{"id":6020,"date":"2024-03-19T14:11:12","date_gmt":"2024-03-19T01:11:12","guid":{"rendered":"https:\/\/www.pittandmoore.co.nz\/?post_type=publications&#038;p=6020"},"modified":"2024-03-20T10:39:17","modified_gmt":"2024-03-19T21:39:17","slug":"employment-law-update-for-employers","status":"publish","type":"publications","link":"https:\/\/www.pittandmoore.co.nz\/publications\/employment-law-update-for-employers\/","title":{"rendered":"Employment Law Update for Employers"},"content":{"rendered":"\n<p><strong>by Hannah-Jean McCarthy<\/strong><\/p>\n\n\n\n<p><strong>19 March 2024<\/strong><\/p>\n\n\n\n<p>The new coalition Government have implemented numerous legislative changes affecting employers. This is a good time for employers to pause, consider updating employment agreements, check payrates and (if your employees are on a visa) review your compliance with Accreditation obligations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Minimum Wage Increase<\/strong><\/h3>\n\n\n\n<p>As of 1 April 2024, the minimum wage will increase to $23.15. The starting out and training wage will increase to $18.52.<\/p>\n\n\n\n<p>If an employee already earns $23.15 per hour, there is no legal requirement for employers to provide a pay rise.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>90-Day Trial Period <\/strong><strong><\/strong><\/h3>\n\n\n\n<p>The Employment Relations (Trial Periods) Amendment Act 2023 extends the right to businesses with 20 or more employees to include a 90-day trial period clause in employment agreements for new employees.<\/p>\n\n\n\n<p>All 90-day trial clauses must be drafted and implemented correctly to be effectively relied upon.&nbsp; A valid trial period clause must:<\/p>\n\n\n\n<ul>\n<li>be included in the written employment agreement;<\/li>\n\n\n\n<li>specify that the employee is bound to the 90-day trial clause;<\/li>\n\n\n\n<li>set out the commencement and duration of the trial period;<\/li>\n\n\n\n<li>specify the notice period for termination under the 90-day trial (for example one week notice period);<\/li>\n\n\n\n<li>specify that the employee is unable to raise a personal grievance or proceedings relating to the dismissal;<\/li>\n\n\n\n<li>be applicable to new employees only (i.e. not someone who has worked for the employer in the past); and<\/li>\n\n\n\n<li>be entered into willingly by the employee before they commence employment. For example, an employee should not sign the agreement and start work on the same day.<\/li>\n<\/ul>\n\n\n\n<p>A valid 90-day trial clause allows an employer to give notice of dismissal to an employee during the trial period, without the employee being able to raise a personal grievance for unjustified dismissal or raising claims related to the dismissal process. However, it does not prevent an employee from raising a grievance for unjustified disadvantage, discrimination or harassment.<\/p>\n\n\n\n<p>If an employer decides to dismiss a trial employee, it is crucial that the notice is given during the 90-day period, and that the correct notice period is provided. In some cases, this may mean that employment does not formally end until after the 90-day period, but this does not invalidate the 90-day trial protection for the employer.<\/p>\n\n\n\n<p>Despite the above, employers employing migrants on an Accredited Employer Work Visa cannot include a 90-day trial clause in the employment agreement. This is because a job check application will be declined if an employment agreement includes the clause.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Worker Protection (Migrant and other Employees) Act 2023<\/strong><\/h3>\n\n\n\n<p>The new Worker Protection (Migrant and Other Employees) Act 2023 modifies the Employment Relations Act, the Immigration Act and the Companies Act.<\/p>\n\n\n\n<p>An in-depth analysis of the legislation can be found <a href=\"https:\/\/www.pittandmoore.co.nz\/publications\/calling-all-employers-changes-are-coming-are-you-ready\/\">here<\/a>. &nbsp;<\/p>\n\n\n\n<p>However, key takeaways employers should be aware of include:<\/p>\n\n\n\n<ol start=\"1\">\n<li>Immigration Officers and Labour Inspectors can now:<\/li>\n<\/ol>\n\n\n\n<ul>\n<li>request documents to verify that employers of migrant workers are complying with obligations; and<\/li>\n\n\n\n<li>issue an infringement notice when employers fail to provide requested information.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ol start=\"2\">\n<li>There are three new infringement notices aimed at employers under the Immigration Act:<\/li>\n<\/ol>\n\n\n\n<ul>\n<li>allowing unauthorized individuals to work,&nbsp;<\/li>\n\n\n\n<li>employing someone in violation of visa-related conditions, and&nbsp;<\/li>\n\n\n\n<li>failing to comply with document provision requirements within the stipulated timeframe.&nbsp; &nbsp;<\/li>\n<\/ul>\n\n\n\n<ol start=\"3\">\n<li>The Chief Executive of MBIE can now publish the names of employers convicted of immigration offences or issued with infringement notices.&nbsp;<\/li>\n\n\n\n<li>A conviction for migrant exploitation or people trafficking has been added to the grounds on which the Court can disqualify an individual from being a company director or taking part in company management.<\/li>\n<\/ol>\n\n\n\n<p><\/p>\n\n\n\n<p>Pitt &amp; Moore\u2019s expert employment team can assist you with reviewing and drafting employment documents to ensure they comply with the new changes.<\/p>\n\n\n\n<p>If you would like more in-depth advice or further information about the content of this article, please get in touch with the team at Pitt &amp; Moore on 03 5488349.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>by Hannah-Jean McCarthy 19 March 2024 The new coalition Government have implemented numerous legislative changes affecting employers. This is a good time for employers to pause, consider updating employment agreements, check payrates and (if your employees are on a visa) review your compliance with Accreditation obligations. Minimum Wage Increase As of 1 April 2024, the [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":6025,"template":"","meta":{"_mi_skip_tracking":false,"footnotes":""},"categories":[15],"tags":[],"mailchimp_categories":[33],"yoast_head":"\n<title>Employment Law Update for Employers - Pitt &amp; Moore Lawyers in Nelson<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.pittandmoore.co.nz\/publications\/employment-law-update-for-employers\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employment Law Update for Employers - Pitt &amp; Moore Lawyers in Nelson\" \/>\n<meta property=\"og:description\" content=\"by Hannah-Jean McCarthy 19 March 2024 The new coalition Government have implemented numerous legislative changes affecting employers. 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