Winter bugs can hit small teams hard. This article explores practical, evidence-based ways to reduce the spread of illness in your workplace—saving time, money, and stress. From flexible sick leave to better ventilation and hygiene, learn how to keep your team healthy and your business running smoothly this winter.

HR and Health & Safety teams often operate in silos—but under New Zealand’s HSWA, they’re on the same team. This article explores how collaboration between HR and H&S can improve mental wellbeing, onboarding, performance management, and ultimately, workplace culture and safety. It’s time to stop sitting at separate lunch tables.

Discover how New Zealand can future-proof its workforce in the age of AI and automation. This blog explores the importance of human skills, flexible education pathways, and the role of employers in building a tech-smart, people-first future.

Hiring someone new is a big step—so how do you know when the time is right? In this article, we explore the key things to consider before growing your team, from aligning with your business strategy to understanding the real cost of bringing someone on board. With right planning, it can be one of the best investments you make, read on if this is where your business is heading.

This article explains how SMEs in New Zealand can use job sizing to ensure fair and equitable pay, especially for complex hybrid roles. It outlines the process of evaluating role responsibilities and skills to establish consistent, fair pay structures that promote transparency, improve retention, and support compliance with pay equity laws.

In light of New Zealand’s updated Equal Pay legislation, leading with fairness and transparency in pay is more important than ever. Proactive leadership, regular pay audits, and open conversations foster trust, attract talent, and align your organization with legal and ethical standards for pay equity.

Trust is the foundation of any successful workplace relationship. As recognized by the Employment Relations Act 2000, "mutual trust and confidence" is crucial for a thriving employment environment. In our latest article, we explore effective strategies to cultivate trust within your organization. From open communication and embracing mistakes as learning opportunities to empowering autonomy and fostering accountability, discover how to create a collaborative atmosphere where trust can flourish.

As we continue to advance into 2025, one trend stands out prominently: the conversation around generational differences in the workplace is shifting. Instead of focusing on age or background, the emphasis must be on hiring the right candidate based on their skills, values, qualifications, and experience.

While skills can be taught, trained, or learned, instilling values and achieving cultural fit is considerably more challenging.

In today’s dynamic workplace, an accurate job description is more than just a checklist of tasks—it’s a cornerstone of effective performance management and a critical tool for nurturing a positive company culture. Let’s explore why crafting precise job descriptions is essential for both employees and employers.

A well-defined job description sets the stage for success. Let us guide you how.

If an employee raises a Personal Grievance, you as the employer must be given the opportunity to understand the grievance and address it.

If informal discussions and mediation through the Ministry of Business Innovation and Employment (MBIE) don’t resolve the issue, the next step is a formal investigation hearing with the ERA.

But here’s the hard truth: this process isn’t just emotionally draining—it can also be expensive.

Follow the story of Veolia to take a look how things can be not as smooth as originally intended.

As a Manager or Employer, the chances are you’ve heard that phrase at least once from a staff member, if not multiple times during your career. And when you’re already under pressure, it’s enough to make your blood boil!

Let’s face it, for a lot of us “survive til ’25” was a rough ride and the tunnel to “thrive in ‘25” might feel like it isn’t getting any shorter, as we stare off to the second half of the year.

In the second half of 2024 we often heard “survive till 2025” in the business world.  With 2025 in full swing, how are things looking in your business? 

Despite ongoing political and economic uncertainty, the business community recognises the need to move forward.  For some, this means pursuing goals and taking risks; for others, it requires making tough decisions, from strategic shifts to structural changes. 

Restructures and redundancies are tough