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information for:
employment law
employment statutes
employment case law
employment relations law reform bill
shop opening hours

employment statutes, judgments & decisions


This section brings together basic information about the provisions of the Employment Relations Act 2000 and other laws that affect the employment relationship.

Information on employment case law held by the Workforce Information and Promotion Group is also made available along with how to access it.

There is also information relating to the law controlling shop trading hours in New Zealand.

Who would find this information useful?

  • Anyone who requires copies of employment statutes, Regulations and other legislation
  • Anyone who wants to find out about employment law in New Zealand
  • Anyone who wants to access NZ employment caselaw
  • Retailers and others who wants to know about trading hours laws
  • Anyone who is representing either an employee or an employer in a matter in mediation, the Employment Relations Authority or Employment Court
  • Employers and employees involved in a matter in mediation, the Employment Relations Authority or Employment Court.

What's in this section:

Further information & guidance

We welcome the opportunity to help you further. If you can't find an answer to your question, or you want further clarification, more detailed information or guidance on any matter covered here, contact Employment Relations Infoline . We value your query and will respond to they as quickly as possible.


The content of this document covers common problems. It will not answer every question and should not be used as a substitute for legislation or legal advice.

The Department of Labour takes no responsibility for the results of any actions taken on the basis of information on this website, nor for any errors or omissions.


Material featured on this site is subject to Crown copyright protection unless otherwise indicated.

The Crown copyright protected material may be reproduced free of charge in any format or media without requiring specific permission. This is subject to the material being reproduced accurately and not being used in a derogatory manner or in a misleading context. Where the material is being published or issued to others, the source and copyright status should be acknowledged.

The permission to reproduce Crown copyright protected material does not extend to any material on this site that is identified as being the copyright of a third party. Authorisation to reproduce such material should be obtained from the copyright holders concerned.


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