News & Views
Invalid Trial Period – Retail
The Employment Relations Authority (ERA) recently addressed a case in which a worker alleged unjustified dismissal and disadvantage in her employment.
Datacom Report – Business Outlook
The 2025 Datacom Business Outlook highlights a shift in priorities and threats compared to 2024. Workplace productivity and growth remain top priorities for businesses, while economic uncertainty has emerged as the most significant threat, overtaking its 2024 ranking. Government focus areas have also shifted, with boosting the economy remaining paramount, but export opportunities gaining prominence over climate change.
We Love AI, But…
Artificial Intelligence (AI) tools like ChatGPT, Copilot, and others have changed the way we work, providing efficiency and convenience in a variety of tasks.
When it comes to sensitive matters such as drafting disciplinary letters, relying on AI systems can be a risky move.
Christmas Party Etiquette
As the holiday season approaches, it is time to start planning your Christmas party.
While Christmas Parties are an opportunity to celebrate and relax, it is equally important to ensure it is safe and enjoyable for everyone involved.
What type of Employment Agreement should I use over the Holiday Period?
During the holiday period, some companies wind down, while others, especially those in hospitality or retail, experience increased activity.
Closedown Requirements – 14 days’ written notice
If you are planning to have a closedown of all or part of your business during the holiday season, you will need to provide 14 days written notice of your intention to close down.
The Importance of Getting it Right
Recent case law regarding performance management emphasizes the importance of managing risk.
Ensure Your Business Stays Compliant with New Zealand’s Employment Law.
Navigating HR compliance in New Zealand can be complex, with numerous laws and regulations governing employment practices. Here are some key areas of HR compliance:
Transform Your HR
In today’s uncertain economic climate, businesses face unique challenges. From fluctuating markets to rising operational costs, maintaining a competitive edge requires agility and strategic planning.
Rethinking Professional Dress Codes in Today’s Workplace
In an era where workplace dynamics are rapidly evolving, traditional professional dress codes are being challenged and redefined. This article explores the shifting landscape of office attire, examining how companies are adapting to more inclusive and flexible dress policies.
Contractor or Employee
It is good to see the Minister for Workplace Relations is proposing to provide clarity as to the status of contractors v employees.
Proposed Changes to the Holidays Act 2003
For years, employers have been calling for changes to the Holidays Act 2003 to address its complexities and uncertainties. The good news is that significant reforms are on the horizon that promise to address long-standing issues. Unfortunately, we still have a long way to go before these changes are implemented.
Risk mitigation, Restructuring
Restructuring is one of the tools to ensure businesses manage through these challenging economic times.
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.