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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
New Zealand has a growing acceptance of remote work, especially considering the country's geography.
The Kiwi culture places a strong emphasis on work-life balance. Promoting a healthy work-life balance and flexibility in working hours could be attractive to potential workers.
New Zealand has strict employment laws that protect both employers and employees, compliance with which is essential.
KiwiSaver is a voluntary savings scheme in New Zealand designed to help people save for their retirement. While it's not compulsory for everyone, most employees are automatically enrolled, and contributions are deducted from their wages.
New Zealand places a strong emphasis on fair employment practices and has established a robust legal framework to govern the employer-employee relationship. When hiring in this territory, employers are expected to adhere to Employee Relations Act 2000. Key aspects of employment in New Zealand include:
In New Zealand, both probationary periods and statutory trial periods are distinct employment practices. These are described in detail below:
Typically, full-time hours range from 7.5 to 8 hours per day. It is essential for the employment contract to specify the weekly hours, which may be no more than 40 hours per week.
The rate of pay for overtime worked must be agreed to between the employer and the employee. This may be factored into the employee's salary or paid at the employee's normal rate of pay. There may be an agreement to pay more than this, but not less.
New Zealand's minimum wage is 23.15 NZD an hour.
While legal regulations do not mandate a 13th month salary, it is a customary practice to provide employees with performance-based bonuses.
New Zealand has a progressive pay-as-you-earn (PAYE) tax system for individual income. The tax rates are generally based on different income brackets, and the rates may vary for different types of income. The individual income tax ranges from 10.5% to 39%.
In New Zealand, there is no mandatory pension system, but employees can voluntarily join KiwiSaver, where employers must make compulsory contributions. Employees can choose a contribution rate of 3%, 4%, 6%, 8%, or 10% of their salary and have the option to opt out within the first eight weeks of enrollment. Additionally, New Zealand offers NZ Super, a non-contributory public pension for residents aged 65 and older.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in New Zealand tailored to your needs.
In New Zealand, the termination process depends on factors like the contract type, grounds for termination, and agreements in place, including employment and collective agreements.
In New Zealand, employers usually follow notice periods of 2 to 4 weeks as stated in employment contracts. When no notice period is specified, a reasonable one is determined based on factors like service length and industry norms.
Severance payout is only obligatory if an agreement between the employer and employee has been reached. Consequently, an employee's final pay encompasses compensation solely for hours worked and any accrued and unused annual leave days, unless otherwise stipulated through a mutual severance arrangement.
Public holidays in New Zealand are widely recognized, with potential variations in dates each year. While these holidays are observed nationwide, their occurrence might differ annually, and in the event of a holiday falling on a Sunday, the succeeding Monday is typically designated as the day off. These public holidays include:
In New Zealand, there are no mandatory benefits. However, there is a comprehensive welfare system that encompasses universal healthcare, public pensions, family tax credits, and other provisions. In place of individual premiums, social security is financed through taxes.
At Playroll we're all about empowering employees to work anywhere, making mobility possible for global teams. We sponsor visas and hire the employee for you, so you don’t have to worry about payroll, taxes, and more.
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It's important to note, visa support can be complicated and each country has different requirements and legislation. As of August 2024, non-Singapore entities that want to employ an individual in Singapore who is not a Singapore national or permanent resident may no longer use an Employer of Record (EOR) to sponsor that individual for a work permit. Contact our experts for help on how to navigate global employment in Singapore.
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
By leveraging dedicated support from in-house legal and compliance experts for case by case questions and more.
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