What’s on the horizon for employment relations in 2024?

After a change in government, the Workplace Relations and Safety Minister has laid out an ambitious path to overhauling the country’s industrial relations framework.
Blogs 23 April, 2024
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What’s on the horizon for employment relations in 2024?

After a change in year and government, the Workplace Relations and Safety Minister, Brook van Velden, has laid out an ambitious path to overhauling the country’s industrial relations framework, announcing that it is set to undergo a series of employment law changes this year. Streamlining compliance, bolstering efficiency, and ensuring clear distinctions in workplace relationships are the focus of these planned changes. Here we explain what these key revisions are, what they mean for businesses, and the impacts employers must be prepared for.

1. Holidays Act compliance

The Federal Government is taking steps to simplify the Holidays Act 2003, intending to make it easier for both employers and employees to understand and adhere to its provisions. This could potentially mean fewer disputes and errors related to leave entitlements and other payments.

2. Health & Safety reforms

Health and safety (H&S) laws are on the cards for a makeover to eliminate what are seen as redundant requirements. The goal is to retain the substance of safety while cutting back on red tape, presumably without compromising worker welfare.

3. Clarification of independent contractors

There’s a significant focus on ensuring that independent contractors remain classified as such and are not inadvertently treated as employees. This distinction is crucial as it affects tax obligations, benefits, and the nature of the working relationship.

4. Personal grievance framework changes

The framework for personal grievances is expected to change, especially for high-income earners. The Government suggests establishing a threshold, above which employees might face a different set of rules for raising grievances, and potentially removing certain remedies in cases where the employee is at fault.

5. Targets for frontline services

Targets will be introduced to enhance the efficiency of government services related to workplace relations and H&S. This implies a more metrics-driven approach to public services, potentially aiming for greater accountability and effectiveness.


What do these changes mean for businesses?

Remaining compliant is the name of the game, and staying informed and preparing for these changes is crucial. From updating internal policies and employment contracts to operational procedures and processes, employers need to be aware of their obligations when it comes to employment relations.

Like with all plans, they’re subject to change. These potential legislative amendments represent a significant shift in the employment landscape of New Zealand, aiming to balance the scales of compliance burdens and workplace fairness. Business owners need to remember that the impact of these changes will depend on how they’re implemented and the ability to adapt to the new legal framework.

If this article has raised any questions or concerns or you’d like to learn more about how we can help your business, please contact our team of workplace relations consultants.

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