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With recent law changes coming into effect there are few key HR updates that employers should be aware of as various policies and employment agreements may need to be updated.
1) Domestic Violence Leave – what you need to know
The Domestic Violence – Victims Protection Bill came into effect on 1 April 2019. This now entitles employees affected by domestic violence to have up to 10 days of paid domestic violence leave per year to deal with the effects of domestic violence – employees can take this leave after completing 6 months continuous employment (similar to the existing sick and bereavement leave provisions).
Supporting information for approval may be required from the police, government dept, health professional or a family violence support service. Employees are able to request a short term (2 month) variation to their working hours to assist with the effects of domestic violence and an employer cannot unreasonably refuse a request made under this provision.
Domestic violence leave does not accrue, and any untaken entitlement cannot be carried forward.
Clients should update their leave policies and/or Individual Employment Agreements to include Domestic Violence Leave.
2) Other employment legislation changes
There are additional legislative changes across a range of topics; from minimum wage changes read through and check your business is up to date with these changes.
If you are uncertain what you need to do as an employer to ensure you are meeting your requirements, or would like some help with your policies, contracts or other HR related support, please email our qualified and experienced HR team today firstname.lastname@example.org.
DISCLAIMER No liability is assumed by Baker Tilly Staples Rodway for any losses suffered by any person relying directly or indirectly upon any article within this website. It is recommended that you consult your advisor before acting on this information.