Employment Law in New Zealand - Answers to Common Questions
In New Zealand, employers are required to give an employment agreement to every employee and this indicates their responsibilities and entitlements.
New Zealand employment law is also based on the concept of good faith and the expectation is that employers, employees and unions are to act fairly and honestly and they are encouraged to settle any issues that arise among themselves.
Employment law in New Zealand has many information sources if you have any queries.
There are several commonly asked questions; the first main question is about New Zealand's holidays and leave.
Every employee is entitled to four weeks of annual leave each year, and your employer can require you to use this annual leave during the yearly "closedown period" that normally happens around the Christmas and New Year period.
Some of the New Zealand public holidays include Christmas and New Years Day, Waitangi Day which is on the 6th of February, ANZAC Day which is on the 25th of April and Labour Day.
If you work on a day that is a public holiday you are entitled to extra pay and an extra day off.
You are also given a minimum level of sick leave which is five paid days per year and three days of bereavement leave.
Another commonly asked question revolves around the minimum wage in New Zealand.
As of April 2011 the minimum wage for an adult is $13.
00 an hour and this applies to all workers over the age of sixteen.
All New Entrant employees under the age of eighteen receive a minimum wage of $10.
40 and after they have worked two hundred hours they will receive the adult minimum wage.
A new employment law in New Zealand was passed in April 2011 called the 90 Day Trial Period and this means that all employers can hire an employee for a three month trial period.
In a normal employment situation, employees go through a series of meetings, warnings and training before they are dismissed.
However, under this new law, an employer can dismiss a worker who is not working out as long as it is within the three month trial period.
It is important to note that the trial period is voluntary and it must be set out in writing and signed by both parties.
Another topic that is commonly questioned is the work/life balance issue.
The Employment Relations (Flexible Working Arrangements) Amendment 2007 provides a framework for those employees who have been working at the same work place for more than six months and have care or charge of another person to request flexible hours.
This law also obligates the employer to consider the request.
New Zealand employment law is also based on the concept of good faith and the expectation is that employers, employees and unions are to act fairly and honestly and they are encouraged to settle any issues that arise among themselves.
Employment law in New Zealand has many information sources if you have any queries.
There are several commonly asked questions; the first main question is about New Zealand's holidays and leave.
Every employee is entitled to four weeks of annual leave each year, and your employer can require you to use this annual leave during the yearly "closedown period" that normally happens around the Christmas and New Year period.
Some of the New Zealand public holidays include Christmas and New Years Day, Waitangi Day which is on the 6th of February, ANZAC Day which is on the 25th of April and Labour Day.
If you work on a day that is a public holiday you are entitled to extra pay and an extra day off.
You are also given a minimum level of sick leave which is five paid days per year and three days of bereavement leave.
Another commonly asked question revolves around the minimum wage in New Zealand.
As of April 2011 the minimum wage for an adult is $13.
00 an hour and this applies to all workers over the age of sixteen.
All New Entrant employees under the age of eighteen receive a minimum wage of $10.
40 and after they have worked two hundred hours they will receive the adult minimum wage.
A new employment law in New Zealand was passed in April 2011 called the 90 Day Trial Period and this means that all employers can hire an employee for a three month trial period.
In a normal employment situation, employees go through a series of meetings, warnings and training before they are dismissed.
However, under this new law, an employer can dismiss a worker who is not working out as long as it is within the three month trial period.
It is important to note that the trial period is voluntary and it must be set out in writing and signed by both parties.
Another topic that is commonly questioned is the work/life balance issue.
The Employment Relations (Flexible Working Arrangements) Amendment 2007 provides a framework for those employees who have been working at the same work place for more than six months and have care or charge of another person to request flexible hours.
This law also obligates the employer to consider the request.