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22 March, 2019 | Rachael Chandra
– this will only be available to employers with fewer that 20 employees. This is likely to come into effect from 6 May, 2019. Employers with more than 20 may want to consider using probationary periods instead.
– these will become more prescriptive as was the case pre 2015. This means the timing and duration of meal breaks will be set out under the Employment Relations Act 2000 (“the Act”). For example, an employee working a standard 8 hour day, will be entitled to a paid 10 minute “rest break” after 2 hours of work, a 30 minute unpaid “meal break” after 4 hours of work, and a further 10 minute paid “rest break” after 6 hours of work. This however will be subject to limited exceptions for workers in essential services where the nature of the role makes it impractical and potentially dangerous for employees to take rest and meal breaks as required by statute.
– Reinstatement was the primary remedy pre 2011. The change in this regard proposes to make reinstatement the primary remedy where it is found an employee has been unjustifiably dismissed. The reasoning behind the proposed change is encourage an environment where the employer and employee make an attempt to try and repair the relationship as opposed to employees receiving monetary payout.
– proposes to amend section 69 of the Holidays Act 2003 so that bereavement leave will be available to an employee who has suffered a miscarriage. If this Bill were to pass, parents who have suffered a miscarriage will be entitled to 3 days bereavement leave in the event of a miscarriage.
(“the VPA”) – the VPA comes into force on 1 April 2019. It aims to provide support for victims of domestic violence to remain in paid employment. The three main changes that will affect a workplace when the VPAt comes into force are: