June on the road - Connecting with practices across New Zealand
16 July 2026
Kia ora,
We hope you are faring well, six months into 2026! At our end it’s been a busy month for the HealthyPractice team - here’s a quick snapshot of what we’ve been up to.
From conference halls to local conversations
It was great to connect face-to-face with practice owners, managers, clinicians and support teams at both the New Zealand Veterinary Association Te Pae Kīrehe Conference (NZVA) and the NZGPCME Primary Care Conference, both held in June.
The MAS and HealthyPractice stand was a real hub of activity, helped along by a very popular coffee cart.
At GPCME, Nicole and Bonnie, two of our HealthyPractice Advisers, presented on the 2026 legislative updates, sharing practical examples and insights to help busy practice teams understand what’s changing and what it means for them.
We also hosted local Wellington, Practice Managers and Administrators Association (PMAANZ) members for an informal evening of wine, cheese and conversation. Together, we explored recent changes to the Employment Relations Act and what these may mean for practices.
Hot topic - Restructures
Restructuring and redundancy can be challenging decisions for any practice. While there may be times when a formal restructure is necessary to meet changing business needs, generally it should only be considered after exploring other options. This may include reviewing discretionary spending and operating costs, considering voluntary changes within the team, assessing reporting lines, or redistributing duties to better support the needs of the practice.
A restructure does not always result in a redundancy. However, where changes to roles, hours, reporting lines, or team structure are being considered, it is important to understand your obligations as an employer and follow a fair and robust process.
If your practice is considering workplace changes and you're unsure where to start, get in touch with the HealthyPractice team for advice and support.
For practical resources and information on managing restructuring and redundancy processes, sign in to the HealthyPractice Portal and explore.
Question of the month
This 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?
Let us know what you think!
Last months' question:
Q: If an employee is off sick during their 90-day trial period, can the trial period be extended?
A: No, a 90-day trial period cannot be extended due to sickness. It begins on the first day of employment, and the employment contract outlining the trial period must be signed before the employee commences any work, otherwise it is invalid and is unlikely to hold up to any scrutiny. Find out more here.
Got sticky questions you'd like to ask, please reach out.