{"id":2420,"date":"2020-12-24T13:16:34","date_gmt":"2020-12-24T03:16:34","guid":{"rendered":"https:\/\/nz.legalvision.com.au\/?p=2420"},"modified":"2021-02-26T18:39:06","modified_gmt":"2021-02-26T05:39:06","slug":"summary-of-leave-entitlements-new-zealand","status":"publish","type":"post","link":"https:\/\/legalvision.co.nz\/employment\/summary-of-leave-entitlements-new-zealand\/","title":{"rendered":"A Summary of Leave Entitlements in New Zealand"},"content":{"rendered":"\n

All employers should have a good working knowledge of leave entitlements in New Zealand. You should also ensure that your employees are undertaking leave when appropriate, such as sick leave when they are ill. All types of employees, including permanent, fixed-term<\/a>, and casual, are entitled to leave. While the calculation of leave entitlements can be complicated for staff who work irregular or part-time hours, the leave entitlements themselves are relatively straightforward. This article will set out what you need to know about leave as an employer in New Zealand.<\/span><\/p>\n\n\n\n

What Are the Minimum Leave Entitlements in New Zealand by Law?<\/span><\/h2>\n\n\n\n

New Zealand sets out basic entitlements that all employees in New Zealand receive. These include:<\/span><\/p>\n\n\n\n

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Type of Leave<\/b><\/p>\n<\/td>

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Description<\/b><\/p>\n<\/td><\/tr>

\n

Annual Leave<\/b><\/p>\n<\/td>

Employees are entitled to four weeks of paid annual holidays, often called \u2018annual leave\u2019. Generally, this entitlement kicks in for each 12 month period of continuous employment with your business.<\/span><\/p>

Some employers prefer a ‘pay as you go’ system for casual employees. For instance, this may be advantageous when the employees\u2019 work is inconsistent or unpredictable. Further, annual leave is aimed at making sure employees can rest, recuperate and enjoy a healthy work-life balance.<\/span><\/p> <\/td><\/tr>

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Public Holidays<\/b><\/p>\n<\/td>

New Zealanders have 11 public holidays each year, if these are days the employee would otherwise work. New Zealand has a system of ‘Mondayising’ public holidays<\/a> if a public holiday falls on a weekend. This means employees can usually take the Monday afterwards off as if that day were also a public holiday.\u00a0<\/span><\/p>

Public holidays are days of national, religious, or cultural significance. The intent is also to provide employees with irregular additional days off throughout the year.<\/span><\/p> <\/td><\/tr>

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Sick and Bereavement Leave<\/b><\/p>\n<\/td>

Most employees are entitled to five sick days per year. Employees are not usually entitled to sick leave before they have served six months of continuous employment with the same employer or worked consistently each week for the same employer for six months. Additionally, sick leave helps employees through illnesses and prevents the spread of illness in a business.<\/span><\/p>
Bereavement leave is irregular and supports employees when a close family member dies.<\/td><\/tr>

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Domestic Violence Leave<\/b><\/p>\n<\/td>

New Zealand recently passed legislation giving employees the right to up to 10 days\u2019 paid leave if they have been affected by domestic violence in some way. Whether this is through being a victim or if they are supporting a victim. Within reason, the employee should discuss this with the business.<\/span><\/p>

The employer is able to ask for ‘proof’, but should generally be willing to support the employee. Even in circumstances where they are unable on short notice to supply ‘proof’. For instance, this may entail flexible working arrangements.<\/span><\/p> <\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

What Do You Need to Tell Employees About Leave Entitlements?<\/span><\/h2>\n\n\n\n

Whenever you or your company is entering into an employment agreement, the law requires you to inform the employee:<\/span><\/p>\n\n\n\n