Every employee in New Zealand has minimum entitlements under the Holidays Act 2003. Understanding your employment rights is crucial for ensuring you receive fair treatment in the workplace. Our employment rights calculator helps you quickly determine your entitlements for annual leave, sick leave, holiday pay, and potential redundancy payments.

Annual Leave Entitlements

Under New Zealand employment law, full-time and part-time employees are entitled to a minimum of four weeks of paid annual leave after completing 12 months of continuous employment. For part-time employees, leave entitlements are calculated on a pro-rata basis according to hours worked. Our annual leave calculator helps you determine exactly how much leave you've accrued based on your employment start date and work pattern.

Sick Leave Rights

As of July 2021, New Zealand employees are entitled to 10 days of sick leave per year after completing six months of continuous employment. During the first six months, employees accrue five days of sick leave. Unused sick leave can accumulate up to a maximum of 20 days. Use our sick leave calculator to see how much sick leave you currently have available.

Holiday Pay Calculations

Holiday pay in New Zealand is calculated as the greater of either your regular weekly pay or your average weekly earnings over the last 52 weeks. For employees with irregular hours, the 8% of gross earnings method is typically used. Understanding the correct holiday pay calculation ensures you receive fair compensation when taking annual leave.

Public Holiday Entitlements

If you work on a public holiday in New Zealand, you're entitled to time and a half for hours worked, plus an alternative holiday if it falls on a day you would otherwise work. If a public holiday falls on your normal working day but you don't work, you're still entitled to be paid as if you had worked. Our public holiday pay calculator helps you determine what you should receive.

Redundancy Payments

Unlike many countries, New Zealand does not have a statutory minimum redundancy payment. However, your employment agreement may specify redundancy terms. Common industry practice ranges from one to four weeks of pay per year of service. If you're facing redundancy, it's important to review your employment agreement and consult with an employment lawyer to understand your rights.

When to Seek Legal Advice

If you believe your employer is not meeting their obligations under the Holidays Act 2003, or if you have questions about your employment rights, it's advisable to consult with an employment lawyer. Common issues include unpaid leave entitlements, incorrect holiday pay calculations, unfair redundancy processes, and disputes over sick leave. An experienced employment lawyer can review your situation, explain your rights, and help you take appropriate action if necessary.