Recent developments in New Zealand
We understand the challenges of keeping up with regulatory changes. That’s why we actively monitor these changes, so you don’t have to. Read on to discover what’s been happening in the employment landscape in New Zealand
Introduction of the Flexible Working Arrangements Amendment Act (2024)
New Zealand introduced significant changes to the Employment Relations Act 2000 through the Flexible Working Arrangements Amendment Act. This amendment allows employees to request flexible working arrangements from the first day of employment, rather than waiting six months as previously required. The law mandates employers to respond to these requests within 10 working days, streamlining the process, and emphasizing the importance of work-life balance.
Living wage and minimum wage increases (2024)
The government announced substantial increases to both the minimum wage and the living wage in 2024. The Minimum Wage Act 1983 was amended to ensure that the minimum wage keeps pace with the rising cost of living, with the new rate set to be reviewed annually. Additionally, the introduction of a legally binding Living Wage Act marks a new commitment to ensuring that all workers earn a wage that meets the basic needs of their families.
Employment Relations (Contractor Protection) Amendment Act (2024)
Responding to the increasing number of workers engaged in the gig economy, the Employment Relations (Contractor Protection) Amendment Act 2024 was introduced. This legislation provides enhanced protections for independent contractors, including clearer guidelines on the distinction between contractors and employees. It also introduces minimum standards for contractors in terms of pay, working conditions, and dispute resolution mechanisms.
Health and Safety at Work (Mental Wellbeing) Regulations (2024)
New Zealand took a significant step forward in promoting mental health in the workplace with the introduction of the Health and Safety at Work (Mental Wellbeing) Regulations. These regulations, introduced under the Health and Safety at Work Act 2015, require employers to assess and manage risks related to workplace stress and mental health, like physical health risks. Employers are now obligated to implement measures to mitigate work-related stress, provide support for mental health issues, and create a workplace culture that prioritizes psychological safety.
Paid family and domestic violence leave extension (2024)
The government extended the provisions under the Family Violence Leave section of the Domestic Violence – Victims’ Protection Act 2018. As of 2024, employees are entitled to 15 days of paid leave per year (up from 10 days) if they or a family member are affected by domestic violence. This extension recognizes the ongoing impact of domestic violence on employees’ lives and the importance of providing adequate time and resources to seek help and make necessary arrangements without the fear of losing income or job security.
