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Who are we? We're a team of NZ employment law consultant who think good advice and unlimited support shouldn't cost the earth. About Us Frustration, Stress, Distraction! We exist to handle your tough employment situations and help you focus on running your business Getting employment law right can be tough Dealing with HR and employment law can be time consuming, scary and stressful. Every day well-meaning employers are pinged with expensive personal grievances for even small mistakes. This unfortunate reality distracts employers from doing what they do best, and the worry of getting things wrong impacts their well-being. Compounding on this issue is how expensive it is getting good advice. While lawyers can be of use they are prohibitively expensive, and legal bills rack up fast. Further, while industry associations have some resources to help, more often than not their offerings on employment law and human resource matters are thin. Our team of deeply experienced NZ employment law consultants saw an opportunity to address this in New Zealand. We want employment law to work for small businesses again and this is why we founded Employer Direct. Why us? Because we're just like you! Between us, the team at Employer Direct have decades of experience in employment law, human resources, finance and business management in New Zealand. We know the struggles of running businesses because we've done it too. We take the stress out of employment and HR by providing you with: personalised, honest and pragmatic guidance for your business easy to use templates and documents on demand advice and support We are not interested in writing complex letters and dragging on proceedings. We are interested in resolving your issues and disputes quickly and effectively. We want to save you stress and let you focus on what you enjoy and are passionate about. Our team We have a range of experienced consultants and a supportive office team to make sure you're well looked after. Our approach and kaupapa are guided by our two Principals, Paul and Emma. Principal Paul Mathews Paul has worked in employment law for over a decade and has an astounding record of 100+ successful appearances in the Employment Relations Authority (ERA). His background includes a law degree, several postgraduate qualifications and managing businesses. If things become sticky, then you couldn’t be in better hands than being represented by Paul. His clients have told us that they love his tenacious but pragmatic approach to resolving their issues. Contact Paul Principal Emma Brankin Emma has worked in employment law for the past five years and has a background of human resources and business management. Her qualifications in psychology mean that she understands what makes people tick. Emma's clients appreciate her ability to understand their issues and find solutions even when it looks a little dire. Recent highlight: Resolving a vexatious personal grievance for an employer quickly and without any payments to the employee. Contact Emma

Get Access to All of Employer Direct's Employment Law Tools. Have Any Questions Employment Law? We Can Answer Your Enquiries. Help, Advice and Comprehensive Employment Law Support Through Employer Direct! Support Quick support Have a quick question or just need to be pointed in the right direction about HR or employment law? Phone us Webform Email us Request a doc Request a call from our expert consultants Sometimes you need more that just a bit of advice, guidance or support. That's when we bring out the big guns for you. Our consultants can represent you, do the process for you or whatever you need to ensure that your business is booming. Area of expertise you require: Employment Law Recruitment General HR Query about your Employer Direct account? Billing query Password reset Cancelling your account

Employer Direct Breaks Down Common Employment Law Questions! Frequently asked questions about employment law, human resources, misconduct and more Frequently Asked Questions Seek advice Do I have to give my employees breaks? Rest breaks benefit employers by ensuring that employees are refreshed, safe and productive. Failing to provide breaks could be a health and safety issue. An employer must pay an employee for rest breaks but meal breaks may be unpaid. Legislation sets down an employee's minimum entitlement to breaks and if these cannot be agreed upon between an employee and employer, then the employer should provide breaks at regular intervals, where practicable. If it is genuinely not practicable to provide breaks you may be able to compensate employees instead, however we recommend seeking advice on this. Seek advice When is an employee 'casual'? Do they still get sick leave, public holidays and leave? A casual employee has no guaranteed hours of work, no regular pattern of work, and no ongoing expectation of employment. They can decline any shifts offered. They still receive annual leave, public holiday pay and in many cases sick leave. Their contract must state that they are casual employees. Seek advice What's the difference between an employee and a contractor? An employee works for you, a contractor is in business for themselves. A contractor is not an employee, however in some cases they may be 'dependent contractors' where they are seen to have the same rights as an employee. Seek advice An employee raised a grievance. What happens now? Depending on what the grievance relates to you may wish to attempt to resolve this informally or attend mediation. If you decline mediation, or it is unsuccessful, the employee can apply to the Employment Relations Authority (ERA). They are able to determine the outcome of their grievance. Seek advice I have a difficult employee? How do I deal with this? Can I just sack them? Depending on what makes this employee difficult, you may like to attempt to provide some feedback or invite them to a formal meeting. Whatever you do, you should always follow good process and ensure you are acting fairly and in good faith. You cannot terminate an employee without following the appropriate process. Seek advice An employee said they're being bullied? How do I know its really bullying? Bullying can be defined as 'repeated, unreasonable behaviour'. If there has been an allegation of bullying, it is important that you deal with this. One solution might be to attempt to mediate between the employees, coach the manager on their leadership style or to remove the problem by separating them. Each situation is different. If in doubt, seek advice. These may briefly answer some common questions. Situations can be complex and this is by no means exhaustive. We always recommend seeking advice about your specific situation. Click for a FREE consultation Did you know? It is estimated that the average employer who goes to the Employment Relations Authority spends $29,000 on legal representation! Employer Direct's HR Audit Think you have a good grip on human resources and that your business is compliant with employment law? Let's test that our with our free HR Audit. Request Free HR Audit

Employer Direct. Your One Stop HR Shop. Employment Law and Human Resources support to ensure that your business is following lawful, good practice. Saves you money, time and stress! Employer support: Its what we do We take the headache out of HR, by providing small business owners affordable, easy-to-access resources and expert support to reduce the risk of employment issues, improve productivity and increase profitability. And all this without charging you a fortune! And if you need it, we have expert consultants on hand to ensure the best outcome in any sticky situation. COVID-19 FAQs HIRING FAQs EMPLOYER HELP FAQs EMPLOYER'S RIGHTS FAQs DISCIPLINARIES & DISMISSALS FAQs SUPPORT We believe that good HR should: Tailor solutions to your business and your needs Not cost an arm and a leg. No hidden costs here! Deliver what it promises and be there when you need it Be honest and pragmatic. You need to know if there could be issues! If this sounds like something your business would benefit from, then you should give us a call or book in a time for a no strings attached consultation. You've got nothing to lose and we guarantee you'll take away at least something to ponder! Call now Enquire Did someone say... FREE?! Because we believe that good HR shouldn't cost an arm and a leg, we're sharing some of our best resources for navigating the complexities of human resources and employment law with you... for free! Show me! Six very good reasons to team up with Employer Direct: ON DEMAND SUPPORT TRAINING & GUIDANCE EXPERT CONSULTANTS NO HIDDEN COSTS 50+ DOCUMENTS IN OUR LIBRARY TOOLS TO PREVENT ISSUES We know what we're doing and our clients agree! Honey & Royal Jelly Exporter Auckland, New Zealand "I'm so glad I didn't try handle it myself. You delivered on everything you promised."

Employer Direct Breaks Down Common Employment Law Questions about Covid 19 employer support. Frequently asked questions about employment law, payment and the wage subsidy. Covid-19 & Employment Frequently asked questions Where can I apply for the Covid-19 government support? Apply for the Wage Subsidy here. Apply for Covid-19 leave support scheme here. Apply for the Short term leave payment here How do I know if I qualify for Covid-19 government support? Review this declaration. This is what you are agreeing to when you apply for the Wage Subsidy or similar. Note, this has been updated since it was originally brought out in March 2020. Can I reduce my employees’ pay during lockdowns? Whether you are open or not, you cannot reduce an employee's pay without their agreement, if they are available to work. This includes by reducing their hours of work. Without this you should pay them as usual. Can I ask them to use holiday pay or go on unpaid leave instead? You cannot force them without their agreement. You can direct them to take annual leave but only with 14 days written notice (if they have significant leave owing). Can I shut down my businesses for a short time instead so that employees have to use holiday pay? Not really. If you were to do this, you would need to give at least 14 days notice of the start date and provide a concrete end date. This cannot be indefinite or an unreasonable amount of time. It also could be seen as unfair given that employees could not predict this happening and therefore may have no annual leave entitlements. Do I have to pay them if they need a Covid Test or are unable to work due to health concerns? Yes. This may look like sick pay or you can apply for government support under the Short Term Leave Payment or the Covid-19 leave Support Scheme Can I make my employees wear masks or get vaccinated? You can make an employee wear a mask if either the government mandates it, and or you have a policy around this and it is reasonable. You can potentially ask employees to have a vaccination but most businesses will at least need to have a policy and risk assessment of their role’s risk before doing so. Do I still have to make kiwisaver contributions, accrue their holiday pay and pay their PAYE? Yes. You are legally required to do so. General FAQs Request support Covid Documents

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

What should employer's know about recruitment? How do you hire the best person for your business? What sort of contract or employment agreement should you give them? How can small businesses get employment law right? Recruitment Advertising a vacancy When advertising a job, its important that the requirements are in no way discriminatory. Employer's should be careful with terminology that could gender a role or seek a certain attribute that could be considered discriminatory based on identity or other protected factors. Hiring the right person The best hires happen when you take your time to find the best candidate so we recommend trying to be as proactive as possible in deciding when to recruit and taking your time over the process. Sometimes this isn't possible but we still recommend that you don't hire just for the sake of it, particularly if you are an employer in a small business. Much like panic-buying, you may end up with something you do not want and then need to work within the boundaries of employment law to rectify this. Avoid this by not making a decision until you have interviewed all short-listed candidates. Offering a job If you have found the employee you would like to offer a job to we recommend that you reference check first. If you do not, any job offer should include satisfactory reference checks as a condition of employment. This is not the preferred process however, as it can make for some awkward conversations at least as references are subjective. Psychometric or drug testing are based on parameters that are objective so it is easier to justify rescinding a job offer based on these. This would still need to be a condition noted in the job offer. If you are not sure about this, we recommend seeking workplace support from employment relations specialists. Reference checking Reference checking is an important part of the recruitment process. However you should take care do so with proper process. This should include seeking specific permission to contact references prior to any contact being made, ensuring that any information sought does not breach the Privacy Act by unreasonably intruding on a potential employee's personal affairs or breach the Human Rights Act by using health screening to discriminate against the applicants. Click for a FREE consultation Frequently Asked Questions Can I change my mind after hiring someone? If you have offered employment and they have accepted, they may now be 'an employee expecting to work'. This means that unless there are conditions in the offer of employment, such as a police check or drug test, you may not be able to just change your mind. We'd recommend seeking advice. Do all employees need a contract or just full timers? All employees should be given an employment agreement, prior to starting work. This ensures that they understand their obligations to you and yours to them prior to accepting employment. Failure to provide an employment agreement could be considered a breach and could result in miscommunications which place stress on the employment relationship. How do I know if I'm hiring a casual employee? A casual employee has no guaranteed hours of work, no regular pattern of work, and no ongoing expectation of employment. They can decline any shifts offered. What's the difference between an employee and a contractor and do they need a contract? An employee works for you, a contractor is in business for themselves. While contracting agreements do not need to be in writing, doing so ensures that both contracting parties knows where they stand. Genuine contractors are not covered by employment law. Is everyone automatically on a 90 day trial? No. They need to agree to it, so it must be in their offer letter and their contract. How do I know what to put in a contract? Seek advice. There are some things that are non-negotiables such as pay rate, but other things may apply in your own situation. Every employment relationship is different. General FAQs Request support If in doubt, seek advice. These may briefly answer some common questions. Situations can be complex and this is by no means exhaustive. We always recommend seeking advice about your specific situation.

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Cost effective and easy employment and HR solutions for businesses. One monthly fee for all the advice, support, guidance and documents you could need in your business. Support Plans Yearly Support NZ$ 1,500 1,500NZ$ Every year Select Unlimited access to the Employer Direct document library Request template creation (3 working day turnaround) Email support 20% discount on consultancy services More than 50 employees? Our 'Enterprise' plan is for you! You have a large team behind you and we tailor our 'Enterprise' plan so your business' specific. If you have more than 50 employees, contact us for a free chat about how we can help. Enterprise Enquiries Details about our Support Plans Download Terms & Conditions that apply to all plans Download *'Unlimited' is subject to the Terms & Conditions . Does not include Mediation, Employment Relations Authority or Employment Court representation **This pricing is restricted to companies with under 50 employees. For more than 50 employees, please contact us for a bespoke Enterprise Plan

What rights do employers have in the employment relationship? Can you ask for medical certificates? Can you fire someone who is bad for your business? Can you monitor an employee's social media? Supporting employers and businesses to get HR right. Employer's Rights As an employer, what do I have to do? According to employment law, you must act in good faith, remain communicative and uphold the Employment Relations Act whether you are a large or small business. What documents do I have to keep? You need to keep records of pay, holiday pay and other leave entitlements. You also need to keep copies of employment agreements and amendments or changes to employment conditions. You should keep documentation of any issues, both with an employee and health and safety concerns. This is not an exhaustive list, and if you have any areas of concern then we recommend seeking advice from an employment law specialist. Why does it seem that the employee has more rights than the employer? It can sometimes seem this way! Employers have the same rights as an employee to a safe working environment and employees do need to act in good faith and remaining communicative as well. However most processes do work to guide the employer in order to protect them from grievances and making errors as they have more control over the employment relationship than an employee. Click for a FREE consultation Rights FAQs Frequently asked questions Does an employer have to give a reason for terminating under 90 day trial? You should where possible if an employee asks Can I ask an employee to leave if I'm worried about their affect on my business? It depends. This may be considered a suspension so we would recommend that you have a good reason and seek advice. What can I do if an employee treats me badly? You have the same entitlements to safety and wellbeing as your employee. You must however ensure that you act in good faith. Do I have to give a reference? No, unless you have a policy or clause that says otherwise. Can I deduct money from an employer (ie, if I overpay them)? You can only deduct legal requirements like tax and child support payments without authorisation. Everythingelse needs to have the employee's consent. Can I penalise an employee for things they do in their personal time or things they say on social media? Potentially. If an employee can be seen to be representing the business then you may be able to take action. This includes on social media. However we recommend seeking advice beforehand as this may be a fine line. Do I only have to say nice things in a reference? No, however you must be truthful. We'd recommend avoiding malicious or disparaging claims. General FAQs Request support If in doubt, seek advice. These may briefly answer some common questions. Situations can be complex and this is by no means exhaustive. We always recommend seeking advice about your specific situation.