Strong, up‑to‑date HR policies prevent issues from escalating by providing clear, fair and lawful frameworks for managing performance, discipline, restructuring and misconduct consistently.
Medical incapacity must be managed early and in good faith, using evidence, medical input and consultation. A structured process balances employee dignity, legal risk and business needs fairly.
Delegated authority sets clear decision limits for managers, reducing risk, improving consistency, and enabling faster, accountable decisions.
Leadership appointments carry high risk. This article shows how boards can reduce failure using the IMPACT Model to assess results, leadership style, future readiness, and cultural fit.
Minimum wages rise from 1 April 2026. Find out the new rates, who they apply to, and the key steps employers must take now to stay compliant and manage pay, payroll, and budgets.
New 2026 law introduces a gateway test to classify independent contractors. From 21 Feb 2026 it applies to most arrangements, overriding start dates, with limited exceptions for earlier proceedings.
Experience shows the past; adaptability predicts success. As roles change fast, hires who learn, adjust and own problems outperform rigid, highly experienced candidates.
A married chef couple were unfairly dismissed from an Auckland café, leading the ERA to order the employer to pay nearly $100k after finding the process flawed and procedurally unjust.
Many high performers are promoted into manager roles they do not want, leading to low engagement and weak team performance. Choosing willing, prepared managers builds stronger, more effective teams.
With recent and upcoming NZ employment law changes and evolving workplace practices, now is the ideal time for employers to review and update their Individual Employment Agreements.
NZ has introduced a law removing unjustified dismissal rights for employees earning $200k+, with a 12‑month transition period and options to contract out.
Clear activity targets and data-driven habits—not pressure—drive sales performance. Focus on leading indicators, aligned incentives, and consistent discipline to get predictable results.
Built on trust, we prioritise strong Kiwi relationships and ensure your team deals with the same consultant.
Easily manage your employee data, from onboarding to offboarding, performance management, and compliance.
Create, share, and e-sign contracts, letters or policies with ease. All files are automatically stored securely.