Insight / Employment Joint employment in New Zealand: can an employee have multiple employers? Traditionally, employers have been able to carefully structure their businesses using companies, groups of companies and other entities, to protect from, or minimise, potential employment liability. However, there have been several law changes in recent years that have muddied the waters and made it more difficult for employers to use their company structure as a “shield” against employee claims. Read more
Insight / Employment The year ahead in employment law: what to expect in 2025 In the last few months of 2024, the Minister of Workplace Relations and Safety (Minister) announced a raft of potential changes to Aotearoa New Zealand’s employment law framework. Further detail will be announced by the Government in due course, but below is a snapshot of what to expect in 2025. Read more
Update / Employment Reforms announced related to employee misconduct and personal grievance remedies The Minister of Workplace Relations has announced a series of significant reforms aimed at addressing employee misconduct and improving the fairness and efficiency of personal grievance claims. Read more
Insight / Employment Embracing tikanga: implications for New Zealand law Te Piringa | Faculty of Law at The University of Waikato recently hosted Justice Whata who gave a lecture on Tikanga and the law on 24 October 2024 as part of the Norris Ward McKinnon Lecture Series. This engaging presentation and discussion highlighted the incorporation of tikanga Māori into the mainstream New Zealand legal system. This evolution reflects a broader societal shift toward recognising Māori legal traditions as an integral component of our national identity. Read more
Insight / Employment A call to action: a renewed case for regulation of employment advocates The employment jurisdiction is somewhat unique in that the institutions have historically allowed a special place for lay-advocate representatives. They carry out the same work as lawyers including representing parties in disputes, negotiations and mediations, and at the Employment Relations Authority (Authority), Employment Court and, with special leave, beyond. However, there is no regulatory framework to address issues of concern regarding an advocate’s conduct, competence or complaints. Lawyers are bound by the Lawyers and Conveyancers Act (Lawyers Conduct and Client Care) Rules 2008 and are subject to complaints and disciplinary mechanisms. When an advocate fails to conduct themselves professionally or competently, it is the client or applicant who is at risk of a poor outcome or even costs and penalties if there is non-compliance with orders of the Authority or Court. Yet employment advocates are not answerable to any professional body. Read more
Insight / Employment Back to the future: Court of Appeal affirms earlier Uber decision, but with different reasoning A landmark judgment in employment law has reaffirmed that Uber drivers are employees, and not contractors, under section 6 of the Employment Relations Act 2000 (Act). However, further changes to the test for employment status may not be far away. Read more
