Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 13 JUNE 2013

Employment Relations Amendment Bill – changes afoot

Swarbrick Beck Mackinnon
Explore more from Swarbrick Beck Mackinnon

As most people are either employees or employers, changes are relevant beyond practitioners in the employment sector.

New ZealandEmployment and HR

As published in the Auckland District Law Society Law News

The passing of the Holidays (Full Recognition of Waitangi Day and ANZAC Day) Amendment Act 2013, which 'Mondayises' Waitangi Day and ANZAC Day, has already brought change in the area of employment law in 2013, specifically in the area of public holidays. Those changes are good news for those employees who work Monday to Friday, which includes many readers of Law News.

Further development in the area of employment law has been signalled by the introduction of the Employment Relations Amendment Bill. As most people are either employees or employers themselves, the changes have relevance beyond practitioners in the employment jurisdiction.

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Differences Between A Contractor And An Employee In NZ

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.
New ZealandEmployment and HR
LegalVision
LegalVision
Article

What Is The Role Of A Support Person In A Disciplinary Meeting In New Zealand?

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 ZealandEmployment and HR
LegalVision
LegalVision
Article

Modern Slavery Reporting: A Comparative Guide To The UK, Australia, California, And New Zealand Frameworks

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?
GlobalEmployment and HR
A&O Shearman
A&O Shearman