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A full audit and recommendations to increase your business' HR processes and good practice.

When considering hiring a new employee in New Zealand, it's important to factor in the various costs involved in the process aside from the obvious wage or salary. Here's a few things to consider: 1. Recruitment Advertising the job position. For instance the cost to post to Seek or Trademe The time it takes to screen and interview applicants, and reference checks. Time is money when you run a business, and this can take a lot of time. Recruitment agency fees if you decide to use one 2. Training and Development Onboarding costs. Your new recruit will need to be inducted to your workplace and the role, and may not be 100% productive until they are settled in Training programs and development. It can be hard to find the perfect candidate, so you may need to invest in upskilling them early on. 3. Equipment and Workspace The tools they need for their role. Whether it be computer/laptop, desk and chair, office supplies or a ute and new tools, this can be an expensive outlay. 4. Employee benefits Whether you offer health insurance, fuel card, additional Kiwisaver payments, or something else, these costs can sneak under the radar. Top Tip: It pays to get it right as hiring an employee can be a significant investment. Where possible, we'd recommend not hiring someone who is 'ok' just to fill a gap, if you can wait for the right person to fit with your business. Here's a handy tool to give you an estimate of the cost to hire in your industry: https://www.business.govt.nz/employeecostcalculator Disclaimer: The information provided in this blog is for general informational purposes only and should not be considered legal advice. While we strive to keep the information accurate and up to date, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability, or availability with respect to the blog or the information, products, services, or related graphics contained on the blog for any purpose. Any reliance you place on such information is therefore strictly at your own risk. For specific legal advice tailored to your situation, please contact a qualified legal professional.

Employing staff under casual agreements in New Zealand can be a convenient option for many businesses. However, the allure of flexibility comes with its own set of risks and challenges. In this article, we will delve into the potential pitfalls associated with casual employment agreements for employers in NZ, offering insights on mitigating risks effectively. A genuine casual worker Does not have a pattern of work Does not have an ongoing expectation of work Can accept or decline any work offered And if this doesn't apply to your casual worker, then you could actually have a permanent employee. But I gave them a casual employment agreement and they agreed! The employment agreement is important, but more so is the actual nature of the employment relationship. Sometimes the nature of the employment can change over time, or if may never have been genuinely casual in the first place. We've also seen employers get confused between what permanent part-time employment, trial periods and casual employment look like, without meaning to do anything wrong. What happens then? Well there may be a risk that your casual worker can claim to be permanent employees. And if this goes to the ERA you may find you are directed to pay them compensation and their entitlements, such as accrued annual leave, even if there was an 8% loading on their pay. If you were to dismiss them, then this may also be decided to be an unlawful dismissal. So what should an employer do? If you have casual employees, regularly check whether they are still a genuine casual. If not, seek advice as you may need to consider whether they should have their employment changed to permanent part-time. And don't use a casual employment agreement to trial a new employee, that could be risky.

Workplace stress , also known as occupational stress, can occur when the demands of a job exceed an employee's ability to cope with them. Work stress can affect employees across various industries. Factors such as heavy workloads, tight deadlines, lack of autonomy, poor communication, and work-life imbalance contribute to heightened stress levels among workers. Four ways you could help prevent stress in your workplace: Promote Work-Life Balance. Encourage employees to maintain a healthy work-life balance by implementing flexible work arrangements, promoting time off, and discouraging overtime work. This can help reduce burnout and improve overall job satisfaction. Foster a Supportive Work Environment. Create a culture of support and open communication within the workplace. Encourage employees to share their concerns and provide avenues for seeking help or professional support when needed. Provide Training and Resources. Equip managers with the necessary training to identify signs of stress in their team members and provide appropriate support. Offer resources such as employee assistance programs and mental health services to address work stress effectively. Establish Clear Expectations. Clearly define job roles, responsibilities, and expectations to reduce ambiguity and confusion among employees. Setting realistic goals and timelines can help manage work stress and improve productivity. Benefits of stress prevention in the workplace By actively addressing workplace stress, employers can reap numerous benefits, including: Increased employee morale and job satisfaction. Improved productivity and performance. Reduced absenteeism and staff turnover. Enhanced organizational reputation as a supportive employer. Workplace stress can be a significant concern. By implementing strategies to prevent and manage work stress effectively, New Zealand employers can create a healthier and more productive work environment for their employees. Prioritising employee well-being not only benefits individuals but also contributes to the overall success of the organization. Remember, a stress-free workplace is a productive workplace!

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About us Getting employment law right can be tough Dealing with HR and employment law can be time consuming, scary and stressful. Every day well-meaning employers are pinged with expensive personal grievances for even small mistakes. This unfortunate reality distracts employers from doing what they do best, and the worry of getting things wrong impacts their well-being. Compounding on this issue is how expensive it is getting good advice. While lawyers can be of use they are prohibitively expensive, and legal bills rack up fast. Further, while industry associations have some resources to help, more often than not their offerings on employment law and human resource matters are thin. Our team of deeply experienced employment consultants saw an opportunity to address this in New Zealand. We want employment law to work for small businesses again and this is why we founded Employer Direct. $150 million each year is estimated to be spent by New Zealand business defending employment disputes! Why us? Because we're just like you! Between us, the team at Employer Direct have decades of experience in employment law, human resources, finance and business management in New Zealand. We know the struggles of running businesses because we've done it too. We take the stress out of employment and HR by providing you with: easy to use templates personalised guidance for your business documents on demand training, advice and support And all for a fraction of the cost of our competitors. Why? Simply because we want employers to have the tools they need to flourish! ​ Founders, Paul Mathews and Sam Walker, have considerable employment law experience and have seen first-hand the issues arising from poor HR practices for both employees and employers. They know the HR problems employers can be confronted with, and through Employer Direct are committed to protecting businesses from potential issues and litigation. They guarantee employers will feel supported and confident that their business interests are being protected. Why us How we can help you? Unlimited access to the Employer Direct document library Custom templates on demand within three working days Unlimited access to email support from our employment experts 20% discount on all consulting services Unlimited access to our support helpline Experts who care you'll deal with real people who want you to succeed How do we compare to other support? Industry Association HR consultant In-house HR Employment lawyer Cost effective pricing? Dedicated helpline? Employment law focus? Experience as an employer?

Covid-19 & Employment Frequently asked questions Where can I apply for the Covid-19 government support? Apply for the Wage Subsidy here. Apply for Covid-19 leave support scheme here. Apply for the Short term leave payment here How do I know if I qualify for Covid-19 government support? Review this declaration. This is what you are agreeing to when you apply for the Wage Subsidy or similar. Note, this has been updated since it was originally brought out in March 2020. Can I reduce my employees’ pay during lockdowns? Whether you are open or not, you cannot reduce an employee's pay without their agreement, if they are available to work. This includes by reducing their hours of work. Without this you should pay them as usual. Can I ask them to use holiday pay or go on unpaid leave instead? You cannot force them without their agreement. You can direct them to take annual leave but only with 14 days written notice (if they have significant leave owing). Can I shut down my businesses for a short time instead so that employees have to use holiday pay? Not really. If you were to do this, you would need to give at least 14 days notice of the start date and provide a concrete end date. This cannot be indefinite or an unreasonable amount of time. It also could be seen as unfair given that employees could not predict this happening and therefore may have no annual leave entitlements. Do I have to pay them if they need a Covid Test or are unable to work due to health concerns? Yes. This may look like sick pay or you can apply for government support under the Short Term Leave Payment or the Covid-19 leave Support Scheme Can I make my employees wear masks or get vaccinated? You can make an employee wear a mask if either the government mandates it, and or you have a policy around this and it is reasonable. You can potentially ask employees to have a vaccination but most businesses will at least need to have a policy and risk assessment of their role’s risk before doing so. Do I still have to make kiwisaver contributions, accrue their holiday pay and pay their PAYE? Yes. You are legally required to do so. General FAQs Request support Covid Documents

This module is designed to give you a good grounding in the basics of employment law and HR practices for creating a good employment environment. This includes advertising, interviewing, reference checking, contracts and induction. At the end of this module you should be able to confidently do these things with assistance from the Employer Direct document library. Once you have completed this modules, your skills and knowledge will be assessed through online quiz.

Why an induction is important Inducting your new employees serves three purposes. You ensure that they feel welcomed and acclimatise to their new workplace. This helps with staff retention and engagement You ensure that they hit the ground running, know how you operate and what your policies are. This ensures that you get the best out of them and that any questions can be raised early on In the event of a breach of procedures, policies or a failure to fulfil their duties, you have a record that they have been shown the correct way to work. This may be helpful if these issues reoccur and disciplinary processes are required. What to include in inductions At a minimum, we would recommend that new employees are inducted in these areas How and where their job takes place (ie, tools they have, any uniform, their team, etc) Daily procedures (ie, where rosters or timesheet are, where they can take breaks, where they work, etc) Leave processes Health and safety information Company policies How to induct: This will vary depending on the experience and needs of the new employee. However we recommend that you use the Employer Direct Induction guide which will guide you to perform an induction on their first day, first week and provide regular check ins. This can be delegated to another employee as their mentor. Induction forms a key role in probationary periods It is important that employees on probationary periods are thoroughly inducted. In the event that the probationary period is not successful, then you are required to have raised these issues before ending the probationary period and give the employee time to improve. Review these documents: Employer Direct Induction Manual Template Employer Direct Guide - New Starts

Next up, start working on Level 3: The ongoing employment relationship.