The Employment Relations Act defines a collective agreement as an agreement that is binding on one or more unions, and one or more employers, and two or more employees. Employees must be union members to be covered by a collective agreement.
There are a number of conditions and existing case law that govern how to deal with employees when a collective agreement is in place or during bargaining. Collective Bargaining is complex in nature and the knowledge and experience we provide you will assist in achieving good outcomes.
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Our Auckland, Hawke’s Bay and Taranaki collective bargaining advisors are here to help.
You may have heard about these changes before, but as an employer, you cannot simply ignore! We strongly encourage you to have your employment agreements, policies, practices and procedures reviewed.
The Employment Relations Amendment Act 2018 has become law and many of the changes introduced relate to the restoration of union rights and to strengthen collective bargaining.
There have been recent amendments to the Employment Relations Act 2000, as of 6 May 2019. The two most significant changes are to the 90 day trial period and meal breaks.
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