Labour laws and business

25 July 2018

Media Release

Labour laws and business

Before assuming proposed new labour laws will return employment relationships to the past, business might do well to consider behaviour changes themselves to strengthen recruitment practices and manage workplace access, suggests Auckland Business Chamber CEO Michael Barnett.

Rather than continue to depend on trial periods, employers should undertake properly structured recruitment processes with clear communication of what is required and the consequences of under achievement. “An interview is not an opportunity for a friendly chat; it has a serious intention and consequences for both parties that should be made clear.”

For example, access to any workplace should have a health and safety process associated with it that ensures an informed briefing and registration occurs for all visitors prior to entry, including union representatives, said Barnett.

With regard to the Fair Pay Working Group, Barnett hoped that businesses of all size would be listened to especially small business, that regional variations would be explored and that the impact of flow on effects that would occur within all businesses would be part of any discussion.

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