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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

Covid-19 & Employment Frequently asked questions Where can I apply for the Covid-19 government support? Apply for the Wage Subsidy here. Apply for Covid-19 leave support scheme here. Apply for the Short term leave payment here How do I know if I qualify for Covid-19 government support? Review this declaration. This is what you are agreeing to when you apply for the Wage Subsidy or similar. Note, this has been updated since it was originally brought out in March 2020. Can I reduce my employees’ pay during lockdowns? Whether you are open or not, you cannot reduce an employee's pay without their agreement, if they are available to work. This includes by reducing their hours of work. Without this you should pay them as usual. Can I ask them to use holiday pay or go on unpaid leave instead? You cannot force them without their agreement. You can direct them to take annual leave but only with 14 days written notice (if they have significant leave owing). Can I shut down my businesses for a short time instead so that employees have to use holiday pay? Not really. If you were to do this, you would need to give at least 14 days notice of the start date and provide a concrete end date. This cannot be indefinite or an unreasonable amount of time. It also could be seen as unfair given that employees could not predict this happening and therefore may have no annual leave entitlements. Do I have to pay them if they need a Covid Test or are unable to work due to health concerns? Yes. This may look like sick pay or you can apply for government support under the Short Term Leave Payment or the Covid-19 leave Support Scheme Can I make my employees wear masks or get vaccinated? You can make an employee wear a mask if either the government mandates it, and or you have a policy around this and it is reasonable. You can potentially ask employees to have a vaccination but most businesses will at least need to have a policy and risk assessment of their role’s risk before doing so. Do I still have to make kiwisaver contributions, accrue their holiday pay and pay their PAYE? Yes. You are legally required to do so. General FAQs Request support Covid Documents

About us Getting employment law right can be tough Dealing with HR and employment law can be time consuming, scary and stressful. Every day well-meaning employers are pinged with expensive personal grievances for even small mistakes. This unfortunate reality distracts employers from doing what they do best, and the worry of getting things wrong impacts their well-being. Compounding on this issue is how expensive it is getting good advice. While lawyers can be of use they are prohibitively expensive, and legal bills rack up fast. Further, while industry associations have some resources to help, more often than not their offerings on employment law and human resource matters are thin. Our team of deeply experienced employment consultants saw an opportunity to address this in New Zealand. We want employment law to work for small businesses again and this is why we founded Employer Direct. $150 million each year is estimated to be spent by New Zealand business defending employment disputes! Why us? Because we're just like you! Between us, the team at Employer Direct have decades of experience in employment law, human resources, finance and business management in New Zealand. We know the struggles of running businesses because we've done it too. We take the stress out of employment and HR by providing you with: easy to use templates personalised guidance for your business documents on demand training, advice and support And all for a fraction of the cost of our competitors. Why? Simply because we want employers to have the tools they need to flourish! Founders, Paul Mathews and Sam Walker, have considerable employment law experience and have seen first-hand the issues arising from poor HR practices for both employees and employers. They know the HR problems employers can be confronted with, and through Employer Direct are committed to protecting businesses from potential issues and litigation. They guarantee employers will feel supported and confident that their business interests are being protected. Why us How we can help you? Unlimited access to the Employer Direct document library Custom templates on demand within three working days Unlimited access to email support from our employment experts 20% discount on all consulting services Unlimited access to our support helpline Experts who care you'll deal with real people who want you to succeed How do we compare to other support? Industry Association HR consultant In-house HR Employment lawyer Cost effective pricing? Dedicated helpline? Employment law focus? Experience as an employer?

Support Quick support Have a quick question or just need to be pointed in the right direction about HR or employment law? Phone us Webform Email us Request a doc Request a call from our expert consultants Sometimes you need more that just a bit of advice, guidance or support. That's when we bring out the big guns for you. Our consultants can represent you, do the process for you or whatever you need to ensure that your business is booming. Area of expertise you require: Employment Law Recruitment General HR Query about your Employer Direct account? Billing query Password reset Cancelling your account

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Dismissals & Disciplinaries Dismissal Blog Tips for employers The importance of good process Good process is an important factor in protecting employers against grievances from treating employees unfairly. What if you know that they did it? You must still follow good process! Employment law urges employers to ensure that they genuinely consider employees feedback and do not have a predetermined outcome. Even if you have video footage, the employee may have a reasonable explanation. Is it three strikes and you're out with disciplinary actions? Not necessarily. Warnings for different types of breaches may not always be considered relevant to other disciplinary processes. Employers should be careful that they are making decisions that a reasonable and objective employer would also make to ensure that they are acting fairly. If you are not confident or experienced in carrying out a disciplinary process, then we would recommend seeking employment law support at least for the first few occasions. Is a performance improvement plan (PIP) a disciplinary action? In short, no. They may be tied together but a good faith performance improvement plan should seek to improve issues and rectify performance. The outcome should be achievable and the length of time and support or training given should be reasonable for the employee to ensure that the process is genuine. Dismissal FAQs Frequently asked questions What if an employee refuses to attend a disciplinary process? Suggest rescheduling. If they genuinely continue to refuse to participate in the process, then you may be able to give them notice that you will determine the outcome without their feedback. We'd suggest getting some advice prior to doing this however. What if I need to get rid of an employee? Ask yourself why you feel this way? If this is because of misconduct then you should follow the disciplinary processes. If this is due to poor performance or not meeting company standards, then perhaps a PIP might be more appropriate. We do not recommend dismissing someone purely due to a personality clash without seeking advice! Do I need to give a verbal, written and final warning before dimissal? No. If the incident is serious misconduct or significant enough, then it may be appropriate to summarily dismiss. Do I need to follow process for a verbal warning or can I just tell them? You need to follow process for all disciplinary action, including a verbal warning. If you are providing constructive feedback or coaching, this is not the same as a verbal warning. Do I have to let an employee bring a support person to a meeting and can they speak on the employee's behalf? Yes. If I am the victim of an employee's misconduct (ie, violence or harassment) can I carry out the disciplinary process? We would not recommend this. It could be considered that there was a predetermined outcome or a lack of genuine consideration and this could result in poor process and a grievance. General FAQs Request support Dismissal Documents

Rights & Responsibilities Rights Blog Tips for employers As an employer, what do I have to do? According to employment law, you must act in good faith, remain communicative and uphold the Employment Relations Act whether you are a large or small business. What documents do I have to keep? You need to keep records of pay, holiday pay and other leave entitlements. You also need to keep copies of employment agreements and amendments or changes to employment conditions. You should keep documentation of any issues, both with an employee and health and safety concerns. This is not an exhaustive list, and if you have any areas of concern then we recommend seeking advice from an employment law specialist. Why does it seem that the employee has more rights than the employer? It can sometimes seem this way! Employers have the same rights as an employee to a safe working environment and employees do need to act in good faith and remaining communicative as well. However most processes do work to guide the employer in order to protect them from grievances and making errors as they have more control over the employment relationship than an employee. Rights FAQs Frequently asked questions Does an employer have to give a reason for terminating under 90 day trial? You should where possible if an employee asks Can I ask an employee to leave if I'm worried about their affect on my business? It depends. This may be considered a suspension so we would recommend that you have a good reason and seek advice. What can I do if an employee treats me badly? You have the same entitlements to safety and wellbeing as your employee. You must however ensure that you act in good faith. Do I have to give a reference? No, unless you have a policy or clause that says otherwise. Can I deduct money from an employer (ie, if I overpay them)? You can only deduct legal requirements like tax and child support payments without authorisation. Everythingelse needs to have the employee's consent. Can I penalise an employee for things they do in their personal time or things they say on social media? Potentially. If an employee can be seen to be representing the business then you may be able to take action. This includes on social media. However we recommend seeking advice beforehand as this may be a fine line. Do I only have to say nice things in a reference? No, however you must be truthful. We'd recommend avoiding malicious or disparaging claims. General FAQs Request support Workplace Policies

Employer support: Its what we do We take the headache out of HR, by providing small business owners affordable, easy-to-access resources and expert support to reduce the risk of employment issues, improve productivity and increase profitability. And all this without charging you a fortune! And if you need it, we have expert consultants on hand to ensure the best outcome in any sticky situation. COVID-19 FAQs HIRING FAQs EMPLOYER HELP FAQs EMPLOYER'S RIGHTS FAQs DISCIPLINARIES & DISMISSALS FAQs SUPPORT We believe that good HR should: Tailor solutions to your business and your needs Not cost an arm and a leg. No hidden costs here! Deliver what it promises and be there when you need it Be honest and pragmatic. You need to know if there could be issues! If this sounds like something your business would benefit from, then you should give us a call or book in a time for a no strings attached consultation. You've got nothing to lose and we guarantee you'll take away at least something to ponder! Call now Enquire Did someone say... FREE?! Because we believe that good HR shouldn't cost an arm and a leg, we're sharing some of our best resources for navigating the complexities of human resources and employment law with you... for free! Show me! Six very good reasons to team up with Employer Direct: ON DEMAND SUPPORT TRAINING & GUIDANCE EXPERT CONSULTANTS NO HIDDEN COSTS 50+ DOCUMENTS IN OUR LIBRARY TOOLS TO PREVENT ISSUES We know what we're doing and our clients agree! Honey & Royal Jelly Exporter Auckland, New Zealand "I'm so glad I didn't try handle it myself. You delivered on everything you promised."