One of the more significant employment law changes this year affects employees earning more than $200,000 per annum.
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If your business engages independent contractors, whether it’s for specialist projects, seasonal work or ongoing support, now is the perfect time to review those arrangements.
From 1 April 2026, the compulsory employer KiwiSaver contribution increases from 3% to 3.5%.
If your employment agreements state that pay is KiwiSaver inclusive (often called “total remuneration”), you may need to consult with your employees before the changes kick in on 1 April.
This is one of those small legislative changes that can lead to an employment relations issue if it is not managed well.
At People in Mind, we’re already working through what the 1 April changes mean for our clients so we thought now is the perfect time to share our recommendations with you and let you know what we’re doing behind the scenes if we process your payroll.
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The Government has announced plans to replace the Holidays Act 2003 with a new Employment Leave Act. The goal is to give both employers and employees more confidence and certainty with straightforward rules they can understand and apply.
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From 27 August 2025, a new law came into effect – the Employment Relations (Employee Remuneration Disclosure) Amendment Act 2025.
This change to the Employment Relations Act 2000 is aimed at promoting transparency and fairness around pay in the workplace.
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It’s a common Kiwi mindset, especially when you’re running a small business and juggling everything from invoicing to fixing the printer. When it comes to HR, it’s tempting to say, “She’ll be right.” But sometimes, she won’t – and that’s when things can get tricky (and expensive).
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5 Key Things an Employer Needs to Know
Most employers will encounter tricky situations from time to time – but what happens when something occurs at work that could amount to serious misconduct?
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Early on in my HR career, before People in Mind existed, I had a wonderful boss who always placed a human lens on the HR situations we dealt with before we made a decision. Whether it was about managing performance, implementing change, or working through a disciplinary process, this approach made for sound decision making and very few litigious actions (personal grievances, as we now know them, didn’t exist back then).
One of the most valuable strategies my boss passed on to me when managing an on-the-spot resignation was to take a careful, time-considered approach. We refer to this as a “heat of the moment” resignation and within our employment law framework, it could have the potential to be considered as a constructive dismissal.
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As we step into a new year, it’s the perfect time to take stock of your HR practices and prepare for legislative changes on the horizon. Whether you’re managing a small team or a larger organisation, ensuring your HR house is in order can save time, reduce stress, and keep the people side of your business running smoothly.
Here are our recommended key areas to focus on in 2025:
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