What sets Employers law apart?
We get to know your business and what is important to you.
Uncomplicated & Transparent
We provide direct and clear advice that employers and managers can relate to.
Reach out to us via email or phone call
What we offer?
Employment Law and HR Advice
Individual employment agreements – drafting, updating, variations and checking
Collective Employment Agreements & Bargaining – extensive experience from initiation of bargaining, claims, bargaining meetings, mediation, facilitated bargaining, breach of good faith, drafting CEAS.
Performance Management / performance improvement plans – Address performance concerns, whilst minimising your risks.
Discipline Management – investigations and disciplinary processes at every stage.
Restructuring & Redundancy – from planning to implementation.
Litigation representation – In worst case scenario if you have received a claim, we are able to represent you.
Contact us by telephone or email, for advice (not just information) on all aspects of the employment relationship, from recruitment to termination.
There is no limit on the number of calls or emails per year.
HR Documents and Employment Agreements
Employers law provides comprehensive and up to date HR documents, employment agreements, policies and letters.
Clients who have logged in can click on the document title to gain access, copy relevant documents which can then be emailed to us for thorough checking.
HR Documents Checking
Making a mistake in an employment agreement, or other HR documents can be costly.
For our clients with an annual support service agreement, Employers law will check employment-related documentation – so that you can be confident you are saying the right thing.
Employers law will guide, support and represent you, if you do get into an employment dispute.
Training & Workshops
Employers Law will deliver targeted training to assist and instil confidence in the Management team to skilfully tackle HR/ Employee issues as they arise.
Think of us as your
Employers law only represents employers. We share your goal of making your business more productive, profitable and successful. That means safe-guarding your business with comprehensive, up-to-the-minute employment documentation, advice and representation.
Frequently Asked Questions
Can employers still use the 90 day trial period clause?
Since May 2019, only employers who employ 19 or fewer employees (not 19 full time equivalent, this is 19 in total) can use the 90 day trial period clause – and only where the employee has never been employed by the employer before, AND agrees to the inclusion of the clause in the employment agreement.
The 90 day trial period is still a useful tool for employers who are able to use it, but great care needs to be taken in the process of offering employment to ensure that the 90 day trial period clause is effective. Employers should always take advice before dismissing under the clause, because an incorrect dismissal can result in a successful personal grievance claim.
What is the Minimum Wage?
The adult minimum wage has changed on 1st April to $18.90.
There is a lower rate for trainees and those starting out in employment of $15.12
Trainees are aged 20 years or over whose employment agreement states that they have to do at least 60 credits a year of an industry training programme to become qualified in the area they are working in. It does not apply to employees who are supervising or training other employees
The starting out minimum wage applies to:
- 16- and 17-year-old employees who haven’t done six months of continuous employment service with their current employer (This includes employment prior to their 16th birthday) and who are not supervising or training other employees. After six months with one employer they are not starting-out workers and must be paid the adult minimum wage.
- 18 and 19 year old employees who have been paid one or more social security benefits for six months or more, and who haven’t completed six months’ continuous employment with an employer since they started being paid a benefit and who are not supervising or training other employees.
There is no minimum wage for employees who are under 16 years.
The minimum wage applies to all employees. The employer must be able to demonstrate that all workers are paid at or above the minimum rates. Employers are required to keep an accurate record of working hours, even for salaried workers so that they can prove that they are compliant.
Failure to adhere to the Minimum Wage Act can result in substantial financial penalties.
Are casual employees entitled to sick leave?
Yes. All employees (including part-time and casual employees) are entitled to 5 days’ sick leave if:
- they have six months’ current continuous employment with the same employer, or
- they have worked for the employer for six months for:
- an average of 10 hours per week, and
- at least one hour in every week or 40 hours in every month.
An employee has left without providing notice of resignation. Are they still entitled to holiday pay?
Yes. Employees are always entitled to holiday pay, and withholding a statutory entitlement can result in financial penalties being imposed.
Employers can include provision within their employment agreement dealing with an employee’s failure to work / provide notice of resignation. This could state that the employer may make a deduction of an identified / identifiable sum from the employee’s final pay, but the provision needs to be very clear, reasonable (so it should reflect any financial loss the employer has incurred as a result of the employee not working the notice period) and the employer must consult with the employee before making the deduction.
Employers Law can help you with all of the above, updating your employment agreements and more.