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Minimum Code for Employment Law in New Zealand Although there is no minimum code as such in New Zealand Employment Law, there are certain rights that all New Zealand employers must honour in relation to their employees. Employment Law Considerations when Restructuring New Zealand's Employment Relations Act contain a number of provision that impact on the treatment of employees during restructuring situations. These also apply to the sale and purchase of a business. 90 Day Employment Trial Periods The Employment Relations Amendment Act 2008 introduced new provisions into the Employment Relations Act 2000 allowing employers who have fewer than 20 employees to terminate the employment of new staff within the first 90 days of employment without fear of a personal grievance for unjustified dismissal: provided the parties have agreed to a trial period in the employment agreement. Closing the Gaps – Holidays Act 2003 Are you required to work on a public holiday? Thinking of calling in sick, being paid time-and-a-half, and getting an additional holiday? Certain provisions in the Holidays Act 2003 ("Act") may foil any such plan. Restrictions on Giving Immigration Advice in New Zealand If you are an employer who regularly employs people from overseas, you should be aware that, from May 2009, New Zealand's Immigration Advisers Licensing Act 2007 will require that any person giving immigration advice in New Zealand must be licenced as an immigration adviser. The new Millenium employee personal grievance?? New Zealand's Employment Relations Act 2000 aims to build productive employment relationships through the promotion of mutual trust and confidence in all aspects of the employment environment. Some Key Concepts in the Employment Relations Act 2000 The Employment Relations Act 2000 has "good faith" as its central principle.
Lois Flanagan works from Parry Field Lawyers' Christchurch City office. Should you need any assistance with any Employment matters, please contact Lois Flanagan at Parry Field Lawyers. (348-8480)
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