Employment templates for New Zealand
Browse all 97 free employment legal templates for New Zealand. Download as PDF or Word.
Employment Contracts
Apprenticeship Agreement (New Zealand)
Create a New Zealand Apprenticeship Agreement under the Industry Training and Apprenticeships Act 1992. Covers the trade, training provider, training plan, apprentice pay rates in NZD, supervision, and obligations of employer and apprentice.
Commission Agreement (New Zealand)
Create a legally compliant Commission Agreement for New Zealand sales employees. Drafted in accordance with the Employment Relations Act 2000, the Minimum Wage Act 1983, the Wages Protection Act 1983, the KiwiSaver Act 2006, and the Contract and Commercial Law Act 2017 (CCLA). Covers base salary (must exceed NZ minimum wage), commission rates (flat or tiered), GST-exclusive calculation base, eligible sales, clawback provisions with Wages Protection Act 1983 authorisation, KiwiSaver contributions, Holidays Act 2003 annual leave calculations including commission, and commission on termination.
Casual Employment Agreement (New Zealand)
Create a legally compliant Casual Employment Agreement for New Zealand under the Employment Relations Act 2000 (ERA). Covers no guaranteed hours, minimum shift engagement, holiday pay at 8% of gross earnings (paid each pay in lieu of annual leave), KiwiSaver employer contributions, ACC coverage, public holiday entitlements, and the good faith obligations in section 4 of the ERA. Suitable for retail, hospitality, healthcare, events, and seasonal work.
Fixed-Term Employment Agreement (New Zealand)
Create a legally compliant Fixed-Term Employment Agreement for New Zealand under the Employment Relations Act 2000 (ERA). Incorporates the mandatory genuine reason requirement under section 66 of the ERA (which distinguishes NZ from Australia), full leave entitlements (annual leave, sick leave, bereavement leave, public holidays, family violence leave), KiwiSaver employer contributions, ACC coverage, early termination clause, accrued annual leave payout on expiry, and the 90-day trial period option.
Part-Time Employment Agreement (New Zealand)
Create a legally compliant Part-Time Employment Agreement for New Zealand. Drafted in accordance with the Employment Relations Act 2000 (ERA), the Holidays Act 2003, and the KiwiSaver Act 2006. Specifies guaranteed minimum hours, regular pattern of work, pro-rata leave entitlements (4 weeks annual leave, 10 days sick leave, bereavement leave, public holidays, family violence leave), KiwiSaver employer contributions (minimum 3%), 90-day trial period option, ACC coverage, and the good faith obligations required by section 4 of the ERA.
Employment Bond Agreement (New Zealand)
Create a legally enforceable Employment Bond Agreement for New Zealand. Used where an employer funds training or professional development and requires the employee to repay the cost if they leave within an agreed period. Drafted in accordance with the Employment Relations Act 2000, Wages Protection Act 1983, Minimum Wage Act 1983, and Contract and Commercial Law Act 2017 (CCLA). Covers employer training investment, pro-rated repayment structure, Trigger Events (resignation or serious misconduct), Wages Protection Act 1983 consent to deductions, and NZ reasonableness requirements.
Employment Contract (New Zealand)
Create a compliant New Zealand Employment Contract under the Employment Relations Act 2000. Covers job title, duties, remuneration, hours, leave entitlements, trial period, and termination in accordance with the Holidays Act 2003 and Minimum Wage Act 1983.
Fixed-Term Employment Contract — Fixed (New Zealand)
Create a New Zealand Fixed-Term Employment Contract under section 66 of the Employment Relations Act 2000. Covers the genuine reason for the fixed term, start and end date, role, remuneration in NZD, leave entitlements, and what happens at the end of the term.
Independent Contractor Agreement (New Zealand)
Create a legally compliant Independent Contractor Agreement for New Zealand. Covers the contractor vs employee distinction under s6 of the Employment Relations Act 2000, GST registration (NZD $60,000 threshold), ACC levy responsibility, withholding tax options, IP ownership under the Copyright Act 1994, Privacy Act 2020 data clauses, health and safety under HSWA 2015, and dispute resolution. Governed by the Contract and Commercial Law Act 2017. Download as PDF or Word.
Individual Employment Agreement (New Zealand) (Contracts)
Create a comprehensive Individual Employment Agreement (IEA) for New Zealand under section 65 of the Employment Relations Act 2000. Covers all mandatory requirements: parties and duties (s65(2)(a)(i-vi)), remuneration (NZD), KiwiSaver (3% minimum), leave entitlements under the Holidays Act 2003, 90-day trial period option (s67A, all employers since Dec 2023), health and safety (HSWA 2015), ACC, restraint of trade, confidentiality, and personal grievance process including the $200,000 threshold introduced by the 2026 ERA amendments.
Internship Agreement (New Zealand)
Create a legally compliant Internship Agreement for New Zealand. Covers the Employment Relations Act 2000 (ERA) employment relationship test, educational placement requirements, learning objectives, supervision, Health and Safety at Work Act 2015 (HSWA) obligations, ACC coverage, confidentiality, and the distinction between genuine educational placements and unlawful unpaid work. Suitable for universities, polytechnics, and wānanga placements across New Zealand.
Letter of Offer (New Zealand)
Create a professional Letter of Offer for New Zealand employment. Drafted in accordance with the Employment Relations Act 2000 (ERA), the Holidays Act 2003, and the KiwiSaver Act 2006. Covers role details, commencement date, optional 90-day trial period (s67A ERA), salary in NZD with KiwiSaver contributions (minimum 3%), annual leave (4 weeks), sick leave (10 days), family violence leave, public holidays, notice period, pre-employment conditions, and acceptance mechanism. The employee has the right to seek independent legal advice before signing.
Nanny Contract (New Zealand)
Create a New Zealand Nanny Contract between a family and a nanny as an employee. Compliant with the Employment Relations Act 2000 and Holidays Act 2003. Covers working hours, pay rate in NZD, duties, leave entitlements, trial period, confidentiality, and termination.
Employee Non-Disclosure Agreement (New Zealand)
Create a legally compliant Employee Non-Disclosure Agreement for New Zealand. Drafted in accordance with the Contract and Commercial Law Act 2017 (CCLA) and the Employment Relations Act 2000 (ERA). Covers trade secrets, confidential business information, post-employment confidentiality obligations, Privacy Act 2020 compliance, intellectual property assignment (Copyright Act 1994), return of confidential information on termination, and injunctive relief remedies under New Zealand equity law.
Non-Compete Agreement (New Zealand)
Create a legally compliant Non-Compete Agreement (Restraint of Trade Agreement) for New Zealand. Governed by the Contract and Commercial Law Act 2017 (CCLA) and common law. Covers the reasonableness test (duration, geographic scope, restricted activities), legitimate protectable business interests (trade secrets, client relationships, goodwill), consideration, non-solicitation of clients and staff, confidentiality, severability, and injunctive relief remedies. Suitable for senior employees, sales staff, and technical specialists.
Non-Solicitation Agreement (New Zealand)
Create a post-employment Non-Solicitation Agreement for New Zealand. Drafted in accordance with the Contract and Commercial Law Act 2017 (CCLA) and the Employment Relations Act 2000 (ERA). Protects client relationships, employee relationships, and goodwill from solicitation by former employees. Covers restriction period, geographic scope, confidentiality obligations, and good faith duties under section 4 of the ERA. New Zealand courts apply a reasonableness test to all post-employment restraints and may read down unreasonable provisions rather than voiding the entire clause.
Overtime Agreement (New Zealand)
Create a legally compliant Overtime Agreement for New Zealand employees. Documents the terms for additional hours worked beyond agreed ordinary hours, including overtime definition, compensation rates (pay or TOIL), approval processes, reasonableness requirements under the Employment Relations Act 2000 (ERA), public holiday entitlements under the Holidays Act 2003, rest break rights, and ACC coverage under the Accident Compensation Act 2001.
Recruitment Agreement (New Zealand)
Create a Recruitment Agreement between a New Zealand employer and a recruitment agency. Covers placement fees, permanent and temporary placements, replacement guarantees, Privacy Act 2020 candidate data obligations, anti-poaching provisions, liability limitations, and dispute resolution. Governed by the Contract and Commercial Law Act 2017. Download as PDF or Word.
Remote Work Agreement (New Zealand)
Create a legally compliant Remote Work Agreement for New Zealand. Drafted in accordance with the Employment Relations Act 2000 (ERA), the Health and Safety at Work Act 2015 (HSWA), the Privacy Act 2020, and the Accident Compensation Act 2001. Covers remote work schedule (fully remote or hybrid), PCBU duties extending to the home workplace under the HSWA, workstation assessment, employer equipment and allowances, data security, ACC coverage, and termination of the remote work arrangement.
Restraint of Trade Agreement (New Zealand)
Create a Restraint of Trade Agreement for New Zealand governed by the Contract and Commercial Law Act 2017 and Employment Relations Act 2000. Covers post-employment non-compete, non-solicitation of clients and employees, confidential information protection, geographic scope, duration, and compensation. Suitable for employees, contractors, and business sale restraints. Enforceable only if reasonable in scope under New Zealand contract law.
Secondment Agreement (New Zealand)
Create a tripartite Secondment Agreement for New Zealand. Governed by the Employment Relations Act 2000, the Holidays Act 2003, and the Health and Safety at Work Act 2015. Covers secondment role and purpose, duration, employment relationship preservation, KiwiSaver obligations, leave entitlements, shared PCBU health and safety duties, ACC, cost reimbursement, confidentiality, and early termination provisions.
Shift Work Agreement (New Zealand)
Create a legally compliant Shift Work Agreement for New Zealand. Drafted in accordance with the Employment Relations Act 2000 (ERA), the Holidays Act 2003, and the Health and Safety at Work Act 2015. Covers shift structure and roster, shift allowances and penalty rates, public holiday entitlements for shift workers, fatigue management obligations, rest breaks, KiwiSaver contributions (3%), ACC coverage, and roster change notice requirements. Suitable for rotating, fixed, split, and irregular shift patterns across all industries.
90-Day Trial Period Agreement (New Zealand)
Create a legally compliant 90-Day Trial Period Employment Agreement for New Zealand. Drafted under section 67A of the Employment Relations Act 2000 (ERA). Available to all employers since the December 2023 amendments. Covers the trial period clause, dismissal rights, notice requirements, KiwiSaver, leave entitlements under the Holidays Act 2003, health and safety obligations under HSWA 2015, and the personal grievance process.
Volunteer Agreement (New Zealand)
Create a clear and compliant Volunteer Agreement for New Zealand. Sets out the mutual expectations between an organisation and a volunteer without creating an employment relationship under the Employment Relations Act 2000 (ERA). Covers role descriptions, time commitment, expense reimbursement, Children's Act 2014 safety checks, Health and Safety at Work Act 2015 (HSWA) obligations, ACC coverage, privacy (Privacy Act 2020), and confidentiality, all adapted to New Zealand law.
Contractor Agreements
Consulting / Contractor Agreement (New Zealand)
Create a New Zealand Independent Contractor and Consulting Agreement. Covers scope of services, fees in NZD, GST, IP ownership, confidentiality, contractor status under the Employment Relations Act 2000, and termination.
Contractor Offer Letter (New Zealand)
Create a professional Contractor Offer Letter for New Zealand. Sets out the proposed terms of engagement for an independent contractor, including services, fees, GST obligations, ACC levy responsibility, and the contractor vs employee distinction under section 6 of the Employment Relations Act 2000. Governed by the Contract and Commercial Law Act 2017. Download as PDF or Word.
Employment Offer Letter — Independent Contractor (New Zealand)
Create a formal Offer Letter for an Independent Contractor engagement in New Zealand. Covers the ERA 2000 contractor vs employee distinction, GST obligations, ACC levy responsibility, fees, term, IP ownership under the Copyright Act 1994, confidentiality, and Privacy Act 2020 compliance. Governed by the Contract and Commercial Law Act 2017. Download as PDF or Word.
Freelance Contract (New Zealand)
Create a New Zealand Freelance Contract for creative, digital, or professional services. Covers project scope, deliverables, fees in NZD, GST, payment milestones, IP ownership, revisions, confidentiality, and contractor status under the Employment Relations Act 2000.
Independent Contractor Agreement — Bookkeeping Services (New Zealand)
Create an Independent Contractor Agreement for bookkeeping and accounting services in New Zealand. Covers ERA 2000 contractor test, GST, ACC levies, financial record confidentiality, Privacy Act 2020 data obligations, Tax Administration Act 1994 compliance, professional indemnity insurance, and dispute resolution under the Arbitration Act 1996. Download as PDF or Word.
Independent Contractor Agreement — Caregiver (New Zealand)
Create an Independent Contractor Agreement for caregiver services in New Zealand. Covers ERA 2000 contractor test, Oranga Tamariki Act obligations, Health and Disability Commissioner Act, Privacy Act 2020, ACC levies, police vetting under the Vulnerable Children Act 2014, confidentiality, and dispute resolution. Download as PDF or Word.
Independent Contractor Agreement — Consulting (New Zealand)
Create an Independent Contractor Agreement for consulting engagements in New Zealand. Covers ERA 2000 contractor vs employee test, GST, ACC levies, deliverables and milestones, IP ownership under Copyright Act 1994, confidentiality, restraint of trade, Privacy Act 2020, HSWA 2015, and dispute resolution under Arbitration Act 1996. Download as PDF or Word.
Independent Contractor Agreement — Hair Stylist (New Zealand)
Create an Independent Contractor Agreement for hair stylists in New Zealand. Covers ERA 2000 contractor vs employee test, chair rental arrangements, GST, ACC levies, product and equipment provisions, client data and Privacy Act 2020, Health and Safety at Work Act 2015 obligations, and termination. Download as PDF or Word.
Independent Contractor Agreement — Nanny (New Zealand)
Create an Independent Contractor Agreement for nanny or au pair services in New Zealand. Covers ERA 2000 contractor vs employee distinction, Vulnerable Children Act 2014 police vetting, Privacy Act 2020, ACC levies, working hours, duties, remuneration, and termination. Suitable for private household engagements. Download as PDF or Word.
Independent Contractor Agreement — Software Development (New Zealand)
Create an Independent Contractor Agreement for software development engagements in New Zealand. Covers ERA 2000 contractor test, GST, ACC levies, source code and IP ownership under Copyright Act 1994, open source licence restrictions, confidentiality, Privacy Act 2020 data clauses, HSWA 2015, and dispute resolution. Governed by the Contract and Commercial Law Act 2017. Download as PDF or Word.
HR Forms
Appointment Letter (New Zealand)
A formal appointment letter confirming a new employee's position, terms, and start date in New Zealand. Complies with the Employment Relations Act 2000, which requires good faith obligations and written employment agreements. Used alongside an employment agreement to officially welcome and confirm the hire.
Director's Service Agreement (New Zealand)
A formal director's service agreement for New Zealand companies, covering the director's duties, remuneration, expenses, confidentiality, and termination provisions. Compliant with the Companies Act 1993, Employment Relations Act 2000, and director duty provisions.
Disciplinary Appeal Letter (New Zealand)
A formal appeal letter for New Zealand employees challenging a disciplinary decision under the Employment Relations Act 2000. Used to appeal a written warning, final warning, or dismissal, setting out the grounds for appeal and requesting a review of the decision.
Disciplinary Hearing Invitation (New Zealand)
A Disciplinary Hearing Invitation is a formal written notice issued by a New Zealand employer to an employee, inviting them to attend a disciplinary hearing to address allegations of misconduct, serious misconduct, unsatisfactory work performance, breach of workplace policy, or failure to follow a reasonable and lawful instruction. Under the Employment Relations Act 2000 (ERA), a properly structured invitation is a critical component of the 'fair and reasonable process' required before any disciplinary action — particularly dismissal — is taken. What is a Disciplinary Hearing Invitation? A Disciplinary Hearing Invitation is the formal written notice that initiates the meeting-based component of the disciplinary process. It informs the employee of the specific allegations, schedules a hearing at which the employee will have a genuine opportunity to respond, confirms the employee's right to bring a support person or union delegate, and sets out the range of potential disciplinary outcomes. Under New Zealand employment law, the employer must approach the hearing with an open mind — not having pre-decided the outcome. When is a Disciplinary Hearing Invitation Required? A Disciplinary Hearing Invitation is required whenever a New Zealand employer proposes to take formal disciplinary action that may result in a warning or dismissal. The Employment Relations Act 2000 (ERA) requires employers to follow a fair and reasonable process before taking any action that affects an employee's employment, including the good faith obligations in section 4. Failure to provide an adequate invitation — or to give the employee a genuine opportunity to respond — is a breach of the ERA and may render any subsequent disciplinary action unjustified, even if the underlying conduct was proved. The New Zealand Employment Court and Employment Relations Authority have consistently emphasised that the process for disciplinary action must be fair: the employer must disclose all relevant information, give the employee a genuine opportunity to respond, consider that response with an open mind, and make a decision that is procedurally and substantively justified. Key Elements of a Compliant NZ Disciplinary Hearing Invitation A legally compliant New Zealand Disciplinary Hearing Invitation should include: the employee's details and the nature of the allegations; a clear and specific account of the alleged conduct or performance concern; the date, time, and location of the hearing; the right to a support person or union delegate; the prior disciplinary history (if any); and the potential outcomes of the hearing, including whether dismissal is a possible outcome.
Employee Handbook Acknowledgment (New Zealand)
Create an Employee Handbook Acknowledgment form for New Zealand workplaces. Documents that the employee has received, read, and understood the employee handbook and all workplace policies. Consistent with ERA 2000 good faith obligations, Privacy Act 2020, HSWA 2015, and the principle that policies do not form part of the employment agreement unless expressly incorporated. Download as PDF or Word.
Employee Onboarding Checklist (New Zealand)
Create a legally compliant Employee Onboarding Checklist for New Zealand. Covers all mandatory onboarding obligations under the Employment Relations Act 2000, KiwiSaver Act 2006, Health and Safety at Work Act 2015, Privacy Act 2020, and the Immigration Act 2009. Includes pre-start checklist (employment agreement, IRD number, KiwiSaver, right to work via VisaView), day one tasks (HSWA induction, IT setup, policies), and first month goal-setting with manager sign-off.
Employee Warning Notice (New Zealand)
A formal written warning notice for employees in New Zealand, used as part of a fair disciplinary process under the Employment Relations Act 2000. Documents performance or conduct issues and sets out expectations for improvement. Helps employers demonstrate procedural fairness before escalating to dismissal.
Internship Employment Contract (New Zealand)
A New Zealand internship employment contract establishing whether the intern is an employee or volunteer, compliant with the Employment Relations Act 2000 and Minimum Wage Act 1983. Covers duties, duration, remuneration or stipend, and learning objectives for student or graduate placements.
Employment Offer Letter (New Zealand)
A formal employment offer letter for New Zealand employers, outlining role, salary, and start date prior to the employment agreement. Supports compliance with the Employment Relations Act 2000 good faith obligations. Clearly sets conditional and unconditional offer terms for new hires.
Exit Interview Form (New Zealand)
Create a professional Exit Interview Form for New Zealand employers. Compliant with the Employment Relations Act 2000, Privacy Act 2020, and KiwiSaver Act 2006. Covers reason for departure, role satisfaction, management and culture ratings, remuneration and KiwiSaver feedback, career development commentary, and overall recommendations. Includes privacy notice and employee acknowledgement in accordance with the Privacy Act 2020.
Expense Claim Form (New Zealand)
A business expense claim form for New Zealand employees to request reimbursement for work-related expenses. Covers travel, accommodation, meals, and other costs in NZD. Compliant with Inland Revenue (IRD) requirements for substantiation of business expense claims.
Flexible Working Request (New Zealand)
A formal flexible working request form for New Zealand employees under the Employment Relations Act 2000 (as amended by the Employment Relations (Flexible Working) Amendment Act 2023). Allows employees to request changes to hours, days, or location of work, with employers required to respond within 10 working days.
Incident Report (New Zealand)
Create a New Zealand Workplace Incident Report as required under the Health and Safety at Work Act 2015. Records incident details, persons involved, witnesses, injuries, property damage, immediate actions taken, and corrective measures. Supports WorkSafe NZ notification requirements.
Job Description Template (New Zealand)
Create a professional Position Description (job description) for New Zealand employees. Covers role purpose, key responsibilities, KPIs, essential and desirable qualifications, competencies, working conditions, and health and safety responsibilities. Drafted in accordance with the Employment Relations Act 2000 (ERA), the Health and Safety at Work Act 2015 (HSWA), and New Zealand HR best practice.
Leave Application Form (New Zealand)
A leave application form for New Zealand employees to request annual leave, sick leave, bereavement leave, parental leave, and other types of leave under the Holidays Act 2003 and Parental Leave and Employment Protection Act 1987. Tracks leave balances and manager approval.
Part-Time Employment Contract (New Zealand)
A part-time individual employment agreement for New Zealand employers, compliant with the Employment Relations Act 2000 and Holidays Act 2003. Specifies agreed hours, pro-rated leave entitlements, and all required statutory terms for part-time workers.
Performance Improvement Plan (New Zealand)
Create a formal Performance Improvement Plan (PIP) for New Zealand. Drafted in accordance with the Employment Relations Act 2000 (ERA), including good faith obligations (s4 ERA), specific measurable improvement goals, employer support commitments, mid-point and final review dates, potential outcomes (including dismissal), and personal grievance rights (s103 ERA). Suitable for all performance and conduct management situations.
Performance Review Form (New Zealand)
Create a formal Performance Review Form for New Zealand. Drafted in accordance with the Employment Relations Act 2000 (ERA), including good faith obligations (s4 ERA), KPI ratings, achievements, areas for improvement, SMART development goals, employer support commitments, employee self-assessment, and personal grievance rights (s103 ERA). Suitable for annual, mid-year, trial period, and performance improvement reviews.
Probation Extension Letter (New Zealand)
A formal probation extension letter for New Zealand employers, extending a probationary period with clear reasons and targets. Note that the 90-day trial period under s.67A of the Employment Relations Act 2000 cannot be extended — this letter applies to contractual probation periods beyond the trial period.
Probation Review Form (New Zealand)
A structured probation review form for New Zealand employers to assess a new employee's performance, conduct, and suitability at the end of their probationary period. Supports fair decision-making under the Employment Relations Act 2000 and documents the review process.
Salary Increment Letter (New Zealand)
A formal salary increment letter for New Zealand employers confirming a pay increase for an employee. Specifies the new salary in NZD, effective date, and reason for the increase. Constitutes a variation to the employment agreement under the Employment Relations Act 2000.
Show Cause Letter (New Zealand)
A formal show cause letter for New Zealand employers, requiring an employee to explain why disciplinary action — including dismissal — should not be taken. Part of a fair disciplinary process under the Employment Relations Act 2000, ensuring the employee has a genuine opportunity to respond before a decision is made.
Workplace Bullying Complaint (New Zealand)
A Workplace Bullying Complaint is a formal written document submitted by a New Zealand employee to their employer, HR department, or complaints officer to report repeated unreasonable behaviour that creates a risk to the employee's health and safety. In New Zealand, workplace bullying engages obligations under both the Health and Safety at Work Act 2015 (HSWA) and the Employment Relations Act 2000 (ERA). What is a Workplace Bullying Complaint? A Workplace Bullying Complaint is the formal written record by which an employee initiates the employer's internal complaints process in response to bullying conduct. It sets out the nature of the bullying, specific incidents, the impact on the employee's health and wellbeing, prior informal attempts to resolve the matter, and the outcome sought. A well-drafted complaint creates a formal record of the concern, demonstrates that the employee has engaged in good faith with the employer's internal process, and puts the employer on notice of its obligations under the HSWA 2015 and ERA 2000. New Zealand law does not define 'workplace bullying' in statute, but WorkSafe New Zealand's guidance defines it as repeated and unreasonable behaviour directed at an employee or group of employees that creates a risk to health and safety. A single incident (no matter how distressing) does not constitute bullying — the behaviour must be repeated. Reasonable management action taken in a reasonable manner is not bullying, even if the employee finds it upsetting or stressful. When is a Workplace Bullying Complaint Needed? A formal Workplace Bullying Complaint is needed when an employee has experienced repeated unreasonable behaviour in the workplace that has not been resolved through informal means. Common forms of bullying in New Zealand workplaces include: repeated verbal abuse or public humiliation; unreasonable and excessive criticism; social exclusion or isolation from colleagues or workplace activities; intimidation or threatening behaviour; deliberately undermining an employee's work or reputation; withholding information necessary to perform work; and cyberbullying. The complaint is a necessary step before escalation to WorkSafe New Zealand (under the HSWA 2015) or the Employment Relations Authority (under the ERA 2000) if the internal process fails to resolve the matter. Key Elements of an Effective NZ Workplace Bullying Complaint An effective New Zealand Workplace Bullying Complaint should include the following elements: 1. Complainant and employer identification, including job title, department, and commencement date. 2. Details of the respondent — the person alleged to have engaged in bullying behaviour — and their relationship to the complainant. 3. Category of bullying behaviour — such as verbal abuse, social exclusion, intimidation, or cyberbullying. 4. A factual, chronological account of specific incidents, including dates, locations, what was said or done, and any witnesses. 5. The impact on the complainant's physical and psychological health, and their ability to perform their work. 6. Prior informal steps taken to resolve the matter and the employer's response. 7. The specific outcome requested, such as a formal investigation, mediation, a change in reporting structure, or disciplinary action against the respondent. 8. An escalation clause noting the employee's right to refer the matter to WorkSafe New Zealand or the Employment Relations Authority if not resolved satisfactorily.
Employment Letters
Demotion Letter (New Zealand)
A Demotion Letter for New Zealand is a formal written notice from an employer to an employee confirming a change in the employee's position to a lower-level role, with or without a corresponding reduction in remuneration. Unlike some jurisdictions, New Zealand employment law under the Employment Relations Act 2000 (ERA) does not permit an employer to unilaterally demote an employee — a demotion that is not agreed to by the employee amounts to an unjustified disadvantage under section 103 of the ERA and may give rise to a personal grievance. A valid demotion must therefore either be expressly agreed by the employee in writing, or follow a substantively justified and procedurally fair process. This template is designed for use where a fair process has already been completed — including a performance improvement plan, disciplinary process, or restructuring — and the employer now needs to formally document the outcome. The letter records the reason for the change, the new position and duties, any change in remuneration, the employee's continuing rights under the Holidays Act 2003 and KiwiSaver Act 2006, and the employee's right to raise a personal grievance within 90 days under section 114 of the ERA.
Disciplinary Outcome Letter (New Zealand)
A Disciplinary Outcome Letter is a formal written notice issued by a New Zealand employer to an employee following a disciplinary hearing, setting out the findings, the disciplinary outcome (such as a written warning or final written warning), and any improvement required. Under the Employment Relations Act 2000 (ERA), the outcome letter is a critical record of the employer's compliance with the fair and reasonable process required by New Zealand employment law. What is a Disciplinary Outcome Letter? A Disciplinary Outcome Letter (also called a disciplinary decision letter, a warning outcome letter, or a written warning following a disciplinary hearing) is the formal document that closes the disciplinary hearing process and communicates the employer's decision to the employee. It records the allegations considered, a summary of the employee's response at the hearing, the employer's findings, the disciplinary outcome, and any improvement required during the warning period. Under New Zealand employment law, the Employment Relations Act 2000 (ERA) requires the employer's disciplinary decision to be both substantively and procedurally justified. The outcome letter demonstrates that the employer genuinely considered the employee's response before reaching a decision — a requirement the Employment Relations Authority scrutinises closely in personal grievance proceedings. The letter must also set out the reasoning behind the decision to show that the outcome is within the range of outcomes a fair and reasonable employer could have reached in all the circumstances (section 103A of the ERA). When is a Disciplinary Outcome Letter Required? A Disciplinary Outcome Letter is required after every formal disciplinary hearing that results in a decision — whether the outcome is a first written warning, a second or final written warning, no further action, or some other outcome such as transfer or demotion. The letter creates the formal record of the disciplinary action and is essential for managing progressive discipline. Any subsequent disciplinary action — including dismissal — that relies on a prior warning must be documented in a letter that meets the ERA's standards for a fair and reasonable process. Key Elements of a Compliant NZ Disciplinary Outcome Letter A legally compliant outcome letter must include: a summary of the disciplinary process followed; the allegations considered and the employee's response; the employer's findings; the disciplinary outcome and its duration; any specific improvement required during the warning period; and the employee's rights to raise a personal grievance within 90 days under the ERA 2000.
Employee Transfer Letter (New Zealand)
An Employee Transfer Letter for New Zealand is a formal written notice issued by an employer to an employee advising of a change in the employee's place of work, role, or reporting line within the same organisation. In New Zealand, an employer cannot unilaterally change the fundamental terms of an employee's employment agreement without the employee's written agreement under section 65(2)(b) of the Employment Relations Act 2000 (ERA). Unless the employee's employment agreement contains a mobility clause expressly permitting the employer to transfer the employee to a different location or role, the employer must obtain the employee's consent to the transfer. This template creates a compliant employee transfer letter that sets out the reason for the proposed transfer, the new location and position details, any changes to employment terms, relocation assistance (if offered), and the process for the employee to accept or raise concerns. The letter reflects the employer's good faith obligations under section 4 of the ERA and informs the employee of their right to raise a personal grievance within 90 days if they believe the transfer is an unjustified disadvantage under section 103 of the ERA.
Employee Warning Letter (New Zealand)
Create a formal Employee Warning Letter for New Zealand. Drafted in accordance with the Employment Relations Act 2000 (ERA), including good faith obligations (s4 ERA), natural justice requirements, support person rights, and personal grievance provisions (s103 ERA). Covers first, second, and final written warnings for conduct, performance, attendance, and policy breaches.
Employment Verification Letter (New Zealand)
An Employment Verification Letter for New Zealand is an official document issued by an employer confirming that a named individual is currently employed — or was formerly employed — by their organisation. It sets out key employment details such as the employee's job title, employment type (full-time permanent, part-time permanent, casual, or fixed-term), commencement date, and, where appropriate, current salary or remuneration in NZD. Employment Verification Letters are widely used in New Zealand for residential tenancy applications, Immigration New Zealand visa and residence applications (under the Immigration Act 2009), bank and lending institution income verification, and professional licensing applications. This template is prepared in accordance with the Privacy Act 2020 (NZ) and the Information Privacy Principles (IPPs), ensuring that personal information is only disclosed for the stated purpose and to the specified recipient, with the employee's consent. It is suitable for use by employers in all NZ regions and industries.
Experience Letter (New Zealand)
Create a professional Experience Letter for New Zealand employees. This template provides a formal written record of an employee's service, role, performance, and professional qualities, suitable for use in job applications, professional registration, immigration, and visa applications in New Zealand. Drafted in accordance with the Employment Relations Act 2000 and New Zealand good faith obligations.
Workplace Grievance Letter (New Zealand)
A Workplace Grievance Letter is a formal written complaint submitted by a New Zealand employee to their employer to raise a workplace concern and initiate the internal grievance resolution process. In New Zealand, the right to raise workplace grievances is protected under the Employment Relations Act 2000 (ERA) and the Health and Safety at Work Act 2015 (HSWA), with escalation pathways to the Employment Relations Authority, WorkSafe New Zealand, and the Human Rights Commission. What is a Workplace Grievance Letter? A Workplace Grievance Letter (also called a formal workplace complaint, a written grievance, or a personal grievance notification) is the formal written document by which an employee initiates the internal grievance resolution process. It sets out the nature of the concern, the specific incidents giving rise to the grievance, the impact on the employee, any prior attempts to resolve the matter informally, and the outcome the employee is seeking. A well-drafted grievance letter creates a formal written record of the complaint, demonstrates that the employee has engaged in good faith with the employer's internal process, and puts the employer on notice of its obligations to investigate and respond. Under the ERA 2000, the duty of good faith (section 4) requires all parties to the employment relationship to be active and constructive, responsive and communicative. Failing to respond to a formal grievance letter in good faith may itself constitute a breach of the ERA 2000 and support a personal grievance claim. When is a Workplace Grievance Letter Needed? A New Zealand employee needs to submit a formal Workplace Grievance Letter when a workplace concern has not been resolved through informal means, or when the concern is sufficiently serious to warrant immediate formal documentation. Common grounds for a formal grievance in New Zealand include: Workplace bullying — repeated unreasonable behaviour that creates a risk to health and safety, managed under the HSWA 2015 and ERA 2000. Harassment or sexual harassment — unlawful under the Human Rights Act 1993 and the ERA 2000 s 108. Sexual harassment grievances must be raised within 12 months under ERA 2000 s 114(3). Discrimination on prohibited grounds under the Human Rights Act 1993 (race, sex, disability, age, religion, and others). Unjustified disadvantage in employment — any action by the employer that unjustifiably disadvantages the employee (ERA 2000 s 103(1)(b)). Breach of employment agreement or statutory minimum entitlements under the Holidays Act 2003, Minimum Wage Act 1983, or other legislation. Key Elements of a NZ Workplace Grievance Letter A compliant and effective New Zealand Workplace Grievance Letter should include: employee and employer identification; grievance category and summary; a factual, chronological account of incidents; the impact on the employee; prior informal attempts to resolve the matter; the specific outcome requested; and — where applicable — an escalation clause referencing the ERA 2000 personal grievance process, WorkSafe NZ, or the Human Rights Commission.
Letter of Resignation (New Zealand)
Create a professional Letter of Resignation compliant with New Zealand employment law. Drafted in accordance with the Employment Relations Act 2000 (ERA) and the Holidays Act 2003. Covers notice period (as agreed in the Individual Employment Agreement), final entitlements (accrued annual leave payout under section 87 of the Holidays Act 2003, KiwiSaver contributions through to last day), handover commitment, return of company property, and a professional closing. Optional reason for resignation and expression of gratitude. Suitable for all New Zealand employees.
Parental Leave Letter (New Zealand)
Create a formal Parental Leave Request Letter for New Zealand. Drafted in accordance with the Parental Leave and Employment Protection Act 1987 and the Employment Relations Act 2000. Covers primary carer leave (up to 26 weeks) and extended leave (up to 52 weeks total), partner's leave, government Parental Leave Payment through Work and Income NZ, keeping in touch days (up to 64 hours), return to work entitlements, and employment protection rights. Suitable for birth parents, adoptive parents, whangai, and partners.
Promotion Letter (New Zealand)
Create a formal Promotion Letter for New Zealand. Drafted in accordance with the Employment Relations Act 2000 (ERA s65), confirming the employee's new job title, duties, reporting line, and remuneration in NZD. Records the written variation to the employment agreement as required by s65(2)(b) ERA. Includes KiwiSaver contributions (KiwiSaver Act 2006), effective date, promotion basis, and employee acceptance.
Recommendation Letter (New Zealand)
Create a professional New Zealand Recommendation Letter (reference letter) for an employee, student, or colleague. Covers the writer's relationship with the subject, specific skills and achievements, character assessment, and a strong recommendation for employment, tenancy, or study.
Employment Reference Letter (New Zealand) (Letters)
An Employment Reference Letter for New Zealand is a formal written document provided by a current or former employer, manager, or supervisor attesting to an employee's job performance, professional skills, personal qualities, and overall suitability for employment. Employment references are a standard part of the New Zealand hiring process and are particularly important in regulated industries such as education, healthcare, social services, and financial services where substantive references are expected. In New Zealand, the Defamation Act 1992 provides qualified privilege protection to referees who provide honest employment references in good faith, protecting them from defamation claims even where the reference contains adverse statements, provided the statements are not made with malice. This template covers all key components of a professional New Zealand employment reference: the referee's credentials, the employee's position and employment period, key responsibilities, performance assessment, professional skills and personal qualities, reason for leaving, recommendation, and re-employment statement.
Resignation Letter (New Zealand)
Create a professional New Zealand Resignation Letter. Covers notice period as required by your employment agreement and the Employment Relations Act 2000, last working day, reason for leaving (optional), and a courteous handover offer.
Resignation Letter — Board Member (New Zealand)
Create a Board Member Resignation Letter for New Zealand companies and organisations. Covers Companies Act 1993 director resignation requirements, Charities Act 2005 trustee obligations, Companies Office notification (Form 5 equivalent), effective date, outstanding duties, and conflicts of interest. Download as PDF or Word.
Resignation Letter — During Disciplinary Action (New Zealand)
Create a resignation letter for employees resigning during a disciplinary process in New Zealand. Addresses ERA 2000 constructive dismissal risk, personal grievance rights under s103, the 90-day time limit under s114, outstanding entitlements under the Holidays Act 2003, and without-prejudice communication. Download as PDF or Word.
Resignation Letter — Retirement (New Zealand)
Create a professional Resignation Letter for retirement in New Zealand. Gives proper notice under the employment agreement, acknowledges ERA 2000 obligations, addresses KiwiSaver withdrawal eligibility at age 65, final pay entitlements under the Holidays Act 2003, and handover arrangements. Download as PDF or Word.
Resignation Letter — Teacher (New Zealand)
Create a Resignation Letter for teachers in New Zealand. Addresses Teaching Council of Aotearoa New Zealand obligations, term-aligned resignation timing, minimum 4 weeks' notice under the Primary or Secondary collective agreement, handover obligations, and final pay under the Holidays Act 2003. Download as PDF or Word.
Resignation Letter — Two Weeks' Notice (New Zealand)
Create a professional two weeks' notice Resignation Letter for New Zealand. States the resignation date, last working day, thanks the employer, and requests information on final pay entitlements under the Holidays Act 2003. Consistent with ERA 2000 good faith obligations. Download as PDF or Word.
Return to Work Letter (New Zealand)
Create a formal Return to Work Letter for New Zealand. Covers returns from parental leave (Parental Leave and Employment Protection Act 1987), sick leave, ACC leave (Accident Compensation Act 2001), annual leave, bereavement leave, family violence leave, and leave without pay. Includes work restriction and modified duties provisions, medical clearance confirmation, ACC return-to-work plan references, and flexible working arrangement requests under the Employment Relations Act 2000.
Salary Increase Letter (New Zealand)
Create a formal Salary Increase Letter for New Zealand. Drafted in accordance with the Employment Relations Act 2000 (ERA s65) and the KiwiSaver Act 2006. Records current and new base salary (NZD), employer KiwiSaver contribution (minimum 3%), total remuneration package, percentage increase, effective date, and reason for increase. Includes written variation requirements under s65(2)(b) ERA.
Suspension Letter (New Zealand)
A Suspension Letter is a formal written notice issued by a New Zealand employer to an employee, suspending the employee from the workplace pending an investigation into alleged serious misconduct or other serious conduct concerns. Under the Employment Relations Act 2000 (ERA), suspension is a significant step that must be justified, carried out in good faith, and — in most cases — with continued payment of the employee's full salary. What is a Suspension Letter? A Suspension Letter (also called a suspension pending investigation notice or a precautionary suspension letter) is the formal document by which an employer temporarily removes an employee from the workplace while an investigation is conducted. The letter sets out the grounds for suspension, the pay status during the suspension, any conditions (such as restrictions on attending the workplace or contacting other employees), and the next steps in the investigation process. A suspension is not a disciplinary action or a finding of misconduct — it is a precautionary measure taken because the employer has formed a view that the employee's continued presence in the workplace during the investigation would create a risk, for example to the integrity of the investigation, to the safety of other employees, or to clients. This distinction must be clearly communicated to the employee in the suspension letter. When is a Suspension Letter Needed? A Suspension Letter is needed whenever a New Zealand employer determines that an employee's continued presence in the workplace during an investigation poses a genuine risk — for example, following allegations of serious misconduct such as workplace violence, fraud, harassment, or a serious breach of workplace policy. The letter is also used where the employee's continued access to company systems, clients, or colleagues could compromise the integrity of the investigation. Key Elements of a NZ Suspension Letter A legally compliant New Zealand Suspension Letter must include: the grounds justifying the suspension and why presence in the workplace creates a risk; the pay status during suspension (on full pay in most cases); the expected duration of the investigation; any conditions on workplace access or communications; the next steps in the investigation process; and the employee's rights — including the right to a support person at any investigation meeting and the right to raise a personal grievance within 90 days under the ERA 2000.
Health & Safety
Accident Report Form (New Zealand)
A workplace Accident Report Form for New Zealand PCBUs (persons conducting a business or undertaking), prepared in accordance with the Health and Safety at Work Act 2015 (HSWA) and the Accident Compensation Act 2001 (ACA 2001). Covers incident details, injured person information, injury nature, ACC claim information, notifiable event identification (WorkSafe NZ notification), and corrective actions. WorkSafe NZ is the national regulator for workplace health and safety.
Anti-Discrimination Policy (New Zealand)
A formal anti-discrimination and harassment policy for New Zealand employers, compliant with the Human Rights Act 1993 and Employment Relations Act 2000. Covers all 13 prohibited grounds of discrimination, defines harassment, and sets out the complaints process and disciplinary consequences.
Diversity, Equity and Inclusion Policy (New Zealand)
A comprehensive diversity, equity and inclusion (DEI) policy for New Zealand employers, aligned with the Human Rights Act 1993, Employment Relations Act 2000, and Equal Pay Act 1972. Promotes inclusive workplaces and documents the employer's commitment to equitable treatment.
Drug and Alcohol Policy (New Zealand)
A comprehensive workplace drug and alcohol policy for New Zealand employers, addressing testing, impairment standards, and disciplinary procedures under the Health and Safety at Work Act 2015 and Employment Relations Act 2000. Suitable for safety-sensitive and general workplaces.
Fire Risk Assessment (New Zealand)
A New Zealand Fire Risk Assessment for businesses, landlords, and building owners to identify and manage fire hazards in the workplace or building. Compliant with the Fire and Emergency New Zealand Act 2017, Health and Safety at Work Act 2015, Building Act 2004 (Compliance Schedule requirements), and New Zealand Fire Protection Association guidelines. Covers ignition sources, fuel load, detection systems, evacuation, and corrective actions.
First Aid Policy (New Zealand)
A New Zealand First Aid Policy for workplaces establishing first aid arrangements, trained first aider requirements, and first aid kit standards. Compliant with the Health and Safety at Work Act 2015 (HSWA) and Health and Safety at Work (General Risk and Workplace Management) Regulations 2016 (Regulation 11 — first aid). Reflects WorkSafe NZ guidance and New Zealand Qualifications Authority (NZQA) first aid unit standards.
Internet and Email Policy (New Zealand)
A workplace internet and email acceptable use policy for New Zealand employers, covering permitted use, monitoring, confidentiality, and disciplinary consequences. Compliant with the Privacy Act 2020, Employment Relations Act 2000, and Harmful Digital Communications Act 2015.
Lone Worker Policy (New Zealand)
A New Zealand Lone Worker Policy establishing safety procedures for employees who work alone, in isolation, or outside normal working hours. Compliant with the Health and Safety at Work Act 2015 (HSWA) primary duty of care, Health and Safety at Work (General Risk and Workplace Management) Regulations 2016, and WorkSafe NZ lone worker guidance. Covers check-in procedures, emergency contacts, risk assessment, and prohibited lone working activities.
Manual Handling Assessment (New Zealand)
A New Zealand Manual Handling Risk Assessment for workplaces to identify and control risks from lifting, carrying, pushing, pulling, and repetitive movements. Compliant with the Health and Safety at Work Act 2015 (HSWA) and Health and Safety at Work (General Risk and Workplace Management) Regulations 2016. Reflects WorkSafe NZ guidance on musculoskeletal disorders (MSDs) and ACC injury prevention guidelines.
Modern Slavery Statement (New Zealand)
A modern slavery statement for New Zealand businesses, addressing forced labour, human trafficking, and exploitation risks in supply chains. While New Zealand does not yet have mandatory reporting legislation equivalent to Australia's, this statement reflects best practice under the Employment Relations Act 2000 and New Zealand's international obligations.
Employee Privacy Notice (New Zealand)
A Privacy Act 2020 compliant employee privacy notice for New Zealand employers, explaining how employee personal information is collected, used, stored, and disclosed. Fulfils the employer's transparency obligations under the Information Privacy Principles of the Privacy Act 2020.
Working from Home Policy (New Zealand)
A comprehensive working from home policy for New Zealand employers, addressing eligibility, health and safety obligations under the Health and Safety at Work Act 2015, equipment, data security, and flexible working rights under the Employment Relations Act 2000.
Workplace Safety Assessment (New Zealand)
A New Zealand Workplace Safety Assessment (risk assessment) for PCBUs to systematically identify, evaluate, and control workplace hazards. Compliant with the Health and Safety at Work Act 2015 (HSWA) and Health and Safety at Work (General Risk and Workplace Management) Regulations 2016. Covers physical, chemical, biological, ergonomic, and psychosocial hazards. Suitable for WorkSafe NZ inspections and ACC WorkSafe audit requirements.
Termination
Garden Leave Letter (New Zealand)
A formal garden leave letter for New Zealand employers, placing an employee on paid leave during their notice period while they remain employed but are required to stay away from the workplace. Compliant with the Employment Relations Act 2000 and requires a contractual entitlement to enforce.
Redundancy Letter (New Zealand)
Create a legally compliant Redundancy Letter for New Zealand. Drafted in accordance with the Employment Relations Act 2000, including the good faith consultation obligation (section 4), the 90-day personal grievance time limit (section 114), and the unjustified dismissal provisions (section 103). Covers genuine redundancy reasons, good faith consultation process, selection criteria, redeployment assessment, notice period, redundancy compensation (NZD — no statutory minimum), accrued annual leave under the Holidays Act 2003, KiwiSaver final contributions, employment dispute resolution through MBIE and the Employment Relations Authority, and optional internal appeal rights.
Redundancy Notice (New Zealand)
A formal redundancy notice for New Zealand employers, following the fair consultation process required under the Employment Relations Act 2000. Covers genuine redundancy reasons, notice period, redundancy compensation, and redeployment consideration under NZ law.
Termination Letter (New Zealand)
Create a legally compliant Termination Letter for New Zealand. Drafted in accordance with the Employment Relations Act 2000 (ERA), the Holidays Act 2003, and the KiwiSaver Act 2006. Covers the good faith process requirements (section 4 ERA), notice period (as agreed in the IEA), final pay entitlements including mandatory annual leave payout (section 87 Holidays Act 2003), KiwiSaver contributions, optional redundancy compensation, return of property, continuing obligations, and the employee's personal grievance rights (90-day time limit under section 114 ERA). Suitable for termination for cause, performance, and no-fault dismissals.
Employment Forms
Job Application Form (New Zealand)
Create a professional Job Application Form for New Zealand employers. Collects applicant details, education, work history, references, and declarations. Compliant with the Human Rights Act 1993 (no discriminatory questions), Privacy Act 2020 (candidate data collection notice), and Immigration Act 2009 (work entitlement). Download as PDF or Word.
Leave of Absence Form (New Zealand)
Create a compliant Employee Leave of Absence Form for New Zealand. Covers all statutory leave types under the Holidays Act 2003: annual leave (4 weeks), sick leave (10 days), bereavement leave, family violence leave (10 days), alternative holidays (days in lieu), parental leave under the Parental Leave and Employment Protection Act 1987, and leave without pay. Includes employee declaration, manager approval, and HR sign-off sections. Suitable for full-time, part-time, and fixed-term employees.
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