Remote Working: What Are The Rules? (Video)

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?

Restrictive covenants in New Zealand employment agreements are only enforceable if they are reasonable in scope, duration, and geographic area, and necessary to protect legitimate business interests such as confidential information, client relationships, or workforce stability.

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 Employment Relations Act reforms are now in force and change how you hire, manage contractors and handle personal grievances. You can offer individual agreements from day one, and a new gateway test provides clearer rules for contractor status

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.

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

Employee social media activity outside work hours can still expose your business to reputational harm and legal complexity. In New Zealand, employees have a right to express their views, but that right has limits. Knowing where those limits sit can help you respond appropriately and avoid legal risk.

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.

These changes to labour market legislation are some of the most significant in over 30 years, particularly concerning personal grievances.

This article explains the differences between each payment type.

Spain has released its draft Royal Decree to transpose the EU Pay Transparency Directive, introducing new obligations for employers including employee pay information requests, enhanced pay gap reporting thresholds, and strengthened job evaluation requirements. While the draft goes beyond certain Directive requirements and under-implements others, employers should begin preparations immediately as the legislation could take effect with minimal notice following publication in the Official Gazette.

Employers planning workforce reductions in Australia and New Zealand face distinct legal frameworks that require careful navigation. While both jurisdictions mandate genuine business reasons and employee consultation, critical differences in timing, process requirements, and redeployment obligations can significantly impact restructuring outcomes. Understanding these nuances is essential for organizations managing cross-border redundancy programs to minimize legal risk and operational disruption.

When workplace investigations arise, the choice of investigator can determine whether the process builds trust or creates further complications. Understanding the essential qualities that make an investigator effective—from independence and legal expertise to empathy and credibility—is crucial for employers navigating sensitive workplace matters.

This regional report examines recent labour law changes across the Americas, highlighting key developments in workforce planning, employment status classification, and regulatory reforms. From Argentina's new hiring incentives to working time reductions in Brazil and Mexico, discover how these legislative shifts are reshaping employment practices and compliance requirements throughout the region.

Explore key employment law updates shaping the business landscape across the APAC region, including labour reforms, AI regulation, expanded employee protections, and significant court decisions that are transforming workplace practices throughout Asia-Pacific.

India has notified the Central Rules under all four Labour Codes, bringing the country's historic labour law reform closer to implementation. While state-level rules are still being finalised, employers must prepare for new compliance requirements spanning wages, social security, industrial relations, and occupational health and safety.

The International Court of Justice has issued a landmark advisory opinion confirming that the right to strike is protected under ILO Convention No. 87, a treaty Australia ratified in 1973. While this opinion doesn't immediately change Australian domestic law, it creates a significant new reference point that unions may leverage in litigation, enterprise bargaining, and industrial relations reform discussions. Australian employers face potential challenges to existing Fair Work Act restrictions on protected

As artificial intelligence reshapes work in the UK and beyond, employers must rethink the gender pay gap as an issue of access to opportunity, not just pay. This analysis explores how unequal access to AI tools, training and career development may widen existing inequalities, and what organisations should do to prevent an emerging 'AI opportunity gap'.

As US state legislatures conclude their 2026 sessions, artificial intelligence regulation has transitioned from an emerging policy area to a mainstream compliance obligation. This comprehensive analysis examines the patchwork of enacted AI legislation across consumer transparency, healthcare, and employment sectors, revealing what businesses operating across state lines must prioritize in the second half of the year.

International crises demand rapid, values-driven decision-making from employers managing cross-border workforces. Drawing on expert insights from crisis management, geopolitical risk, security operations and communications professionals, this guidance explores how organisations can strengthen their preparedness through strategic planning, clear governance structures and effective stakeholder engagement when facing geopolitical conflicts, civil unrest or security incidents.