Removal of the 90-day trial period and the introduction of designated break times have been met with concern and criticism from Tourism Industry Aotearoa.
The Employment Relations Amendment Bill stipulates that only companies with 20 or fewer employees can legally include a 90-day trial in their employment contracts.
“With the 90-day trial period, employers have some security that they will not be stuck with an employee who is not right for them. Without it, employers lose that safety net, and may be less likely to take on inexperienced employees,” TIA Chief Executive Chris Roberts said.
“Anyone who works with young people who have just left school or graduated from university, or beneficiaries returning to the workforce, knows that all they want is their chance to show an employer what they can do. This bill could deny them that. Government wants to get New Zealanders into work, and we wholeheartedly support any approach that enables this. Taking away the 90-day trial period is a barrier to employment when we need enablers.”
TIA also note that the introduction of rest breaks at specific times would have unintended negative impacts on the tourism industry.
“This is totally impractical for many in the tourism industry. At present, many tourism operators rotate staff so that at one time some employees are on duty while others can take their break. If all employees commencing shift at the same time have to take their breaks at the same time we won’t be able to offer the same levels of service to our visitors.” TIA Chief Executive Chris Roberts said.
The bill is currently being assessed by the Education and Workforce Select Committee before it will undergo a second reading in parliament.