Author: MIL-OSI Publisher

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Local News – Adapted Kindy Gym classes coming to Te Rauparaha Arena – Porirua

Source: Porirua City Council

Porirua City Council has partnered with Special Olympics New Zealand to launch an Adapted Kindy Gym option in term 3.
The classes at Te Rauparaha Arena will provide a fun, supportive play and movement programme designed especially for preschoolers with intellectual or learning disabilities and/or autism.
The calm, engaging classes help little ones to build confidence, coordination and connection – all while having a great time in a safe and inclusive space.
“We aim to give attendees a safe and fun environment to learn, try new challenges and bond with their parents, caregivers and others in their own space and time,” says Arena Events and Programmes Administrator Lynda McAndrew.
“This allows them to learn and grow through play.”
The one-hour classes will focus on developing children's fundamental movement skills – such as throwing and catching, kicking, striking, running, jumping, and balancing.
The sessions will be held on Mondays, 11am-12pm and start on 14 July. They are suitable for tamariki aged 1-4 years old.
Regular Kindy Gym classes are usually held Monday to Friday during term time, 9.30-10.30am.
For more information and to register, visit the Kindy Gym page on Te Rauparaha Arena's website. 
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Local Elections – It’s time to make a stand! – Porirua

Source: Porirua City Council

Passionate about what happens in your community? Keen to make a difference? Nominations are open for local elections!
Anyone interested in standing for mayor or councillor in one of Porirua’s three wards has until midday 1 August to get their nomination in. Four councillors are elected in the Pāuatahanui general ward, covering the north of Porirua, five in the Onepoto general ward, covering the city’s east and west, and one in the Parirua Māori Ward (by those on the Māori electoral roll).
Porirua’s Deputy Electoral Officer Jack Marshall says it’s an exciting time to get involved to help shape your community.
“Porirua is such a diverse community and people from all walks of life and experiences put their hand up to represent the city,” he says.
“Standing for Council is an opportunity to show that you are Porirua proud, and if elected, you’ll be part of a team making decisions that shape Porirua’s future.
“We want the process to be as straightforward as possible, so we’re here to help answer any questions potential candidates might have.”
All the information on standing for Council can be found at poriruacity.govt.nz/elections
To be a candidate you must be 18 or over, a New Zealand citizen and be on the general or Māori electoral roll. You don’t have to live in the ward you’re standing for, but two people over 18 who are on the electoral roll in that ward must nominate you.
For those thinking of standing, there are two candidate information sessions where you can hear about the job from the elections team, Council staff, and previous elected members. They are on from 10-11am on Saturday 12 July and 7-8pm on Monday 14 July, in the Helen Smith Room at Pātaka. A NZ sign language interpreter will be at both sessions, and one session will be recorded to view online if you can’t make it.
Voting documents will be posted in September, with voting closing at midday on Saturday, 11 October.
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Employment – Uber drivers taking a stand on behalf of all platform workers – CTU

Source: New Zealand Council of Trade Unions Te Kauae Kaimahi

As the Uber drivers have their case heard in the Supreme Court today, the New Zealand Council of Trade Unions Te Kauae Kaimahi believes that the outcome of the case will have lasting implications for people working the in the platform economy and workers who have been misclassified as contractors.

“As a country we should be supporting Uber drivers in their fight against a multinational corporate that is trampling on their legal the employment rights, not undermine them as this Government is doing,” said NZCTU Secretary Melissa Ansell-Bridges.

“The drivers who brought this case are taking a heroic stand on behalf of all workers who have been misclassified as contractors.

“Everyone deserves good work, work that is well-paid, safe and secure and has minimum rights and conditions – that includes platform economy workers.

“The International Labour Organization is currently developing a binding convention for securing decent work in the platform economy, at the same time the New Zealand government is making life even more difficult for platform workers.

“Brooke van Velden is changing the law at the direction of Uber’s lobbyists because they keep losing in the courts – it’s a disgrace and shows why we need to get rid of this Government,” said Ansell-Bridges.

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Stats NZ : Household living-costs price indexes: update

Household living-costs price indexes: update

8 July 2025

A solution has been identified to update expenditure weights for the household living-costs price indexes.  

In May 2025, Stats NZ paused the household living-costs price indexes (HLPI) March 2025 quarter release, due to technical challenges in updating weights after the consumers price index review.  

While we implement the solution to update the weights, we will pause the HLPI June 2025 quarter release, currently scheduled for 28 July 2025.  

We apologise for any inconvenience this causes.

We will resume the HLPIs in the September 2025 quarter, scheduled for release on 28 October 2025. Data for the March 2025 and June 2025 quarters will be included in this release.  

The HLPI review methodology paper and tables will be published on 21 October 2025.  

The HLPI is used as an input for one of the measures of child poverty statistics and this update means this will be available in time to support the delivery of our child poverty statistics.  

Note, this pause does not have any impact on the quarterly consumers price index.  

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Stats NZ information release: Tatauranga umanga Māori – Statistics on Māori businesses: March 2025 quarter

Tatauranga umanga Māori – Statistics on Māori businesses: March 2025 quarter – information release

8 July 2025

Tatauranga umanga Māori – Statistics on Māori businesses: March 2025 quarter presents information on one subset of Māori businesses that contribute to our country’s economy. This release includes data on Māori authorities and related businesses. It does not cover all Māori businesses in Aotearoa New Zealand.

Māori authorities are defined as businesses that receive, manage, and/or administer assets held in common ownership by iwi and Māori. Māori authorities are largely identified through their tax codes as registered with Inland Revenue. Any business within a Māori authority ownership group is also included for the purposes of Tatauranga umanga Māori.

Key facts

In the March 2025 quarter, around 1,450 Māori authorities and related businesses were in the Tatauranga umanga Māori population.

All figures are actual values and are not adjusted for seasonal effects.

In the March 2025 quarter compared with the March 2024 quarter:

  • the total value of sales by Māori authorities was $1,078 million, down $0.6 million (0.1 percent)
  • the total value of purchases by Māori authorities was $742 million, down $18.9 million (2.5 percent)
  • the total number of filled jobs for Māori authorities was 11,870, down 170 jobs (1.4 percent)
  • the total value of earnings by employees of Māori authorities was $212 million, down $8.7 million (4.0 percent)
  • Māori authorities exported $219 million worth of goods, up $10 million (4.9 percent).

Visit our website to read this information release and to download CSV files:

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Transport Sector – Lack of freight data will hinder growth, productivity

Source: Ia Ara Aotearoa Transporting New Zealand

The Ministry of Transport’s surprise cancellation of a long-anticipated freight study has been slammed by national freight body Transporting New Zealand, who says it will leave policymakers guessing when it comes to investing in road, rail and coastal shipping.
The Ministry of Transport has decided not to proceed with a new iteration of the National Freight Demand Study, despite having already sunk $164,000 on external advice relating to the project.
Previous Demand Studies looked at total changes in freight movement by mode (road, rail and coastal shipping), commodities transported, and the origin and destination of freight across different regions, and freight forecasts.
This included the insight that in tonnage terms, road freight accounted for 92.8% of the freight task, with rail and coastal shipping at 5.6% and 1.6% respectively as at 2017/2018.
Transporting New Zealand Chief Executive Dom Kalasih said that the cancellation of the project came at a critical time for New Zealand’s supply chain and transport system.
“At a time when we’re seeing reduced freight capacity across the Cook Strait, serious international trade uncertainty, falling rail volumes, and huge pressure on the National Land Transport Fund, we need to be making well-evidenced investment decisions.”
“The Government is not going to meet its goal of doubling the value of exports in 10 years if they don’t have a productive multi-modal supply chain to move freight across the country.”
“With increasing pressure on the National Land Transport Fund, the Government needs to be targeting transport investment to where it will be most effective.”
Kalasih says while he understands there is pressure on the Ministry of Transport to make operational savings, he says that poorly evidenced transport investments will cost the Government far more than any costs of the National Freight Demand Study.
“Transporting New Zealand has consistently emphasised the importance of good quality freight data when we meet with the Ministry of Transport. We highlighted the importance of an updated National Freight Demand Study in particular.”
“We’ve raised our concerns directly with the Ministry, and hope that the decision will be urgently reconsidered.”
About Ia Ara Aotearoa Transporting New Zealand
Ia Ara Aotearoa Transporting New Zealand is the peak national membership association representing the road freight transport industry. Our members operate urban, rural and inter- regional commercial freight transport services throughout the country.
Road is the dominant freight mode in New Zealand, transporting 92.8% of the freight task on a tonnage basis, and 75.1% on a tonne-km basis. The road freight transport industry employs over 34,000 people across more than 4700 businesses, with an annual turnover of $6 billion.
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Govt Policies – Capping rates will accelerate the privatisation of locally owned assets – PSA

Source: PSA

The biggest union representing local government workers is calling on the Government to dump its rate cap idea which could spur councils to sell assets to meet rate increase targets.
“This is simply a populist ploy which should send alarm bells through local communities,” said Fleur Fitzsimons, National Secretary for the Public Service Association Te Pūkenga Here Tikanga Mahi.
“Nobody likes large rate increases, but this proposal will end up spurring councils to privatise assets to meet rate caps imposed by Wellington. The only winner out of that are corporates, not ratepayers. It’s irresponsible.
“Rates are the main tool councils have to ensure it can meet the needs of communities for quality facilities and services. Capping rates would see councils forced to make difficult decisions to run down facilities like libraries, sports grounds and pools, and services like local roads.
“How does that make any sense when many councils already struggle to maintain services and facilities?
“This idea is hypocritical. On the one hand the Government is giving power back to councils to manage its water infrastructure challenges yet is now wanting to tell councils how to manage its finances through a rate cap. Make up your mind.”
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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Universities – Game of Rivals: E-sports Study Finds Winning Formula – UoA

Source: University of Auckland (UoA)

As Saudi Arabia kicks off the 2025 Esports World Cup with a US $70 million prize pool and an opening-night concert by Post Malone, researcher Dr Kenny Ching (University of Auckland) says the most successful squads may well be built on past rivalries.

By analysing esports teams, Ching and co-authors Enrico Forti (Manhattan College) and Evan Rawley (University of Connecticut) find that people who've competed against each other in the past make better teammates.

Their study evaluates millions of randomly formed teams in the global multiplayer game Defense of the Ancients 2 (DOTA 2).

Players in DOTA 2 are frequently reshuffled into new teams, offering the chance to measure how different team compositions influence success, says Ching, an avid gamer himself.

“Defense of the Ancients is a high-pressure game where two teams of five players battle head-to-head.

“With millions of active players and a professional circuit that sells out stadiums, it's one of the most competitive and team-oriented games in the esports world.”

The large-scale study finds that teammates who've competed against one another in the past, gaining what the researchers call 'competitive familiarity', perform significantly better than those who haven't.

So why might past rivalry make for better teamwork?

Ching says competition, especially high-stakes public competition, offers insights into how people think, react, and strategise.

“When those same individuals become teammates, those insights can be used to improve coordination and decision-making.

“Competing against a person builds familiarity. Things that might be overlooked when on the same team might be more clearly noticed and remembered during competition.”

One professional player quoted in the study, Su 'Super' Peng, described how competition helped him “feel” his opponent's style of play, allowing for a deeper understanding once they were on the same team.

“Competitive familiarity is surprisingly common in organisational life,” says Ching. “It happens when companies merge, poach talent from competitors, or bring rival teams together for product development.”

Real-world examples where organisations harness rivalry to drive innovation and learning include Samsung, where competition between some internal teams is encouraged before bringing them together to develop new products.

Cybersecurity and tech companies sometimes form 'red teams' of internal contrarians who mimic rival attackers to identify weaknesses. And sports teams frequently pay big bucks to bring former adversaries into the fold.

Ching's paper, published in Organization Science, includes a few ideas to harness the benefits of competition: Rotating employees through competing teams, staging internal competitions and encouraging former rivals to co-lead projects.

“Esports provides a unique lens into how teams form, adapt and compete under pressure,” he says. “Just as people learn to work better together through collaboration, they can also learn and have better outcomes through competition.”
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Future leaders build resilience in 72-hour national design-athon – BRANZ

Source: BRANZ

8 July 2025 – Future leaders build resilience in 72-hour national design-athon
Some of New Zealand’s brightest students have competed in a 72-hour ‘design-athon’ event to create resilient housing that can withstand multiple disasters.
The BRANZ (Building Research Association of New Zealand) event called ArchEngBuild featured 40 final-year students from across the country in architecture, engineering, construction management, landscape architecture, and sustainable engineering.
The students met for the first time at the University of Auckland and were split into ten teams to compete for the $12,000 cash prize.
This year’s brief was to design a resilient, sustainable and affordable community building concept that safeguards people from hazards like flooding, earthquakes, fire and high winds. It also needed to be adaptable to different family needs and quickly reinstated if disaster struck.
The hypothetical site for the development was at the bottom of the Auckland Domain, an area hit hard by the Auckland Anniversary flooding in 2023.
Flood-resilience was a strong feature of the winning team’s design which included water retention ponds and timber buildings on stilts. However, it was the focus on community that stood out for the judges.
The winners developed a housing concept called Rauhītia, which means to gather, shelter and care for collectively.
The largely modular design featured a mixture of townhouses, apartments and standalone homes as well as a community facility and childcare centre to encourage multigenerational living and togetherness.
The winning students are:
Enoch Shi, University of Auckland architecture student
Beatrice Hong, Otago Polytechnic, construction management
Bella Mercardo – Victoria University of Wellington, sustainable engineering
Shivam Bansal University of Auckland, structural engineering
The winners were announced by BRANZ Board Chair Nigel Smith at a prizegiving event at the University of Auckland.
“This event wasn’t just about meeting a brief-it was about reimagining the future of resilience in our built environment.
“The competition challenged students to work collaboratively to push the boundaries of what’s possible in designing buildings that don’t just withstand disaster, but adapt and thrive in the face of New Zealand’s unique environmental challenges.
“This focus is critical-not for some distant future, but for projects that urgently demand fresh thinking today,” said Nigel Smith.
Architecture student Enoch Shi contributed the winning result to strong teamwork and a clear focus on community at the core of their concept.
“When we started the project, we asked ourselves – what does resilience mean to us? It can mean different things, but for us it really meant creating communities that protect and serve each other. Research shows the communities that are more bonded together are much more prepared in the face of disaster,” Enoch said.
The judges were impressed by the strong interdisciplinary collaboration under intense time-pressure pressure.
“The main theme this year was resilience. It was about building for hazards, but the winning team understood that it is about community at its heart. Their project provided a great base for a diverse population and a healthy community a mixture of housing technologies like medium density and townhouses,” said Ferdinand Oswald, Senior Lecturer of Architectural Technology, University of Auckland.
Overall, the judges were impressed with all of the students’ optimism and creativity in solving some of today’s biggest challenges – including resilience, sustainability and affordability in our buildings.
These are key focus areas for BRANZ through its independent research and testing to support better buildings in Aotearoa New Zealand.
“These students are going to change the building industry,” said BRANZ Chief Executive Claire Falck.
“They are hitting the real world with the right attitude and focus on collaboration and innovation to overcome the significant challenges facing our industry and communities.”
BRANZ is proud to fund ArchEngBuild, through the Building Research Levy, along with industry sponsorship from:
Concrete New Zealand,
Metals New Zealand,
the Timber Design Society,
Southbase,
And, new sponsors this year: The Sustainable Steel Council
The 2025 judging panel included:
Ferdinand Oswald – Senior Lecturer of Architectural Technology at The University of Auckland
Craig Hopkins – CEO of Generation Homes
Ana Petrovic – Senior Structural Engineer at AECOM
Anne Carrington – Senior Associate with Warren & Mahoney Architects, and
Andrew Norriss – Landscape Architect Director – HoneStudio
BRANZ is committed to a future where all New Zealanders can live in safe, healthy and sustainable homes. Find out more: branz.co.nz
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Research – 64% of Kiwi Workers Want Salary Sacrificing: The Mid-Year Game Changer Employers Can’t Afford to Ignore – Robert Walters

Source: Robert Walters

  • Survey of 2,800+ workers revealed 64% of professionals would consider salary sacrificing if offered 
  • 23% would sacrifice salary for mortgage repayments, 16% for extra Kiwi Saver contributions 
  • 63% of workers are currently job searching after no or disappointing pay rises so far this year.

As New Zealand faces a mass talent exodus, this could be the best, most cost-effective retention strategy for employers

With thousands of New Zealand employees heading into mid-year performance and pay reviews, one financial strategy is re-entering the spotlight – not as a perk for senior executives, but as a practical, tax-smart solution for everyday workers: salary sacrificing.

According to insights from global recruitment agency Robert Walters, a staggering 64% of professionals would consider salary sacrificing if it were offered. 

“The mid-year review period presents a strategic opportunity for employers to demonstrate progressive thinking. With strong appetite for salary sacrificing, it's an initiative all employers should be seriously considering,” said Shay Peters, CEO at Robert Walters Australia and New Zealand. 

Salary sacrificing can be a mutually beneficial arrangement for both employers and employees. Common salary sacrifice options, such as additional Kiwi Saver contributions or novated leases, are generally cost-neutral for employers. In many cases, the benefits provided through these arrangements are either exempt from Fringe Benefits Tax (FBT) or receive concessional FBT treatment. This includes items primarily used for work (like laptops or phones), and superannuation contributions. 

 
“As professionals reassess their financial priorities, salary packaging stands out not only as a powerful tool for retention and engagement for employers but also a smart financial choice but for employees.” Peters adds.  

 

 

What Kiwi Workers Want from Their Pay Packet 

The Robert Walters research which surveyed over 2,800 people shows: 

  • 23% of professionals would sacrifice part of their salary toward mortgage repayments 

  • 16% would contribute extra to their Kiwi Saver 

  • Others are keen on salary sacrificing for additional annual leave (11%), health and wellbeing (10%) and childcare (3%). 

“Today's modern workforce is not just chasing bigger salaries they're looking for smarter compensation structures,” said Peters. 
“In a cost-conscious climate, employers that offer flexible, lifestyle-aligned benefits will stand out as true leaders in employee engagement and retention.” 

 

Employers: Act Now or Risk Losing Talent 

The threat of attrition is real. Additional Robert Walters data shows that nearly 63% of workers are currently job searching after no or disappointing pay rises so far this year. 

With New Zealand experiencing a mass talent exodus, its crucial employers think about what else they can offer employees to help with the cost of living.  

“It's much cheaper to offer an employee a smarter benefits package than to lose them and start over with recruitment costs, onboarding, and lost productivity,” Peters said. 
“Salary sacrificing is one of the lowest-cost, highest-impact levers a business can pull, and it needs to be part of every HR manager's playbook this review season.” 

 

Rethinking Benefits in the New World of Work 

As Gen Z increasingly enter the workforce, expectations around employee benefits are shifting. These cohorts place high value on transparency, flexibility, and financial wellbeing. In response, organisations are being challenged to modernise how they communicate and deliver total compensation. 

Previously underutilised or misunderstood offerings, such as salary sacrifice schemes, are becoming more widely adopted. This is largely due to improvements in digital tools and clearer communication from employers. 

“Managers must go beyond traditional performance reviews and be equipped to educate their teams on the full scope of their remuneration packages,” said Peters. 
“This includes providing guidance on salary packaging, mental health resources, flexible work options, and long-term career development.” 

 

 

Call to Action for Employers 

Robert Walters is urging employers to: 

  • Integrate salary packaging discussions into mid-year reviews 

  • Provide clear, jargon-free resources for employees 

  • Highlight how salary sacrificing can support individual goals (e.g. home ownership, retirement, or education) 

  • Benchmark what competitors in the market are offering 

 

Call to action for employees  

  • Ask your employer for information on salary sacrificing options. 

  • Think about which benefits align with your lifestyle and financial goals – whether that's superannuation, a car, a laptop, or additional leave. 

  • Do your research on what salary packaging benefits are commonly available in your industry or role. 

  • Review your current financial situation to assess what you can afford to salary sacrifice without impacting your day-to-day needs. 

If you're considering salary sacrificing, it's a good idea to talk to a financial adviser or tax professional to make sure it works in your favour when evaluating a salary package or new job opportunity.