We send our clients updates when there are matters they need to know about. Anyone else can sign up for that by clicking the button below.
This Act, which is now in force after receiving Royal Assent on 19 February 2026, implements significant changes to the New Zealand employment law landscape, including a new “gateway test” for contractor status, the removal of the right to bring unjustified dismissal claims for employees earning more than $200,000 a year, and the removal of the requirement for new, non-union employees to be employed on terms consistent with an applicable collective for the first 30 days of their employment.
If you think you may be affected by any of these changes, we encourage you to contact us for confidential and timely advice about your options.
Leave legislation changes have been proposed. There is no draft bill as yet. Watch this space.
Our advice is not to dwell on employment problems. Come to us as soon as there is an issue because we can do more to help you if you contact us early on.
If you would like more information about the content on our website, please contact us at: lawyer@btlaw.co.nz
(Updated 4 March 2026)
In this edition: How TVNZ got its restructuring (very) wrong Possible changes to the Holidays Act Reminder to check employment agreements are up-to-date Medical certificates, Medical Council Guidelines and employment policies Our free webinars Check out our employment law articles on TradeMe Jobs Did you know we can help with … workplace facilitation and conflict resolution, and privacy issues and…
Welcome to our Crystal Ball. In this mid-winter edition we cover some recent cases, the Employment Relations Amendment Bill, alternative dispute resolution processes and our popular Snapshot Series© webinars. We also have some interesting facts – carefully positioned at the end of this email, to encourage you to read through to the end🙂. Snapshot Series© webinars As you may know, for the…
December 2025 The Select Committee has reported on the Bill, proposing some changes. The Minister has published her Cabinet paper setting out what she will ask Parliament to adopt. The major matters in the Bill are the law on who is a contractor rather than an employee, and the proposal that persons on higher incomes ($200,000 and above) will not be able…
On 14 March 2025 a new section 220AA (Theft by employer) was inserted into the Crimes Act 1961. The new section provides that an employer who intentionally fails, without reasonable excuse, to pay any money owed under an employment agreement (whether or not the agreement is in writing) or an Act (for example the Holidays Act 2003, the Minimum Wage…
A beauty therapist (Zelinda Doria (ZD)) employed by a spa (Medispa) discovered she was pregnant in November 2016. She suffered from morning sickness in her first trimester. In the fortnight after learning of her pregnancy she was sent home early twice and took six days of leave. While on sick leave her manager contacted her to organise a meeting to…
A trial period clause allows an employer to dismiss an employee during the initial period of their employment (up to 90 days) and the dismissed employee is not entitled to bring a personal grievance or other legal proceedings in respect of the dismissal. In a change that took effect on 23 December 2023, all employers in New Zealand, no matter…
Food delivery riders found to be independent contactors. Where British law goes, NZ often follows – so watch this space. https://www.theguardian.com/commentisfree/2023/nov/23/deliveroo-victory-riders-british-workers-gig-economy-europe?CMP=Share_iOSApp_Other (Posted 30 November 2023)
The Employment Relations (Extended Time for Personal Grievance for Sexual Harassment ) Amendment Act became law on 13 June 2023. The time within which a personal grievance can be raised for sexual harassment has now been extended from 90 days to 12 months. As the Explanatory Note to the Bill set out, coming forward to report sexual harassment can be…
Post-Election Edition Welcome to our post-election edition of Crystal Ball. National has released its Action Plan for its first 100 days. There are three elements that are relevant to employment legislation: 90 Day No-Fault Trial Periods National says it will introduce legislation to restore 90 day no-fault trial periods for all businesses. No-fault trial periods are provisions in employment agreements that an…
Employment Agreements now often include “force majeure”, or business interruption, clauses. Their intended purpose is to make sure that an employee understands and agrees that their employment might end without notice if a natural disaster (“an act of god”) or other major event beyond the employer’s control makes it impossible for the relationship to continue: “no work no pay”. They…