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Environment – Have your say on three internationally restricted chemicals – EPA

Source: Environmental Protection Authority

The Environmental Protection Authority (EPA) is calling for submissions on plans to restrict three Persistent Organic Pollutants (POPs) recently added to the Stockholm Convention on Persistent Organic Pollutants.  
Aotearoa New Zealand has signed this international environmental agreement, so must stop or limit producing, using, importing, and exporting POPs listed under the Stockholm Convention.
The EPA is proposing to restrict the following three chemicals – and products containing them – by either banning or limiting their use:
  • Chlorpyrifos is an organophosphate pesticide used as a broad-spectrum insecticide in a range of agricultural crops and for biosecurity purposes. The EPA has recently completed a reassessment of this substance.
  • MCCPs are widely used as plasticisers in PVC, additives in metalworking fluids, and in paints, sealants, and adhesives.
  • LC-PFCAs are a group of long-chain per- and polyfluoroalkyl substances (PFAS), used in a range of applications including in medical and laboratory devices, photo-imaging, food contact materials, paints and surface coatings, fire-fighting foams, textiles and apparel, personal care products, and cleaning agents.
Dr Peter Dawson, Principal Scientist Hazardous Substances, says these POPs are harmful chemicals that do not easily break down and can be transported long distances in the environment. They can build up in people, animals, and the environment over time, and some have been linked to serious health effects.
“Restricting the use of these substances is the right thing to do, it will protect people and the environment by reducing exposure to these harmful chemicals.
“It also ensures New Zealand fulfils our important obligations under the Stockholm Convention.
“The purpose of publicly consulting on the proposed restrictions for these chemicals is to better understand how these changes will impact New Zealand. Feedback will help us determine which exemptions are essential while ensuring we continue protecting people and the environment.”
The listings of the three persistent organic pollutants under the Stockholm Convention take effect on 16 December 2026.
The public consultation runs from 17 March – 17 April 2026.  
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EMA – Employers call for regulation of employment advocates as dispute resolution system falters

Source: EMA

The Employers and Manufacturers Association (EMA) is calling for a review of the employment disputes resolution system and especially the conduct and regulation of employment advocates, following a survey of more than 300 of its members.
Employers pointed to an escalating number of disputes, rising costs, longer case durations, and increasingly adversarial behaviour by employment advocates as growing issues within the system.
EMA Head of Advocacy and Strategy Alan McDonald says the findings show a system “under increasing strain”.
“Employers are telling us the process has become overly complex and burdensome,” he says.
“Disputes are taking longer to resolve and costing far more than they used to. Even when businesses do everything right, many feel pressured to settle early because the cost of defending a claim can be higher than the actual claim.”
Unregulated employment advocates labelled ‘ambulance chasers’
Respondents highlighted the growing influence of unregulated advocates, particularly those operating on ‘no-win, no-fee’ models, citing aggressive or unprofessional behaviour, process delays, inflated settlement demands, high fees for low-quality work, and advice that fuels unnecessary escalation.
“We heard employers describe some advocates as ‘cowboys’ or ‘ambulance chasers’ – strong language that reflects genuine frustration,” says McDonald.
“The common theme is a lack of professional standards. Anyone can call themselves an employment advocate, charge whatever they like, and face no consequences for unethical behaviour.”
Employers also reported that advocates’ fees increasingly become the driving factor in settlement negotiations, with some representatives pushing for their own costs to be covered before meaningfully representing the employee’s interests.
The emergence of AI-generated correspondence – described by some employers as lengthy, inaccurate, or contextually misleading – is also contributing to delays and rising expectations.
The survey drew more than 150 responses in the first few hours and 316 responses overall, indicating strong concern among employers about how the system is operating in practice.
“The speed and volume of the responses show we really hit a raw nerve for employers,” says McDonald.
The EMA is sharing the findings with MBIE, and joining a number of organisations urging the government to review the disputes mediation process and introduce appropriate regulation of employment advocates.
“We want to see accountability for advocates. Employees deserve competent, ethical support, and employers deserve a fair, efficient system they can have confidence in. This shouldn’t be the Wild West,” says McDonald.
The EMA is calling for clear standards that would help protect both employees and employers, reduce unnecessary escalation, and restore trust in a system that many believe is no longer working as intended.
“This survey shows the pressure points clearly. If we don’t act now, the costs, delays and adversarial behaviour will only get worse,” says McDonald. “Regulation of employment advocates is the logical place to start.”
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Health and Politics – Minister’s winter spin can’t mask Health NZ’s staffing crisis – PSA

Source: PSA

The Government’s announcement of extra staff and beds for winter cannot be taken seriously from a Minister whose policies have driven Health NZ into a staffing crisis, the PSA says.
“This is a drop in the bucket. Hospitals are already carrying significant vacancies and recruitment is too slow to fill them,” said Fleur Fitzsimons, National Secretary for the Public Service Association Te Pūkenga Here Tikanga Mahi.
“Minister Brown cannot claim to be preparing hospitals for winter while his Government has spent the past two years imposing cuts and job losses right across Health NZ. You cannot gut the workforce and then paper over the damage with a press release.
“New Zealand’s hospitals were already under severe pressure, with 600 nurses short per shift, before this Government began its cuts programme.
“Remember the Government spent $58 million getting rid of 2800 health workers over the past two years, critical workers across the public health system keeping vital services like IT operating.
“Today’s announcement is more a band aid on a weeping sore the Government created.
“The Government has set up our health system to fail. In December it ordered Health NZ to find another $510 million in savings, cuts that will fall on the very services and workforce expected to carry New Zealanders through the winter flu season.
“New Zealanders deserve honest leadership on health, not announcements designed to distract from a record of relentless underfunding. Our members are working harder than ever to keep the system going despite the Government’s short-sighted decisions. They deserve better than spin.”
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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Health – Hospital Capacity Boost Highlights Critical Role of Aged Care Sector

Source: Aged Care Association

The Aged Care Association says today’s announcement of additional funding to increase hospital capacity highlights the essential role aged residential care providers play in supporting New Zealand’s health system.
The Government has announced a $25 million winter package aimed at boosting hospital capacity, including additional staffing, beds, and the use of up to 567 short-term residential care placements to help patients leave hospital sooner and recover before returning home.
Chief Executive Tracey Martin said aged residential care providers stand ready to support the initiative, but success will depend on how the programme is implemented.
“Every day aged residential care providers help relieve pressure on hospitals by caring for older New Zealanders who no longer require acute hospital treatment but cannot safely return home,” Martin said.
“The reality is that aged residential care has become an essential extension of the hospital system. Without it, hospital beds would quickly become blocked and emergency departments would struggle to move patients through the system.”
Martin said the sector welcomes recognition that residential care can play an important role in supporting hospital capacity but noted that facilities across the country are already operating at very high occupancy levels.
“That means any additional short-term placements will need to be carefully managed to ensure facilities can safely accommodate these residents without compromising care for those already living in our homes.”
She said transitional or step-down care from hospital can be very effective, but it often involves residents who still have significant health needs and clinical complexity.
“These individuals are often leaving hospital with ongoing care requirements and need additional support while they recover before returning home.”
“For this initiative to work well, the funding arrangements must properly cover the additional costs associated with short-term care, including staffing, clinical oversight, and the additional coordination required.”
Martin also said facilities must be able to access the aligned health services residents will need during recovery without those costs falling back on providers.
“Residents in these short-term placements will often still require access to services such as physiotherapy, nursing support, medication management and other community health services,” she said.
“It is important that residential care providers are not expected to absorb the cost of services that sit within the wider health system.”
Martin said the announcement also highlighted how critical the aged care sector has become to the functioning of the broader health system.
“Our members already care for thousands of older New Zealanders with increasingly complex health needs every day,” she said.
“If the aged residential care sector was not here, the question would have to be asked – where would these people go? The hospital system simply would not have the capacity to absorb that demand.”
“With the right funding and coordination, residential care can provide a safe step-down environment that helps people recover while freeing up hospital beds for those who need acute care.”
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Politics and Employment – Young workers with Christopher Luxon masks take to the streets like he said he would – PSA

Source: PSA

Young workers wearing Christopher Luxon masks will line State Highway 1 in Kilbirnie, Wellington on Wednesday morning to protest the Prime Minister dragging his feet on modern slavery legislation, despite saying in 2022 that it is something he would march in the streets for.
The protest is being held by PSA Youth, the youth network of the Public Service Association Te Pūkenga Here Tikanga Mahi.
“Modern slavery is a massive issue not just overseas but on our shores,” said PSA Youth Network Organiser Susannah Rendall. “Thousands of New Zealanders, including many young people, are currently facing severe exploitation.”
“We are falling behind the rest of the world in fighting modern slavery. We need to see an enforceable national framework to prevent modern slavery, make businesses more accountable for how they address modern slavery, and improve the system for identifying, protecting, and supporting victims.”
The masks are to call out Luxon specifically, who told RNZ in 2022 that that modern slavery was something for which he would “march on the streets” adding, “that’s something I think we could do a better job of and have modern slavery legislation.”
“Not only has Luxon failed to live up to his word and march on the streets for this issue,” said Rendall, “He has also failed to make modern slavery legislation a priority for his government. He has relied on a members’ bill instead of a government bill, and that members’ bill is languishing at number 10 on the order paper, which means it's unlikely to be considered before the election.”
“We're calling his bluff. He needs to stand by his word, bring it to the top of the agenda and make it a government bill.”
What: Protesting inaction on Modern Slavery Bill
When: 9:15am, Wednesday 18 March
Where: Kilbirnie, Wellington – marching from the Brentwood Hotel (16 Kemp Street) to the Zephyrometer (corner of Evans Bay Parade and State Highway 1), then spreading out on the side of State Highway 1.
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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Tertiary Education – International student numbers surge at Vic Uni

Source: Te Herenga Waka—Victoria University of Wellington

Te Herenga Waka—Victoria University of Wellington posts major rise in international student enrolments and strong growth in arts, politics, and teaching, as well as higher numbers of Māori and Pasifika students.

Victoria University has recorded a substantial 50 percent increase in international students enrolled to start, signalling strong global interest in studying in the capital.

The latest numbers, released today, show a surge of young, ambitious learners choosing Wellington as the place they want to study, grow, and build their futures.

Vice-Chancellor Professor Nic Smith said the data underscores Vic Uni’s global reputation and distinctive Wellington identity: “The latest figures demonstrate our desirability among international learners. The diversity of countries represented in our enrolments shows our widespread appeal right now—and reinforces Wellington’s reputation as a vibrant, globally connected capital,” he said.

“Alongside the rise in international students, the University is also seeing strong growth in arts, politics, the environment, and teaching—an encouraging sign of renewed student engagement with culture, society, and civic leadership. Our campuses are positively humming with students.”

The data shows rising enrolments of Māori and Pasifika students (up 5 percent and 8 percent respectively)—reinforcing Victoria University’s commitment to fostering a diverse and inclusive learning community.

The upward trajectory of enrolments challenges recent rhetoric about Wellington and shows young people continue to value the city’s creativity, opportunities, and sense of belonging.

Deputy Vice-Chancellor (Students) Dr Logan Bannister said the results reflect both the hard work of staff and the attractiveness of Wellington as a destination: “Our team has put in a huge effort to grow international enrolments, and it’s paying off. We’re seeing students from all over the world choosing Victoria University of Wellington because they want to experience everything Wellington has to offer. It’s an exciting moment for our campus community.”

Halls of residence trends show strong demand for independent-living options, driven largely by the growth in international learners.

Chief Operating Officer Tina Wakefield said the University’s residential options continue to evolve alongside student needs: “Living in a hall of residence provides an incredible start to university life. Your hall becomes your home—and with it comes a family. It’s where life-long friendships and memories are made. To meet growing demand, especially for independent-living options, we’ve opened a new hall every year for the past three years, adding almost 450 beds for our students.”

Highlights from the 2026 data census (as at 9 March 2026)

·         Commencing full-fee enrolments are up 50 percent on 2025, with 973 international students scheduled to start, up from 650. Our students come from 114 countries around the world, with the United States being the most common country of origin this year. China, India, Bangladesh, and Vietnam complete the top five.

·         Our total number of students has already reached 18,759, representing three years of consistent growth. In fact, our student population now corresponds to almost ten percent of the capital city’s population.

·         Independent living in our halls of residence is up 7 percent, with 56 additional beds filled for a total of 857 beds. Halls of residence had a total headcount of 2,582, a slight drop of 1 percent on 2025, which notably was likely a result of Wellington school-leavers choosing to stay at home to save on living costs.

·         Students starting a Major in Politics accounted for a 30 percent rise on 2025 numbers (169 enrolled students up from 130) and the new Bachelor of Politics has launched to meet strong demand, with 79 people already enrolled in the first year. The BPol is currently the only one in New Zealand.

·         Māori student enrolments are up 5 percent for a total of 2,263 students, and there an extra 99 Pasifika students enrolled, for a total of 1,410 (an 8 percent increase).

·         Graduate Diplomas in Teaching (Primary and Secondary) are both up, gaining percentage increases of 21 percent and 15 percent respectively.

·         New enrolments in the Bachelor of Midwifery are up significantly, with 108 new students (up 27 percent)—a standout growth area this year.

·         Enrolments at the Faculty of Law are up 12 percent in commencing students, for a total of 562, following its latest accolade as the number one place to study law in New Zealand according to the 2026 Times Higher Education (THE) 2026 Rankings by subject.

·         Bachelor of Environment and Society continues its strong trajectory in its second year, with enrolments up by 214 percent (66 compared to 21 last year).

·         Bachelor of Music enrolments are up 17 percent, including strong growth in Popular Music (97 percent).

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Education – ERO issuing new school reports from Term 2, focused on providing clarity for parents to understand their school performance

Source: Education Review Office

The Education Review Office (ERO) is overhauling their school review reports to better enable parents and whānau to understand school performance and engage in their child’s learning.
ERO Chief Review Officer Ruth Shinoda said the new reports will lift standards of education by providing parents with clear, useful and accessible information about schools in the areas that matter most to their child’s education.
“We wanted to make sure that parents and whānau can easily understand our reports, so they are empowered to ask good questions, make good choices, and get involved in their child’s education,” says Ms Shinoda.
“We talked to parents all over the country, and they told us that our reports needed to change – that they need better, clearer information about school quality. We heard them and have overhauled our school reports, making them much easier to understand. Crucially, they are more sharply focused on the things that make the biggest difference to learner success and wellbeing – including attendance, progress, achievement and assessment.”
The new reports also have an increased focus on progress – celebrating where schools are doing well in lifting student outcomes.
“Parents and whānau will be able to clearly see what’s working well in a school, and what needs attention – and they will be able to see the clear pathway for schools to follow to lift student outcomes. Equally, the reports are a critical document for school leaders – so they know what to focus on to lift student success,” says Ms Shinoda.
Alongside an easy-to-understand picture of how well the school is doing for parents, the new reports provide a clear roadmap for improvement focusing on the key things that will make the most difference for students. This will enable schools to make changes and get the support they need in a transparent way. The reports will also celebrate progress schools have made.
“Every day, our specialist reviewers are in schools across the country, evaluating school performance and providing guidance on improving schooling practices – focusing on what makes a school great for students,” says Ms Shinoda.
“Ultimately these changes will drive improvement for education for every learner in New Zealand. They will enable parents and whānau to engage more effectively in their child’s education and be informed on how well their school is doing. They will also support schools with clear actions for every school, so that school leaders can pay attention to shifting what matters most.”
ERO reviewers will begin using the new report format for all schools – primary, intermediate and secondary – in Term 2 this year.
Notes
  • ERO is the New Zealand government’s external evaluation agency for the education system. ERO carries out independent, in-depth reviews of different aspects of New Zealand's schools, early learning services, and Kaupapa Māori education settings.
  • ERO reports on schools approximately every three to four years. In 2024/25, ERO reported on 745 schools and kura (30% of all schools and kura).
  • The new report has three parts: a full report, with judgements on 14 domains (or 16, if the school has bilingual Māori provision) and recommended next steps so schools know exactly what to work on; a summary overview, providing parents and whānau with an “at a glance” understanding of school’s performance; and a visual snapshot of the school’s quality across domains.
  • ERO’s reports are written following a formal ERO review, which includes visits to the school. Reports are published on ERO’s website for parents, whānau and the community to access. The new reports have been developed through extensive feedback from school leaders, parents and whānau, helping shape the final format.
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Research – 58% of Kiwi professionals are relocating this year – and for 65% of them, Australia is the first choice

Source: Robert Walters

Auckland, New Zealand – 17th March 2026 – Professional mobility across New Zealand is strengthening, with new research from Robert Walters revealing that 58% of New Zealand professionals are open to relocating for work in the next 12 months. As skills shortages intensify and career expectations rise, movement across the Tasman is accelerating: 65% of New Zealanders would relocate to Australia as their first choice.

The findings form part of the Robert Walters 2026 Salary Guide, which surveyed more than 5,500 professionals across Australia and New Zealand.

Career and financial motivations dominate relocation decisions

Relocation, once associated primarily with lifestyle change, is now increasingly a strategic career move.

The top reasons New Zealand professionals are considering relocating include:

  • Higher salaries: 71%
  • Stronger career prospects: 65%
  • Improved lifestyle: 53%
  • Better work-life balance: 37%
  • Lower cost of living: 38% 

Relocation appetite is particularly strong among mid-career professionals seeking accelerated progression, with shorter average tenure (2–3 years) driving more frequent movement across industries and regions.

Shay Peters, CEO of Robert Walters Australia and New Zealand, said the data reflects a shift in professional decision‑making.

“These numbers highlight a clear shift in the mindset of Australian professionals. Relocation is no longer just about lifestyle, it's increasingly a strategic career decision. Professionals are prioritising stronger career pathways – it's evident that talent is actively looking for roles that accelerate their growth. Organisations that can offer opportunities, both domestically and overseas, will be best positioned to attract and retain talent.”

Skills shortages heighten mobility as employers brace for movement

New Zealand employers are already feeling the pressure, with 81% reporting skills shortages and 78% planning to hire in 2026.

At the same time, 43% expect to lose staff to relocation, and a further 18% believe relocation among their teams is likely in the coming year.

This mobility is reshaping workforce planning, particularly in major centres where competition for specialist talent – finance, technology, engineering, and compliance – is intensifying.

Employer challenges are compounded by a growing preference for clear growth pathways and stronger leadership, with work-life balance (64%), salary (62%), and positive culture (45%) now the top priorities for New Zealand talent.

Implications for employers in a cross‑Tasman talent marketplace

With two‑thirds of New Zealand professionals open to relocation, and Australia the preferred destination, employers are under increasing pressure to reinforce their retention strategies.

Robert Walters data shows that while salary remains a major driver, New Zealand workers place significant value on:

  • Work-life balance (64%)
  • Competitive salary & benefits (62%)
  • Positive company culture (45%)
  • Career development opportunities (34%)
  • Supportive leadership (37%) 

For employers, the implications are clear: competitive pay alone is no longer enough to retain talent in a high‑mobility market.

Peters said employers must act decisively to remain competitive.

“If mobility is increasing, retention becomes a value proposition question. Employees are telling us very clearly what matters – competitive pay, genuine flexibility and strong culture. Employers that fail to respond to those expectations will see talent move. Those that align their workforce strategy accordingly will hold a significant competitive advantage.”

About the Salary Guide
The Robert Walters 2026 Salary Guide provides a comprehensive overview of hiring intentions, salary trends, skills shortages, and workforce mobility across Australia and New Zealand. With insights from more than 5,500 respondents, the guide shows how organisations and professionals are navigating a labour market shaped by cost‑of‑living pressures, technology adoption, and growing mobility.

About Robert Walters
With more than 3,100 people in 30 countries, Robert Walters delivers recruitment consultancy, staffing, recruitment process outsourcing and managed services globally. From traditional recruitment and staffing to end‑to‑end talent solutions, our consultants match highly skilled people to permanent, contract and interim roles across all professional disciplines.

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PSA members in vital health roles ratify new collective

Source: PSA

A new collective agreement covering more than 2,500 Te Whatu Ora Health NZ staff who are PSA members working in Policy, Advisory, Knowledge and Services (PAKS) roles has been ratified after an overwhelming positive vote.
The PAKS agreement covers those working in digital services, infrastructure, operations, communications, finance, people and capability, procurement, service design and planning, analytics and research, and policy.
“These workers perform vital roles that enable the public health system to keep delivering at a time when it is under significant strain from a lack of government funding, said Fleur Fitzsimons, National Secretary for the Public Service Association Te Pūkenga Here Tikanga Mahi.
The ratification was the result of 11 months of bargaining, including mediation and industrial action.
“As with the other health collectives ratified this year, the result for the PAKS workers is a testament to their resolve and resilience in the face of an unnecessarily protracted bargaining process and unrealistic initial offers,” Fitzsimons said.
“To break the impasse these workers went on strike, many for the first time, during the Mega Strike on 23 October 2025 as well as a further strike in November. This settlement is a result of these workers standing together to take collective action.”
Health workers covered by the collective will receive a pay increase of 2.5% effective 1 December 2025 with a further 2% from 7 December 2026. There is also an on-call allowance for IT-related employees and penal rates for workers required to work from Midnight on Friday to Midnight on Sunday.
Workers will each receive a $500 lump sum payment prorated for full time equivalent hours worked.
“While this ratification result is a step forward, major problems remain in our health system caused by the Government imposing job cuts on Health New Zealand and failing to fund our health system properly,” Fitzsimons said.
“The cutting of 940 roles from the Health NZ Digital Services team between November 2024 and April 2025, has created clinical and operational risks that impact patient care because of the critical role IT plays in all aspects of health care from operating theatres to referrals, clinical test results and payroll.
The PAKS settlement, like the other health collective settlements, is an improvement on what was initially offered but doesn’t contain everything we wanted,” said Fitzsimons.
“There is still a lot more work to do to improve working conditions in the public health system. The PSA will not stop fighting for the strong public healthcare system that both healthcare workers and everyday New Zealanders deserve.
“All political parties must commit to a properly funded public health system that ensures safe staffing levels, and delivers quality care for all New Zealanders, as well as pay equity for under-valued health workers,” Fitzsimons said.
The other significant health collectives ratified in February covered:
  • More than 12,000 members working
  • More than 3,500 members working
The PSA represents more than 27,000 workers employed by Health NZ.
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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Electronic card transactions: February 2026 – Stats NZ information release