Ch-ch-ch-ch-changes

2016 is due to see a large number of changes to employment law in New Zealand, and it will be important for employers to be aware of them.

Probably the biggest areas of reform are those planned by the Employment Standards Legislation Bill, first introduced in August 2015. The Bill, if passed, would result in changes to a whole range of employment law, including the Employment Relations Act 2000, the Holidays Act 2003, Wages Protection Act 1983, Minimum Wage Act 1983 and the Parental Leave and Employment Protection Act 1987. The Select Committee report on the Bill was published on 12 February.

Key Areas

Key areas to pay attention to include the new enforcement procedures for employment standards, which will involve both harsher penalties and the introduction of additional penalties for non-compliant employers. There are changes to the so-called “zero-hours contracts” which were the subject of public scrutiny last year. These will now be unenforceable without compensation, though not banned outright. There are also moves towards modernising parental leave, introducing extended parental leave allowances, more flexibility and the concept of “keeping in touch days”, which would allow a person on parental leave to keep up to date with developments in their workplace. Paid parental leave is also set to increase on 1 April from 16 to 18 weeks.

Health & Safety

2016 will also see the introduction of the Health and Safety at Work Act 2015, on 4 April. The Act has been brought in as part of the government’s aim to reduce serious work-related injuries and deaths in New Zealand by at least 25 percent by 2020. The new act is being billed by WorkSafe as “an opportunity to review your health and safety practices”. The content of the changes should be no surprise for most employers, but it will pay to ensure you are fully aware of the new obligations. WorkSafe is trying to make this as easy as possible for everyone, and their website (www.business.govt.nz/worksafe) is a useful source of guidance.

Easter Trading

A final area of interest in employment is the proposed changes to Easter Sunday working. Currently shops are, generally speaking, not allowed to trade on Easter Sunday, but the Bill would allow local councils to permit trading if they wish to. However, this will obviously have implications for workers. Easter Sunday isn’t actually a public holiday under the Holidays Act, so the Bill provides protections for employees who could be affected by the changes, including the right to refuse to work without suffering any penalty and without having to give reasons.

 

Ch-ch-ch-ch-changes

11 March 2016

by Mary-Jane Thomas, partner

2016 is due to see a large number of changes to employment law in New Zealand, and it will be important for employers to be aware of them.

Probably the biggest areas of reform are those planned by the Employment Standards Legislation Bill, first introduced in August 2015. The Bill, if passed, would result in changes to a whole range of employment law, including the Employment Relations Act 2000, the Holidays Act 2003, Wages Protection Act 1983, Minimum Wage Act 1983 and the Parental Leave and Employment Protection Act 1987. The Select Committee report on the Bill was published on 12 February.

Key Areas

Key areas to pay attention to include the new enforcement procedures for employment standards, which will involve both harsher penalties and the introduction of additional penalties for non-compliant employers. There are changes to the so-called “zero-hours contracts” which were the subject of public scrutiny last year. These will now be unenforceable without compensation, though not banned outright. There are also moves towards modernising parental leave, introducing extended parental leave allowances, more flexibility and the concept of “keeping in touch days”, which would allow a person on parental leave to keep up to date with developments in their workplace. Paid parental leave is also set to increase on 1 April from 16 to 18 weeks.

Health & Safety

2016 will also see the introduction of the Health and Safety at Work Act 2015, on 4 April. The Act has been brought in as part of the government’s aim to reduce serious work-related injuries and deaths in New Zealand by at least 25 percent by 2020. The new act is being billed by WorkSafe as “an opportunity to review your health and safety practices”. The content of the changes should be no surprise for most employers, but it will pay to ensure you are fully aware of the new obligations. WorkSafe is trying to make this as easy as possible for everyone, and their website (www.business.govt.nz/worksafe) is a useful source of guidance.

Easter Trading

A final area of interest in employment is the proposed changes to Easter Sunday working. Currently shops are, generally speaking, not allowed to trade on Easter Sunday, but the Bill would allow local councils to permit trading if they wish to. However, this will obviously have implications for workers. Easter Sunday isn’t actually a public holiday under the Holidays Act, so the Bill provides protections for employees who could be affected by the changes, including the right to refuse to work without suffering any penalty and without having to give reasons.