If you’re an employer, it’s crucial that you update your employment agreements to comply with a recent change in employment law affecting the time limit for raising personal grievances for sexual harassment. Last month, a new law came into effect that extends the period for employees raising grievances about sexual
With Auckland going into lockdown again at Alert Level 3 from 12 August 2020, and the possibility of further periods of lockdown ahead, businesses around the country need to plan how to deal with staff if their operations are restricted. Here are some of the lessons from the first lockdown
By now you may be well aware that not all businesses can use the 90-day trial period law. Nowadays, a business can only enter into an employment agreement that includes a 90-day trial period if it has less than 20 employees. This change, which took effect from 6 May 2019,
Certain businesses are now able to open under Alert Level 3 and even more will go on to open under Alert Level 2. Business owners will likely have looked forward to this since the lockdown began. Some of your staff, however, might not be keen to return to work right
As at the date of this article, New Zealand is still in the COVID-19 Level Alert 4 phase. However, we now know that people who can work from home will need to keep working remotely when New Zealand moves to Alert Level 3. This will be the first time that
From 11:59pm on Wednesday, 25 March 2020, New Zealand’s alert status in response to the COVID-19 threat was lifted to Alert Level 4. During this period, New Zealanders not working in essential services must stay at home and stop all interactions with others outside of their household. This has left
COVID-19, the new coronavirus, is deadly. It is threatening the global economy, as countries impose restrictions on residents, and travel and commerce are disrupted. The New Zealand Government has announced unprecedented measures to assist affected businesses. These may cushion the blow. But for many businesses, tough decisions will remain –
Working out what to pay staff on a public holiday can send you into a tailspin. Do I pay them or not? And if I pay them, how much? Actually, working this out is simple. You just have to answer a couple of questions about each employee. 2 QUESTIONS AND
