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A full audit and recommendations to increase your business' HR processes and good practice.

Workplace bullying is a serious issue that can impact employee well-being, productivity, and company culture. When an employee reports bullying, there's a legal and ethical responsibility to address it promptly and effectively. Here’s some suggested steps: 1. Take Complaints about an Employee being bullied seriously The first step is to listen. Show empathy and assure the employee that their concerns are taken seriously. Ignoring or dismissing complaints can lead to further distress and potentially higher legal risk. According to the Health and Safety at Work Act 2015 , employers must ensure the workplace is safe, including protecting employees from bullying. 2. Have and Follow a Clear, Documented Process Develop and maintain a clear anti-bullying policy that outlines what constitutes bullying, how to report it, and the steps the company will take to address it. Ensure all employees are aware of this policy, and managers are trained on how to implement it. When a complaint arises, follow the established procedure, including documenting every step to maintain transparency and fairness. 3. Conduct a Thorough Investigation When bullying is reported, employers should conduct a neutral and thorough investigation. This may involve: Interviewing all parties involved, including the complainant, the accused, and any witnesses. Reviewing any relevant documents, emails, or recordings. Ensuring the investigation is confidential to protect the privacy of all parties. 4. Take Immediate Action Where Necessary If the investigation finds that bullying has occurred, take prompt action. This could include: Disciplinary measures against the offender, ranging from warnings to termination, depending on the severity. Support measures for the victim, including counseling or adjustments to their work environment. Looking into how bullying can be prevented in the future 5. Prevent Future Incidents Prevention is key. Establish a culture of respect and inclusion, and make it clear that bullying behavior will not be tolerated. Regular training sessions can help employees and managers understand what constitutes bullying and how to address it. Encourage open communication and create an environment where employees feel safe to speak up. How Employer Direct Can Help We specialize in supporting businesses with robust HR processes that protect both employers and employees. Our team can assist you in creating clear, legally compliant policies and provide guidance on handling sensitive issues like bullying. By partnering with us, you can ensure your workplace remains respectful, productive, and safe. Need help managing complex HR situations?  Reach out to Employer Direct for tailored advice and solutions to keep your team safe and your business compliant. Disclaimer: The information provided in this blog is for general informational purposes only and should not be considered legal advice. While we strive to keep the information accurate and up to date, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability, or availability with respect to the blog or the information, products, services, or related graphics contained on the blog for any purpose. Any reliance you place on such information is therefore strictly at your own risk. For specific legal advice tailored to your situation, please contact a qualified legal professional.

Recently, the Crimes (Theft by Employer) Amendment Bill passed its second reading, marking a critical step towards criminalizing wage theft in New Zealand. This bill aims to make intentional non-payment of wages a criminal offense, bringing it under the Crimes Act. What is Wage Theft? Wage theft can occur in various forms, some of which might be unintentional. The Bill focusses on intentional non-payment but even unintentional wage theft can get employers into hot water under employment law. Some examples can include: Unpaid Overtime : Not paying waged employees for extra hours worked beyond their contracted time. Failure to Pay Minimum Wage: Paying less than the mandated minimum wage, even if both parties agree, is illegal. Misclassifying Employees as Contractors : Labeling employees as independent contractors can lead to unpaid benefits such as holiday and sick pay. Unauthorized Deductions : Deducting costs for training, tools, or uniforms without documented consent from the employee. "Off-the-Clock" Work *: Requiring tasks before or after scheduled shifts without compensation. How Employer Direct Can Support Employers Navigating wage regulations can be complex, especially as new legislation emerges. Employer Direct provides businesses with streamlined HR solutions that ensure compliance and minimize the risk of wage disputes. Our experienced team offers a free DIY HR checklist identify potential risks and provides guidance on best practices for payroll and employee classifications. By partnering with Employer Direct, businesses can focus on growth, knowing that their HR processes are legally sound. Stay proactive by keeping accurate records, updating wage rates, and documenting all agreements. For more guidance on safeguarding your business from wage theft claims, contact Employer Direct for a consultation today. Need peace of mind about your payroll or HR practices? Reach out to Employer Direct today for expert advice, a free audit, and ongoing HR support that keeps your business compliant and your team happy. Disclaimer: The information provided in this blog is for general informational purposes only and should not be considered legal advice. While we strive to keep the information accurate and up to date, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability, or availability with respect to the blog or the information, products, services, or related graphics contained on the blog for any purpose. Any reliance you place on such information is therefore strictly at your own risk. For specific legal advice tailored to your situation, please contact a qualified legal professional.

As a small business owner or entrepreneur, balancing day-to-day operations with HR management can feel like a never-ending challenge. Your focus is on growing your business, serving customers, and ensuring your team stays productive. But the complexity of New Zealand’s employment laws, along with the risk of costly legal mistakes, can make HR a constant source of stress. That’s where we come in, offering a practical solution that empowers small business owners to streamline HR, reduce risks, and focus on what really matters—running a successful business. The Struggles of Small Business HR Many business owners, especially those running small to medium-sized enterprises, face the daunting task of managing HR without a dedicated team or expert. Here are some common pain points: Compliance headaches : Navigating the ever-changing landscape of employment law, ensuring contracts are up-to-date, and avoiding costly legal disputes. Employee relations : Handling disputes, ensuring staff are happy, productive, and compliant with company policies. Time constraints : As a business owner, you're already stretched thin—balancing HR tasks with core business activities can be overwhelming. While some entrepreneurs attempt to DIY their HR by attending workshops or consulting general advisors, these efforts often lead to frustration. Managing HR without expert help can create unnecessary risks and increase stress. Employer Direct: Your Easy HR Solution At Employer Direct, we understand the unique challenges faced by small business owners. That’s why we’ve designed a cost-effective, easy-to-use HR service tailored to your needs. We simplify the complex, giving you peace of mind with employment law and best practices, so you can focus on growing your business. Our offerings include: Free consultation : We start with a free, no-obligation consultation to talk about your current HR set up and your pain points. Expert advice : Led by Paul, an industry expert with a 99% success rate in the Employment Relations Authority, our team provides the legal and HR support you need to stay compliant. On-demand resources : Access to templates, checklists, and expert support that reduce the time and effort you need to put into HR tasks. Why Choose Employer Direct? Cost-Effective Solutions : For a simple monthly fee, you gain access to all the resources, expert advice, and tools you need to keep your HR in order. This means no lock-in contracts—just the help you need when you need it. Tailored for Small Businesses : We know what it’s like to run a business. That’s why our systems are designed to fit businesses with lean teams who can’t afford a full-time HR department. Minimize Legal Risks : The average settlement cost of an employment dispute in New Zealand exceeds $29,000. With Employer Direct, you avoid these costs by ensuring compliance from the start. More Time for What Matters : Outsourcing your HR to us means more time to focus on your business, less stress over compliance, and more time for what really matters—your customers and your family. Next Steps: Let’s Take the Stress Out of HR There’s no need to juggle HR alongside your core business operations. Let Employer Direct handle your HR complexities, so you can get back to focusing on your business. Book your free audit today and take the first step toward simplified, stress-free HR management. With simply subscription plans, no long term lock-in contracts and expert support just a phone call away, there’s no reason to wait Get in touch   with Employer Direct now and see how we can help your business thrive!

Support Plans PAY AS YOU GO NZ$ 200 200NZ$ Every month No commitment here! For HR support on a more ad hoc basis. Select Unlimited access to the Employer Direct document library Request template creation (3 day turnaround) Access to Employer Direct helpline Email support Employer Direct Academy training modules YEARLY SUPPORT NZ$ 1,500 1,500NZ$ Every year Save $900+GST on your HR subsciption! Select Unlimited access to the Employer Direct document library Request template creation (3 working day turnaround) Access to the Employer Direct helpline Email support 20% discount on consultancy services Employer Direct Academy training modules 20% discount on our partner's leadership training courses Recommended YEARLY SUPPORT PLUS+ NZ$ 2,200 2,200NZ$ Every year Save $1400+GST per year on your HR support! Select Personalised HR audit and plan Two complimentary hours of HR support from our consultants Unlimited access to the Employer Direct document library Request template creation (3 working day turnaround) Access to the Employer Direct helpline Email support 20% discount on consultancy services Employer Direct Academy training modules 20% discount on our partner's leadership training courses ALL THE HR YOU NEED! NZ$ 4,000 4,000NZ$ Every year Everything you need PLUS unlimited consultant hours Select UNLIMITED dedicated HR consultant hours* Personalised HR Audit and plan Unlimited access to the Employer Direct document library Request template creation (3 working day turnaround) Access to the Employer Direct helpline Email support Employer Direct Academy training modules 20% discount on our partner's leadership training courses Suitable for 1-50 employees** More than 50 employees? Our 'Enterprise' plan is for you! You have a large team behind you and we tailor our 'Enterprise' plan so your business' specific. If you have more than 50 employees, contact us for a free chat about how we can help. Enterprise Enquiries Details about our Support Plans Download Terms & Conditions that apply to all plans Download *'Unlimited' is subject to the Terms & Conditions . Does not include Mediation, Employment Relations Authority or Employment Court representation **This pricing is restricted to companies with under 50 employees. For more than 50 employees, please contact us for a bespoke Enterprise Plan

Covid Lockdown Support Employer Direct wants to make sure that employers get HR and employment law right. We realised that this becomes very difficult during lockdowns due for financial reasons and confusing requirements around paying employees and vaccination mandates. This plan provides the same level of support and service but with the first 7 days free because we recognise that businesses are doing it tough at the moment. Note: that this does not include consultant services. NZ$ 200 200NZ$ Every month Select Unlimited access to the Employer Direct document library Request template creation (3 day turnaround) Access to Employer Direct helpline Email support Employer Direct Academy training modules

Terms of Service The offering and binding of terms: This website is owned and operated by Employer Direct. These Terms set forth the terms and conditions under which you may use our website and services as offered by us. This website offers visitors a subscription service for employment law support tools. By accessing or using the website of our service, you approve that you have read, understood, and agree to be bound by these Terms. This page has been prepared to explain our Subscription Service and standard Terms of Engagement relating to all additional work we undertake for you on a Consultancy basis. In addition, the document outlines our obligations to you. Prior to accepting, if you have any questions or need to have any point more fully explained, please do not hesitate to contact us at support@employer-direct.com . Additionally, we recommend you take independent legal advice before you agree to any contract. Terms 1. Subscription Service Cost Structure 1.1 Subscribing to all Employer Direct plans entitles you to: 1.1.1 Unlimited access to the Employer Direct Document Library 1.1.2 Template creation services 1.1.3 Access to the Employer Direct Helpline (0800 number) 1.1.4 Unlimited Email Support 1.2 In addition to the services in 1.1, the 'Yearly Support' plan also offers 1.2.1 20% off consultancy services 1.2.2 20% discount on our partner's leadership training courses 1.3 In addition to the services in 1.1 and 1.2, 'Yearly Support Plus+' plan also offers 1.3.1 personalised HR audit and plan for your business 1.3.2 two complimentary hours of HR support from our consultants (does not include ERA representation, Employment Court or mediation attendance) 1.4 In addition to the services in clause 1.1, 1.2 and 1.3a, the 'All the HR you need' Plan also offers 1.4.1 unlimited hours of HR support from our consultants (does not include ERA representation, Employment Court or Mediation attendance) 1.5 The ‘All the HR you need’ plan is only suitable for businesses with less than 50 employees. For more than 50 employees, please contact us for a tailored ‘Enterprise’ plan 1.6 Our partner’s leadership training courses are run independent of Employer Direct and at our partner’s discretion. As such, Employer Direct has no control over their availability or pricing. Should these courses or the discount be withdrawn by the partner, we will endeavour to replace this where possible with another provider’s offering. 2. Cost Structure 2.1 The subscription charge depends on the package selected. 2.1.1 'Pay As You Go' is $200 +GST per month 2.1.2 'Yearly Support' is $1500+GST per annum 2.1.3 'Yearly Support Plus+' is $2200+GST per annum 2.1.4 'All the HR you need' is $4000+GST per annum 2.2 We are able to provide the above services cheaper than other providers because our staff and consultants work remotely. 2.3 The subscription charge is payable one month in advance. 2.4 We reserve the right to suspend the services list in clause 1 if you are in default of a payment. 2.5 We reserve the right to change your monthly subscription fee if your number of employees change or to correct a misrepresentation of employee numbers 3. Fair Use Policy 3.1 All of the Services are subject to the Fair Use Policy. 3.2 Your use of the Services must be fair, reasonable and not excessive, as reasonably determined by us by reference to average and/or estimated typical customer usage of the Services. We will consider your usage to be excessive and unreasonable where it materially exceeds the average and/or estimated use patterns over any day, week or month (or other period of time as determined by us) (Excessive Usage). 3.3 Where we offer any included Services under a Plan or other Service, such use is offered for your use and benefit only. In no case does any Service allow for activities aimed at making profit or reselling the Service or using the Service in an unfair or excessive way and any such use of the Services by you is a breach of this Agreement. 3.4 For the avoidance of doubt, fair use applies to the unlimited consultancy services offered in ‘All the HR you need HR’, as detailed in clause 1.4.1. 3.5 If in our reasonable opinion we consider your usage to be unfair, unreasonable and/or Excessive Usage we may immediately suspend, modify or restrict your use of the Services or withdraw in full or in part your access to the Services without notice to you. 3.6 We may charge you at our discretion for Excessive Usage, which if we do so will be at our standard hourly rate for subscribers. 4. Contract Period and Automatic Renewal 4.1 The 'Pay as you go' Plan is charge on a monthly basis. The contract will automatically renew each month, unless cancelled. 4.2 All other plans are charged on a yearly basis. These will also automatically renew at the end of this period unless terminated as per clause 5. 4.3 If you do not wish the contract to automatically renew we simply require written notice prior to the end of period. 5. Termination of Subscription Services 5.1 The contract can be terminated after the period for any reason upon 30 days written notice. There are no cancellation fees involved at this point. 5.2 Employer Direct may terminate this contract at any time with 30 days written notice. 6. Consultancy Fee Invoices 6.1 Where you engage us to undertake work over and above that provided as part of the Subscription Service this is referred to as Consultancy work. This work will involve such things as running a disciplinary process, defending a personal grievance, attending mediation or acting for you in the Employment Relations Authority or Employment Court. 6.2 If you subscribe to a yearly plan ('Yearly Support', 'Yearly Support Plus+' or 'All the HR You Need') you are entitled to a 20% reduction on the hourly rate component on any Consultancy work undertaken by us (provided your subscription fees are paid). 6.3 The hourly rate for this work is typically $300-$395+GST an hour, depending on the requirements. We may also charge a retainer for Consultancy Work. This information will be provided to you prior to any Consultancy Work commencing. 6.4 Travel is charged at $80+GST per hour. There are no additional charges (ie parking costs, mileage, tolls). 6.5 Disbursements will be charged without additional fees being added (eg. ERA/Employment Court fees, photocopying, binding) 6.6 There is no discount on consultancy on a 'Pay As You Go' subscription. 7. Payment Terms for Consultancy 7.1 Typically we require payment for Consultancy work in advance. If this is the case then an invoice will be provided to you and our work will commence upon payment. 7.2 When we engage in work without payment in advance or the amount of work exceeds the amount paid for we will issue an invoice at the end of that month. Payment falls due within seven days. 7.3 We reserve the right to suspend working on a matter where an invoice is not paid on time. If this occurs Employer Direct takes no responsibility for the negative impacts on your matter from such a suspension of work. 7.4 Either party can end the contract for consultancy services at any time for any reason upon seven days written notice. All chargeable hours up till the point of termination by you fall due within seven days 8. Payment Defaults 8.1 We do not offer credit facilities so interest at the rate of 3% per month may be charged on the outstanding balance of all accounts remaining unpaid one month after the date of invoice and each month thereafter that the account remains unpaid. 8.2 If we are required to take any debt collection or enforcement action to recover payment of fees we are authorised to add all costs of any debt collection or enforcement action to the balance owing. 9. New and Additional Services 9.1 We will expand our services. For new or updated services, there might be additional terms. We’ll let you know what those terms are before you start using those services. 9.2 Where additional services become available, they might incur an additional fee or an increased subscription cost that we’ll let you know about when you sign up for those services. 10. Confidentiality 10.1 We will hold in confidence all information concerning you or your affairs that we acquire during the course of acting for you, and will not disclose any of this information to any other person except: 10.1.1 to the extent necessary or desirable to enable us to carry out your instructions; 10.1.2 for the purposes of recovering any overdue accounts remaining unpaid one month after the date of settlement; 10.1.3 to the extent required by law. 11. Liability Disclaimer: Use of Document Library and Template 11.1 We do not accept any responsibility for alterations to documentation made by you or your employees after the date when the documentation is first made available to you. 11.2 Employer Direct documents and guides cover the majority of employment situations; however, in the event of specific or complex situations they need to be used with great care. The documents we provide are provided to you for guidance purposes only. It is advised that additional guidance is sought from our team. We do not accept responsibility for incorrect usage by the user or failures in the process you use. 11.3 Employer Direct templates are designed, when used correctly, to provide lawful employment documents. No liability is assumed by Employer Direct, or an individual advisor, for losses suffered by any person or organisation. 11.4 We reserve the right to change the information on our website and document library at any time without notice. 12. Copyright and Limited Reproduction Notices: 12.1 Nothing in this contract or use of our services grants you any rights in intellectual property which we own or license. 12.2 You may print, download to your hard drive or cloud storage device extracts from our website and document library only for your own business use contracted to Employer Direct, but only if you use the material in a manner consistent with their purpose and adhere to the disclaimer in clause 11. 12.3 You may not distribute or copy any part of our website or document library for any purpose other than your own internal business use. 13. Assignment 13.1 Employer Direct may assign the Agreement, and any of its rights under the Agreements, in whole or in part, and Employer Direct may delegate any of its obligations under the Agreements. You may not assign the Agreements, in whole or in part, nor transfer or sub-license your rights under the Agreements to any third party. 14. Severability, Waiver and Interpretation 14.1 Unless as otherwise stated in the Agreements, should any provision of the Agreements be held invalid or unenforceable for any reason or to any extent, such invalidity or unenforceability shall not in any manner affect or render invalid or unenforceable the remaining provisions of the Agreements, and the application of that provision shall be enforced to the extent permitted by law. 14.2 Any failure by Employer Direct or any third party beneficiary to enforce the Agreements or any provision thereof shall not waive Employer Direct’s or the applicable third party beneficiary’s right to do so. 15. Complaints and guarantees 15.1 In the first instance, any issues should be raised with our support team via email on support@employer-direct.com. We commit to responding within five working days and rectifying the situation wherever possible. 15.2 It is a condition of sale that the Consumer Guarantees Act 1993 will not apply to any goods or services acquired for business purposes. 15.3 No other warranties either express or implied by law are made with respect to these products. 16. General 16.1 These Terms of Engagement apply to any current engagement and also to any future engagement, whether or not we send you another copy of them. 16.2 We reserved the right to change these terms beyond the initial contract period with 30 days written notice. 16.2.1 Changes and clarifications will take effect immediately upon their posting on the website. If we make material changes to these conditions, we will notify you here that it has been updated. 16.3 You agree to keeping us informed of any changes to your company details, including email addresses and telephone numbers for your primary contact named on this contract, as this email address will be used by us for all important messages relating to your contract. Privacy Policy Payment Policy Document Policy

A good employment relationship is not simply about ticking boxes. The law recognises the importance of how both parties act in an employment relationship. This module is designed to give you a good grounding in what this looks like including acting in good faith, remaining communicative and what it means to be a reasonable employer in the eyes of the law. After you complete each part of this module, your knowledge will be assessed through a series of questions. At the end of this module you should be able to confidently do these things with assistance from the Employer Direct document library.