Aims to enhance legal protections in the workplace for people affected by domestic violence
From 1 April employees affected by Domestic Violence are entitled to request a short term (two months or less) variation to their working arrangements to help them deal with the effects of Domestic Violence. The variation may be around the hours, day or place of work or all of these. This is in addition to the existing rights employees have to make a flexible working request.
There is also the provision for an employee (employed for 6 months) can take up to 10 days paid domestic violence leave, similar to the existing sick leave and bereavement leave provisions.
Employers should act in good faith for any of the above requests, the person affected by Domestic abuse can raise a dispute if they believe that the employer has unreasonably refused a request.
The Holidays Act provides employees who are affected by domestic violence with a minimum entitlement to paid leave for the purpose of assisting them to deal with the effects of being people affected by domestic violence.
Your rights, obligations and some ideas when leaving a job.
Under New Zealand employment law there is a duty of good faith between employers and employees. This requires both employers and employees to be open, honest, responsive and communicative with each other.
We often hear from clients that believe that in New Zealand it is standard practice to give four weeks’ notice of resigning from a job.