Designed specifically for the New Zealand market and the Employment Relations Act 2000 (as amended). All our Employment Agreements aim to maximise the protection of the Employer and their business. However nothing in our Agreements is unfair or disadvantages the Employee.
Recently updated in 2024 to cater for all the recent changes, sick leave, bereavement leave, Employment Relations Amendment Act, 90 Day Trial periods, Probationary Periods, rest & meal breaks, Family Violence, force majeure, pandemics, rain offs and tsunamis, confidentiality, the Privacy Act in December 2020 and the new extended time period for personal grievances.
Employee's rights are largely protected by law, the Employer's aren't. In a dispute situation the onus of proof and cost of defence is often on the Employer. Subsequent disciplinary or dismissal issues in the employment relationship will require the parties to refer back to the Employment Agreement. As an Employer you need to protect yourself and your business from the outset with a comprehensive Employment Agreement.
By law Employers and Employees must have an Employment Agreement in place. There are mandatory clauses required by the Act, some examples are:
- Party information
- Position
- Duties
- Place of work
- Working hours
- Type of pay
- Public Holidays
- Restructuring
- Resolving Employment Relationship Problems
Compliant with latest legislation, legally correct and easy to use. All our Employment Agreements are written by our experienced and qualified in-house legal team.
Our Casual Employment Contract:
- Includes detailed notes to assist with completion.
- Is in MS Word docx format - Other formats are available upon request.
We offer all types of Employment Agreements; Full Time, Part Time, Casual, Fixed Term and an Independent Contractors Agreement. If you are unsure which type is best for you please contact us. The importance of using the correct type from the outset is paramount. Once the candidate is employed it is too late. Courts can void Employment Agreements in a dispute situation removing any protection the Employer thought they had.
A Casual Employment Agreement should be used when the work arrangements are very intermittent, or for a limited time only.
If you are thinking of offering more than two weeks employment, e.g. 80 hours work then you may wish to consider using a fixed term agreement which could include a 90 Day Trial Period or Probationary Period as opposed to using a casual agreement.
If things evolve, and you want to set up something more regular, you are heading into a new legal arrangement of permanent (part time) employment so you will need to present a full/part time agreement. Remember, you can’t introduce a 90 Day Trial Period for anyone who has already worked for the Company in any capacity.
For further information please don't hesitate to get in touch, it is very important to get this bit right.
Note: Buy from our online store and get immediate access to the Casual Contract template.