Showing posts from April, 2015

Business.Govt.NZ - Compliance Matters

The website has now added a compliance section – Compliance Matters. The purpose is to have all the related information in one place easily accessible to businesses. You can search various topics (employment, business growth or closure, health and safety etc) and limit these to specific industries (e.g. construction, accommodation and food, manufacturing etc). You can then select the items/topics that are applicable to you and make an "action list".

Payroll Legislation Financial year changes

Changes to payroll legislation happen every year that you need to be aware of. Changes for the year ahead include: Increase in the maximum liable earnings from $118,191 to $120,070 for the purposes of calculating the ACC Earner levy. Minimum adult wage is increasing from $14.25 to $14.75 from 1 April 2015. The starting-out and training hourly minimum wages will increase from $11.40 to $11.80 an hour. Various  amendments  to the Employment Relations Act 2000 also came into force on 6 March 2015. Employers particularly need to be aware of the changes regarding Flexible Working Arrangements and Rest and meal breaks.

10 things you need to do before the Mondayised ANZAC Day

The Holidays (Full Recognition of Waitangi Day and ANZAC Day) Amendment Bill or, as it is more commonly known, the ‘Mondayisation Bill’, will have its first big impact on ANZAC Day. Here are 10 simple things you can to do to make sure your business stays compliant: Know what’s new. The ‘Mondayisation Bill’ states that from now on, when Waitangi Day (6 February) or ANZAC Day (25 April) fall on a weekend, the public holiday must be treated as falling on the following Monday for employees who would not otherwise work on that Saturday or Sunday. Know what stays the same. For employees who would normally otherwise work on that Saturday or Sunday, the public holiday must still be treated as falling on that day. If you close for the holiday, you must pay these weekend workers their regular holiday pay. If your business remains open for the holiday, employees are entitled to at least time and a half pay and a whole day’s alternative holiday (day in lieu) at a later date. Get your duck

More detail now needed on your company annual returns

New Zealand companies will need to provide additional information to the Companies Office as a result of changes introduced by the Companies Amendment Act 2014. The changes have been brought in to prevent the misuse of the Companies Register, and to give the Registrar of Companies extra powers. They are designed to improve the quality and integrity of the information held by the Registrar about New Zealand companies, and to assist the Registrar in holding those who misuse the register to account. While some changes are already in place, others are being phased in throughout the year to give everyone enough time to prepare and meet their compliance obligations. The main changes New Zealand incorporated companies need to have a director who either lives in New Zealand or Australia, and if they live in Australia, that individual must be a director of a company incorporated in Australia. Directors must provide their date and place of birth to the Registrar - this information won’t

NZ Minimum wage rise on April 1

Workplace Relations and Safety Minister recently announced that from April 1 2015: the adult minimum wage will increase from $14.25 to $14.75 an hour the starting-out and training hourly minimum wages will increase from $11.40 to $11.80 an hour. This is a good time to review your staff wages, budgets and payroll compliance. 5 key questions to ask yourself: Have you updated your payroll systems and calculations to reflect the higher wage? You’ll need to start using the new minimum wages in calculations from 1 April, even if that is in the middle of a pay cycle. Do you have employees on the starting-out wage who need to be moved to the adult minimum wage? If your young employees have been with you for six months or longer, or are involved in the training or supervision of other staff, you must pay them at least the adult minimum wage. Are your employees who are receiving the training minimum wage still in training? If they are no longer in training, and have taken on a ful