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Holidays and leave

NOTE: From 1 April 2016, laws on holiday entitlements and parental leave changed. This page reflects the changes.

Overview of holiday entitlements changes — Ministry of Business, Innovation and Employment

Overview of parental leave changes — Employment New Zealand

 

There are different rules for different types of leave. Understanding your obligations as an employer makes it easier to work out leave entitlements and approve leave applications — leading to happier, more productive employees.

On this page:

 

Holidays and leave at a glance

All employees working in New Zealand are legally covered by the Holidays Act (2003). The Act requires that:

  • as an employer, you keep accurate records for all employees of the hours worked each day in a pay period and the pay for those hours, and leave accrued, entitled leave and leave taken
  • all employees can take annual leave (depending how long they’ve worked for you)
  • all employees are given sick leave and bereavement leave
  • all employees get paid leave on public holidays, if they would normally work on that day
     

Take our Employment 101 Quiz.

 

Annual leave

All employees are entitled to at least four weeks of paid annual holidays. This doesn’t include public holidays or sick leave.

Read more about annual leave.

 

Paying employees for leave

With the right systems in place, you shouldn’t have too much trouble working out what to pay your employees when they take leave. It’s important to:

  • keep all wage and time records and holiday and leave records up-to-date and accurate
[image] calculator

Get your calculations right use Employment New Zealand's Holiday tool

  • understand what your employees are entitled to — especially those who work irregular or part-time hours.

Read more about paying employees for leave.

 

Public holidays

When a public holiday falls on a day your employee would usually work, they’re entitled to a paid day off, no matter how long they’ve been working for you. If they agree to work anyway, you must:

  • pay them at least time and a half
  • give them another paid day off later (a day in lieu).

Read more about public holidays.

 

Sick leave

Once they've worked for you for six months, employees are entitled to at least five days paid sick leave each year. You must also:

  • carry over unused sick leave into the next year. The maximum accumulation is 20 days — although you can provide more if you want to
  • let employees use sick leave to care for a spouse, partner, dependent child, elderly parent or other dependent
  • pay employees what they’d usually earn for the days they’re on sick leave.

Read more about sick leave.

 

Bereavement leave

Once they’ve worked for you for six months, employees are entitled to paid bereavement leave of:

  • three days if their partner, parent, child, sibling, grandparent, grandchild, or their partner’s parent dies
  • one day on the death of a person outside their immediate family (if you accept that your employee has suffered a bereavement).

They’re allowed to take their bereavement leave at any time and for any reason that relates to the death.

Read more about bereavement leave.

 

Parental leave

Employees may be entitled to 18 weeks of government-funded parental leave payments. Employees who’ve worked for you for six months (for an average of at least 10 hours a week) are also entitled to take up to 26 weeks of unpaid parental leave. They can take up to 12 months if they’ve worked for at least 10 hours a week for a year or more. Workers who have worked for you for less than six months may also be entitled to parental leave, in certain situations.

Read more about parental leave.

 

Unpaid leave

Employees can apply for unpaid leave for any reason — but it’s totally up to you whether or not to agree to it.

If you let an employee take unpaid leave of more than a week throughout the year, you’ll need to consider how it will affect their annual leave entitlements and payment calculations.

Read more about unpaid leave.

 

More information: