Voluntary redundancy has been widely offered as part of the change proposals that are being reported in the public sector. But what are the pros and cons of voluntary redundancy? Voluntary redundancy is a tool often utilised when an organisation needs to make cost savings fast and has identified reduction of headcount as an option to do so. It has been widely reported that New Zealand’s public sector has been offering voluntary redundancy to workers within certain areas of their

The Living Wage for 2024/25 is set to rise to $27.80 in Sept 2024, a 6.9% increase from the previous rate of $26.00. The increase is linked to the 6.9% increase in NZ’s average ordinary time hourly rate in the June 2023 Quarter, which is the mean value of wages and salaries paid per hour, excluding overtime. According to Stat NZ, this rate rises and falls as the type of work being done changes. What does this increase mean? If

I have been involved in bargaining for collective agreements for over 25 years now and the bargaining environment over the last 12 months is nothing like I have ever seen before.  Expectations between Employees, Unions and Employers are wildly apart.  Bargaining is taking significantly longer and there is a greater willingness of Employees to resort to strike action if their claims are not being met.  The crux of these differences in 99% of cases is a focus on wage and

Local Politics is Rough and Tumble, but its about learning strategies to be resilient throughout the rough and tumble. As we enter the second year of the triennium, elected members and council officers are faced with a few challenges including that most councils across New Zealand are predicting potentially large rates increases and/or controversial changes to their annual budget in order to fund essential infrastructure and services. Compounding these challenges is the threat that such unpopular decisions will result in

Join us for this timely and insightful webinar on the possible changes the new (to be) Coalition Government may make to employment legislation and landscape. Employment experts James Crichton, Barrister and Employment Law Specialist, and Madeline Wrigley, Business Partner will provide valuable insights and share their assessment of what’s ahead, potential impact on current practice, and how employers can prepare. Whether you are an employer, owner-operator, business manager, or HR professional, don’t miss this opportunity to stay informed and to help prepare

Workplace conflicts are like unwanted guests – they tend to show up uninvited and disrupt the harmony. Understanding the root causes of these conflicts is an important first step toward finding effective solutions. Here, we delve into four of the common reasons for workplace conflicts that we come across and provide a range of strategies, from low-level interventions to more escalated approaches, to help address and resolve them. 1. Differences in Communication Styles: Miscommunication is a common catalyst for workplace

With a National Party, ACT and NZ First government on the way, we thought it would be good to be reminded of how some of their election campaign promises might impact employment relations. Each of these parties’ had 2023 election campaigns that touched on employment relations, and while the new Government may or may not bring some of these policies into law – here are the potential adjustments that have been floated. Restoration of 90-Day Trial Periods for Larger Employers:

Starting from October 1, 2023, workers in the Recognised Seasonal Employer (RSE) program will receive higher pay and sick leave benefits. Also, their sick leave will begin from the first day of employment.   As of October 1, 2023, employers in the RSE program must pay workers at least the minimum wage plus an additional 10% for the hours they work. This amounts to $24.97 per hour currently. The RSE program allows the the horticulture and viticulture industries to hire