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

For many business owners, HR is something they only think about when there’s a problem —a staff dispute, a resignation, or worse, a personal grievance. But managing HR reactively  instead of proactively  is like waiting for a fire to break out before buying a fire extinguisher. At Employer Direct , we’ve seen too many Kiwi business owners caught off guard by HR issues that could have been prevented  with the right systems in place. In a nutshell: proactive HR is essential for protecting your business, improving employee performance, and reducing stress. The Cost of Reactive HR If you only think about HR when something goes wrong, you’re putting your business at risk and causing yourself more stress in the long run. Here’s what reactive HR looks like: Scrambling when an employee issue arises  – Trying to discipline or dismiss an employee without the right policies  in place. Legal risks and personal grievance claims  – Finding out too late that you didn’t follow the right process  when handling a termination. Losing good employees  – Because your onboarding, contracts, and workplace culture weren’t set up for long-term retention. Wasting time and money  – Spending hours fixing HR mistakes instead of growing your business. Why Proactive HR is the Smart Choice Instead of reacting to HR issues, proactive employers build strong foundations that prevent problems before they start and prevent stress down the track. Let's quickly compare the two: 1. Employment Agreements That Protect You R eactive HR:  You only worry about employment agreements when an issue arises—by then, it’s too late versus Proactive HR:  You have legally compliant contracts  in place from day one, setting clear expectations and protecting your business. 2. Clear Workplace Policies Reactive HR:  You only think about policies when an employee calls in sick for weeks or doesn’t show up versus Proactive HR:  Your leave, misconduct, and performance policies are documented and signed, so there’s no confusion or disputes. 3. Proper Performance Management Reactive HR:  You wait until an employee’s performance is so bad that you need to fire them immediately—without the right process versus Proactive HR:  You have structured performance reviews, documented feedback, and a clear disciplinary process—so you’re protected. 4. Reducing Employee Turnover Reactive HR:  You lose good employees because there’s no structured onboarding, support, or career growth versus Proactive HR:  You create a positive workplace culture, helping employees feel valued and stay longer. 5. Avoiding Legal Risks Reactive HR:  You only seek legal advice when a problem happens, costing you thousands versus Proactive HR:  You start on the right foot with good HR guidance upfront, preventing issues and keeping your business compliant. How Employer Direct Can Help You Be Proactive We know that as a small business owner , you don’t have time to worry about HR every day—but ignoring it until there’s a problem is too risky . We make HR simple, cost-effective, and stress-free, helping you put the right systems in place before issues arise. Proactive HR Solutions: ✔ Free HR Audits  – Identify risks before they become costly mistakes ✔ Compliant Employment Agreements  – Tailored to your business needs ✔ Workplace Policies & Procedures  – Clear guidelines to prevent disputes ✔ Ongoing HR Support  – Expert advice whenever you need it 🔹 Book a Free HR Audit Today  and stop waiting for problems to arise—get ahead of them! 👉 Contact Us Now By shifting from reactive to proactive HR, you’ll save time, reduce stress, and protect your business from unnecessary risks. Don’t wait for a problem—take control of your HR today.

The construction industry is the backbone of New Zealand’s economy, yet managing HR in this sector comes with unique challenges. From health and safety compliance to skilled worker shortages, small business owners in construction often find themselves struggling to balance compliance, employee welfare, and business growth. 1. Skilled Labour Shortages and Retention The construction sector consistently faces a shortage of skilled workers. Retaining experienced employees while attracting new talent is critical. Three things you can do to combat this: Offer competitive wages and benefits Invest in employee development through training and upskilling Foster a strong workplace culture that values safety, respect, and career growth, especially by responding to issues when they arise Pro Tip:  Employees who feel valued and see a future with your company are more likely to stay long-term. 2. Compliance with Employment Laws Construction businesses must comply with New Zealand’s employment laws, including fair pay, worker rights, and proper contract management. Non-compliance can lead to costly legal disputes. Three things you can do to combat this: Ensure employment contracts are up to date and legally compliant Keep clear records of work hours, overtime, and entitlements Seek expert HR advice to avoid costly mistakes Did you know?  The average Employment Relations Authority settlement is over $20,000 —not a risk worth taking! 3. Health and Safety Risks Workplace accidents and injuries are a significant concern in construction. Employers must meet strict WorkSafe NZ  regulations and provide a safe working environment. Three things you can do to combat this: Conduct regular safety training and toolbox talks Ensure PPE (Personal Protective Equipment) is provided and used Develop clear safety protocols and incident reporting systems Pro Tip:  A proactive safety culture reduces accidents and protects your business from legal liability. 4. Handling Payroll and Employee Benefits Construction businesses must manage wages, leave entitlements, overtime, and subcontractor agreements correctly. Errors can lead to disputes and financial strain. Three things you can do to combat this: Use reliable payroll software or an expert in payroll to track wages and entitlements Ensure all employee benefits comply with NZ employment laws Seek HR support to streamline payroll management Where employers can go wrong:  Incorrectly managing payroll can result in penalties and disputes—getting it right from the start saves time and money. 5. Dealing with Employee Issues and Misconduct Workplace disputes, absenteeism, and misconduct can disrupt projects and lower morale. Having clear policies in place is crucial for resolution. Three things you can do to combat this: Implement a fair and transparent disciplinary process Address issues promptly and document all incidents Provide mediation services to resolve conflicts professionally Did you know:  Many disputes arise due to unclear expectations—having well-drafted policies can prevent issues before they start. HR Challenges in Construction: How We Can Help: We know that as a construction business owner , you’re already juggling a million tasks. That’s why Employer Direct offers: HR audits  to assess compliance risks Custom employment contracts  tailored for the your business' needs Expert advice  on workplace disputes, payroll, and compliance Ongoing cost-effective HR support  based on what you actually need By outsourcing your HR needs, you can focus on what you do best—growing your business and delivering top-quality work. Book a Free HR Audit Today  and take the stress out of managing your workforce. 👉 Contact Us Now  to get started! Managing HR in construction doesn’t have to be a headache. With the right systems, processes, and expert support, you can build a strong, compliant, and productive team—without the stress.

As the festive season approaches, many businesses enter one of their busiest and most exciting times of the year. However, along with holiday cheer, Christmas can bring a range of challenges and risks for employers. From ensuring workplace compliance to managing staff well-being, these tips for employers this Christmas can help you can tackle the common risks and keep the season merry and bright for your team and your business. 1. Holiday Entitlements and Payroll Compliance Christmas is synonymous with public holidays and annual leave. Yet, navigating holiday pay entitlements under New Zealand law can be tricky. Missteps in calculating leave payments or misinterpreting public holiday requirements can lead to legal disputes. Pro Tip:  Ensure your payroll system is updated with the latest holiday regulations. Remember, employees working on public holidays are entitled to time-and-a-half and a day in lieu​​. 2. Seasonal Staffing and Overwork For many industries, Christmas means a surge in workload, leading to potential overwork or burnout among employees. While meeting customer demand is crucial, failing to monitor workloads can harm morale and productivity. Solution:  Encourage open communication with your staff about their capacity and consider hiring temporary workers to alleviate pressure on your core team. 3. Health and Safety at Christmas Celebrations Christmas parties are a highlight of the season, but they also present risks. From potential accidents to incidents arising from alcohol consumption, employers must take steps to ensure celebrations are safe and inclusive. Action Steps: Provide clear guidance about acceptable behavior. Arrange transport options to ensure everyone gets home safely. Consider non-alcoholic alternatives to keep events inclusive and family-friendly. 4. Diversity and Inclusion Not everyone celebrates Christmas, and it’s vital to be sensitive to the cultural and religious diversity within your team. Avoid assumptions and ensure holiday activities respect all beliefs and traditions. Inclusive Ideas: Host a year-end celebration that focuses on gratitude and team achievements. Offer flexibility for those observing different holidays. 5. Prepare for the New Year Finally, the holiday season is an excellent time to review and update your HR policies. Use this period to identify gaps and ensure your systems are ready for a productive start to the new year. Tips for Employers this Christmas Addressing these areas proactively doesn’t just protect your business from costly mistakes or grievances—it shows your employees that you care about their well-being. At Employer Direct, we specialize in helping businesses streamline their HR processes and navigate compliance effortlessly. Let’s Take the Stress Out of Christmas! Contact us today for an HR audit and let’s prepare your business for 2025! 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.

Dismissals and disciplinaries can be tricky, so what should an employer know before attempting these? Can you suspend an employee? Can you fire someone without giving them any warnings? Employment Law advice for businesses Dismissals & Disciplinaries The importance of good process Good process is an important factor in protecting employers against grievances from treating employees unfairly. What if you know that they did it? You must still follow good process! Employment law urges employers to ensure that they genuinely consider employees feedback and do not have a predetermined outcome. Even if you have video footage, the employee may have a reasonable explanation. Is it three strikes and you're out with disciplinary actions? Not necessarily. Warnings for different types of breaches may not always be considered relevant to other disciplinary processes. Employers should be careful that they are making decisions that a reasonable and objective employer would also make to ensure that they are acting fairly. If you are not confident or experienced in carrying out a disciplinary process, then we would recommend seeking employment law support at least for the first few occasions. Is a performance improvement plan (PIP) a disciplinary action? In short, no. They may be tied together but a good faith performance improvement plan should seek to improve issues and rectify performance. The outcome should be achievable and the length of time and support or training given should be reasonable for the employee to ensure that the process is genuine. Click for a FREE consultation Frequently Asked Questions What if an employee refuses to attend a disciplinary process? Suggest rescheduling. If they genuinely continue to refuse to participate in the process, then you may be able to give them notice that you will determine the outcome without their feedback. We'd suggest getting some advice prior to doing this however. What if I need to get rid of an employee? Ask yourself why you feel this way? If this is because of misconduct then you should follow the disciplinary processes. If this is due to poor performance or not meeting company standards, then perhaps a PIP might be more appropriate. We do not recommend dismissing someone purely due to a personality clash without seeking advice! Do I need to give a verbal, written and final warning before dimissal? No. If the incident is serious misconduct or significant enough, then it may be appropriate to summarily dismiss. Do I need to follow process for a verbal warning or can I just tell them? You need to follow process for all disciplinary action, including a verbal warning. If you are providing constructive feedback or coaching, this is not the same as a verbal warning. Do I have to let an employee bring a support person to a meeting and can they speak on the employee's behalf? Yes. If I am the victim of an employee's misconduct (ie, violence or harassment) can I carry out the disciplinary process? We would not recommend this. It could be considered that there was a predetermined outcome or a lack of genuine consideration and this could result in poor process and a grievance. General FAQs Request support If in doubt, seek advice. These may briefly answer some common questions. Situations can be complex and this is by no means exhaustive. We always recommend seeking advice about your specific situation.

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Who are we? We're a team of employment law experts, business owners and HR managers who think good advice and unlimited support shouldn't cost the earth. 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. Did you know? $150 million each yearis 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: personalised, honest and pragmatic guidance for your business easy to use templates and documents on demand advice and support 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

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.