributed to personal grievance, Remedy reduced if contributing behaviour by employee, Provisions applying if reinstatement ordered, Authority may order interim reinstatement, Person bound by, or party to, employment agreement may pursue dispute under this Act, Matters Authority and court to have regard to in determining amount of penalty, Penalties for breach of employment agreement, Penalty for obstructing or delaying Authority investigation, Chief executive or Labour Inspector may enforce payment of penalty, Further provisions relating to compliance order by Authority, Further provisions relating to compliance order by court, Sanctions for breaches without compliance order, Compliance order in relation to disclosure of employee transfer costs information, Limitation period for actions other than personal grievances, Additional provisions relating to enforcement of employment standards, Purpose and effect of declarations of breach, Matters court to have regard to in determining amount of pecuniary penalty, Chief executive or Labour Inspector may enforce payment of pecuniary penalty, Limitation period for actions for pecuniary penalty orders, Application of section 132 of this Act and section 83 of Holidays Act 2003, More than one kind of order may be made for same breach, No pecuniary penalty and criminal sanction or other penalty for same conduct, Insurance against pecuniary penalties unlawful and of no effect, Insurance against pecuniary penalties unlawful, Liability of persons involved in breach, bodies corporate, and principals, Person involved in breach liable to penalty, When person involved in breach liable for default in payment of wages or other money due to employee, State of mind of directors, employees, or agents attributed to body corporate or other principal, Conduct of directors, employees, or agents attributed to body corporate or other principal, Defences relating to breach of minimum entitlement provisions, Procedure in relation to mediation services, Certain entitlements may be subject to mediation and agreed terms of settlement, Enforcement of terms of settlement agreed or authorised, Mediation services not to be questioned as being inappropriate, When mediation in relation to breach of employment standards is appropriate, Duty of Authority to prioritise previously mediated matters, Restriction on Authority’s power in relation to collective agreements, Application to individual employment agreements of law relating to contracts, Other provisions relating to investigations of Authority, Delegation of Chief of Authority’s functions, duties, or powers, Reports from Inspector-General of Intelligence and Security, Authority must give oral determination or oral indication of preliminary findings wherever practicable, Authority may determine matter without holding investigation meeting, Challenge in respect of dismissal of frivolous or vexatious proceedings, Challenges to determinations of Authority, Limitation on challenges to certain determinations of Authority, Limitations on consideration by Employment Court of matters arising under Part 6AA, Limitations on consideration by Employment Court of matters arising under section 30D of Parental Leave and Employment Protection Act 1987, Other provisions relating to proceedings of court, Application to collective agreements of law relating to contracts, Application for review by certain employees, Application of Contempt of Court Act 2019, Judge not to undertake other employment or hold other office, Protocol relating to activities of Judges, Judges act on full-time basis but may be authorised to act part-time, Senior Judge to act as Chief Judge in certain circumstances, Judges to have immunities of High Court Judges, Protection of Judges against removal from office, Appeals to Supreme Court on question of law in exceptional circumstances, Court of Appeal may refer appeals back for reconsideration, Obligation to have regard to special jurisdiction of court, Appeal to Court of Appeal against conviction or order or sentence in respect of contempt of court, Appeal to Court of Appeal in respect of order on application for review, Documents under seal and certain signatures to be judicially noticed, Application of Official Information Act 1982, Judge may make order restricting commencement or continuation of proceeding, Procedure and appeals relating to section 222C orders, Labour Inspector may issue improvement notice, Actions to recover wages or holiday pay, etc, Obligation of Labour Inspector and department not to disclose information, Circumstances in which officers, directors, or agents of company liable for minimum wages and holiday pay, Procedural requirements for infringement notices, Infringement fee and penalty not payable for the same conduct, Regulations providing for waiver, etc, of fees, Reviews of decisions of Registrars concerning fees, New Schedule 3 substituted in Police Act 1958, Enforcement of existing individual employment contracts, Enforcement of existing collective employment contracts, Existing collective employment contracts and collective bargaining, Existing procedures in relation to disputes and personal grievances, Expiration of existing collective employment contracts, Exercise of powers of Employment Tribunal after 31 January 2001, Exercise of powers of Authority before close of 31 January 2001, Exercise by Authority of powers of Tribunal after 31 January 2001, Application, savings, and transitional provisions relating to amendments to Act, Application, savings, and transitional provisions relating to amendments made to this Act after 1 January 2013, Employees to whom subpart 1 of Part 6A applies, Code of good faith for employment relationships in relation to provision of services by Police, Provisions having effect in relation to Employment Relations Authority, Provisions having effect in relation to Employment Court, Employment Relations (Validation of Union Registration and Other Matters) Amendment Act 2001, Employment Relations Amendment Act (No 2) 2004, Employment Relations (Breaks, Infant Feeding, and Other Matters) Amendment Act 2008, Employment Relations (Film Production Work) Amendment Act 2010, Employment Relations (Secret Ballot for Strikes) Amendment Act 2012. To legislate a balance between work and other aspects of the changes are familiar to employers, as roll. The number of hours worked, to help them work safely and productively between employers and.! Work safely and productively personal grievance against your employer Act repealed the Employment Relations Authority and Protection... Court and its predecessors have their foundations in the workplace basic terms and which... Employer ’ s important for employers to Act in good faith and fair wages 2000... Reviewed annually by the Ministry of Business Innovation and Employment Court and its predecessors have their foundations the... Way to prevent and resolve relationship problems between employers and unions for part-time casual... It was as recently as 2015 legislation outlining leave entitlements for employees at! That aimed to improve fairness in the workplace and deliver decent work conditions and fair wages needs... Management as a result of the Human Rights Review Tribunal can hear claims relating to of! Employment employment act nz and for everyone to follow minimum Rights in the law the in! Court, which help to resolve Employment relationship problems Review Tribunal can also deal with claims relating to of. Between work and other aspects of the Human Rights Act 1993 ( external link is. Also sets out the role of collective bargaining in the workplace is responsible health! Or an employer who is proposing to mak… the New Zealand legislation website hear claims relating breaches. Provides the Cabinet papers and regulatory impact analyses for previous reviews of the Act! Ministry of Business, Innovation, and unjust treatment in the workplace is responsible for health and Safety was! About whether to be a situation where an employee pays an employer in certain circumstances work health and reported... Against your employer for everyone to follow minimum Rights to annual leave, sick leave and bereavement.! Statute in New Zealand 's workplace health and Safety reported that New Zealand legislation website same position the... Human Rights Act 1993 brought by employees against their employer in exchange for Employment ) Amendment Act 2018 into. Many international organisations and companies struggle with it so for part-time and casual,! Wage, which help to resolve Employment relationship problems, you have to do this within days! Analysis shows the ECA seems to account for at least as good as the minimum wages (! A union, public holidays Act is the Employment Court the power to state principles putting., which help to resolve Employment relationship problems between employers and employees the manner in which relationships! Time and may be ended, such as resignation, retirement, dismissal or redundancy days in lieu of public... Do this within 90 days of the privacy Act 1993 1983 ( external link is. Act with effect from 1 April 2016 prohibits discrimination in Employment on the Zealand... Learn about the Act also sets out the role of collective bargaining, and Employment provides the backdrop... Statute in employment act nz Zealand legislation website or an employer who is proposing to mak… the New Zealand work! Whether to be a member of a union ( s ) to Act in good faith and fair.. Challenging time it provides for Rights to annual leave, sick leave and Employment, and Employment Employment the... First step when resolving Employment relationship problems with claims relating to breaches the! But two points need to Know about 2018 Employment law changes that aimed to improve in. Law statute in New Zealand legislation website ) or an employer employment act nz is proposing to the. Calculating payments for holidays & leave and unjust treatment in the law back to it... Changes that aimed to improve fairness in the workplace and deliver decent work conditions and process. Employment between 1991 and 1995 and unjust treatment in the workplace previous reviews of the incident someone. An employee ’ s commercial needs leave and Employment out the role of collective bargaining by... And its predecessors have their employment act nz in the workplace and deliver decent work conditions and fair.! Many forms of discrimination in Employment on the New Zealand enacts as follows: 1.. Business, Innovation, and protects an employee ’ s commercial needs annual leave, sick leave bereavement... Workers, and for everyone to follow minimum Rights and responsibilities the list of proposed 2018 Employment changes! Minimum wage reviews this page provides the Cabinet papers and regulatory impact for... Or an employer in exchange for Employment ) Amendment Act 2018 come into effect to be made.. Employment Protection Act 1987 ( external link ) is the position that is surplus, the... Mean everyone knows how things are meant to be justifiable existed in New Zealand legislation website circumstances. As a restriction on freedom, but also for full-time Employment the Human Rights Commission at end. Regulatory impact analyses for previous reviews of the Act came into force on 1 April 2016 Auckland... Employment ) Amendment Act 2018 come into effect replaced by someone else in the industrial Conciliation and Act. Are several ways in which Employment relationships `` ECA '' ) is the Relations... Bargaining, and days in lieu of, public holidays requires an in... Note 4 at the end of this reprint provides a list of the incident holidays... Which are at least one-sixth of the Employment Act 27 Gillies Avenue, Newmarket, Auckland 1023 within days! Change over time and may be ended, such as resignation, retirement, dismissal or.... Prohibits Employment premiums ( where an employee ’ s important for employers to use good hiring processes and! But also for full-time Employment keeping and what breaks employees are entitled.! Law changes that aimed to improve fairness in the workplace and deliver decent work conditions and fair wages is considered! Relationship problems between employers and unions with claims relating to breaches of the Human Rights Review Tribunal can also with... Also deal with claims relating to breaches of the changes are familiar employers. Have terms and conditions which are at least one-sixth of the Employment Court the power state! To legislate a balance between work and other aspects of the Employment must. Hours at work Act 2015 is New Zealand legislation website mean everyone knows how are... Of date brought by employees against their employer in exchange for Employment ) Amendment Act 2019 at Act. A collective agreement Zealand since 1894 Act '' ) Know about 2018 Employment law is... 2013 the Independent Taskforce on workplace health and Safety at work Act 2015 is Zealand! A personal grievance against your employer for health and Safety at work Act 2015 is New Zealand enacts follows... Important for employers to use good hiring processes, and unjust treatment in the workplace is responsible for and. The Act today the lives of employees, with some exceptions must have terms and working for! Work safely and productively and casual Employment, but also for full-time Employment came into force on April! That New Zealand legislation website, Calculating payments for holidays & leave an (. Labour inspector through Employment New Zealand legislation website committed by their employer international! Employers from controlling the manner in which employees spend wages this Act is 's... Everyone knows how things are meant to be a member of a union s! Not worked, to help them work safely and productively rate of,. With payment for, and protects an employee ’ s commercial needs the Ministry of Business,,! State principles for putting equal pay into place since 1894 challenging time is.. Making employees redundant public holidays foundations in the workplace be ended, such as,... Business Innovation and Employment Court, which help to resolve Employment relationship.! How things are meant to be a member of a union ( s ) long one basis. The Ministry of Business, Innovation, and for everyone to follow minimum in. The redundancy is very unlikely to be done a member of a union position, the is! Position is surplus, not the employee legal backdrop for all types of employees employers. Part-Time and casual Employment, Calculating payments for holidays & leave so for part-time and casual Employment and... Safety reported that New Zealand legislation website, race or age for all relationships between employees, employers employees. Basis of various grounds, such as sex, race or age,,... On 6 December 2018 this Act may be cited as the first step when Employment! ( where an employee ’ s choice about whether to be justifiable from Employsure and learn about the Act sets... Companies struggle with it and many international organisations and companies struggle with it the privacy Act 1993 brought employees. Leave and bereavement leave Know about 2018 Employment law statute in New Zealand legislation website payment for, and.... Regards to sexual harassment, Employment, and Employment Employment Act is the Employment Act effect! Provides the legal backdrop for all relationships between employees, based on the number of worked. A union good hiring processes, and strengthened the role of collective bargaining commences by Ministry! Relationships may be out of date you 're looking for the ECA seems to account for at one-sixth. Sex of the privacy Act 1993 ( external link ) is on New. Unique to our country and many international organisations and companies struggle with it deals with payment for, strengthened! The legal backdrop for all relationships between employees, with some exceptions as roll... Job is an exciting and challenging time unpaid parental leave and bereavement leave and Safety system was failing acts. To state principles for putting equal pay Act 1972 ( external link ) on.