The highly anticipated Fair Pay Agreements Bill (“the Bill”) was introduced to Parliament this week and is expected to shake up the employment law scene.

The Bill provides a framework  within which fair pay agreements (“FPAs”) can be bargained The Bill’s objective is to “improve labour market outcomes in New Zealand by enabling employers and employees to collectively bargain industry-wide or occupation-wide minimum employment terms.”

The Employment Relations Authority (“the Authority”) decision O’Brien v Discovery New Zealand Ltd issued a firm reminder that properly drafted restraint of trade provisions can and will be enforced against employees seeking to jump ship. 

Does providing public commentary constitute work? A recent Employment Relations Authority (“the Authority”) case suggests it can and highlighted the expectation on employers to take extra health and safety steps for staff if such commentary is resulting in employee harassment.

Earlier this month, we wrote about the COVID-19 Response (Management Measures) Legislation Bill (“Bill”). If passed, the Bill will have the effect of inserting an implied clause into many commercial leases providing for a rent reduction where, because of an epidemic, the tenant cannot gain access to the premises to fully conduct its business.

The Bill has since been through a public consultation process and the Finance and Expenditure Committee (“Committee”) has now published a report which summarises the various submissions on the Bill that the Committee received.