Another Bill has been recently introduced to Parliament intending to amend the Employment Relations Act.  The latest Amendment Bill focuses on triangular employment relationships, and seeks to ensure that employees employed by one employer, but working under the control and direction of another business or organisation, are not deprived of the right to coverage of a collective agreement, and to ensure that such employees are not subject to a detriment in their right to allege a personal grievance.

On 25th January 2018, the Government announced a new Bill to legislate for fairer workplaces.  The Bill is designed to provide greater protections to workers, especially vulnerable workers, and strengthen the role of collective bargaining in the workplace to ensure fair wages and conditions.

The Government introduced a new Bill on 25 January 2018 which intends to amend the Employment Relations Act 2000 with the aim of providing greater protection for employees and workers. The Government believes there is a need to restore fairness and balance into New Zealand workplaces. The changes are as expected and include restrictions imposed on the use of the trial period by businesses employing more than 20 employees, and among other things, restoring statutory rest and meal breaks.

On 8th November, Minister for Workplace Relations and Safety Iain Lees-Galloway introduced a Bill to Parliament extending paid parental leave to 26 weeks by 2020, saying it is a vitally important move to support working families with newborns and young children.

After nine years under a National Government, the employment landscape is about to be reshaped.  While Labour, New Zealand First and the Greens all had different policies and priorities coming into the 2017 election, they shared the commonality of being policies for the people.

This is the first case in which section 67D of the Employment Relations Act (regarding availability provisions) has been considered by the Employment Court.

When an employment dispute or personal grievance arises it can be very stressful for everyone involved. With work being a big part of most people’s lives, it’s understandable that when there’s an employment relationship problem in the workplace, it is important that they are dealt with efficiently, respectfully, and in a way that creates the best possible chance that parties will be able to move on. It’s unlikely that both parties are going to be ecstatic about the outcomes of a mediation, however the aim is to achieve a settlement that both parties can live with.

The EMA has released its annual analysis of personal grievance cases heard at the Employment Relations Authority, and again it was a sorry story for employers with employees’ winning 72% of cases.

Section 162 of the Electoral Act 1993 provides that employers are required to allow all their employees who are electors and who have not had a reasonable opportunity to vote on Election Day before starting work, to leave their work for the purpose of voting, no later than 3pm for the remainder of the day. An Employer cannot make deductions from the Employee’s remuneration for the time taken off.

This case highlights the heavy consequences and financial implications of knowingly breaching minimum employment standards.