Stalking and harassment: what HR should be thinking about now

New Zealand now has a standalone criminal offence for stalking and harassment. The Crimes Legislation (Stalking and Harassment) Amendment Act 2025 received Royal assent on 26 November 2025 and comes into force on 26 May 2026.

For HR, this is more than a criminal law update. It is a prompt to check whether workplace policies, safety planning, privacy settings, and manager training are fit for purpose.

The new offence is based on a pattern of behaviour. That means specified behaviour occurring at least twice within a two-year period, where the person knows it is likely to cause fear or distress. In a workplace context, that might include repeated unwanted contact, following, monitoring, loitering near work, sending unwanted gifts, online contact, reputation damage, doxing, or using workplace information to track when and where someone is working.

Employers are not expected to investigate stalking in the way Police would. However, if the behaviour creates a work-related risk, the employer needs to respond. That may include risks involving customers, clients, contractors, former employees, current employees, or someone connected to a worker’s personal life.

Here are the key areas HR should review over the next few months…

Stalking and harassment: what the new law means for workplaces

New Zealand now has a standalone criminal offence for stalking and harassment. The change came into force on 26 May 2026 and gives clearer recognition to repeated behaviour that can cause fear, distress, or a real sense of being unsafe.

For workplaces, this is worth paying attention to.

Stalking is not always something that happens “outside work”. In some cases, the workplace is where the behaviour starts. It might involve a customer repeatedly asking for a particular staff member, someone waiting near the workplace, persistent messages through social media, unwanted gifts, or a person using work information to track when and where someone is working.

It can also happen within an organisation, including between current or former colleagues. Where there are power dynamics, close working relationships, or concerns about not being believed, affected workers may be reluctant to speak up early.

Across New Zealand, many businesses are being asked to do more with the same people, systems, and hours in the day.

Costs are tight. Customers expect quick answers. Teams are busy. Behind the scenes, small process issues often slow everything down: double-handling, spreadsheet workarounds, missed follow-ups, manual reporting, disconnected systems, and too much information sitting in people’s heads.

That is usually where the real opportunity starts.

At EASI NZ, we help businesses take a practical look at how work actually gets done. From there, we identify where better processes, automation, data, or AI-assisted workflows could make operations easier for the team and better for the customer.

This is not about replacing people with technology. It is about removing repetitive work and process friction so people can focus on the moments where they have the biggest impact on the customer experience.

Cost optimisation is not just about cutting.

Why Businesses in New Zealand Are Rethinking Performance Reviews

Imagine waiting an entire year to hear how you’re performing at work.

For many employees, that’s exactly what the traditional annual performance review feels like — one conversation meant to summarise twelve months of work. But in modern workplaces, many organisations are discovering that this approach to employee performance reviews no longer delivers the results they need.

Across New Zealand, businesses are changing the way they manage performance reviews and employee development. Instead of relying on annual evaluations, many organisations are introducing ongoing performance management conversations throughout the year.

The result? Better employee engagement, stronger communication, and improved business performance.

Employee vs Contractor: What’s the Difference for New Zealand Businesses?
As businesses grow, one of the most important decisions you’ll make is how to engage people to get the work done. Should you hire an employee or engage a contractor? Both options can work well depending on your business needs, but understanding the difference is essential.

In New Zealand, the distinction matters because employees and contractors have different rights, responsibilities, and legal protections. Getting the classification wrong can lead to compliance issues and unexpected costs.

At EASI NZ, we help businesses understand these differences so they can scale confidently and stay compliant.

Most small businesses don’t start with an HR strategy.

They start with a skill, a trade, a service, or a gap in the market. The people side of the business often develops later — usually when the workload grows beyond what one person can manage.

For many owner-led businesses, HR evolves organically. A contract is downloaded when needed. A policy gets written after an issue arises. A conversation is handled as best as possible.

And often, that works — for a while.

Changing Employment Conditions & Managing Risk: What Employers Need to Know 

One of the most common situations where employers run into employment claims is when they make changes to an employee’s conditions of employment — or take actions that could eventually put that employment at risk. 

These situations often start with legitimate business needs. A business may need to adjust working hours, restructure roles, or address performance concerns. However, if the correct process is not followed, what begins as a practical management decision can quickly become a legal issue. 

Understanding how to manage these situations properly is an essential part of being an employer. 

Across New Zealand, organisations are rushing to adopt artificial intelligence. The pressure is real. Boards are asking about it. Vendors are selling it. Competitors are talking about it. 

But too many businesses are adopting AI out of fear of falling behind rather than clarity about where they are going. 

AI-FOMO is not strategy. 

Queenstown Lakes and Central Otago are growing fast. More people are moving to the region, more visitors are arriving each year, and more businesses are opening or expanding. This growth brings jobs and economic opportunity, but it also places pressure on housing, infrastructure, and the local workforce. As a result, employers are facing a dual challenge: housing shortages make it hard to attract staff, and rising demand makes it hard to operate with existing teams. 

Employers, Beware the “Accidental Employee” 

For small business owners and managers, deciding when to employ, who to employ, and on what type of contract is one of the most important strategic decisions you will make. 

It’s also one of the most common areas where we see well-intentioned employers inadvertently increase their risk — often without realising it. 

One of the biggest traps? The “accidental employee.” 

Getting Prepared for 2026 

Why HR Strategy Matters More Than Ever 

For HR to truly support your business, it can’t operate as a purely administrative tick-box exercise. It should be a strategic function—one that directly connects your people, your processes, and your paperwork to your business goals, vision, and values. 

The festive season is fast approaching, and whether your business is gearing up for its busiest time of year or preparing to close for a well-earned break, planning ahead is key. A little organisation now will help you avoid last-minute stress, support your people, and ensure smooth operations heading into the New Year. 

Here’s a practical HR Christmas Checklist to help you finish the year strong. 

Last month, Parliament passed the Employment Relations (Employee Remuneration Disclosure) Amendment Act, introducing new rules around pay transparency.

In simple terms, employers can no longer take disciplinary action against an employee for discussing their pay or asking about someone else’s. This applies even if the Employment Agreement contains a pay secrecy clause.

This brings New Zealand in line with countries such as Australia and is aimed at reducing unfair pay gaps — particularly those affecting women, Māori, Pasifika, and other groups at higher risk of pay inequities.

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.

EASI NZ is excited to expand our donation-based CV Confidence Workshops across the Southland. Designed for job seekers, migrants, and newcomers, these sessions offer practical skills to craft strong CVs, navigate Kiwi work culture, and understand employee rights—empowering you to succeed in New Zealand’s job market. Whether you’re starting your first job or transitioning careers, these workshops are designed to empower you every step of the way.

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

If this is you, you certainly aren’t alone – it’s pretty common place to hear small business owners tell us that they are too busy working in the business to work on it.  As the year comes to a close and another looms, we’d suggest taking a moment to reflect on when you last review all your HR documents, policies and systems. 

·      Are they still up to date? 

·      Do they actually reflect what is currently happening in your business? 

·      Have you been meaning to put them in place, but things have been ticking along okay so they keep getting pushed to the bottom of the pile?