Employment Relations Act 2000
|
|
| Regulator |
Employment New Zealand / MBIE |
| Jurisdiction |
NZ |
| Status |
live |
| Applicability |
External — Employment relationship obligations. Managed through external HR and legal processes. |
Outside platform boundary
Employment relationship obligations. Managed through external HR and legal processes.
The Employment Relations Act 2000 governs the employment relationship in New Zealand. It
requires all individual employment agreements to be in writing, imposes good faith obligations
on employers and employees in all matters relating to the employment relationship, and provides
the framework for collective bargaining. The Act also establishes the personal grievance process
(including a 90-working-day investigation period) and imposes restructuring obligations when
an employer proposes to transfer work to another employer.
Employment New Zealand (part of MBIE) administers the Act; the Employment Relations Authority
and the Employment Court resolve disputes.
The platform plays no role in meeting obligations under the Employment Relations Act.
All obligations under this Act are owned by the Chief People Officer and are managed through
HR and employment relations processes entirely external to the banking platform. The platform
does not record employment agreements, manage performance or disciplinary processes, or
interact with Employment New Zealand.
Compliance register
Scope legend
| Symbol |
Meaning |
| 🏛 Institutional |
Obligation is met by a process entirely outside the platform — HR, legal, management. |
Employment agreements (ss.63–67)
| Obligation |
Scope |
Owner |
Platform evidence input |
| All employment agreements must be in writing and contain prescribed terms; employer must retain a signed copy |
🏛 Institutional |
Chief People Officer |
None — entirely external to the platform |
| Employer must provide a prospective employee with a copy of the proposed agreement and a reasonable opportunity to seek independent advice before signing |
🏛 Institutional |
Chief People Officer |
None |
| Individual employment agreements may not contain terms inconsistent with any applicable collective agreement |
🏛 Institutional |
Chief People Officer |
None |
Good faith obligations (ss.4–6)
| Obligation |
Scope |
Owner |
Platform evidence input |
| Parties to an employment relationship must be active and constructive in maintaining a productive employment relationship; must be responsive and communicative |
🏛 Institutional |
Chief People Officer / all managers |
None |
| An employer must not act in a manner that misleads or deceives an employee about matters that are or are likely to be material to the employee |
🏛 Institutional |
Chief People Officer / all managers |
None |
| Before making a decision that may adversely affect the employee's employment, the employer must provide information and an opportunity to comment |
🏛 Institutional |
Chief People Officer / relevant managers |
None |
Collective bargaining (ss.32–55)
| Obligation |
Scope |
Owner |
Platform evidence input |
| Employer must bargain in good faith with a union that is entitled to bargain for a collective agreement |
🏛 Institutional |
Chief People Officer |
None |
| Collective agreement terms automatically apply to covered employees |
🏛 Institutional |
Chief People Officer |
None |
Personal grievances (ss.103–115)
| Obligation |
Scope |
Owner |
Platform evidence input |
| Employees may raise a personal grievance for unjustified dismissal, disadvantage, harassment, or discrimination within 90 days of the event |
🏛 Institutional |
Chief People Officer / General Counsel |
None |
| Employer must investigate and respond to a personal grievance within the prescribed timeframe; mediation available through Employment NZ |
🏛 Institutional |
Chief People Officer / General Counsel |
None |
Restructuring obligations (ss.69OA–69OI)
| Obligation |
Scope |
Owner |
Platform evidence input |
| When an employer proposes to transfer or contract out work, the employer must comply with employee protection provisions — affected employees have the right to transfer on existing terms and conditions |
🏛 Institutional |
Chief People Officer / General Counsel |
None |
Coverage summary
| Area |
Total obligations |
Institutional 🏛 |
Platform automated 🤖 |
Platform evidenced 📊 |
| Employment agreements |
3 |
3 |
0 |
0 |
| Good faith |
3 |
3 |
0 |
0 |
| Collective bargaining |
2 |
2 |
0 |
0 |
| Personal grievances |
2 |
2 |
0 |
0 |
| Restructuring |
1 |
1 |
0 |
0 |
| Total |
11 |
11 (100%) |
0 |
0 |
All Employment Relations Act obligations are institutional. The platform provides no controls
or evidence inputs under this Act.
| Policy |
Title |
| PPL-001 |
Code of Conduct Policy |
| PPL-004 |
Background Screening & Fit and Proper Policy |
Official documentation
Policies referencing this standard
- PPL-001 — Code of Conduct Policy
- PPL-004 — Background Screening & Fit and Proper Policy
Compiled 2026-05-22 from source/entities/regulations/nz-employment-relations-act.yaml