Changes to New Zealand’s Employment Law are coming into force as a result of the Employment Relations Amendment Act 2018. These changes will have a significant impact on some employers. Below is a break-down of some of the changes.
“Reinstatement” the Primary Remedy
Reinstatement of an employee to their former position is again the primary remedy in the Employment Relations Authority for personal grievances.
As of 1 April 2019:
The minimum wage will continue to increase each year. As of 1 April 2019, it will increase to $17.70 per hour (which is an increase of $1.20 per hour).
It will be compulsory for employers to submit employment information each payday rather than on a monthly basis.
Domestic Violence - Victims Protection Bill
Employers will need to factor in an extra 10 days paid leave per year for employees.
As of 6 May 2019:
90 Day Trial Period
Only employers with fewer than 20 employees will be able to use 90 day trial periods for new employees. This will apply to Employment Agreements agreed to on or after 6 May 2019. For employers who are no longer able to use 90 day trial periods from that point, will have the option of including a probationary period in agreements with new employees. We would be happy to assist employers in updating their employment agreements to include a probationary period clause and also guiding employers through the probationary period process.
Rest and Meal Breaks
The regulated rest and meal breaks will be reinstated which stipulates when breaks will be taken.
For more information on these changes or to update your employment agreement templates and policies, please contact us.
By Maria Green