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A full audit and recommendations to increase your business' HR processes and good practice.

Running a business at the moment in Aotearoa is no easy feat. Whether you're managing a growing team in Christchurch, juggling compliance from your laptop at the bach, or squeezing in calls between school pickups and rugby games, the pressure can pile up quickly. And your team can pick up on it too which doesn’t just impact morale, it affects productivity, retention, and your bottom line. Why Stress Management Matters More Than Ever According to the Mental Health Foundation of New Zealand, nearly 1 in 4 Kiwi workers experience high levels of work-related stress. For small businesses, the impact can be magnified if fewer people means more pressure on each role, and less margin for downtime. If you’ve ever heard one of your team say: “I’m just really overwhelmed.” “I can’t switch off after work.” “I’m always working late just to keep up.” …then it might be time to take action. The True Cost of Workplace Stress Increased absenteeism Niggles between staff Higher staff turnover Low morale Mistakes Burnout and long-term health problems And if it escalates? It could result in an employment dispute. Easy Steps to Reduce Workplace Stress 1. Lead by Example If you're replying to emails at midnight or skipping breaks, your team will follow. Make sure you don't create an environment where employees don't take time out, to rest, and to prioritise wellbeing. 2. Take a Break Lunch at your desk is not a break. Create a culture where people actually pause as even 10 minutes outside can do wonders. 3. Create Clear Role Boundaries Many stress issues come from vague job descriptions or unclear expectations. Make sure everyone knows what you expect them to do and to take ownership of. Need help clarifying roles? We offer free audits that pinpoint these gaps. 4. Recognise Wins Recognition (not just performance reviews) can help team members feel valued and motivated, especially if they're feeling stressed. 5. Offer Flexibility Where Possible If you can offer flexibility you might find its worth it. Whether that be start times, remote options, or shorter weeks, giving people some control over how they work can help reduce stress levels. 6. Invest in Systems That Lighten the Load Manual admin, HR paperwork, compliance confusion — it all adds up. When you systemise your HR processes, you don’t just save time, you create mental space. If you streamline your HR  your people — and you — can breathe a little easier. The Employer’s Responsibility in NZ As an NZ employer, you have a legal duty to manage risks to mental health and wellbeing. That includes taking “all practicable steps” to prevent harm caused by workplace stress under the Health and Safety at Work Act. Even beyond the law, happy, healthy teams are productive teams. A low-stress, high-support culture is a serious competitive advantage when you're looking to build the best team possible. How Employer Direct Can Help Our clients are business owners just like you. They tell us that outsourcing HR doesn’t mean giving up control, just gaining clarity, confidence, and capacity! When you work with us, you get: A free audit  of your current processes Advice from experienced employment law experts Help to prevent issues before they arise Ongoing support — no lock-in contracts, just real help If Stress is Creeping in, it’s Time to Take Action! Book your free no-obligation HR audit  with Employer Direct today. We’ll help you find the gaps, tighten your systems, and support your people, so your business can grow without the burnout.

Client: Building firm Size: 10-15 employees Problem: Problematic absenteeism among staff, resulting in missed deadlines, lack of productivity and extra costs to the business John's Problem: Managing absenteeism Our client had grown from a sole trader to a well-respected local building business relatively quickly. Owner John* built his business from the ground up and was now he was on the tools less and taking on a more managerial function across his very busy business. In June, John and his foreman discussed the increase in lateness and absenteeism, beyond their employees entitlements. His foreman told him he had previously discussed this in tool box meetings, but it was still causing delays and increased costs. He told John he was getting really frustrated and no one seemed to care about getting the work done. John was also concerned that this could lead to poor customer experience and was anxious that this be nipped in the bud to avoid reputational damage. But he hadn't had to manage absenteeism before and felt to busy to deal with it. Getting support John initially came to us and asked us to undertake our free HR audit on his business. He also raised that he was struggling to manage the absenteeism and lateness and asked us to see if there were systems or changes he could put in place to reduce this. Next we looked at the data around attendance. This was to see how much of the absenteeism was explained, how much could be unreasonable and whether it was spread across his team, or if just a couple of employees. This helped us come up with a plan to support his business in tackling the absences. Taking Action With guidance from Employer Direct, John began to implement changes in his company. The free audit had given John some easy wins to make sure his business was on track, compliant and that he was reducing his risk of any personal grievances. Our top three suggestions were: updating his employment agreements to a more compliant and clear version; improving his record keeping, including any changes to terms or pay rates; and putting policies in place so that his team clearly knew what his expectations were. As part of this, John realised that while he had firm views on how absences should be managed, he didn't have a policy around this, a clear process on what he expected his employees to do if they could not attend, or what could happen if they didn't follow this process. Employer Direct helped him create this policy and implement it with his staff's understanding and support. As these changes were made, it became clear that as the business had grown busier and bigger, there had been less attention paid to the team culture. When the business had been smaller, John had attended all tool box meetings, worked alongside his staff and maintained a close oversight of them. He knew them well and it had felt like a close family. As he had become busier and the business had grown, he realised that this had been somewhat lost and his team had lost engagement which had contributed to absenteeism. As a result, Employer Direct was asked to provide John's foreman leadership support and to put a template in place for how a tool box meeting needed to run. John's business also put in place regular team meetings to discuss issues and congratulate success. John also made sure he attended site on a regular basis. Changes and Improvements As weeks passed, John observed a remarkable shift in his workplace culture. His staff became more engaged and collaborative, leading to a positive atmosphere and and increase in productivity. He also found that the previous levels of lateness and unexplained absenteeism were steadily decreasing and his team seemed happier all round. This proactive approach had cultivated an environment where employees felt respected and knew what John expected of them through small, easy steps. This ultimately enhanced the team culture and John believes, his ability to retain good workers. "Not turning up to work was becoming a big problem for us. I didn't think such small changes would have such a big impact on me and the boys" In summary Small business owners facing similar challenges may also find that small changes can have big results. The potential advantages of tailored HR solutions are significant, and investing in workplace culture is more than just avoiding grievances. It facilitates an environment where employees can excel, ultimately generating greater success for the business. In a world where productivity and attendance can make or break a business, John's story serves as a powerful example of the benefits of proactive HR strategies, no matter how small. Want to see results in your business? Give us a call. *names have been changed.

#yourquestionsanswered Whether it was because you don't think they were genuinely working during their shift or they pranged the work vehicle, proceed with caution if you are planning on deducting from your employee's wage. Is deducting from my employee's pay legal? Only if this is a legal requirement (like tax) or your employee has agreed to this deduction. What if I do it without their agreement? Even if they have caused damage, or slacked off deducting without their agreement could be unlawful, affect the employment relationship, and result in a personal grievance being raised. Why is this? Employees' wages are protected under the Wage Protection Act. Paying employees correctly and on time is a fundamental responsibility of employers. This includes paying employees on or before the pay day stated in the employment agreement. The pay day must be at least once a month and the pay must include all wages, salaries, and any other amounts that the employee is entitled to. Why is this important? Not only is this a legal requirement, but it is also a key aspect of maintaining a positive and productive work environment. Late or missed payments can cause stress and financial hardship for employees, which can negatively impact their work performance and morale. By paying employees on time, employers demonstrate their commitment to their well-being and show that they value their contributions to the organization. So what should I do to ensure that I am acting lawfully? Ensure you have specific agreement for any deductions above what you are legally required to deduct, have a robust payroll system and communicate with your employees if anything will change. In addition, if they have queries, act reasonably and respond in a timely manner. Questions?

Who are we? We're a team of employment law experts, business owners and HR managers who think good advice and unlimited support shouldn't cost the earth. Pricing Fixed Fee Options* Employment Agreement Check $200 +GST per document We'll review your business' employment agreement template and provide suggestions to make sure your bases are covered. Mediation Represention $2000 +GST for a half day, $4000 +GST for a full day session If mediation is required, we'll represent your position in mediation, provide advice and support you to resolve the dispute. ERA Representation $4500 +GST for the first day, $3500 +GST for each following day If the matter is not resolved and is filed in the Authority, we will represent you. We structure our fees to best optimise cost recovery in the ERA so that if successful, your costs will be paid. *Please note that not all disputes are suitable for our Fixed Fee options. The best way to find out if this is appropriate for you is to contact us for a case assessment. Membership Options Do you Want to set your business up for the future with processes and documents that tick HR boxes? Feel confident that you're complying with employment law, but want some templates to keep you on track? Want to avoid paying an hourly rate every time you need a new employment agreement or to tweak a policy? Want your HR person to focus on your business' culture, not drawing up documents? Want a 10% discount on any consultancy work? ... then our Membership might be for you! It's HR in your pocket with over a hundred ready to go templates, employment agreements, disciplinary letters, and more. All our documents are regularly checked and updated by our team of HR and Employment Law professionals to provide you with the most compliant and up to date support. Contact us now for a quote for your yearly membership. Membership Enquiry Membership

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Employer Direct. Your one stop HR shop. We provide all the support so you get employment law right! Advice, documents, templates and FAQs, we've got everything you need. HR issues causing you stress? Help is one free call away! Call now! About us You are one free call away from the support you need to tackle your employment issue or personal grievance. Can’t talk, we have a web form available too. We get it. Running a business is rewarding, but it is hard. No one talks about how stressful it is to deal with employee issues and personal grievances. You can feel personally targeted, attacked and slighted. The issues weigh on you in your the evenings, your weekends and in your down time. You started your business to focus on your passions and interests, not to deal with tricky employees and stressful disputes. That’s perfectly okay - leave that to us. We can take that weight off your shoulders to help you focus on what you enjoy and what you do best. That's why we work with you to make it easy. Our nationwide team have 30+ years of employment law and human resources experience across a wide-range of industries across Aotearoa New Zealand and Australia. We use this know-how to arm our clients with the skills and support to minimise their business' risk of costly personal grievances, and avoid sleepless nights. Any doubts? Get in touch. It is free to discuss your issue confidentiality. You have nothing to lose. As they say, a problem shared is a problem halved. 100+ Our team have had over 100 successes in the Employment Relations Authority $0 We provide a free initial consultation to make sure we're both on the same wave length 30+ Our team have over 30 years of employment law and human resources experience. 0% That's how much spin we'll give you: none. If you have risk, we'll give it to you straight. Our team Our expertise Disciplinary Meetings Even if the misconduct seems cut and dried, you need to follow a correct disciplinary process. We can help you do so. Personal Grievances Receiving a personal grievance is never an enjoyable experience, especially if you know if is unfounded. Let us deal with it for you. ERA and Employment Court Representation The Employment Relations Authority and Employment Court is daunting. We go there regularly. Let us help you out. Restructures Process is key as without it, even the most genuine redundancy can risk a costly claim of unfair dismissal. We will guide you through it safely. Mediations Have a mediation scheduled? A lot can go wrong here. Let’s help you make the most of this opportunity to inexpensively resolve your dispute. Performance Issues Addressing poor employee performance can be tricky, especially if things don't improve. We can help! Our Reviews Honey & Royal Jelly Exporter - Auckland "I'm so glad I didn't try handle it myself. You delivered on everything you promised."

A good employment relationship is not simply about ticking boxes. The law recognises the importance of how both parties act in an employment relationship. This module is designed to give you a good grounding in what this looks like including acting in good faith, remaining communicative and what it means to be a reasonable employer in the eyes of the law. After you complete each part of this module, your knowledge will be assessed through a series of questions. At the end of this module you should be able to confidently do these things with assistance from the Employer Direct document library.