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Business Canterbury – Proposed Employment Leave Act the reset businesses were looking for

Source: Business Canterbury

Business Canterbury welcomes the proposed Employment Leave Act which is set to replace the long-criticised Holidays Act – one of the most significant legislative resets for employers in years.
Business Canterbury chief executive Leeann Watson says, “This is the change our business community has been waiting for.”
“In my eight years leading Business Canterbury, no single piece of legislation has caused more frustration, confusion, and cost than the Holidays Act. It’s been a compliance nightmare, riddled with complexity, manual payroll interventions and underpayment risk.
“The Holidays Act has been under formal review since 2018 and Business Canterbury has consistently advocated for reform, so we’re pleased to see real progress finally being made.
“The current Act’s leave formulas have been patched-up and added to over the years, creating a confusing system that fits no one well – instead of formulas that work well for most situations and provide flexibility at the margins – which we think the new Employment Leave Act will achieve.
“The overcomplication and uncertainty in the current Act has led many businesses to overpay leave entitlements just to avoid falling foul of the rules.
Industries like manufacturing, hospitality, and retail, which rely heavily on casual and part-time staff have borne the brunt of the current Act’s shortcomings. The proposed changes including hourly accrual of both annual and sick leave, calculated using a single, consistent method will be clearer, fairer, and more practical for employers and employees.
“While the introduction of a simplified Leave Compensation Payment may increase costs for some, the trade-off is greater certainty, fewer payroll errors, and reduced administrative burden.
“One area of caution is the proposal to allow sick leave to be taken in hourly increments. This could pose operational challenges for sectors like manufacturing and hospitality, where short-notice and short-timeframe cover is difficult to arrange.
“This reform is absolutely a step in the right direction and is one of several changes the Government could make to reduce the friction, cost, and risk associated with hiring.”
Business Canterbury will continue to support its members with expert HR advice as they prepare for the new legislation, which is expected to take effect in late 2028. It will also work closely with businesses during the implementation phase to ensure their systems, policies, and processes are match-fit for day one.
About Business Canterbury
Business Canterbury, formerly Canterbury Employers’ Chamber of Commerce, is the largest business support agency in the South Island and advocates on behalf of its members for an environment more favourable to innovation, productivity and sustainable growth.
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New sick leave reductions will leave retail workers feeling queasy

Source: Workers First Union

Minister Brooke van Velden continues to find fresh ways of making life worse for New Zealand’s workers with a new sick leave policy announced today that will continue the erosion of workers’ rights under this Government and risk our country’s public health response, increase unemployment and underemployment, and disproportionately affect working women and those with long-term health issues, Workers First Union said today.
“The reduction of sick leave entitlements for part-time workers is an idiotic move that proves this Minister has no idea what it’s like to work a real job with lots of public interaction while juggling the difficulty of your children getting sick at school,” said Dennis Maga, Workers First Union General Secretary.
“There is no defensible reason for a person working part-time to have access to less sick leave than someone working full-time,” said Mr Maga. “No matter what hours you work, everyone is prone to getting sick, and especially those with kids who are more likely to be in part-time work.”
“In the retail sector, we’re already hearing that people are being forced to use up annual leave to cover periods of illness beyond their statutory leave entitlements. Those who work customer-facing roles are much more likely to become ill, and it’s in everyone’s interest to ensure they can rest and not risk spreading illness by being forced into work to make ends meet.”
Jess Fuller, a retail worker and member of the Workers First national executive, said the policy would not be warmly received by retail workers, who she said were already struggling to survive on ten days of sick leave.
“I think it’s a disaster of an idea,” said Ms Fuller. “It seems like they just don’t get what it’s like to work a retail job and deal with sick customers when you also have kids in daycare who bring home all kinds of bugs.”
“Having access to decent sick leave is one of the reasons a young mum can go back to the workforce after parental leave. I think this will just increase the number of people forced onto welfare and make more retail workers come to work sick and spread germs to customers.”
“It’s also going to compromise an already burnt-out workforce that’s struggling with low staffing levels and low pay rates in the industry.”
However, Mr Maga said that union members would largely be protected from the effects of this policy due to Collective Agreements that included 10 days of sick leave locked in, which unions would continue to negotiate for all members, whether full- or part-time, despite the Government changing statutory entitlements.
“This is part of a calculated and sustained attack on the working class to benefit rich employers and their pursuit of profit above all else,” said Mr Maga. “There is no other reason to put this policy forward.”
“Whether it’s pay deductions for partial strike actions, changing contractor laws to benefit companies like Uber, or removing protections for unjustified dismissal; this is a ‘trickle up’ Government that reallocates power and wealth from workers to their bosses.”
“It’s like we learned nothing from the Covid pandemic, despite all of the well-wishing and ‘essential heroes’ talk of the time, which clearly meant nothing to the selfish and exploitative ACT Party, who want all labour to be disposable and docile.”
Mr Maga said unions were already planning major protests against this Government’s removal of hard-won workers’ rights, and policies like the one announced today would help to drive turnout and increase union membership among part-time workers.
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Women, casual, & part-time workers worse off with Holidays Act overhaul – PSA

Source: PSA

The Government is prioritising saving money for employers, over the rights of women, casual and part-time workers to fair compensation for being sick and working public holidays.
Workplace Relations Minister Brooke van Velden today announced an overhaul of the Holidays Act 2003 with a new law to come into effect next year.
“The shake-up of rules and entitlements will just give workers yet another reason to cross the Tasman where pay and conditions, particularly around holiday and sick leave, are far more favourable,” said Fleur Fitzsimons, National Secretary for the Public Service Association Te Pūkenga Here Tikanga Mahi.
“We are fast becoming just a labour hire company for Australia.
“Many our members are women who work part-time and will end up having to work longer to accrue sufficient sick leave. They have greater care responsibilities so will be penalised under the changes and will be unable to afford to take as much sick leave.
“Low paid casual workers will have to pay for their own sick leave. This means they will be less able to afford to take leave when they are sick, particularly in a cost-of-living crisis. How is that good for healthy workplaces and for workers to recover and become productive again?
“Casual workers will get a modest loading on their wages to pay for sick leave. The overall loading for annual and sick leave is 12.5%, half that of Australia.
“Similarly, changes to public holiday provisions will disadvantage all workers. The Minister is celebrating the fact that the change will save employers money. Workers get less because the employer no longer must provide a full, alternative day off. Workers will not get the benefit of a full day off to compensate for working on a public holiday.
“The PSA welcomes the changes to parental leave which allow parents to retain leave entitlements and not be disadvantaged by the time taken off.
“But overall, this package of changes continues the erosion of workers’ rights, coming on top of scrapping pay equity claims, axing Fair Pay Agreements, reducing minimum wage increases in real terms, and making it easier for employers to fire workers.
“All this will just make Australia more attractive where workers have higher pay and greater leave entitlements.
“This will further damage the Government’s much vaunted economic growth agenda – we can’t afford to lose more workers to Australia.”
The Public Service Association Te Pūkenga Here Tikanga Mahi is Aotearoa New Zealand's largest trade union, representing and supporting more than 95,000 workers across central government, state-owned enterprises, local councils, health boards and community groups.
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Immigration – NZAMI welcomes changes to resident visa rules – provided English is set at reasonable level

Source: New Zealand Association for Migration and Investment (NZAMI)

The New Zealand Association for Migration and Investment is applauding changes to residency rules, but says they’ll succeed only if the current high bar on English language is set a little lower.

“At present, if skilled migrant workers are unable to get residency, they’re forced to leave the country. So changes announced today address a critical issue for New Zealand business,” NZAMI Deputy Chair Nick Frost says.
 
“It was entirely unsatisfactory that migrant workers who didn’t have a bachelors’ degree or higher had limited ability to meet the requirements for residency.  This was a particular problem for employers of skilled tradespeople in productive sectors such as manufacturing. So well done to the Government for making these changes.”
 
While cautiously optimistic about the changes, one critical problem is the unreasonably high level of English that skilled migrants are required to achieve. At present most resident visa applicants are required to achieve IELTS 6.5, a university-level of English, to be eligible for residence.
 
“This is far too high. If this is not reset, many skilled tradespeople will be lost, to the detriment of industry and economic growth,” Frost says.
 
NZAMI highlighted the wide gap between requirements for investors and skilled migrants. The Government recently announced a new Business Investor resident visa category for which applicants need to achieve IELTS 5.0. These investors will be required to interact in English with their new business’s stakeholders such as customers, employees, unions, and banks.
 
“Immigration policy needs to be consistent. If ILETS 5.0 is a sufficient level of English for a business investor applicant, then it should be sufficient for a tradesperson applicant,” Frost says. “Aligning requirements at IELTS 5.0 is critical to the success of the new skilled migrant pathway.
 
“If the Government continues to require university level English for tradespeople this will disrupt workplaces and communities by forcing valued skilled workers to leave the country,” Frost says.

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Aviation – Airways New Zealand announces 2025 full year results

Source: Airways NZ

  • 492,037 flights safely managed through 30 million square kilometres of airspace
  • No WorkSafe notifiable events involving our people
  • Net operating profit after tax of $11.9m
  • $10 million dividend returned to the New Zealand Government
Airways New Zealand has today announced its annual results for the year ending 30 June 2025. The air navigation services provider is reporting strong safety and operational performance and a positive financial result.
Throughout the year Airways continued to deliver on its core purpose of ensuring the safety of New Zealand skies, safely managing 492,037 flights through the 30 million square kilometres of airspace it controls.
“While the aviation sector navigates a complex operating environment, Airways remains focussed on delivering safe, efficient and dependable services,” Board Chair Denise Church QSO says.
The State-Owned Enterprise is reporting a net profit after tax of $11.9 million for the year ended 30 June 2025. Airways will also deliver a dividend of $10 million to its government shareholder.
“These results were delivered against a backdrop of a tight fiscal environment and operational constraints across the aviation sector, demonstrating our strong cost discipline and long-term investment focus”, Ms Church says.
While the long-term outlook for New Zealand air traffic is positive, the 2026 financial year will present headwinds as the challenging fiscal environment in the industry continues.
Air traffic volumes remain at around 90% of 2019 levels which presents challenges in a user-pay environment with service level agreements in place for the provision of air traffic services. In this context, Airways recently concluded its pricing consultation for the FY26-28 period.
“Airways has acknowledged the ongoing challenges facing the New Zealand aviation industry as it grapples with a number of challenges. We will continue to balance cost management in the current industry context with our obligations to provide a safe, efficient and reliable service now and into the future”, Ms Church says.
Appropriate prioritisation of work and continuing to work closely with stakeholders will ensure Airways continues to meet its objectives, Chief Executive James Young says.
“We look forward to continuing to deliver value to New Zealand through the essential service we provide and financial return to our shareholder,” he says.
This year, Airways hosted the Civil Air Navigation Services Organisation (CANSO) Global Safety Conference in Christchurch. The event brought together 160 senior leaders from the global aviation sector, providing a platform to exchange insights and reinforce New Zealand’s contribution to international airspace safety.
My Young says “Hosting the conference provided insights that will help us further strengthen how we serve all users of New Zealand’s airspace, generated commercial opportunities and highlighted our position as a trusted global partner.”
About Airways
Airways New Zealand provides air navigation services within New Zealand airspace and across our Auckland Oceanic Flight Information Region – one of the largest airspace regions in the world.
We are also responsible for maintaining and investing in the aviation infrastructure that supports New Zealand’s air traffic management system.
Alongside our core business providing air traffic management services in New Zealand, Airways International delivers air traffic management consultancy, airspace design, and training products and services around the world.
Airways employs approximately 800 staff in highly skilled and technical roles. Our people work across two surveillance centres in Christchurch and Auckland, 19 towers and corporate offices in Auckland, Wellington and Christchurch.
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Ombudsman – Whistle-blower’s action prompts Health NZ to strengthen nationwide safety checks for adults working with children

Source: Office of the Ombudsman

A decision by a hospital whistle-blower to go to the Ombudsman has led Health New Zealand to strengthen nationwide safety checks on employees and contractors working with children.
The Chief Ombudsman, John Allen, has published his final opinion on the case today.
Mr Allen says the hospital worker raised concerns with the Ombudsman under the Protected Disclosures Act 2022.
“Everyone in our country benefits when people are willing to call out serious wrongdoing.”
The person alleged that child safety checks for contractors including police vetting had not been carried out for some years at the hospital where they worked.
The Ombudsman raised the matter with Health NZ, which audited a number of hospitals.
A total of five regions were looked at across the country: Bay of Plenty, Lakes, Tairāwhiti, Nelson-Marlborough and Canterbury.
Concerned by the audit’s results, the Ombudsman initiated his own investigation under the Ombudsmen Act 1975.
The Ombudsman found that Health NZ had not been following the vetting processes required under the Children’s Act 2014.
“I consider it to be wrong and concerning, that this issue had not been picked up for nine years, despite these checks being a legal requirement.”
As a result of the Ombudsman’s findings, Health NZ agreed to update its processes across the country and create a central safety hub. It is also carrying out national audits, and monitoring compliance to make sure children are protected.
Mr Allen says the changes demonstrate how individuals can make a real difference by speaking up.
“The whistle-blower showed great courage and commitment in this case and, by speaking out, their disclosure led to changes not just in one hospital but nationwide.
“It is thanks to their courage and commitment that we have achieved this significant outcome to help keep children safe within the health sector.”
The whistle-blower, who wishes to remain anonymous, believes their actions were worthwhile. “I'm so grateful, extremely pleased and impressed by the outcome of the investigation and the thoroughness and care that was taken to come to this decision.
“If we've managed to save one child from harm, I'm ecstatic about that!
“I have peace knowing that the processes put into place will be sufficient to ensure that doesn't happen again, especially as there is oversight and reporting now.”
Mr Allen says the case highlights the Ombudsman’s role in driving systemic improvement through constructive engagement – both with individuals and with public sector agencies.
“I hope that by publishing my opinion, it may have a positive impact on other sectors that work with children.
“There is a need for better co-ordination across the public sector to improve the monitoring and oversight of safety checks.
“There is a strong case for one agency to have overall responsibility to make sure that vetting occurs.
“Our goal is to ensure the public sector acts lawfully and in the best interests of the people it serves. By speaking up, individuals help us identify where systems are failing and where change is needed,” Mr Allen says.
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Foreign Policy Group Slams Secrecy around NZ Position on Palestine, Calls for Sanctions – Te Kuaka

Source: Te Kuaka

Progressive foreign policy group Te Kuaka has slammed the Government’s secrecy around New Zealand’s position on Palestinian statehood.

New Zealand has not announced its position yet, with the position reportedly to be announced by Foreign Minister Winston Peters later this week at the United Nations in New York.

Australia, the UK, and Canada yesterday expressed support for Palestinian statehood.

The group Te Kuaka – which has called for independent and more democratic foreign policy – says the New Zealand public deserves to be more involved in this decision.

“This kind of pull-back-the-curtain approach isn’t appropriate for such a momentous decision about where New Zealand stands on the genocide that is occurring in Gaza,” says Gabriella Brayne, a spokesperson for Te Kuaka.

“In no other area of policy would it be acceptable for there to be zero public engagement and for a minister to make such a significant decision without consulting or working with the public,” adds Marco de Jong, convenor and spokesperson for Te Kuaka.

The group says that rallies and actions across the country for two years show a strong public appetite for a firmer position in support of Palestinian rights and against Israel’s actions. Earlier this month, tens of thousands participated in the March for Humanity in Auckland, calling for sanctions on Israel – an action endorsed by over 180 organisations including major unions, and NGOs.

“At this stage, when Israel has not diverted course after various diplomatic criticisms, our view is that only sanctions – which put direct material pressure on Israel and isolate it economically – will make a difference to what is occurring,” adds Brayne.

“Recognising Palestinian statehood on its own is not enough, and objectionable if based on conditions that further Israel's aims. We call on the Government to impose sanctions on Israel as well as taking other steps to bring the genocide to an end, such as intervening in support of South Africa’s Genocide Convention case, and it is imperative that our foreign policy is more democratic and isn’t just made behind closed doors,” adds de Jong.

Te Kuaka has also produced research, including on building New Zealand’s peace mediation capacity, and undertaken a roadshow of events opposing New Zealand’s involvement in AUKUS.

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New residence pathways a win for employers and skilled migrants – EMA

Source: EMA

The government’s newly announced residence pathways will give businesses greater certainty and help fill critical skills gaps across manufacturing and other sectors, says the EMA.
The changes finally acknowledge the value that vocational skills provide to New Zealand’s economy, says EMA Advocacy and Stakeholder Engagement Lead Joanna Hall.
“For too long, the immigration system has been weighted towards university-level qualifications, while overlooking highly skilled and experienced vocational workers,” she says.
“Employers have been telling us this bias was locking out the very people they need most: fitters, turners, aviation engineers, fabricators, and other trades professionals.
“These are the roles where we face acute shortages in the domestic labour market.
“While we need to support local training, businesses also need the ability to access these skills right now. Having these experienced people in our workplaces also supports the training of apprentices coming through the pipeline.
“This is good news for employers, for migrants, and for our economy.
“These changes give certainty to businesses that they can retain valued staff who are already contributing to New Zealand, while also signalling to migrants that their skills and experience are recognised and rewarded.
“Importantly, it shows the government is listening to employers and recognising the vital role vocational education and training plays in driving growth.”
Hall says the EMA is still advocating for an integrated workforce skills strategy that provides a system-wide view around what skills are needed by industry, how we're addressing these needs with our education system, and how the immigration system responds to support gaps.
“We will continue to work closely with our members and the government to ensure the detail of the new pathways meets the needs of employers and supports long-term workforce development.”
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Privacy Commissioner – It’s not a game to blame and shame

Source: Office of the Privacy Commissioner

Retail crime is a serious issue. The Privacy Commissioner has been engaging with retailers, who paint a grim picture of the challenges they currently face with threats to staff and customers, and persistent shoplifting.
The Privacy Act means that businesses can report retail crime to the Police. But a word of caution; businesses sharing photos online or on a public wall of shame might think it’s a quicker way to catch possible shoplifters, or a useful deterrent, but it’s a blunt tool that can cause real harm and potentially break the law, the Privacy Commissioner warns.
“We’ve almost become immune to shared grainy CCTV images and their associated accusations, but that doesn’t mean it’s a good or legal thing to do, says Privacy Commissioner Michael Webster.
It’s a human reaction to see if you recognise someone shown to try and “solve the case.” In a country the size of New Zealand, it might be easy to know or think you know the person and to judge them as a result, even if they’re totally innocent.
“My Office has seen past examples where real hurt was caused through people having their image wrongly linked to a crime or an allegation of a crime. This can cause emotional harm and potentially put them at risk of a strong reaction including public shaming and violence,” said Mr Webster.
“The Privacy Act protects people’s personal information, which includes their image. It seems that the practice of creating a ‘wall of shame’ is something New Zealand businesses need to be reminded has legal consequences.
“I understand the need to address retail crime and that business is hurting but this method, which also includes appealing on social media sites, isn’t the answer”.
The Privacy Act provides clear principles for how personal information, such as an image of a person, can be collected, used, or disclosed. That includes taking reasonable steps to ensure personal information is correct before sharing it, and with limits on the public sharing of images of suspected shoplifters.
“Good questions businesses can ask before displaying someone’s image are, do you know who it is, have you got their permission, are they identifiable, is it fair to post it, will it embarrass or hurt them?”
“It’s not okay for people to be publicly shamed; it’s hurtful and a breach of their privacy. The impact on people can be huge, with children and young people especially at risk. There can also be tikanga Māori considerations, which can be significant and sensitive for Māori because of the tapu (restrictions) concerning the human body and images, including tā moko, mataora or moko kauae.
“It’s important that businesses stop and think before posting someone’s image and making a claim about them.
This can also have serious reputational consequences for the business posting the allegation,” says the Commissioner.
OPC has developed some guidance for retailers on displaying people’s photos in store and sharing these images on social media.
Background notes
This information from our website may also help you to build your story:
Relevant parts of the Privacy Act
Relevant case studies
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Northland News – Missing voting papers? Request Special Vote

Source: Northland Regional Council

Election officials are urging Northlanders who have not received their voting papers for next month’s local body election to request a Special Vote.
Dale Ofsoske, the Northland Regional Council’s Electoral Officer, says almost 134,000 Northland electors have been issued a voting pack between 09-22 September.
Local body elections are conducted by postal voting, and papers must be put in the mail no later than Tuesday 07 October to ensure they arrive in time to be counted.
“After that date however, you can hand deliver your voting paper to a ballot box up until midday on Election Day, Saturday 11 October.”
A list of ballot box locations can be found via your local district council website.
Mr Ofsoske says anyone who has not received their voting papers by now should contact the Northland Regional Council electoral office by phoning (0800) 922 822 or emailing specialvotes@electionservices.org.nzand requesting a Special Vote.
Special Votes can also be obtained from dedicated district council offices in Whangārei, Kaipara and the Far North. (Visit their websites for locations nearest to you.)
Meanwhile Mr Ofsoske says last election, there were 4200 blank and informal votes.
“Close to 1000 of these were informal votes…where people have indicated that they want to vote, but have done so incorrectly meaning the vote isn't counted.”
He says officials want to see a reduction in the number of both blank votes and informal votes.
“Northland Regional Council uses the First Past the Post (FPP) system, but some other Northland councils use the Single Transferrable Vote (STV) system so it’s particularly important people take the time to research both if they’re unsure about how to vote.”
Mr Ofsoske says under FPP people just tick the circle next to the candidate(s) they want to vote for.
“If you’re on the general roll you can vote for one candidate in your local constituency. If you’re on the Māori roll, you can vote for up to two candidates for council’s region-wide Te Raki constituency.” He says a guide to the more complex STV system – which will be used by the Far North and Whangarei District Councils this election – can be found at http://www.stv.govt.nz
Meanwhile, Mr Ofsoske says a list of all Northland Regional Council candidates and their profiles is on council’s website at: www.nrc.govt.nz/elections
To help voters make an informed choice, the Northland Regional Council also recently invited candidates to film a 90-second video addressing three questions:
  • Why do you think you're right for the role?
  • In your view, what's the biggest challenge facing our region?
  • What are your top priorities for council/Northland for the next three years?
To watch the candidate videos go to: www.nrc.govt.nz/elections