Insights & Articles

With the holiday season approaching, many businesses are planning a closedown period. This guide explains what employers must do to stay compliant with the Holidays Act 2003.

Auckland Council has notified Plan Change 120 ("PC120"), a significant update to the Auckland Unitary Plan aimed at delivering housing intensification while improving resilience to natural hazards. Submissions are open until 19 December 2025, and the implications for property buyers, owners, and developers are substantial. Learn what homeowners, buyers, and developers need to know.

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.

From 24 January 2026, the Disputes Tribunal will be able to hear claims of up to $60,000, which is double its previous limit. This change, introduced under the Disputes Tribunal Amendment Act 2025, means many more disputes can now be resolved quickly and affordably, without the need to go to court.

Running a business in New Zealand is rewarding, but it comes with constant change, risk, and regulation. Whether you’re expanding, taking on investors, or simply trying to stay compliant, the right legal structure and advice can make all the difference.

This article examines the ongoing conflict between New Zealand’s international commitment to children’s right to education and Immigration New Zealand policies that restrict access for migrant children. It highlights the human impact of these policies and calls for greater alignment between immigration enforcement and the country’s obligations under the UN Convention on the Rights of the Child.

When your visa application is refused or delayed, it can feel like your plans have come to a halt. But in many cases, there are still strong legal options available, whether through an appeal, a waiver, or alternative business or employer pathways.

Buying or selling a residential property is one of the biggest financial decisions most people will make. Whether you’re purchasing your first home, upgrading, or selling an investment property, having a trusted Auckland property lawyer by your side can make the process smoother, faster, and less stressful. At McVeagh Fleming, our team of residential property lawyers guide clients through every step of the buying and selling journey.

New Zealand is opening the door to wealthy investors in a controlled way, with the goal of allowing them to bring significant capital into the country’s economy without affecting the broader housing market. This targeted move signals the government’s focus on attracting international investment while keeping residential property accessible for local buyers.

Ashley’s Law, coming into effect in October 2025, will allow victims of family violence in New Zealand to obtain faster divorces from their abusers. Named after Ashley Jones, whose case exposed serious flaws in the system, the law represents a major step toward protecting victims and reducing re-traumatisation.

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.

If your business employs migrant workers, staying compliant with employment law is critical. A single breach, even if unintentional, can trigger formal enforcement action that places you on Immigration New Zealand’s public “stand-down list.” Once there, you lose the ability to hire or sponsor migrant workers for months or even years. For accredited employers, that can mean stalled recruitment, unfilled roles, and serious disruption to business operations.