The minimum wage applies to all paid employees aged 16 and older, although there are different rates if your employee is 16 or 17 and is new to the workforce or if they are completing training.
As an employer, you’ll need to keep up to date with the latest minimum pay rates and pay your employees at least the current minimum rate. This rate stands even if your employee only works a few hours for you each week or has little responsibility at work.
There are three rates:
Payment of wages(external link) — Employment Agreement Builder
The adult minimum wage applies to all employees aged 16 years and over who aren’t starting-out workers or trainees, and all employees who are involved in supervising or training other employees.
This is the minimum wage most widely used by Kiwi businesses of all shapes and sizes.
The starting-out wage applies solely to workers aged between 16 and 19 and who are entering the workforce for the first time.
Starting-out workers are:
The training minimum wage applies to employees aged 20 years or over who are completing recognised industry training involving at least 60 credits in order to become qualified.
There is no minimum wage for employees who under 16 years of age. If you employ under-16s, you must not let their work get in the way of attending school.
A small number of people hold an exemption from the minimum wage, eg prison inmates and some apprentices. These links give full details:
Minimum wage rates(external link) — Employment New Zealand
Minimum wage exemptions for people with disabilities(external link) — Employment New Zealand
Agricultural industry(external link) — Employment New Zealand
If you’re unsure how much you should be paying your employees, or think you might be paying too little, contact Employment New Zealand for advice.
Email us a query(external link) — Employment New Zealand
The Fair Pay Agreements Act 2022 has now passed, and from 1 December 2022 eligible unions can apply to begin bargaining.
The Fair Pay Agreement (FPA) system brings together and employer associations to bargain for minimum employment terms for all covered employees in an industry or occupation.
When an FPA comes into effect it must be better, or the same as relevant minimum entitlements. But if the law changes a minimum entitlement so it’s better than an FPA term, then the new minimum entitlement applies. For more information about Fair Pay Agreements visit the Employment New Zealand website.
Understanding Fair Pay Agreements: (external link)A quick guide for employers — Employment NZ
Fair Pay Agreements(external link) — Employment NZ
At each step of the Fair Pay Agreement process, there are actions that you as an employer need to take.
Once a union has applied to the Ministry of Business, Innovation and Employment to start negotiations for a Fair Pay Agreement, or has been approved to start, you as an employer have to communicate with your employees and unions.
When bargaining begins, employees are represented at the bargaining table.
As an employer, you have to:
Once the bargaining sides agree on the terms of a Fair Pay Agreement, your eligible employees may vote on the terms of the Fair Pay Agreement.
This includes employees that may have opted out of receiving information about the proposed FPA earlier.
Once a Fair Pay Agreement is finalised and made into law it applies to all covered employees and covered employers.
All employers covered under the FPA must make sure the employment agreements of all their covered employees have terms that are the same as or better than those in the FPA.
In addition to paying the legal minimum wage or higher, you’ll need to ensure your pay policies and practices are as fair as possible.
It’s important to remember that waged employees need to be paid for actual hours worked. This means paying employees at least the minimum hourly wage for any extra time worked.
Paying employees fairly also means:
Jill owns a busy urban florist, employing two full-time staff. Jill’s store closes at 6pm each evening, but her staff close the shop, count the money in the cash register, and prepare the shop for the next day.
This means they usually leave about 6:20pm when the tasks are completed.
Jill pays her staff for an extra 20 minutes each day for the time that is spent closing up because it is over their standard eight hours work a day.