21 years of HealthyPractice!

21 years of HealthyPractice!

A lot has changed since the early days and HealthyPractice has transformed along the way to keep supporting practices in ways that are useful, practical and easy to work with. What has not changed is the heart of the service. It is still going strong.

Most importantly, we would like to thank our Subscribers. Your support, feedback and trust over the past 21 years have helped shape HealthyPractice into what it is today, and we are so grateful to have been part of your journey while you have been part of ours.

Hot topic - Contracts for services

We would like to draw your attention to the new ERA Gateway Test for determining whether a worker is a genuine contractor, or an employee. We have updated our Contract for Services templates accordingly, and they now offer two options that align with the Gateway Test and mitigate the risks associated with misclassifying a worker.

You can read more on our website, which also includes links to additional guidance. If you have questions about whether this is relevant to your practice, feel free to contact us to discuss the best option for your situation.

Nominations are now open!

Take this opportunity to celebrate the people whose leadership and dedication help their teams and communities thrive. The award, presented by PMAANZ and proudly sponsored by MAS, will be celebrated alongside the 2026 PMAANZ Annual Conference, held at the iconic Michael Fowler Centre in Wellington Te Whanganui-a-Tara from 17–19 September 2026.

Nominations close on 16th Aug - nominate an outstanding Practice Manager or Administrator today!

13th-16th August - South GPCME 2026

As part of our ongoing commitment to increasing our visibility and accessibility, one of our HealthyPractice Advisors, Nicole Ratuszny, will be presenting on Navigating Employment Law in 2026 at GPCME in Christchurch this week. Please come and say hello and grab a barista coffee at the MAS stand!

Question of the month

This months' question:

Q: Can we make a role redundant even if the person in it is performing well? 

Let us know what you think!

Last months' question:

Q: If an employee agrees to work 4 hours on a public holiday that would otherwise be their normal day of work, but they would normally work 8 hours on a non-public holiday, what entitlements are they owed?  

A: As they worked on a public holiday that was an otherwise normal day, they would be entitled to pay of at least time and a half for the actual hours worked (4hours), and a full alternate day-in-lieu for working on a public holiday. Find out more here.

Got sticky questions you'd like to ask, please reach out.