Working across the ditch - the differences between New Zealand and Australian Employment Law
One of our frequently asked questions pertains to the differences between Australian (AU) and New Zealand (NZ) employment laws.
Having head offices in AU and employees in NZ can pose challenges if you are not familiar with the variations in employment legislation and the requirements of employing staff in these two countries.
While AU and NZ share many common principles, there are key differences that if overlooked, can lead to complications and real implications for offshore AU businesses.
We aim to break down these differences for those of you in this situation.
New Government, New Employment Law
All business are now able to utilise the 90-day trial period even if you employ 20 or more people.
We discuss below the benefits of including a 90-day trial period clause in your employment agreement, as well as potential pitfalls you may encounter.
Job Descriptions & Policy’s
Why job descriptions are important? What should be in a job description? Effective Job Description Uses Policy Management & Top Policy’s
Christmas and Annual Leave
As we approach the holiday season it is the time of year for annual closedowns, Christmas parties but for some companies it can be the busiest time of year.
We get a lot of questions around Christmas party management, absenteeism, your ability to request employees to take annual leave and employment agreements therefore, we have prepared some guidance for you,
Workplace Health and Safety
We understand here at Knowhow the intricacies of HR and recognising the challenges that business owners face, particularly in areas like Health and safety liability. Now with the rise of psychosocial hazards, we acknowledge the added difficulty in navigating these issues.
Managing in Tough Times
The Risks of Getting it Wrong
There are strict requirements regarding consultation, providing relevant information and potential redeployment options before an employer can reach a decision to disestablish positions. It’s not rocket science, but it is reasonably intricate.
If the process is found to be flawed and the outcome predetermined, employers face the risk of a personal grievance (PG) claim for unfair or unjustified dismissal.
The financial risks of a PG are significant. If a claim is successful, the cost includes a minimum of three months pay, compensation for hurt and humiliation and representation costs, let alone the value of time spent by the employer.
Election News and more
Now is a prudent time to update you all that as an employer you must give your employees time off to vote in the general (parliamentary) election on polling day (Saturday 14 October) if:
they are (or are qualified to be) registered as an elector of the district where the election is, and
they haven’t had a reasonable opportunity to vote before starting work.
The amount of time an employee can have off to vote depends on whether they are required for essential work or services.
Unless your employees are in essential service that have to work after 3pm, you must allow them to leave work no later than 3pm, for the rest of the day without deductions from their pay.
If they don’t have to work after 3pm on the polling day for essential work or services, you must allow your employees reasonable time to get to vote, therefore 3pm is the latest for the rest of the day without deductions from their pay for this time off work.
If they are required to work for essential work or services after 3pm on the polling day you must allow them to leave work for a reasonable time to vote. You can’t make any deductions from their pay for time up to 2 hours that they spend off work.
If you do not comply to these regulations, you could be fined $1000 per employee.
If you have any questions on how this might relate to you, do not hesitate to get in touch.
Timeframe for raising a Personal Grievance relating to Sexual Harassment has been extended
Effective from 13 June 2023, the Employment Relations Act now provides an extended timeframe for employees to raise a personal grievance relating to sexual harassment.
The legislation now grants employees a 12-month timeframe to raise a personal grievance relating to allegations of sexual harassment.
Fair Pay Agreements - what they mean for New Zealand Employers
Fair Pay Agreements - what they mean for New Zealand Employers
