December 2018 Update
15 December 2018
December 2018 update
This is our last newsletter for 2018. Thank you for your ongoing support and for all the calls and emails to ask questions or simply talk things through, we love hearing from you so please continue to be in touch.
Employment Relations Act changes
We have been waiting for detail on changes to the Employment Relations Act introduced by the coalition Government. Last week they passed their third reading in Parliament, most of the changes will come into force on 6 May 2019.
In brief:
- The 90-day trial period will be restricted to employers with fewer than 20 employees.
- Changes to sections relating to the continuity of employment if an employee’s work is affected by restructuring.
- Restoring prescribed rest and meal breaks with a limited exception for workers in essential services.
- Reinstatement will be restored as the primary remedy for unjustified dismissal. (Comes into force the day after royal assent).
Further protection for employees in vulnerable industries. (Comes into force the day after royal assent).
Take time to breathe
Christmas is fast approaching, and we would like to encourage you all to take a deep breath. Love it or hate it, Christmas causes stress. Staff might feel the pressure and place unrealistic expectations on themselves which affects their performance or behaviour. As an employer you may need to be more understanding towards staff and pick your battles. Although it is tempting to try to tidy up all outstanding issues before year end, it may not be realistic. Employers are always judged by their actions and whether these are deemed to be fair and reasonable at the time, so count to ten and give us a call.
Other recent articles
8 July 2025
Upcoming KiwiSaver changes
The 2025 Budget announced a range of KiwiSaver changes. If you’re an employer or a KiwiSaver member it’s important to understand how KiwiSaver works. The key changes are outlined here.
11 June 2025
What do you need to do when you receive a resignation.
An employee resigns by giving you notice. This will usually be in writing but may sometimes be done verbally. If the employee resigns verbally, you should request that they put their resignation in writing. If written notice is not provided, you should write to them and record their verbal resignation.
8 April 2025
A week in the life of HealthyPractice
So what does an average week look like for us? We review about 50-60 Individual Employment Agreements, contracts for service and letters of offer. Things we commonly adjust include: Agreement type e.g. fixed term, or casual that should be permanent part time Hours of work Trial period dates – remember the notice period can be shorter for this and we recommend 3 days to one week. Letter of offer details don’t match the IEA
Join other practices already using HealthyPractice.
Register now