Back to basics employment law guide

From 24 August 2026, Immigration New Zealand is broadening its “genuine employment” test for skilled residence applications, requiring roles to be free of visa-facilitation motives, operationally needed, New Zealand-based, and accurately described.

An employee works within your business under an employment agreement and receives statutory rights and protections, while a contractor is self-employed and provides services independently under a contract for services. The key difference lies in the nature of the working relationship, including the level of control, integration into the business, and legal obligations owed, and misclassification can expose your business to legal and financial risk.

How to handle recordings in the workplace.

In New Zealand, the right for an employee to have a support person in a range of different settings is well established and important to be aware of. Formal meetings, like a disciplinary meeting or similar process, can be intimidating for employees. Having a support person, whether that be a family member, friend or lawyer, can help employees through that process. Having a support person in a disciplinary meeting is often advantageous for an employer as well.

New Zealand's Modern Slavery Bill marks a significant development in global anti-slavery legislation, joining jurisdictions like the UK, Australia, and California in requiring large companies to report on slavery and human trafficking risks. How does this new framework compare to existing international standards, and what implications will it have for businesses operating across multiple jurisdictions?

This article explains the differences between each payment type.

This guide explains employment agreements for New Zealand business owners, including required terms and how they operate in practice.

Employees taking excessive amounts of sick leave over and above the statutory entitlements can cause numerous problems.

Facing an unjustified dismissal claim requires prompt action, careful consideration, and often professional legal guidance. By responding appropriately, engaging constructively in mediation, and learning from the experience, you can manage the claim effectively while minimising potential damage to your business.

The duty of good faith and how it applies in your employment relationships.