New Zealand: The changing landscape of employment law

Changes of government often see significant shifts in the employment law landscape in New Zealand and the election of the Labour led government in late 2017 was no exception.

To this end the Employment Relations Amendment Bill (the Amendment Bill) was introduced into Parliament in January 2018 and is currently at the select committee stage.

This column touches on some of the key changes likely to affect businesses under the Amendment Bill, as well as recently confirmed changes to minimum employment standards.

90 day trial periods

One of the major changes signalled by the Amendment Bill is a roll back of 90 day trial periods.

A 90 day trial period provides an employer with the ability to dismiss an employee within the first 90 days of their employment without providing a reason for the dismissal, provided that the trial period provision is correctly drafted and implemented.

An employee who is dismissed under a 90 day trial period cannot raise a personal grievance in respect of the termination of their employment unless they believe the dismissal is discriminatory. Under the current legislation, any employer, regardless of size, is able to include a 90 day trial provision in their employment agreement for new employees. The Amendment Bill, however, will reduce the application of 90 day trial periods to businesses with less than 20 staff.

Meal breaks

Under the previous government, prescriptive rest and meal breaks were removed and instead the legislation was amended to provide for reasonable meal breaks. In practice, this means that parties have the ability to agree on what reasonable rest and meal breaks during a shift may be, without the need to refer back to defined minimum standards at law.

The Amendment Bill will revert back to the previous position and provide for set periods of breaks after the employee has worked a certain number of hours. The Amendment Bill provides that, if an employee works a shift of between 2 and 4 hours, they will be entitled to a 10 minute paid rest break during their shift.

If they work a shift of between 4 and 6 hours, they will be entitled to a 10 minute paid rest break and a 30 minute unpaid meal break. For shifts between 6 and 8 hours employees will be entitled to two 10 minute paid rest breaks, and a 30 minute unpaid meal break.

For periods of work over and above 8 hours, the above formulae will effectively repeat with further rest and meal breaks necessary.

Restoring reinstatement

Another major change under the Amendment Bill is the restoration of reinstatement as the primary remedy for employees in cases of unjustified dismissal.

When an employee raises a personal grievance for an unjustified dismissal, there are a number of remedies that they are able to pursue under the Employment Relations Act, including loss of any remuneration as a result of the dismissal, compensation for injury to feelings, and reinstatement to their former role (or a similar role). As it stands, reinstatement is just one of the remedies available and is given no priority by the Employment Relations Authority (ERA) or Court over other remedies.

By contrast, the Amendment Bill, provides that the Authority or Court must order reinstatement wherever practicable, irrespective of whether other remedies are ordered, a significant shift from the current position. This change in emphasis may well affect private settlements struck between employers and employees, pushing up monetary settlements where the employer seeks to avoid the risk of reinstatement being ordered by the ERA.

Minimum wage

In addition to the changes under the Amendment Bill, the government has committed to increasing the minimum wage throughout its term.

The first such increase took effect from 1 April 2018 which saw the minimum wage for adult workers increase to $16.50 per hour (with minimum training rates and starting out rates also increasing).

The ultimate intent of the current government is to increase the adult minimum wage to $20.00 per hour by 2020.

Paid parental leave

Parental leave is a scheme that provides eligible working parents or primary careers to take paid leave in order to take care of their new born baby or a child under the age of 6 who is now being cared for by them. From 1 July 2018, parental leave will increase from the current 18 weeks to 22 weeks. By 2020, parental leave will increase to 26 weeks. Businesses should therefore plan for the extended period of leave and make sure there are adequate resources available to cover absences due to parental leave.

More to come

While this column touches on some of the key changes in the Amendment Bill, the government has signalled a clear intent to continue reviewing and where it considers it necessary, amending the employment law landscape in New Zealand. We suggest you implement strategies now to prepare for the changes and take legal advice if you're unsure about how to tackle the new legislation.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on

Click to Login as an existing user or Register so you can print this article.

Some comments from our readers…
“The articles are extremely timely and highly applicable”
“I often find critical information not available elsewhere”
“As in-house counsel, Mondaq’s service is of great value”

Related Topics
Related Articles
Up-coming Events Search
Font Size:
Mondaq on Twitter
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
Email Address
Company Name
Confirm Password
Mondaq Topics -- Select your Interests
 Law Performance
 Law Practice
 Media & IT
 Real Estate
 Wealth Mgt
Asia Pacific
European Union
Latin America
Middle East
United States
Worldwide Updates
Registration (you must scroll down to set your data preferences)

Mondaq Ltd requires you to register and provide information that personally identifies you, including your content preferences, for three primary purposes (full details of Mondaq’s use of your personal data can be found in our Privacy and Cookies Notice):

  • To allow you to personalize the Mondaq websites you are visiting to show content ("Content") relevant to your interests.
  • To enable features such as password reminder, news alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our content providers ("Contributors") who contribute Content for free for your use.

Mondaq hopes that our registered users will support us in maintaining our free to view business model by consenting to our use of your personal data as described below.

Mondaq has a "free to view" business model. Our services are paid for by Contributors in exchange for Mondaq providing them with access to information about who accesses their content. Once personal data is transferred to our Contributors they become a data controller of this personal data. They use it to measure the response that their articles are receiving, as a form of market research. They may also use it to provide Mondaq users with information about their products and services.

Details of each Contributor to which your personal data will be transferred is clearly stated within the Content that you access. For full details of how this Contributor will use your personal data, you should review the Contributor’s own Privacy Notice.

Please indicate your preference below:

Yes, I am happy to support Mondaq in maintaining its free to view business model by agreeing to allow Mondaq to share my personal data with Contributors whose Content I access
No, I do not want Mondaq to share my personal data with Contributors

Also please let us know whether you are happy to receive communications promoting products and services offered by Mondaq:

Yes, I am happy to received promotional communications from Mondaq
No, please do not send me promotional communications from Mondaq
Terms & Conditions (the Website) is owned and managed by Mondaq Ltd (Mondaq). Mondaq grants you a non-exclusive, revocable licence to access the Website and associated services, such as the Mondaq News Alerts (Services), subject to and in consideration of your compliance with the following terms and conditions of use (Terms). Your use of the Website and/or Services constitutes your agreement to the Terms. Mondaq may terminate your use of the Website and Services if you are in breach of these Terms or if Mondaq decides to terminate the licence granted hereunder for any reason whatsoever.

Use of

To Use you must be: eighteen (18) years old or over; legally capable of entering into binding contracts; and not in any way prohibited by the applicable law to enter into these Terms in the jurisdiction which you are currently located.

You may use the Website as an unregistered user, however, you are required to register as a user if you wish to read the full text of the Content or to receive the Services.

You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these Terms or with the prior written consent of Mondaq. You may not use electronic or other means to extract details or information from the Content. Nor shall you extract information about users or Contributors in order to offer them any services or products.

In your use of the Website and/or Services you shall: comply with all applicable laws, regulations, directives and legislations which apply to your Use of the Website and/or Services in whatever country you are physically located including without limitation any and all consumer law, export control laws and regulations; provide to us true, correct and accurate information and promptly inform us in the event that any information that you have provided to us changes or becomes inaccurate; notify Mondaq immediately of any circumstances where you have reason to believe that any Intellectual Property Rights or any other rights of any third party may have been infringed; co-operate with reasonable security or other checks or requests for information made by Mondaq from time to time; and at all times be fully liable for the breach of any of these Terms by a third party using your login details to access the Website and/or Services

however, you shall not: do anything likely to impair, interfere with or damage or cause harm or distress to any persons, or the network; do anything that will infringe any Intellectual Property Rights or other rights of Mondaq or any third party; or use the Website, Services and/or Content otherwise than in accordance with these Terms; use any trade marks or service marks of Mondaq or the Contributors, or do anything which may be seen to take unfair advantage of the reputation and goodwill of Mondaq or the Contributors, or the Website, Services and/or Content.

Mondaq reserves the right, in its sole discretion, to take any action that it deems necessary and appropriate in the event it considers that there is a breach or threatened breach of the Terms.

Mondaq’s Rights and Obligations

Unless otherwise expressly set out to the contrary, nothing in these Terms shall serve to transfer from Mondaq to you, any Intellectual Property Rights owned by and/or licensed to Mondaq and all rights, title and interest in and to such Intellectual Property Rights will remain exclusively with Mondaq and/or its licensors.

Mondaq shall use its reasonable endeavours to make the Website and Services available to you at all times, but we cannot guarantee an uninterrupted and fault free service.

Mondaq reserves the right to make changes to the services and/or the Website or part thereof, from time to time, and we may add, remove, modify and/or vary any elements of features and functionalities of the Website or the services.

Mondaq also reserves the right from time to time to monitor your Use of the Website and/or services.


The Content is general information only. It is not intended to constitute legal advice or seek to be the complete and comprehensive statement of the law, nor is it intended to address your specific requirements or provide advice on which reliance should be placed. Mondaq and/or its Contributors and other suppliers make no representations about the suitability of the information contained in the Content for any purpose. All Content provided "as is" without warranty of any kind. Mondaq and/or its Contributors and other suppliers hereby exclude and disclaim all representations, warranties or guarantees with regard to the Content, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. To the maximum extent permitted by law, Mondaq expressly excludes all representations, warranties, obligations, and liabilities arising out of or in connection with all Content. In no event shall Mondaq and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use of the Content or performance of Mondaq’s Services.


Mondaq may alter or amend these Terms by amending them on the Website. By continuing to Use the Services and/or the Website after such amendment, you will be deemed to have accepted any amendment to these Terms.

These Terms shall be governed by and construed in accordance with the laws of England and Wales and you irrevocably submit to the exclusive jurisdiction of the courts of England and Wales to settle any dispute which may arise out of or in connection with these Terms. If you live outside the United Kingdom, English law shall apply only to the extent that English law shall not deprive you of any legal protection accorded in accordance with the law of the place where you are habitually resident ("Local Law"). In the event English law deprives you of any legal protection which is accorded to you under Local Law, then these terms shall be governed by Local Law and any dispute or claim arising out of or in connection with these Terms shall be subject to the non-exclusive jurisdiction of the courts where you are habitually resident.

You may print and keep a copy of these Terms, which form the entire agreement between you and Mondaq and supersede any other communications or advertising in respect of the Service and/or the Website.

No delay in exercising or non-exercise by you and/or Mondaq of any of its rights under or in connection with these Terms shall operate as a waiver or release of each of your or Mondaq’s right. Rather, any such waiver or release must be specifically granted in writing signed by the party granting it.

If any part of these Terms is held unenforceable, that part shall be enforced to the maximum extent permissible so as to give effect to the intent of the parties, and the Terms shall continue in full force and effect.

Mondaq shall not incur any liability to you on account of any loss or damage resulting from any delay or failure to perform all or any part of these Terms if such delay or failure is caused, in whole or in part, by events, occurrences, or causes beyond the control of Mondaq. Such events, occurrences or causes will include, without limitation, acts of God, strikes, lockouts, server and network failure, riots, acts of war, earthquakes, fire and explosions.

By clicking Register you state you have read and agree to our Terms and Conditions