Pay as you go – Holiday Pay
Paying 8% holiday pay as you go may seem easy and avoid having to give leave - but if a contract goes over 12 months it can cost you - actual paid leave in addition.
We aim to share short, informative posts on current developments and ideas in the HR space that are of practical use to employers and employees alike!
The Essential HR Team wants to make sure you always know what is happening in the world of human resources. Here we provide you with latest news and updates from Essential HR, as we identify them. This includes our own analyses, summaries of key legal developments month by month, and useful tips for your organisation.
Paying 8% holiday pay as you go may seem easy and avoid having to give leave - but if a contract goes over 12 months it can cost you - actual paid leave in addition.
90-day trial clauses must indicate when they start. And if done right this can be after completion of a pre-employment test.
Recent law changes have highlighted the need to comply with the Wages Protection Act and it is starting to bite - a Wellington Grocer has had to pay $53,000.
A recent Court case has highlighted the need to only pay for leave as you go in certain situations - when your employee is employed fixed term for less than…
I know we have written about this in the past, but this is a timely reminder.
I had a meeting with a client a few weeks ago. I am sure you will be able to identify with this client.
Employers need to check that any salaried Employees who are paid under $40,000 p.a are still being paid at least the minimum wage.
This law takes effect on 4 April. If you have not yet done so, you should update your system. For effective systems this should not be too difficult - checklist below. You could make it part of an annual review of the system.
Minimum wage rates will increase to $15.25 from 1 April (and training rates from $11.80 to $12.20). This is a 3.5% increase in times where inflation is down at 0.1%.
Employment Standards Legislation is applicable from 4 April. It introduces serious penalties for a breach of minimum standards. Do you record exact hours worked by all staff? Do you need staff to be available to work just when they are needed or need to cancel shifts at short notice? Do you need to stop staff taking other jobs? All are affected.
Essential HR has a wealth of experience advising on every aspect of the employer-employee relationship. We can give you per-phone guidance or work along side you to make things happen.