Your people decisions need a defensible process.

Yes. New Zealand employment law requires written employment agreements and proper record-keeping. Even when the relationship is straightforward, the agreement becomes the reference point when a problem later needs to be assessed. We draft agreements tailored to the actual role — talk to us.

No. Labels help, but the legal question looks at the real nature of the relationship. Documentation, control, integration into the business, and the newer gateway test all matter. Unsure about your arrangements? Ask us to review the classification.

Usually no. Underpayments and leave errors tend to widen over time, especially if the underlying setting stays in the payroll system. Early triage helps stop the issue getting bigger and improves the chances of a clean remediation plan.

Only if the employment agreement or collective agreement provides for it. But even when no compensation is payable, the business still needs a genuine reason, a fair consultation process, and documented decision-making.

Most personal grievances must be raised within 90 days, although sexual harassment grievances have a longer period. The time limit matters, but the first steps the employer takes often shape the practical outcome long before that deadline expires.

A valid 90-day trial period must be in writing before employment starts, used only for employees who have not previously worked for you, and limited to employers with fewer than 20 employees. Even with a valid trial, the dismissal must be carried out in good faith. Getting the clause and the process right both matter. Need to check your agreement and process? Talk to us before you act.

Yes, but only with clear written authorisation and subject to rules on how the deduction is structured. Accommodation arrangements must still leave the employee receiving at least the minimum wage for hours worked. A recent Hawke's Bay Employment Court case highlights the risk of informal arrangements in seasonal industries. Get advice before setting up or changing accommodation deductions.

A fair process reduces risk but does not guarantee immunity. Employees can still raise a grievance — and the Employment Relations Authority or Employment Court will assess the substance as well as the process. Where an employee's own conduct contributed to the situation, this can now affect how remedies are assessed. Early legal triage after receiving a grievance notice gives you the best options.

Yes. The minimum wage in New Zealand is reviewed annually (typically from 1 April). If any employee's agreed rate falls below the new minimum, you must increase it. Your employment agreement does not need updating unless you want to record the new rate — but your payroll does. Employers who miss this are liable for back-pay and penalties. Want a payroll compliance check? Contact us.