MyHR

🚀 🇳🇿 Here are the key workplace trends we saw in 2024! From rising unemployment to the shift towards flexible work and AI, these changes are shaping the future of work. What trends are affecting your workplace? Check out our blog in the comments below 👇  #WorkplaceTrends #EmployeeWellbeing #AI #FlexibleWork #FutureOfWork"

🇳🇿 Reinstating pay deductions for partial Strikes: key changes The government has introduced a bill that will allow employers to deduct pay for employees involved in partial strikes, where workers perform only part of their duties. This change will apply to union members under collective agreements and reinstates legislation previously reversed in 2018. The new rules offer employers two options for deductions: 1️⃣ A proportionate pay reduction based on the work not performed. 2️⃣ A flat 10% deduction. Employers must notify employees in writing before making any deductions and unions will be able to challenge them. The bill is currently under review, with public submissions open until January 20, 2025. 👉  https://lnkd.in/giQVSNe6 (edited) 

🇳🇿 The government has announced a 1.5% increase to New Zealand’s minimum wage, raising it to $23.50/hour from 1 April 2025. While modest, this increase impacts all businesses, not just those employing minimum-wage workers. Employers should act now to review budgets, update employment agreements, and adjust pay rates to stay competitive. With inflation at 2.2% and wage growth at 3.8%, pay adjustments will be key to retaining talent. Plan ahead to navigate the wider impact of the increase on your workforce and business. 👉 https://lnkd.in/gViG9igA #MinimumWage #BusinessStrategy #EmployeeRetention

🚨 🇳🇿 Employment law update: changes to personal grievances & employee conduct The government is introducing a major update to the Employment Relations Act, putting more focus on employee conduct in personal grievance claims. The proposed change could mean fewer remedies for employees involved in serious misconduct, even if employers haven’t followed a perfect process. While the goal is to strengthen employee accountability, there are concerns about how this could impact fair processes and employee rights. Read more about the potential changes, what they mean for employers and employees, and why it’s important to stay informed. 👉 https://lnkd.in/gsTztZZw #EmploymentLaw #WorkplaceRights #EmployeeConduct #LegalUpdate #HRInsights #BusinessLaw

Our Auckland office had an incredible time at the Piha Bowling Club for our end-of-year Christmas celebration! It was a fantastic opportunity to celebrate the amazing team we have and reflect on the year gone by. A big thank you to everyone for making it such a memorable day. Check out the photos below to see the fun we had – and wishing you all a very Meri Kirihimete! 🎄 ✨

🇳🇿 👀 Last week, the government announced a new income cap for unjustified dismissal claims – and the proposed change caught our eye. Our CEO, Jason Ennor, has dug into the details and distilled his thoughts on how this could affect employers and the workplace. The proposal is aimed at ensuring businesses have the best people in highly-paid roles, but will it really make a difference? Check out the post for the full breakdown of how this bill could shape employment in 2025. 👉 https://lnkd.in/gzesFDKn

We know this year has been tough for many small and medium businesses across New Zealand and Australia, and plenty have had to restructure and make redundancies. These procedures can be challenging for staff and management, and our team of HR experts works hard to ensure our clients get the best results and minimise any legal risk. If your organisation is thinking about resizing in the New Year, get in touch.

We might be a bit late... but better late than never as they say 😆  Here is our MyHR wrapped for 2024 *mic drop Thanks to everyone who made this year awesome. We appreciate your ongoing support! 💙

🇳🇿 Annual Leave 🤔 Employees can cash out 1 week of annual leave entitlement each year. They need to: ◾ Ask their employer for the cash out; ◾ Put their request in writing; and ◾ Not cash out more than 1 week each calendar year (regardless of how much entitlement they might have). It’s up to the employer whether to approve or decline these requests.