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In the midst of all the disruptions created in 2020 by the Covid-19 situation, we should not lose sight of the fact that many of our standard Human Resource processes still need to be continued. For many employers, 2020 has been largely focused on reacting to the crisis facing the business environment and doing all […]

Since businesses recommenced work after the COVID-19 lockdown we have seen a substantial increase in the number of Personal Grievance claims being raised against employers, many of these being related to events that have occurred as a result of COVID-19 i.e. restructures or wage arrears claims, but also, a significant number in relation to other

Effective as of the 27 June 2020 the Employment Relations “Triangular Employment” Amendment Act 2019 came into place bringing with it a number of new responsibilities and liabilities for those employers who may engage ‘contract’ labour. In Part 1 of this series we looked at the context of the Triangular Relationship identifying who the ‘Host’ or ‘Controlling

Effective as of the 27 June 2020 the Employment Relations “Triangular Employment” Amendment Act 2019 came into place. This is a significant piece of legislation that will impact on more employer’s than just those who use labour hire organisations. Over the next two weeks we will be doing a short series on the implications of

Since returning from the COVID-19 Government enforced lockdown, we have seen a substantial increase in the number of Personal Grievance claims being raised by employees, the most common being from those who have been terminated on the basis of redundancy or from those still retained within their employment. These claims being associated with wage arrears

The events of the last few months have had a dramatic impact on the financial state of many companies however, while it is important to recognise this and plan for how the businesses revenue can be increased, it is just as important to beware of how this period may have impacted on the morale and

As a result of the COVID-19 lockdown period, many employees were requested to continue to undertake their duties and responsibilities from their homes in order to qualify for the continuation of full or reduced remuneration entitlements. With us now having returned to Level 1, and the majority of employees returning to their pre-COVID work arrangements,

Last week the Government announced an extension to the Wage Subsidy scheme that could see eligible employers receiving additional wage assistance payments for a further eight (8) week period (10 June to 5 August 2020). Minister Grant Robertson has not ruled out extending the subsidy payment again stating that this will be looked at closely.

For many companies, Friday 12 June 2020 will mark the end of the Government 12 Week Wage Subsidy period. Other businesses who were ‘late starters’ on the subsidy will see this come to an end one to two weeks later. Unless you qualify for the extended wage subsidy (maintaining greater than 50% decline in income)

The one thing that has become very obvious through the COVID-19 Lockdown is that many businesses lacked the flexibility within their structures, resources or employment terms and conditions to enable them to respond quickly to a rapidly changing world. A recent study confirmed that the majority of businesses, of all shapes and sizes, operate with