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Whatever your political views on the speed and extent of the changes in legislation currently being proposed there is quick a lot of mis-information about what is happening and what is actually only being talked about or proposed. So, this newsletter tries to lay out the current status and give
With the increase in sick leave taking effect this week, and a large volume of case law changes, and proposed further changes in legislation I have taken this opportunity to do a major overhaul of the employment agreements in conjunction with my Lawyer. And the new agreements are now loaded
Well, late 2021 felt like there may be light at the end of the tunnel, but then we heard Omricon, and the reality is that it is unlikely that Omricon will be the last variant. On top of Covid: the Government has just announced that the minimum wage will increase
The new Fair pay agreement Bill has now been opened for submissions and I would strongly recommend that you have your say. Submissions can be made on the Parliament Website (Link here) and submissions are open until Thursday the 19th May. The submission process is not lengthy or difficult, but, it is very
The Fair Pay Agreements Act is the single biggest legislation change since the early 1990’s and, as an employer, you need to be prepared as you have legal obligations in respect of the provision of information, access to staff etc. I will be running an Open Forum Q&A session with
Chat GPT, and other Artificial Intelligence platforms are very definitely in the public domain, and being used (including by your staff). This creates huge opportunities, both beneficial, and also potentially harmful if not managed correctly, so what do you need to think about in your business?
Well, the government didn’t waste time enacting their 100-day plan and Fair Pay agreements were repealed on 20th December, and the Trial Periods were extended back out to include all employers (not just those with under 20 staff) with effect from 23rd December. And minimum wage will increase by 45cents,
In March, MBIE announced that it was undertaking a major compliance clampdown. The primary objective is to identify non-compliance with minimum employment standards such as: They have been running these inspections since the start of the year, and have already identified several business sectors which they are putting under the
Hi Guys Well the government announced that compulsory employer contributions to Kiwisaver will increase to 4% over the next 2 years. This no great surprise, and actually about 15 years later than expected. When Kiwisaver was launched in 2007 the employer contribution was to increase to 4% by 2011. Add
