Mondaq Asia Pacific - New Zealand: Employment and HR
Littler Mendelson
New Zealand employers should be aware that there are several significant legislative changes to the Employment Relations Act 2000 (the Act) taking effect this spring
Wynn Williams Lawyers
Article discusses the legal obligations imposed around probationary periods.
Wynn Williams Lawyers
A probationary period enables an employer to assess the suitability of an employee in skills, diligence and personality.
Duncan Cotterill
We recommend employers check their current practices, procedures and policies to ensure compliance with these changes.
Duncan Cotterill
The Union successfully argued that the wording of the collective agreement included an unlawful 'availability provision'.
Cavell Leitch
This Employment Court decision issued a reminder about availability provisions and traditional overtime requirements.
Duncan Cotterill
These changes could be significant for companies and organisations that use labour hire companies or temporary workers.
Duncan Cotterill
Employers should check procedures and policies to ensure they are prepared for these upcoming changes to take effect.
Duncan Cotterill
These cases show that substantial discounts for mitigating factors can still be obtained in appropriate circumstances.
Duncan Cotterill
The Court can order reparation for the deceased's loss of earnings to related persons who have suffered loss as a result.
Wynn Williams Lawyers
Employers should put in place policies about these issues, so employees know about processes for this new entitlement.
Wynn Williams Lawyers
This is a calendar to signal reviews, consultations and legislative changes to employment law in New Zealand in 2019.
Cavell Leitch
Companies with more than 20 staff can no longer rely on a 90 day trial period clause but may consider a probationary period.
Cavell Leitch
This article deals with some of the significant changes made by the Act, most of which will take effect in May 2019.
Chapman Tripp
The Bolger-led tripartite Working Group produced a set of recommendations to design a Fair Pay Agreement (FPA) system.
Duncan Cotterill
There are significant prospective reforms in employment relations law, to come into effect over the next six months.
Duncan Cotterill
Employers should check if their procedures and policies comply with this increased worker protections and union influence.
Wynn Williams Lawyers
The changes will have significance for all employers, so they should review employment agreements to ensure compliance.
Cavell Leitch
Recent case is a timely reminder that caution is required when relying on a trial period – seek legal advice.
Wynn Williams Lawyers
Employers should be very clear in any communications with staff about behavioural expectations at the Christmas party.
Most Popular Recent Articles
Duncan Cotterill
Employers should check procedures and policies to ensure they are prepared for these upcoming changes to take effect.
Cavell Leitch
Companies with more than 20 staff can no longer rely on a 90 day trial period clause but may consider a probationary period.
Duncan Cotterill
These changes could be significant for companies and organisations that use labour hire companies or temporary workers.
Duncan Cotterill
The Court can order reparation for the deceased's loss of earnings to related persons who have suffered loss as a result.
Wynn Williams Lawyers
Employers should put in place policies about these issues, so employees know about processes for this new entitlement.
Duncan Cotterill
These cases show that substantial discounts for mitigating factors can still be obtained in appropriate circumstances.
Duncan Cotterill
Drug and alcohol testing in the workplace may be controversial, but the duty to maintain a safe workplace is paramount.
Duncan Cotterill
There are significant prospective reforms in employment relations law, to come into effect over the next six months.
Cavell Leitch
This article deals with some of the significant changes made by the Act, most of which will take effect in May 2019.
Wynn Williams Lawyers
Any employees affected by domestic violence will be entitled to apply for domestic violence leave from their employer.
Cavell Leitch
Employers need to address and manage workplace stress, bullying and harassment in order to avoid trouble.
Duncan Cotterill
Employers should check if their procedures and policies comply with this increased worker protections and union influence.
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