This quarter brings significant proposed changes to New Zealand employment law. The Government plans to repeal the Holidays Act 2003 and introduce new legislation in early 2026, with major changes including day-one leave accrual, increased annual leave cash-up options, and mandatory itemised payslips. The Employment Relations Amendment Bill proposes allowing employment termination by mutual agreement through formal pre-termination negotiations, potentially reducing lengthy disciplinary processes. From May 2026, a Privacy Act amendment will require organisations to inform individuals when their personal information is collected from third parties. The 2025 Employment Monitor shows improved worker awareness of employment rights, though some migrant groups remain vulnerable to exploitation. Finally, a recent ERA decision confirms that casual employment labels don't override the reality of permanent working arrangements, emphasising the need for employers to ensure contracts reflect actual work patterns and maintain clear communication about any changes.

Here’s your timely reminder of all the employment law changes and updates from the first quarter of 2025. With new wage rates, legal reforms, and compliance crackdowns underway, now’s a great time to review your policies and agreements to stay ahead for the rest of the year.

Here’s your timely reminder of all the employment law changes and updates from the first quarter of 2025. With new wage rates, legal reforms, and compliance crackdowns underway, now’s a great time to review your policies and agreements to stay ahead for the rest of the year.

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