Labour rights in New Zealand

Last updated

Labour rights in New Zealand are largely covered by both statute, particularly the Employment Relations Act 2000, and common law (including cases, judicial decisions and tribunal decision). The Ministry of Business, Innovation and Employment carries out most of the day to day administrative functions surrounding labour rights and their practical application in the state.[ citation needed ]

Contents

New Zealand is committed to a number of international institutions and treaties and is widely regarded as one of the world's pioneers in terms of enforcement of and protection of labour rights and obligations.[ citation needed ]

Ministry of Business, Innovation and Employment

The Ministry of Business, Innovation and Employment (MBIE) was formed in 2012. The Ministry describes its primary role is to "Grow New Zealand for All". [1]

In relation to employment, the Ministry aims to provide more jobs and to increase the number of opportunities for New Zealanders to participate in more productive and higher paid work. [1] It does this through a large variety of mechanisms, previously administered by what was then the Department of Labour. Some of MBIE's major services include: [2]

Legislation

New Zealand labour law primarily stems from statutes enacted by the New Zealand Parliament. A large series of these statutes combine to form what is known as the minimum rights and entitlements. Each individual Act of Parliament attempts to either: address a different segment of labour rights and obligations entirely, or; may address a smaller portion of labour rights in the subsidiary to some other major legislative theme (for example as with the Privacy Act 2003).

Employment Relations Act 2000

The Employment Relations Act 2000 (the "ER Act") is the most fundamental employment law statute in New Zealand. The ER Act repealed the Employment Contracts Act 1991 (the "ECA"). It enacts a number of core provisions on freedom of association, recognition and operation of unions, collective bargaining, collective agreements, individual employment agreements, employment relations education leave, strikes and lockouts, personal grievances, disputes, enforcement of employment agreements, the Mediation Service, the Employment Court, the Employment Relations Authority and labour inspectors.

Many of the key provisions apply once an employment relationship has begun. This includes a principal duty to act in good faith and to communicate openly. Other provisions operate on an ongoing basis irrespective of the employment relationship and are more declarative (as in the case of trade union operations), or administrative (as in the operation of the Employment Relations Authority) in nature.

Trade unions

Section 110 of the ER Act prohibits employers from discriminating against employees for their involvement (or non-involvement) in a union or other employees organisation. The ER Act acknowledges that there is an "inherent inequality of power in employment relationships" and promotes collective bargaining (Section 3) as a way of evening up the power disparity between employers and employees. It also "recognise(s) the role of unions in promoting their members' collective employment interests" in Section 12. Other important recognition's contained in the Act include: [4]

  • Part 4: Recognises the operation of unions generally;
  • Part 5: Recognises the right to collective bargaining, and;
  • Part 8: Recognises the right to strike.
Right to association

Under Part 3 of the ER Act trade unions in New Zealand have the right to association:

  • (a) employees have the freedom to choose whether or not to form a union or be members of a union for the purpose of advancing their collective employment interests; and
  • (b) no person may, in relation to employment issues, confer any preference or apply any undue influence, directly or indirectly, on another person because the other person is or is not a member of a union. [5]

Employment Relations Authority

Under section 157 the Employment Relations Authority is defined as an investigative body that examines the facts of the case, as opposed to legal technicalities, in seeking to resolve problems with the parties' employment relationship. [6]

Human Rights Act 1993

The Human Rights Act 1993 expressly prohibits discrimination on certain stated grounds including sex, race, family status, political opinion and the like. It applies to almost all aspects of employment including job advertisement, application forms, interviews and job offers. It also applies to unpaid workers and independent contractors. The ERA expressly applies the HRA to employment matters.

Discrimination

Workplace discrimination is dealt with under the Human Rights Act 1993. Discrimination in employment can involve: [7]

  • Refusal or failure to offer and employee the same terms of employment, conditions of work, fringe benefits or opportunities as other employees with the same or similar qualifications, experience or skills working in the same or similar circumstances;
  • Dismissal or detriment by the employer in circumstances in which other employees doing the same kind of work are not, or would not be, treated in such a way; and
  • Retirement or being made to retire or resign by the employer

While the Act in New Zealand covers women, trans persons and discrimination based on cultural grounds a number of barriers still exist in practice in relation to persons who fall within these socio-economic groups. The findings from The Inquiry into Discrimination Experienced by Transgender People conduction by the Human Rights Commission in 2008 found that the majority of submissions made describing some form of discrimination focused on the area of employment. [8] Four out of five submissions described examples of discrimination that ranged from harassment at work to vicious assault and sexual abuse. [9] In 2010 the Centre for Applied Cross-cultural Research at Victoria University published a meta-analysis of all research relating to the experience of discrimination by Asian New Zealanders. The results found that Asian people experienced significant discrimination both working at and applying for jobs, and had higher rates of unemployment and under-employment than other ethnic groups. [10]

If an employee has been unlawfully discriminated against during the course of employment they may pursue a person grievance under the ER Act through the MBIE or make a complaint under the Human Rights Act; however they cannot pursue both. If the discrimination occurs before employment, an individual can only pursue a complaint under the Human Rights Act.

It remains difficult to gauge the levels of workplace discrimination in New Zealand nationally due to inadequacies in data recording and reporting. [11]

Other

Other important labour related legislation includes:

Minimum rights and entitlements

A number of rights and entitlements arise from the various employment enactments. Under New Zealand law, an employee cannot be asked to agree to less than the minimum rights and obligations as provided by the law. An employee must have a written agreement and the minimum employment rights must be met whether or not they are included in this agreement. [15]

Minimum wage

The minimum wage rates apply to all employees and must be paid if a person is over 16 years of age and not a starting-out or trainee worker. The wage rates are reviewed annually by the government.

As at 1 April 2022, the minimum wage is set at $21.20 for adults and $16.96 for the starting-out rate. [14]

Meal and rest breaks

Employers must keep an accurate record of an employee's time worked, payments, and holiday and leave entitlements. Employees are currently entitled to: [16]

These requirements begin over again where the employee works more than eight hours. The legislation provides for breaks to be taken at times mutually agreed between the employer and employee. If there is no agreement, then the breaks must be evenly distributed throughout the work period.

Holidays and leave

Employees are entitled to four weeks' paid annual holiday leave at the end of each year of employment. [17] New Zealand also has 11 annual public holidays and an employee is entitled to these days off work on pay, if they are days when the employee would normally work. [18] Where an employee does work a public holiday, the employee must be paid at least time-and-a-half for the time worked and is also entitled to an alternative paid holiday. After 6 months of employment an employee is entitled to 5 days' sick leave on pay and paid bereavement leave. The entitlement varies from: [19]

Employees may also be entitled to paid and unpaid parental leave if they meet certain criteria. This paid leave is funded by the government, not employers. [20]

Common law

The second major source of New Zealand labour law is found in the common law (principles developed by Courts, judiciary, and Tribunals). In the case of conflict between the common and legislation, legislation takes priority. However, there have been a number of landmark decisions in NZ employment law.

In 2003, New Zealand decriminalised sex work with the introduction of the Prostitution Reform Act 2003. Following this, in DML v Montgomery and M & T Enterprises Ltd [21] the plaintiff alleged that the owner of a brothel at which she worked had sexually harassed her, causing humiliation, loss of dignity, and injury to her feelings. The Human Rights Review Tribunal found in her favor and awarded the plaintiff NZD $25,000; issued a declaration and a restraining order (to prevent a continuing breach); and ordered that the brothel's management staff undergo training to understand why sexual harassment is unacceptable. [22]

In Talleys Fisheries Ltd v Lewis [23] the New Zealand High Court found that a female employee had been the victim of gender-discrimination where her major employer Talleys Fisheries had segregated women into work which was paid less than a substantially similar position which was performed by men.

In Ministry of Health v Atkinson and Ors, [24] parents who were caring for family members with disabilities challenged the Ministry of Health's policy of not paying them as discrimination by reason of family status. The tribunal agreed that it was discriminatory and that it could not be justified under section 5 of the NZBORA.

International obligations

NZ has ratified a number of human rights treaties containing obligations that pertain to domestic labour rights and obligations. NZ has also been a strong supporter of the International Labour Organization (ILO) and has ratified the following 6 of 8 fundamental ILO Conventions: [25]

New Zealand has expressed no intention of ratifying either the Freedom of Association and Protection of the Right to Organise Convention, (no. 87), and the Minimum Age for Admission to Employment Convention, (No. 138) though is currently exploring the option to. [26] New Zealand is also a ratifying party to a number of other labour-relevant international treaties. The treaties and the reservations made against each article contained in them are as follows:

Human Rights Commission Report 2010

The Human Rights Commission periodically releases an intensive report documenting human rights in New Zealand, mapping how they are being "promoted, protected and implemented." [27] Of the thirty 'priority areas for action on human rights' released in the 2010 report, three were workplace and employment related. These included:

Māori and Pasifika rights

Barriers to employment and promotion and equal employment opportunities continue to be one of the major issues facing Māori and Pacific peoples across the full range of occupations. The Ministry of Development's Social Report 2010 assessed the social and economic wellbeing of New Zealanders across a range of indicators. It found higher rates of unemployment for young people, Māori, Pacific peoples and other ethnic groups, and lower rates of median hourly earnings for the same groups as compare with Pakeha/European groups. [29] This was in line with findings from previous years. [29] The report also found that 14 per cent of the population live in low-income households. Since 2001, the annual Social Report, published by the Ministry of Social Development, has charted improvements in unemployment and employment rates and outcomes for Māori in socio-economic outcomes for Māori. Despite these improvements, average outcomes for Māori tend to be poorer than for the total population and the median hourly earnings, occupational spread, representation in senior roles and workplace injury claims. [30] Despite improvements over the last decade, these gaps have widened due to the economic recession that began in late 2008. Unemployment rates in particular have risen, and are higher for Māori than for non-Māori. Māori youth unemployment rates stand as one of the highest figures of any group in New Zealand, sitting at 30.3 per cent in June 2010. [31]

Disabled rights

New Zealand has ratified the Convention on the Rights of Persons with Disabilities. Currently, disabled people, though being protected by a number of domestic statutes (for example the Human Rights Act and NZBORA), are considered one of the most disadvantaged groups in New Zealand when it comes to the right to work, and barriers to employment such as gaining interviews. [32] This was reflected in figures released in 2006 showing the New Zealand labour force participation rate for disabled people was 45 per cent, compared with 77 per cent for non-disabled people. [32]

Gender rights

Despite having pioneered a number of rights issues in the international sphere, in 2010 the United Nations Human Rights Committee raised concern about the low representation of women in high-level and managerial positions and on boards of private enterprises with respect to compliance with arts 2, 3 and 26 of the ICCPR. It was recommended the state seek ways to encourage women participation in these roles including through enhanced cooperation and dialogue with partners in the private sector. Although the part-time employment rate in New Zealand has almost doubled for men since 1986,⁹ women continue to have a higher part-time employment rate than men (23.1 per cent and 8.7 per cent, respectively). [33] There was also pervasive inequality found between men and women in the sharing of power and decision-making at all levels. [34] The current mechanisms in place were considered insufficient at all levels to address the advancement of women and the gender pay gap was criticised with average median levels of difference sitting at 10.6%. [35]

Immigrant rights

Immigration in New Zealand is governed by the Immigration Act 2009. While, New Zealand generally complies with and exceeds international standards in terms of its legislation and policies where it regards race relations, barriers to employment and promotion continue to be one of the major issues facing migrants and refugees living in New Zealand. [36] The Human Rights Commission cited that plight of migrant workers in New Zealand has received extensive mainstream media coverage on a range of issues including discrimination, exploitation and battles over work and entry visas. [36]

OECD guidelines

The Organisation for Economic Co-operation and Development (OECD) Guidelines for Multinational Enterprises are recommendations on responsible business conduct [37] that have been adopted by governments in the OECD (and some outside it). New Zealand joined the OECD in 1973 and became a signatory to the guidelines when they were first adopted by the OECD in 1976.

The guidelines allow unions and other non-governmental organisations to hold multinational companies accountable for their behaviour. The guidelines cover a range of topics including: disclosure; human rights; employment and industrial relations. [38] Although the guidelines are non-binding, they offer an opportunity to "name and shame" and to threaten the reputation of poorly behaving multinationals. [39]

Governments that have signed the guidelines are required to set up a National Contact Point to promote them. In New Zealand the National Contact Point is the Ministry of Business, Innovation and Employment. The National Contact Point is required to consider any allegations of a breach of the guidelines by a multinational company headquartered in a signatory nation.

Related Research Articles

The education system in New Zealand implements a three-tier model which includes primary and intermediate schools, followed by secondary schools and by tertiary education at universities and polytechnics. The academic year in New Zealand varies between institutions, but generally runs from early February until mid-December for primary schools, late January to late November or early December for secondary schools and polytechnics, and from late February until mid-November for universities.

The Employment Standards Act of British Columbia (Canada), is legislation enacted by the provincial government of British Columbia to protect the rights of working people. Sections within the act outline the employers responsibility to their employees, notably things such as minimum wage, meal breaks, and parental leave. The act also works to protect residents of the province by preventing employment discrimination.

<span class="mw-page-title-main">Legal working age</span>

The legal working age is the minimum age required by law for a person to work, in each country or jurisdiction, if they have not reached the age of majority. Activities that are dangerous, harmful to the health or that may affect the morals of minors fall into this category.

Japanese labour law is the system of labour law operating in Japan.

The Fourth Labour Government of New Zealand governed New Zealand from 26 July 1984 to 2 November 1990. It was the first Labour government to win a second consecutive term since the First Labour Government of 1935 to 1949. The policy agenda of the Fourth Labour Government differed significantly from that of previous Labour governments: it enacted major social reforms and economic reforms.

<span class="mw-page-title-main">Third Labour Government of New Zealand</span>

The Third Labour Government of New Zealand was the government of New Zealand from 1972 to 1975. During its time in office, it carried out a wide range of reforms in areas such as overseas trade, farming, public works, energy generation, local government, health, the arts, sport and recreation, regional development, environmental protection, education, housing, and social welfare. Māori also benefited from revisions to the laws relating to land, together with a significant increase in a Māori and Island Affairs building programme. In addition, the government encouraged biculturalism and a sense of New Zealand identity. However, the government damaged relations between Pākehā and Pasifika New Zealanders by instituting the Dawn Raids on alleged overstayers from the Pacific Islands; the raids have been described as "the most blatantly racist attack on Pacific peoples by the New Zealand government in New Zealand’s history". The government lasted for one term before being defeated a year after the death of its popular leader, Norman Kirk.

<span class="mw-page-title-main">Employment Relations Act 2000</span> Statute of the Parliament of New Zealand

The New Zealand Employment Relations Act 2000 is a statute of the Parliament of New Zealand. It was substantially amended by the Employment Relations Amendment Act 2001 and by the ERAA 2004.

<span class="mw-page-title-main">Indian labour law</span> Laws regulating labour in India

Indian labour law refers to law regulating labour in India. Traditionally, the Indian government at the federal and state levels has sought to ensure a high degree of protection for workers, but in practice, this differs due to the form of government and because labour is a subject in the concurrent list of the Indian Constitution. The Minimum Wages Act 1948 requires companies to pay the minimum wage set by the government alongside limiting working weeks to 40 hours. Overtime is strongly discouraged with the premium on overtime being 100% of the total wage. The Payment of Wages Act 1936 mandates the payment of wages on time on the last working day of every month via bank transfer or postal service. The Factories Act 1948 and the Shops and Establishment Act 1960 mandate 15 working days of fully paid vacation leave each year to each employee with an additional 7 fully paid sick days. The Maternity Benefit (Amendment) Act, 2017 gives female employees of every company the right to take 6 months' worth of fully paid maternity leave. It also provides for 6 weeks worth of paid leaves in case of miscarriage or medical termination of pregnancy. The Employees' Provident Fund Organisation and the Employees' State Insurance, governed by statutory acts provide workers with necessary social security for retirement benefits and medical and unemployment benefits respectively. Workers entitled to be covered under the Employees' State Insurance are also entitled to 90 days worth of paid medical leaves. A contract of employment can always provide for more rights than the statutory minimum set rights. The Indian parliament passed four labour codes in the 2019 and 2020 sessions. These four codes will consolidate 44 existing labour laws. They are: The Industrial Relations Code 2020, The Code on Social Security 2020, The Occupational Safety, Health and Working Conditions Code, 2020 and The Code on Wages 2019.

<span class="mw-page-title-main">Human rights in New Zealand</span> Overview of the observance of human rights in New Zealand

Human rights in New Zealand are addressed in the various documents which make up the constitution of the country. Specifically, the two main laws which protect human rights are the New Zealand Human Rights Act 1993 and the New Zealand Bill of Rights Act 1990. In addition, New Zealand has also ratified numerous international United Nations treaties. The 2009 Human Rights Report by the United States Department of State noted that the government generally respected the rights of individuals, but voiced concerns regarding the social status of the indigenous population.

The Universal Periodic Review (UPR) is a state monitoring mechanism of the United Nations Human Rights Council (HRC). It was established by General Assembly resolution 60/251 in 2006 to periodically review the protection and promotion of human rights in each of the 193 United Nations (UN) Member States. New Zealand has been reviewed twice via the UPR in 2009 and 2014.

The Human Rights Commission is New Zealand’s national human rights institution. It was formed in 1977 under the Human Rights Act 1993. The Inquiry into Discrimination Experienced by Transgender People was carried out in 2006, and reported on in 2008.

<span class="mw-page-title-main">Women in New Zealand</span> Overview of the status of women in New Zealand

Women in New Zealand are women who live in or are from New Zealand. Notably New Zealand was the first self-governing country in the world where women were entitled to vote. In recent times New Zealand has had many women in top leadership and government roles, including three female Prime Ministers, most recently Jacinda Ardern. New Zealand has a gender pay gap of 9.5%.

<span class="mw-page-title-main">Tertiary Education Union</span>

The New Zealand Tertiary Education Union is the main trade union in the New Zealand tertiary education sector, and represents the interests of more than 10,000 workers employed within the sector across New Zealand. Its membership includes academics, researchers, teachers and workers employed in all occupations in universities, polytechnics, institutes of technology, wānanga, other tertiary education providers and allied organisations.

Structural discrimination occurs in a society "when an entire network of rules and practices disadvantages less empowered groups while serving at the same time to advantage the dominant group". The Human Rights Commission in New Zealand have asserted that there is strong, consistent evidence that structural discrimination is a real and ongoing issue in the country. The commission has acknowledged the importance of addressing institutional barriers within New Zealand's social institutions, stating that these barriers help to create social inequalities which in turn limit the access to and fulfillment of New Zealand's human rights obligations.

Gender equality is the notion that all men and women should receive equal treatment in all aspects and that one should not be discriminated based on their sex. Gender equality is a human right and this is recognised by the United Nations Universal Declaration of Human Rights (UDHR). The right to be free of discrimination on the grounds of sex is found pursuant to Article 2 of the declaration.

Violence against women in New Zealand is described as the kinds of violence faced by women disproportionately to men due to factors of ongoing gender inequality in society. The New Zealand government and the New Zealand justice system view efforts to prevent and deal with violence against women as a priority of New Zealand legislation and the criminal justice system. There are current domestic laws relating to the prevention and punishment of violence against women, however, despite these efforts, women in New Zealand still face high levels of violence. New Zealand was ranked as worst for Domestic Violence compared to other OECD countries with 1 in 3 women estimated to have been a victim of violence in their lifetime and as of 2020, with the onset of the COVID-19 pandemic, NZ police were reported to be responding to a domestic violence call every 4 minutes.

The gender pay gap in New Zealand is the difference in the median hourly wages of men and women in New Zealand.In 2020 the gender pay gap is 9.5 percent. It is an economic indicator used to measure pay equality. The gender pay gap is an official statistic published annually by Stats NZ sourced from the Household Labour Force Survey.

Disability rights are not specifically addressed by legislation in New Zealand. Instead, disability rights are addressed through human rights legislation. Human rights in New Zealand are protected by the New Zealand Bill of Rights Act 1990 and the Human Rights Act 1993. New Zealand also signed and ratified the United Nations Convention on the Rights of Persons with Disabilities (CRPD) in 2008.

<span class="mw-page-title-main">Housing in New Zealand</span> Overview of housing in New Zealand

Housing in New Zealand was traditionally based on the quarter-acre block, detached suburban home, but many historical exceptions and alternative modern trends exist. New Zealand has largely followed international designs. From the time of organised European colonisation in the mid-19th century there has been a general chronological development in the types of homes built in New Zealand, and examples of each generation are still commonly occupied.

References

  1. 1 2 "Our structure | Ministry of Business, Innovation & Employment". www.mbie.govt.nz. Retrieved 19 September 2022.
  2. ↑ "Growing New Zealand for all". Archived from the original on 8 May 2014. Retrieved 21 December 2022.
  3. ↑ Zealand, WorkSafe New. "Home". WorkSafe. Retrieved 21 December 2022.
  4. ↑ "Employment Relations Act 2000 No 24" . Retrieved 21 December 2022.
  5. ↑ "Employment Relations Act 2000 No 24 (as at 01 December 2022), Public Act Part 3 Freedom of association" . Retrieved 21 December 2022.
  6. ↑ "Employment Relations Act 2000 No 24 (as at 30 December 2022), Public Act 157 Role of Authority – New Zealand Legislation". www.legislation.govt.nz. Retrieved 18 April 2023.
  7. ↑ Ministry of Business, Innovation and Employment, "Minimum Employment Rights and Obligations" (2013) at 8 "Archived copy" (PDF). Archived from the original (PDF) on 21 February 2015. Retrieved 29 April 2015.{{cite web}}: CS1 maint: archived copy as title (link); Human Rights Commission, “Report of The Inquiry into Discrimination Experienced by Transgender People” (2008) at 36-50 http://www.hrc.co.nz/hrc_new/hrc/cms/files/documents/15-Jan-2008_14-56-48_HRC_Transgender_FINAL.pdf Archived 2014-06-26 at the Wayback Machine
  8. ↑ Human Rights Commission, “Report of The Inquiry into Discrimination Experienced by Transgender People” (2008) at 39-42 http://www.hrc.co.nz/hrc_new/hrc/cms/files/documents/15-Jan-2008_14-56-48_HRC_Transgender_FINAL.pdf Archived 2014-06-26 at the Wayback Machine
  9. ↑ Human Rights Commission, “Report of The Inquiry into Discrimination Experienced by Transgender People” (2008) at 65 http://www.hrc.co.nz/hrc_new/hrc/cms/files/documents/15-Jan-2008_14-56-48_HRC_Transgender_FINAL.pdf Archived 2014-06-26 at the Wayback Machine
  10. ↑ "Barriers to Equality Faced by Asians in NZ | Centre for Applied Cross-cultural Research". Victoria University of Wellington. Retrieved 18 April 2023.
  11. ↑ Human Rights Commission, "Human Rights in New Zealand" (2010) at 33 "Archived copy" (PDF). Archived from the original (PDF) on 7 July 2011. Retrieved 11 September 2011.{{cite web}}: CS1 maint: archived copy as title (link)
  12. ↑ "Types of parental leave » Employment New Zealand". www.employment.govt.nz. Retrieved 3 October 2018.
  13. ↑ "Minimum Wage Act 1983". legislation.govt.nz. 16 December 1983.
  14. 1 2 "Minimum Wage Order 2022". legislation.govt.nz. 24 February 2022.
  15. ↑ Ministry of Business, Innovation and Employment, "Minimum Employment Rights and Obligations" (2013) at 2 "Archived copy" (PDF). Archived from the original (PDF) on 21 February 2015. Retrieved 29 April 2015.{{cite web}}: CS1 maint: archived copy as title (link)
  16. ↑ Ministry of Business, Innovation and Employment, "Minimum Employment Rights and Obligations" (2013) at 5 "Archived copy" (PDF). Archived from the original (PDF) on 21 February 2015. Retrieved 29 April 2015.{{cite web}}: CS1 maint: archived copy as title (link)
  17. ↑ Ministry of Business, Innovation and Employment, "Minimum Employment Rights and Obligations" (2013) at 6 "Archived copy" (PDF). Archived from the original (PDF) on 21 February 2015. Retrieved 29 April 2015.{{cite web}}: CS1 maint: archived copy as title (link)
  18. ↑ Ministry of Business, Innovation and Employment, "Minimum Employment Rights and Obligations" (2013) at 6-8 "Archived copy" (PDF). Archived from the original (PDF) on 21 February 2015. Retrieved 29 April 2015.{{cite web}}: CS1 maint: archived copy as title (link)
  19. ↑ Holidays Act 2003 http://www.legislation.govt.nz/act/public/2003/0129/latest/DLM236387.html; Ministry of Business, Innovation and Employment, "Minimum Employment Rights and Obligations" (2013) at 6-8 "Archived copy" (PDF). Archived from the original (PDF) on 21 February 2015. Retrieved 29 April 2015.{{cite web}}: CS1 maint: archived copy as title (link)
  20. ↑ Ministry of Business, Innovation and Employment, "Minimum Employment Rights and Obligations" (2013) at 8 "Archived copy" (PDF). Archived from the original (PDF) on 21 February 2015. Retrieved 29 April 2015.{{cite web}}: CS1 maint: archived copy as title (link)
  21. ↑ DML v Montgomery & Anor [2014] NZHRRT 6
  22. ↑ DML v Montgomery & Anor [2014] NZHRRT 6 at para 131-154
  23. ↑ Talleys Fisheries Ltd v Lewis HC Auckland CIV 2005-485-1750 [2007] NZHC 1845; (2007) 8 HRNZ 413; (2007) 4 NZELR 447 (14 June 2007)http://www.neon.org.nz/documents/Talleys%20Judgement.pdf Archived 2015-01-15 at the Wayback Machine
  24. ↑ Ministry of Health v Atkinson and Ors [2012] NZCA 184 http://www.hrc.co.nz/wp-content/uploads/2012/05/Court-of-Appeal-Decision-Atkinson-vs-Min-of-Health-May-20121.pdf Archived 2014-05-10 at the Wayback Machine Ministry of Health v Atkinson and Ors [2012] NZCA 184
  25. ↑ Human Rights Commission, "Human Rights in New Zealand" (2010) at 21-24 "Archived copy" (PDF). Archived from the original (PDF) on 7 July 2011. Retrieved 11 September 2011.{{cite web}}: CS1 maint: archived copy as title (link); International Labour Organisation, Countries: New Zealand. Accessed 06.05.14 http://www.ilo.org/asia/countries/new-zealand/lang--en/index.htm
  26. ↑ International Labour Organisation, Countries: New Zealand. Accessed 06.05.14 http://www.ilo.org/asia/countries/new-zealand/lang--en/index.htm
  27. ↑ Human Rights Commission, "Human Rights in New Zealand" (2010) at 6 "Archived copy" (PDF). Archived from the original (PDF) on 7 July 2011. Retrieved 11 September 2011.{{cite web}}: CS1 maint: archived copy as title (link)
  28. ↑ Human Rights Commission, Human Rights in New Zealand (2010) at 6-9 "Archived copy" (PDF). Archived from the original (PDF) on 7 July 2011. Retrieved 11 September 2011.{{cite web}}: CS1 maint: archived copy as title (link)
  29. 1 2 Ministry of Social Development, "The Social Report" (2010) at 51 http://www.socialreport.msd.govt.nz/documents/the-social-report-2010.pdf Archived 2015-01-13 at the Wayback Machine
  30. ↑ Human Rights Commission, "Human Rights in New Zealand" (2010) at 184-204 "Archived copy" (PDF). Archived from the original (PDF) on 7 July 2011. Retrieved 11 September 2011.{{cite web}}: CS1 maint: archived copy as title (link)
  31. ↑ Human Rights Commission, "Human Rights in New Zealand" (2010) at 197 "Archived copy" (PDF). Archived from the original (PDF) on 7 July 2011. Retrieved 11 September 2011.{{cite web}}: CS1 maint: archived copy as title (link)
  32. 1 2 Human Rights Commission, "Human Rights in New Zealand" (2010) at 194 "Archived copy" (PDF). Archived from the original (PDF) on 7 July 2011. Retrieved 11 September 2011.{{cite web}}: CS1 maint: archived copy as title (link)
  33. ↑ The Social Report, 2010 at 52 http://www.socialreport.msd.govt.nz/documents/the-social-report-2010.pdf Archived 2015-01-13 at the Wayback Machine
  34. ↑ Human Rights Commission, "Human Rights in New Zealand" (2010) at 285-286 "Archived copy" (PDF). Archived from the original (PDF) on 7 July 2011. Retrieved 11 September 2011.{{cite web}}: CS1 maint: archived copy as title (link)
  35. ↑ Human Rights Commission, "Human Rights in New Zealand" (2010) at 288 "Archived copy" (PDF). Archived from the original (PDF) on 7 July 2011. Retrieved 11 September 2011.{{cite web}}: CS1 maint: archived copy as title (link)
  36. 1 2 Human Rights Commission, "Human Rights in New Zealand" (2010) at 201 "Archived copy" (PDF). Archived from the original (PDF) on 7 July 2011. Retrieved 11 September 2011.{{cite web}}: CS1 maint: archived copy as title (link)
  37. ↑ About: OECD Guidelines for Multinational Enterprises http://www.oecd.org/about/
  38. ↑ OECD Guidelines for Multinational Enterprises http://www.oecd.org/daf/inv/mne/oecdguidelinesformultinationalenterprises.htm
  39. ↑ CTU Summary of the OECD Guidelines for Multinational Enterprises http://union.org.nz/oecd-mne-guidelines Archived 2014-05-23 at the Wayback Machine
This page is based on this Wikipedia article
Text is available under the CC BY-SA 4.0 license; additional terms may apply.
Images, videos and audio are available under their respective licenses.