Question 1

Can I dismiss an employee during their 90-day trial period in NZ?

Accepted Answer

Only if you are an eligible employer and the trial clause meets the strict requirements of s 67A of the Employment Relations Act 2000 — agreed in writing before the employee starts, for a new employee, and limited to 90 days. Notice must still be given correctly. LexNZ's HR tool cites the exact requirements and flags any recent changes.

Question 2

How much sick leave are employees entitled to in New Zealand?

Accepted Answer

Most employees are entitled to 10 days of sick leave per year under the Holidays Act 2003 after six months of continuous employment, and can accumulate up to 20 days. Ask LexNZ's HR tool for the cited sections and how carry-over works.

Question 3

What is the correct process for making a role redundant in NZ?

Accepted Answer

A genuine business reason plus a fair process: propose the change, consult affected employees with enough information to respond, genuinely consider feedback, and explore redeployment before confirming. Getting the process wrong can make a genuine redundancy unjustified under the Employment Relations Act 2000.

Question 4

Do employers have to pay time-and-a-half on public holidays in NZ?

Accepted Answer

Yes — employees who work on a public holiday must be paid at least time-and-a-half under the Holidays Act 2003, and if the day was an otherwise working day for them, they also get an alternative paid holiday (day in lieu).

Question 5

Are new employees still bound by a collective agreement for their first 30 days in NZ?

Accepted Answer

This rule has changed recently — the 30-day rule for new non-union employees has been subject to amendment. LexNZ's HR tool gives the current position with the exact amendment date and citation.

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