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Russell Drake explains…. WHAT IS THE “MEDIAN WAGE” AND HOW IS THIS IMPACTING ON PAY RATES?  For many employers, understanding the various minimum wage rates in New Zealand, is beginning to get extremely confusing. As we get calls regarding this on a regular basis we thought it appropriate to set these out clearly.  The two

Update your strategy with Russell Drake Consulting  As anticipated, the Government have announced that the Minimum Wage will increase to $22.70 effective as of 1 April 2023, representing an increase of 7.1% and making this approximately equal to the December 2022 CPI figure of 7.2%.    With this increase scheduled to affect the lowest paid employees

In our previous newsletter, we introduced the option of Medical Retirement as an alternative resolution to Medical Incapacity in situations when an Employer is dealing with the long-term absence of an Employee through either non-work or work-related illness or injury. Within this newsletter, we look more closely at Medical Incapacity. So, what exactly is Medical

Happy New Year from the team at RDC / EMA Waikato and we trust that you all had a great break – despite the adverse weather conditions. As we now move into a New Year, within our first newsletter, we look ahead at the changes that will be occurring within employment law this year.  Fair

As we do each year, we set out the implications associated with correctly paying staff over the upcoming Christmas New Year break. This year Christmas and New Years days fall on a Sunday and Boxing Day and the day after New Year fall on Mondays. The ‘deferred’ Public Holiday rule will therefore apply to Christmas

Employers are increasingly dealing with the absence of a growing number of Employees through both non-work- and work-related illness or injury.  Medical Incapacity is the obvious and widely used go-to as a resolution for both parties, when the absence has been for a significant amount of time, and where the Employee is no longer able

In our last newsletter, we outlined the details of the recently passed  Fair Pay Agreements legislation (FPA). Since the release of that newsletter, further information has been provided to keep us informed on what is being deemed ‘one of the most significant changes to NZ employment legislation’.  Given the significance of this legislative change, and

Despite widespread opposition from the business community, the Government passed the Fair Pay Agreements legislation (FPA) into law on Wednesday (October 26), with this set to be one of the most significant recent changes to New Zealand’s employment relations system. Despite this only being passed into legislation last week, we are aware that unions are

The Employment Relations Act 2000 requires that ‘every Employer must provide every Employee with an Employment Agreement’. The Employment Agreement, whether this be an individual or a Collective Agreement, forms a legal record of the contractual terms of employment agreed between the parties. The parties being, in the case of an Individual Employment Agreement (IEA),