Insights & Articles

Public holidays around Easter and ANZAC Day can present challenges for employers, particularly for retail and hospitality businesses affected by shop trading restrictions. With Easter and ANZAC Day right around the corner, now is a good time to remind businesses what they should be aware of when planning for Easter and ANZAC public holidays.

The Government’s Employment Relations Amendment Bill 2025 has passed its third reading on 17 February 2026, marking the most significant shift in New Zealand’s employment law settings since 2018. Most of the changes will take effect the following day after the Bill receives the Royal Assent (expected imminently).

New Zealand’s KiwiSaver scheme is set for a significant adjustment on 1 April 2026, with compulsory contribution rates for both employers and employees rising from 3% to 3.5%. This change forms part of the government’s staged plan to strengthen retirement savings, with a further increase to 4% scheduled for 1 April 2028.

The start of a new year is a natural time to reflect, reset, and plan ahead. For individuals, families, and businesses alike, clarity brings confidence. At McVeagh Fleming, our role is to provide that clarity through practical, considered legal advice that supports you at every stage of life and business.

Immigration New Zealand has introduced a temporary manual process for transferring Accredited Employer Work Visa (AEWV) holders when a business is sold or restructured. Employers must now complete a manual Job Check application for each affected worker. This change may cause operational disruption and potential delays in work rights. AEWV holders are also affected, as their visa records will not update correctly unless employers complete the process.

On 20 August 2025, Parliament passed a new law that purports to promote pay transparency by protecting employees who discuss their own remuneration (which may or may not involve disclosing their own remuneration) or enquire into the remuneration of another employee, with the goal of helping detect and address pay inequities - particularly relating to gender, Māori, and Pasifika pay gaps.

The government has announced its plan to amend the Employment Relations Act 2000 by introducing a new legislative test that aims to prevent workers from challenging their status as an independent contractors and claiming that they are employees.

When engaging people as contractors, it's not just the contract label that matters — how the working relationship functions in practice is key. If a contractor is treated like an employee, with significant control exerted over their work and integration into the business, the contractor will 'at law' likely be an employee, and getting this classification wrong can be and often is expensive. Understanding and correctly applying the criteria is essential to avoid legal and financial repercussions.

Selling a business involves balancing confidentiality and transparency with employees, especially under New Zealand employment law. When selling assets, employers must consult with employees before finalising the sale to avoid grievances if jobs are affected.