An employee is entitled to four weeks of annual leave. The employee has a large amount of annual leave owing. Both the employer and the employee have agreed that the employee can cash up any portion of the annual leave entitlement.

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When a business is sold, staff must be clearly told what is to happen to their jobs. If employment is to end, the vendor employer must carry out a proper redundancy process. If the purchaser wishes to employ existing staff, it must enter into new employment agreements with those staff. A failure to tell employees exactly what is intended may result in both employers having to pay compensation and lost wages to any misled employees.

An employer who wanted to contest the truthfulness of an employee’s stated reason for taking sick leave successfully applied to the Employment Relations Authority for permission to put the employee’s Facebook pages recording the employee’s activities on the relevant dates into evidence. The Authority concluded that the evidence (although not available at the time the employee was dismissed) was relevant to the assessment of remedies, including the possibility of reinstatement, and allowed the evidence to be admitted.

In this article, we will address the following questions:

The Court of Appeal has dismissed an appeal from an aged care provider that sought to deduct KiwiSaver compulsory employer contributions from the minimum wages it paid its caregivers.

The New Zealand Law Society has recommended clarification of proposed changes to clauses in the Employment Relations Amendment Bill.

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Farms continue to have one of the highest levels of injury of any workplace in New Zealand, with an average of five quad bike-related deaths annually.  With the arrival of Spring and longer working hours, the chances of an accident on a quad bike rise significantly, and farmers, their families, and farm employees must keep quad bike safety high on their safety priorities list.

There is no provision in the employees’ employment agreements that covers this exact event but there is a provision in our sick leave policies requiring the employee to contact the employer if the employee is unable to work. Do I have to pay the employees who did not come to work?