Employment Relations Amendment Bill 2025
The Employment Relations Amendment Bill 2025 (Bill) has passed its first reading and is now before the Education and Workforce Select Committee. The Bill proposes the most significant changes to the Employment Relations Act 2000 (Act) since it was introduced 25 years ago. In particular, removing the right to bring a personal grievance for unjustified […]
Pay Transparency Measures – What you need to know
The Employment Relations (Employee Remuneration Disclosure) Amendment Bill was introduced to Parliament on 20 March 2024 and passed its second reading last week. The Bill seeks to amend the Employment Relations Act 2000 to protect employees who discuss or disclose their remuneration from “detrimental repercussions to their employment”. Current Law Currently, employers are permitted to […]
New Law Introduced to Criminalise Wage Theft
Employers who intentionally fail to pay wages or statutory entitlements owed to employees (such as under the Holidays Act 2003, the Minimum Wage Act 1983 or the Wages Protection Act 1983) can now face criminal liability. In the past, claims relating to unpaid wages could only be pursued through the Employment Relations Authority or Employment […]
MARCH 2025: MERGERS & ACQUISITIONS NEWSLETTER
2025 – Significant change to the employment relations landscape coming?
While the first year of the National-led Government’s term has seen some minor tweaks to the employment relations landscape, 2025 looks like it will bring more significant change given the recent announcement that an Employment Relations Amendment Bill will be introduced in 2025. Employment Relations Amendment Bill Income threshold for personal grievances – limits on […]
Go Team NZ!
Whether or not you are into it, it cannot be ignored. Particularly if you’re an employer and your employees are into it. The worst thing would be to overlook its potential and disregards it impacts. Instead, just lean in. Everyone is doing it! Yes, the Olympics are on and in full swing… Employees are staying […]
RESTRUCTURINGS – IS CONSULTATION ALWAYS REQUIRED?
Good Faith Obligation In New Zealand, any proposal that could have an adverse effect on an employee’s employment requires the employer to provide the potentially affected employee with access to all information relevant to that proposal. It is also a requirement to provide the employee with an opportunity to comment on such information. These are […]
WORLD MENOPAUSE DAY – A REMINDER TO DO BETTER
World Menopause Day is held each year on 18 October. Did you celebrate? Commiserate? Do you know what menopause is? Do your employees know what it is? Did you know that around eight out of 10 people who have a menstrual cycle will experience menopausal symptoms and that these can last between four and eight […]
