From 1 July 2025, key employment law changes take effect covering parental leave, partial strikes, and access to employment agreements. These updates aim to provide clearer, fairer processes for both employers and employees. Below is a summary of the changes.
Changes to parental leave
Changes to the Parental Leave and Employment Protection Act 1987 take effect from 1 July 2025.
The changes clarify:
- that certain absences from work will still count as hours worked when assessing whether an employer or self-employed person meets the required work hours to qualify for parental leave payments
- that any week for which preterm baby payments are made are in addition to, and must not be counted as part of the maximum period of primary carer leave, the maximum period of extended leave or the duration of the parental leave payment
- that a person who is a primary carer but not the birth mother or their spouse/partner (for example, through adoption, surrogacy, or whangai) is entitled to a parental leave payment if the person stops working as an eligible employee or an eligible self-employed person within a reasonable period after becoming the primary carer
- the start of parental leave payment period where there is a preterm birth or for certain primary carers.
Changes to the rules for partial strikes
Recent changes to Employment Relations Act 2000 affect how employers can handle pay when employees participate in a partial strike.
Partial strikes are industrial actions that involve employees still working, but there is a reduction in the employee’s normal output, rate of work or a breach of the employee’s employment agreement.
The new rules give employers two new options for making pay deductions in the case of a partial strike.
- Deduct 10% of the employee’s pay for the period of the partial strike, or
- Make a proportional deduction, calculated using a specific method set out in the legislation at section 95C of the Employment Relations Act.
The employer must give notice of a pay deduction to the employee who is or will be participating in the partial strike. If the employee has concerns with the pay deduction, they will need to communicate with the employer through their union.
Law changes about employment agreements
Changes to the Employment Relations Act 2000 came into force on 30 March 2025. They introduced rules about having easy access to employment agreements.
Since 30 March 2025, employers must keep and have easy access to a copy of employee’s employment agreements.
If an employee asks for a copy of their agreement, the employer must produce or provide it within 7 working days.
All other rights and obligations relating to employment agreements remain unchanged.
For more information, see employment.govt.nz
Published in WIRED issue 78/September 2025 by Fencing Contractors Association NZ
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