Last year was a busy one in the world of labour and immigration law. A raft of changes were made to the Employment Act 2000, including new rights and obligations in relation to bullying and harassment policies and the use of probation periods. Wholesale changes to labour law were also brought in, including amendments to the certification and de-certification processes, and the creation of a new, amalgamated Employment and Labour Relations Tribunal. As for immigration law, December saw the introduction of new Permanent Resident's Certificate rights for certain long-term residents.

Although unlikely to see the same level of activity as 2021, there are a number of potential developments for HR practitioners to watch out for this year, as discussed below.

MINIMUM/LIVING WAGE

A Wage Commission was established in 2019 to research and make recommendations on a minimum hourly wage, which may in time result in a ‘living wage'. In May last year, the Minister of Labour laid before Parliament the Commission's first report, setting out three options for a minimum wage ranging from $13.19 to $17.28 per hour.

The Government has undertaken to review those recommendations with the aim of tabling a minimum wage Bill. That may happen later this year and when it does it will be interesting to understand how the law will apply in practice.

GUIDANCE ON INDEPENDENT CONTRACTORS

One of last year's changes to the Employment Act 2000 was the introduction of a power for the Manager of Labour...

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