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• Disciplinary process

  A careful, fair, and thorough process must be followed when an employer is considering disciplinary action. If not, an employee may have grounds to raise a personal grievance.
• Privacy statement

  This privacy statement applies to personal information collected by the Ministry of Business, Innovation and Employment through the Employment New Zeal and website, learning modules and Service Centre.
• Supporting employees through workplace change

  Support and advice for employees and employers going through workplace change.
• After the negotiations

  When the bargaining parties have reached agreement, their agreement must be ratified and signed before it is a collective agreement.
• Screen industry workplace access

  There are rules under the Screen Industry Workers Act 2022 for worker organisations (guilds and unions) accessing screen production workplaces.
• Pay equity claims

  Employees and unions can raise a pay equity claim with an employer for work which may be subject to systemic sex-based discrimination.
• Fair process

  When taking any action against an employee, an employer must follow a fair process. Following a fair process is as important as having good reason for taking action against an employee. The employer a...
• Preparing for bargaining

  Preparing for collective bargaining may include choosing and training the bargaining team, drafting a potential collective agreement, and setting up the bargaining process agreement.
• Industry sector reports

  The Employment Relations Sector Reports provide a range of demographic, employment, and income data relating to industries and occupations in a variety of sectors within the New Zeal and economy.
• Managing performance issues

  A policy for managing performance issues describes what happens if things go wrong at work. Early intervention is key to resolving performance issues and can be started by the employee or manager.