NZ Leave & Holiday Entitlements: Everything you need to know

Annual holidays (Annual leave)

• Employees are entitled to at least 4 weeks of paid annual leave after 12 months of continuous employment.
• This leave is for rest and recreation.
• If an employee doesn’t take all of their annual leave, the balance carries over.
• The leave is paid at the greater of:
  • the employee’s ordinary weekly pay at the time the leave is taken, or
  • the employee’s average weekly earnings over the past 12 months.

Public holidays

• Employees are entitled to 12 public holidays per year (if the holidays fall on days they would normally work).
• If they work on a public holiday, they must be paid at least time and a half and may also get an alternative holiday (day in lieu).
• Mondayisation applies if a public holiday falls on a weekend and the employee doesn’t normally work that day.

Sick leave

• Employees get 10 days of paid sick leave after 6 months of continuous employment.
• This entitlement renews every 12 months.
• Unused sick leave can be carried over, up to a maximum of 20 days.
• Sick leave can be used for:
  • personal illness or injury
  • caring for a sick or injured spouse, partner, dependent child, or other dependent person

Bereavement leave

• Employees are entitled to paid bereavement leave after 6 months of continuous employment.
• They receive:
  • 3 days for the death of an immediate family member (e.g. partner, parent, child, sibling, grandparent)
  • 1 day for the death of someone else if the employer agrees the person was close or responsibilities are involved

Family violence leave

• Employees affected by family violence are entitled to up to 10 days of paid family violence leave each year, after 6 months of continuous employment.
• This leave is separate from sick leave or annual holidays.
• It can be used to deal with the effects of family violence, such as attending court, moving house, or caring for children.

Alternative holidays (days in lieu)

• If an employee works on a public holiday that falls on an otherwise working day, they are entitled to an alternative holiday.
• This applies regardless of whether they were paid time and a half.

Unpaid leave

• Employers may grant unpaid leave, but this is not a legal entitlement and is only given at the employer’s discretion.
• Extended unpaid leave can affect entitlements like annual holidays and sick leave accrual.

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Frequently asked questions (FAQs)

How many sick days are employees entitled to in New Zealand?

Employees are entitled to 10 days of paid sick leave after six months of continuous employment, with a maximum carry-over of 20 days.

Do part-time or casual employees get annual leave?

Yes. All employees including part-time and casual are entitled to annual leave if they meet the conditions (e.g. continuous employment for 12 months).

Can employers offer more than the minimum leave entitlements?

Yes. Employers can offer more generous leave entitlements than the legal minimum, but they cannot provide less.

Are public holidays paid in New Zealand?

Yes, if the public holiday falls on a day the employee would normally work. If they work on the holiday, they must be paid time and a half and may be entitled to an alternative holiday.

What happens if a public holiday falls on a weekend?

If the employee doesn’t normally work weekends, the holiday may be Mondayised; moved to the following Monday (or Tuesday, if needed).

Is family violence leave separate from sick leave?

Yes. employees can take up to 10 days of paid family violence leave per year, separate from other leave entitlements.

Summary for employers

• Always check current minimum entitlements on Employment New Zealand.
• These minimums apply even if your employment agreements say otherwise.
• Failure to meet legal entitlements can result in penalties or personal grievances.
• Keep accurate records and ensure payroll systems reflect correct leave accrual.

What next?

Whether it's clarifying employment agreements, calculating leave entitlements, or preparing for upcoming close-down periods, being well-informed and proactive is the key.

Our friendly HR & employment experts are just an email or a phone call away. 

Email us at info@eqconsultants.co.nz, or call us on 03 366 4034 for professional, one-on-one guidance.

This article is not intended as legal advice but is intended to alert employers to relevant topics of interest and how to be prepared.

Note: This information is based on official details from Employment New Zealand and is subject to change. Always refer to the latest guidelines for the most accurate information. Visit Employment New Zealand here.