{"id":208386,"date":"2021-07-20T18:06:39","date_gmt":"2021-07-20T05:06:39","guid":{"rendered":"https:\/\/legalvision.co.nz\/?p=208386"},"modified":"2023-05-18T19:05:43","modified_gmt":"2023-05-18T06:05:43","slug":"ip-employment-relationships","status":"publish","type":"post","link":"https:\/\/legalvision.co.nz\/intellectual-property\/ip-employment-relationships\/","title":{"rendered":"5 Tips for Looking After Your IP in NZ Employment Relationships"},"content":{"rendered":"\n

While they work for you, your employees will use their knowledge and ideas to further your success. Depending on the nature of those ideas and what your employees create, there can be intellectual property<\/a> (IP) rights at play. IP can refer to a variety of creations and ideas, and you can have various legal rights depending on the kind of IP. However, when an employee creates IP for your business, this may create confusion around ownership and who can benefit from that IP asset. Therefore, this article will go through five tips for looking after your IP in your New Zealand employment relationships.<\/span><\/p>\n\n\n\n

1. Know What Employee Content Classifies as IP<\/span><\/h2>\n\n\n\n

IP is a broad concept but usually refers to new innovations and creations of the mind. At your business, this can range from your written content to your business\u2019s jingle. Therefore, you can have various IP rights, which give you certain legal powers depending on the nature of the IP. These rights include those attached to:<\/span><\/p>\n\n\n\n