HR tips for a stress free Christmas closure

HR tips for a stress free Christmas closure

Christmas gifts in a Christmas tree
Contents

Mondayisation

When a public holiday falls on a Saturday or Sunday, employees who don’t normally work that day then get the following Monday as their paid public holiday — this is called Mondayisation.

National public holidays – 2023/2024

The public holidays for the upcoming Christmas break and for 2024, are as follows:

Christmas Day – Monday 25 December 2023
Boxing Day – Tuesday 26 December 2023
New Year’s Day – Monday 1 January 2024
Day after New Year’s Day – Tuesday 2 January 2024
Waitangi Day – Tuesday 6 February 2024
Good Friday – Friday 29 March 2024
Easter Monday – Monday 1 April 2024
Anzac Day – Thursday 25 April 2024
King’s Birthday – Monday 3 June 2024
Matariki – Friday 28 June 2024
Labour Day – Monday 28 October 2024
Christmas Day – Wednesday 25 December 2024
Boxing Day – Thursday 26 December 2024

Public Holidays and days in lieu

When a public holiday falls on a day your employee would usually work, no matter how long they’ve been working for you they’re entitled to a paid day off. You can only require an employee to work on a public holiday if it’s written into their employment agreement. 

If they agree to work, you must: pay them at least time and a half and give them another paid day off later (a day in lieu).

Transferring public holidays

Any employee can ask to transfer a public holiday to another day and the public holiday then becomes a working day for the employee. To transfer a public holiday to another day, both the employee and employer need to agree. You must consider the request seriously unless you have a policy that prevents transferring public holidays. Ensure you put any agreement to transfer a public holiday in writing.

You can decline requests to transfer public holidays — it’s good to give a reason, although you’re not legally required to.

Annual leave

During the Christmas closedown period the employer can direct employees to take annual leave. This is easy where the employee has enough annual leave to cover the break, so say has worked for over 6 or 12 months. Employees with less than one year of service can be paid 8% of their earnings up to the closedown.

If an employee doesn’t have enough leave, time off during the closedown will be unpaid. Employers can agree (at their discretion) to top-up the payment, which in turn creates a negative leave balance. There are pros and cons to this as it ensures the employee is not out of pocket through this period (which we know can be expensive) but the downside is that if the employee was to leave soon after this period, they may not have a positive leave balance to have paid the money in advance back.

As with any annual leave payment employees can request to have the leave paid out in full, in advance of the closedown. But it is much more common for leave to be paid in the normal pay-cycle.

Communicating expectations – payroll and company property

This time of the year is quite stressful and financially demanding for many people and their families. To help alleviate this stress for your teams here are some simple tips.

  1. Let you team know if you are processing payroll in advance prior to close down and the amount they will be paid, ensure this is communicated (give them all payslips if you don’t normally) well before closedown to ensure no last-minute scrambles to sort any payroll queries / issues on the last day of the year.
  2. If you do decide to keep paying your team as normal, please tell them this, let them know of any extra pay through this period (if any) such as end of year bonuses, discretionary bonuses as these things go a long way and you may forget to mention this in the lead up to the silly season! Plus, I am sure they’d love to thank you in person!
  3. If your team have motor vehicles, fuel cards, mobile and laptops etc which belong to the company, now is the perfect time to send out a memo or discuss individually the expectations around whatever use of these items have been agreed to. If company vehicles are fitted with GPS, remind them of this and fair and reasonable personal use (obviously depending on your company policies). It is much better to have this conversation beforehand than leaving it to fester and then snowball into an HR issue in the new year.
  4. Make a list of what you think could potentially go wrong with any misunderstandings if you are either open or closed during this period. Things such as contact numbers and who is on call, who is out of range, it is better to have a plan now that having the team trying to scramble in an emergency and have no one available.

New Year expectations

It’s important to have a start-up plan that ensures everyone is aware of their priorities and key focus on their return to work. You can also consider extending the first morning break in the new year by 15 minutes to give staff time to catch up and hear each other’s holiday experiences. This will reduce the disruption in the workplace through the rest of the day and coming week.

Contact us for help planning a stress-free Christmas closure with your employees and to tidy up any HR documentation.

Contact us to find out how we can help your business.

Employer accreditation: get ready for documentation audits

Employer accreditation: get ready for documentation audits

Employer reviewing a document

Employer accreditation: get ready for documentation audits

The Accredited Employer Work Visa is invaluable for NZ employers that have been grappling with on-going skills shortages. Under the employer-led framework, organisations must first gain accredited employer status from Immigration New Zealand. The intention being that only reputable employers that can demonstrate financial stability and that have good workplace practices and process can hire migrant workers.

Employer accreditation: documentation audits have been announced

Thus far, the employer accreditation application process has been declaration based; organisations were not required to supply supporting documentation. However, the Ministry of Business, Innovation and Employment (MBIE) has recently announced it will be undertaking post-accreditation documentation audits to verify employers’ compliance with the accreditation requirements.

What will an accreditation documentation audit look for?

The purpose of the documentation audit is to ensure employers are financially sustainable; provide settlement information and support to migrant workers; ensure that migrant workers complete the online modules from Employment New Zealand in time; and have professional and legally sound HR processes, procedures, and documentation in place.

What are the likely consequences for employers who don’t have adequate documentation?

Accreditation suspension may occur if an organisation is unable to furnish the required documentation during an audit’s investigation process. Such a situation would be disruptive, and cause instability for both employers and migrant workers.

It is strongly advices that you proactively gather all the essential documentation now, should an audit occur. That will help to circumvent any potential disruptions to your business operations.

ConsultingHQ can assist you with employer accreditation documentation

ConsultingHQ has years of experience in creating supporting HR documentation that complies with both Immigration New Zealand rules, as well as NZ employment law and business standards.

ConsultingHQ can also work with our in-house immigration advisers, VisaAide, who are able to submit your documentation on your behalf.

Contact us for help with your HR and accreditation documentation.

Contact us to find out how we can help your business.

Fair Pay Agreements Act 2022 – a big change coming to NZ employers

Fair Pay Agreements Act 2022 – a big change coming to NZ employers

An image of calendar and a calculator

The Government passed the Fair Pay Agreements Act on 26 October which means that applications to initiate bargaining can be made from 1 December 2022. It’s estimated that the process from bargaining to a finalised Fair Pay Agreement (an FPA) could take around a year.

What is a fair pay agreement?

A fair pay agreement or FPA is an agreement that applies to all workers across entire industries or occupations. It will provide minimum terms and conditions of employment for an industry as a whole, regardless of specific employers.

There are various matters that a fair pay agreement must cover. These are:

  • when the agreement will come into force and when it expires;
  • the coverage of the agreement;
  • normal hours of work;
  • details of wages, including minimum base wage rates, overtime, and penalty rates;
  • arrangements for training and development;
  • leave entitlements;
  • governance arrangements; and
  • an agreed process for varying the terms of the agreement

Parties will also be required to discuss (but not required to agree on) other matters including:

  • the objectives of the proposed agreement;
  • health and safety requirements;
  • arrangements relating to flexible working; and
  • arrangements relating to any redundancy.

The fair pay agreement must apply for a minimum of three years and a maximum of five years.

Who will this cover?

The FPA Act enables any eligible union to initiate bargaining for a FPA if it meets either a representation test or a public interest test.

The representation test is met if at least 1,000 employees or 10% of the employees who would be within the coverage of the proposed FPA support the application to initiate bargaining for the proposed FPA.

The public interest test is met if employees who would be within the coverage of the proposed FPA receive low pay for their work and meet one or more of the following criteria:

  • they have little bargaining power in their employment;
  • they have a lack of pay progression in their employment (for example, pay rates only increase to comply with minimum wage requirements);
  • they are not adequately paid, taking into account factors such as working long or unsocial hours (for example, working weekends, night shifts, or split shifts), and contractual uncertainty, including performing short-term seasonal work or working on an intermittent or irregular basis.

All employers of covered employees will be included in the FPA. For negotiation, the employers will be represented by an organisation; they will not be choosing one employer in an industry to negotiate on behalf of all employers in that industry.

An FPA may cover, and provide different entitlements for, different classes of employees, such as those who would be covered by a starting-out wage or a training wage. The agreement can also have different classes depending on the type of role, or the location of the employee.

In the future, if the legislation remains in place, a FPA could cover anyone who is an employee, and there is a possibility that the majority of New Zealand workers could eventually be covered by one. However, while there is no prohibition on any particular occupations creating a FPA, the legislation is geared toward low paid industries.

What are the various viewpoints about FPAs?

The government sees the system as a necessary correction to 30 years without sector-based bargaining, which it believes has had a negative impact on productivity and helped to increase inequality across the country by way of a shrinking share of the country’s earnings trickling down to workers. This legislation completes a key Labour Government 2020 election commitment.

Union officials have said it will be especially significant for low waged workers but also good for the industries that employ them as a whole, as it will make them more attractive workplaces for recruiting staff and retaining them.

Some employee groups and business associations have roundly criticised FPAs and both National and Act have made it their priority to repeal the legislation if they make it into government in the 2023 elections.

If a business is covered by an FPA, what will it involve?

  • An employer must provide employees with information about the FPA including how to contact and join the union if asked by the union
  • Provide contact details of the covered employees to the union unless employees’ object
  • The employer bargaining side must use its best endeavours to represent all employers and to act in good faith. Best endeavours are not defined but will almost certainly include a requirement to inform all affected employers, especially Māori employers

What should an employer do now?

Employers should start thinking about whether there is an association who may be able to represent them if FPA bargaining is initiated in respect of their employees, and which other employers may need to be involved. Employer groups who lack representation do face the very real possibility of terms being imposed on them by the Employment Relations Authority within a relatively short space of time, even though it is expected that it will take about a year for a FPA to be in place after bargaining commences.

The full details of the Fair Pay Agreements Act 2022 can be found on the New Zealand Legislation website and further information on the Employment New Zealand website.

If you have any questions about fair pay agreements, or employment agreements generally, please contact a member of the ConsultingHQ team.

Contact us to find out how we can help your business.

Making deductions from wages

Making deductions from wages

Magnifying glass focusing on a document that says wages

Making deductions from a employee wages

There are situations where an employer feels justified in making a deduction from an employee’s pay.

For example: the employee may have resigned from their job without giving their required notice – and owes the company money (perhaps they undertook company sponsored education or training and agreed to stay for a period of time after completion or reimburse the company for the costs involved if they left); they may have damaged company property or equipment; or received a speeding ticket in a company vehicle.

It doesn’t matter how justified the employer feels in making the deduction, if an employer deducts money from an employee’s pay without their written consent (freely given, i.e., the employer can’t threaten or pressure the employee to agree), the employee could take legal action to get the money back (for a period of up to 6 years after the deduction occurred). 

Employment law stipulates that deductions may only be made from an employee’s wages if they are required by law, agreed to by the employee.

In certain limited circumstances, overpayments are able to be deducted, but this requires advice from an HR or employment legal advisor.

This article covers when you can and can’t make deductions from wages or pay, and the process you should follow.

Wages Protection Act 1983

The Wages Protection Act 1983 sets out the way wages must be paid and prevents unlawful deductions from wages.

Employers can lawfully make a deduction from pay if:

  • The deduction is specifically required by law, for example, PAYE tax, student loan repayment, child support. For this type of deduction, the employer is paying something on the employee’s behalf, so the employee doesn’t have to agree and can’t ask you to stop;
  • the deduction is for a lawful purpose, is reasonable and the employee has agreed to or asked for the deduction in writing;
  • the deduction is to recover an overpayment in limited circumstances; and
  • a court directs that a deduction be made.

What will suffice for a deduction to be ‘agreed in writing’

Often employers believe that if they have a general deductions clause in the employment agreement, this will cover the ‘agreed in writing’ requirement for them to make a deduction from an employee’s pay. However, this is not correct, an employer must consult with the employee before they make a specific deduction under a general deductions clause. The employee can vary or withdraw their written consent to a deduction by giving notice in writing at any time. The employer must then vary or stop the deductions within two weeks of receiving the notice or as soon as practicable.

When an employee leaves without giving their contractually agreed notice period

If an employee leaves their job and doesn’t give their employer the notice required in their employment agreement, an employer can’t make deductions or withhold their wages or holiday pay unless the employee has given their written consent. A written employment agreement may include a specific deductions clause giving the employer specific permission to deduct wages or holiday pay if an employee resigns without giving the required notice. This clause may be enforceable if:

  • the employee has been given adequate opportunity to consider and ask for independent advice on the terms and conditions of the employment agreement; and
  • the employee has signed the employment agreement; and
  • any deductions from wages or holiday pay relying on that clause considers the actual loss suffered by the employer as a result of the employee failing to work their notice period; and the proportion of the notice period that the employee fails to work.

Although this is extremely irritating, it is illegal to make an arbitrary deduction from an employee’s pay for an early departure from the business. Making a deduction from wages for time unworked is called a “penalty clause,” and the Employment Relations Authority (ERA) has ruled several times that they are in breach of the law.

What are overpayments in limited circumstances

In limited circumstances, the employer can recover an overpayment for any period that an employer doesn’t have to pay wages because during that period the employee has:

  • been absent from work without that employer’s authority;
  • been on strike;
  • been locked out (within the meaning of that subsection); and
  • been suspended.

These are the only circumstances in which an employer can recover overpayment of wages as of right, without requiring the employee’s written consent, and only if it wasn’t practical for the employer to avoid the overpayment (due to the methods and equipment used to make payments).

The employer must give the employee notice of the overpayment that they will be recovering:

no later than 10 days after the employee’s next normal pay day if they don’t have a fixed workplace (fixed workplace means they work in one set workplace); or

if they have a fixed workplace, but don’t go there during normal working hours, then no later than the first day after the employee’s next normal pay day that they go to their workplace during normal working hours; or

if the worker has two or more fixed workplaces and didn’t go to either of them during normal working hours on the employee’s next normal pay day, then no later than the first day the worker goes to one of the workplaces; or

no later than the employee’s next normal pay day in any other case (legally it must be recovered within two months of letting the employee know).

Payroll overpayments

Where there has been a payroll error and the business has overpaid wages, it may make sense to deduct the overpayment from the employee’s next pay. However, this is not lawful, and while it was a genuine mistake, you cannot make this deduction without the employee’s consent.

If you do find that you have made an overpayment, we recommend requesting that employee pay back the money, or propose deducting it from their next pay (or over a series of pay periods).

Process to follow for wage deductions

As in most employment situations, the most crucial step for an employer to take is to consult with the employee before taking any action.

The employer should advise the employee in writing of the proposed deduction, the reason for it e.g., for a speeding fine in a company vehicle, how much and when you are proposing to take it from their pay. You must then seek their feedback and genuinely consider their response in making your final decision e.g. an employee may ask if it could be deducted in installments rather than a lump sum.

As discussed, an employee has to agree to the employer making a deduction from their pay in writing. However, if an employee refuses to reimburse the company for any monies legitimately owed, the employer may have an option to explore disciplinary procedures for failing to engage in good faith.

Making deductions from pay can be tricky, and there are other situations relating to making deductions that aren’t covered in this article. It is important that you get pay related matters right, so if you have any queries about making deductions from pay, please seek professional advice from ConsultingHQ before taking any action.

Contact us to find out how we can help your business.

COVID-19 vaccines and the workplace

COVID-19 vaccines and the workplace

COVID-19-vaccines-and-the-workplace

Global overview of workplace vaccination

A sharp upsurge in infections due to the Delta variant and a slowdown in vaccinations have pushed governments around the world to make COVID-19 jabs mandatory for health workers and other high-risk groups.

A growing number of countries now require proof of vaccination, or a negative Covid test to enter hospitality business or large public events – in particular, many indoor events mandate evidence of vaccination.

New York City for example, will become the first major U.S. city to require, from mid-September, proof of vaccination for customers and staff to be at restaurants, gyms and other indoor businesses as the US enters a new phase of battling the Delta Covid variant.

Can I make vaccination mandatory for employees?

In New Zealand, getting the Covid-19 vaccine is voluntary for most people. However, anyone who works in a high-risk border or managed isolation and quarantine (MIQ) setting legally must be vaccinated.

In addition to this, businesses providing services to potentially high-risk areas having conducted proper health and safety risk assessments and concluded that the role/tasks should only be performed by a vaccinated worker may require vaccination.

This is because of the health & safety risk whilst performing the role and the potential consequences of that risk, and holds true in situations where the use of PPE or extended distancing between workers is not viable.

Not all essential service providers require mandatory vaccination

Be aware that just because an employer is providing services to essential workers, it does not automatically put the roles into the mandatory vaccination category i.e., a number of essential work activities do not present increased risk not manageable with PPE, etc.

This means that the focus is strictly on what is required to perform the role just as you would for any role e.g., a truck driver – which requires a specific licence.

WorkSafe has useful information and tools to assist with assessing the risk to ascertain if a specific role needs to be performed by a vaccinated worker.

Management of employee personal health records regarding vaccination

Vaccinated status or otherwise is personal information and the Privacy Act states that it should only be requested where necessary. It is not necessary if the work has not been assessed from a health and safety perspective.

If roles within your business meet the health and safety threshold, you can ask employees if they have been vaccinated but they do not have to tell you if they have, or why they chose not to.

The reality is that most employers do not have an environment that meets the very limited circumstances identified by the Government as justifying mandatory vaccination, and you could potentially be exposing your business to Privacy Act, discrimination, or disadvantage claims by insisting on having this information.

Importantly, you may not discriminate against employees who choose not to get the vaccination – there may be religious or medical reasons why a person cannot be vaccinated.

Can my main contractor or client mandate that my workers are vaccinated, wear face coverings and record their attendance?

Vaccinations

As outlined above, if a particular role meets the health and safety threshold in terms of it being high risk and that vaccination/mask-wearing is a genuine occupational requirement then yes, you can mandate this for your role. Clients to whom you contract with can pretty much put in place whatever rules they want to, and your business needs to establish ways of meeting their requirements.

Roles that might have a genuine occupational requirement for vaccination include:
 
  • Front line workers – border/MIQ staff, medical professionals, supermarket workers etc
  • Aged care facility workers – due to the high-risk level for aged care residents if they contract Covid-19.
  • People working with children who are below the vaccination age.
Other roles which could also be considered as having a genuine occupational requirement include:

 

  • Hospitality/café workers who have face to face contact with customers, but not necessarily in a high-risk environment such as at the airport.
  • Back of house roles (e.g. administration) who work in higher-risk companies, but not actually in the high-risk area themselves.
  • Customer-facing roles, particularly in high traffic areas such as shopping malls.
  • Construction sites where there are high numbers of personnel in a confined area.

Employers need to assess the risk assess each job and decide if mandatory vaccination can be justified due to occupational requirements.

Recording attendance

At Alert Levels 1 and 2, businesses are only required to display a NZ COVID Tracer QR code or have an alternative way people can record their visit, but it is recommended that all businesses implement steps to encourage people to record their visit.

At Alert Levels 3 and 4, most businesses that are open must have systems and processes in place to ensure, as far as is reasonably practicable, that everyone aged 12 years or older who enters their workplace records their visit. This means more than just displaying the QR code, as required at all alert levels. It requires the person in charge of the business or service to have systems and processes in place to ensure that people do check in.

Can I ask candidates whether they are vaccinated during a job interview?

Businesses can only ask candidates if they are vaccinated when this is justified by the requirements of the role. For example, if a business decides, following a COVID-19 exposure risk assessment, that certain work cannot be performed by an unvaccinated worker, it may be reasonable to ask about an applicant’s vaccination status. This information will need to be collected and handled according to the Privacy Act.

What can I do if my employee in a high-risk role refuses to be vaccinated or wear a mask?

If employees are doing work that can only be done by a vaccinated worker, but are not vaccinated, in the first instance employers will need to address any practical barriers to accessing vaccination (e.g., checking if travel or time off work is needed). There are a range of other options that employers concerned should think about before considering termination such as: changing work arrangements or duties, taking leave, and restructuring work. Obviously, employers should take care to be fair and reasonable in their response, and work through processes with employees in good faith before deciding on any outcome.

Fortunately, the acceptance and understanding within the New Zealand community that vaccination is a reasonable and responsible step we can all take to protect the health and Safety of ourselves, and others seems to be gathering momentum and increasing.

Summary of advice to employers around mandatory vaccination

  • Before requiring mandatory vaccinations of staff – assess the risk, it is likely that it can be solved via PPE/risk reduction measures. In fact, there are very few roles/industries where the risk is so great as to require mandatory vaccinations to keep employment. Therefore, dismissals resulting from lack of vaccinations is in the majority of cases not really an option.
  • Consulting and communicating with staff and ensuring the Privacy Act is maintained throughout the consultation.
  • Seeking feedback from staff about what you are considering – perhaps introducing a voluntary register to begin with.
  • If clients request mandatory vaccinations of your staff who attend their worksites – ask the client for further information so that you can understand their risk assessment which requires vaccination information as a condition of contracting services.

As this is a rapidly changing area, if you have any questions about vaccinations and employment or you just need some general HR guidance and expert advice, please give us a call, we would be very happy to assist you.

Contact us to find out how we can help your business.

FAQ on minimum sick leave entitlement

FAQ on minimum sick leave entitlement

FAQ-on-minimum-sick-leave-entitlement

New minimum sick leave entitlement

As you will be aware, the Government has passed the Holidays (Increasing Sick Leave) Amendment Bill to increase the minimum employee sick leave entitlement. With the change being imminent, now is a good time to become informed about the change and some of the finer points. It also seems timely to remind ourselves of some of the other aspects of sick leave.

What is the change, and when does it start?

Most employees who have worked for an employer for six months or over (current continuous employment) are entitled to sick leave if they, or a dependent, are sick or injured. Currently, employees are entitled to 5 days of sick leave per year; however, from 24 July 2021 this will increase to 10 days per year. The entitlement to sick leave includes part time employees – irrespective of the hours worked.

Will all my employees get 10 days sick leave when it starts on 24 July?No. Existing employees will get the extra five days when they reach their next entitlement date – either after reaching 6 months’ employment or on their sick leave entitlement anniversary (12 months after they were last entitled to sick leave).

New employees i.e., those commencing employment with you from 24 July 2021 onwards will be entitled to 10 days sick leave from their entitlement date (i.e. six months from commencing employment with you). After the initial entitlement arises on reaching 6 months’ continuous employment, a further 10 days’ sick leave entitlement will arise for each subsequent 12-month period of continuous employment.

Are casual employees entitled to sick leave, and the increase to 10 days?

It depends on their work patterns. An employee is entitled to sick leave after they have completed 6 months’ current continuous employment with the employer or, if that does not apply, after the employee has over a period of 6 months worked for the employer for at least an average of 10 hours a week during that period and not less than 1 hour in every week or 40 hours in every month during that period.

My team already gets 10 days sick leave per year – will their entitlement change?

No. Employees who already get 10 or more sick days a year will not be affected by this change.

Will the number of sick leave days my employees can accumulate increase?

No. The maximum amount of unused sick leave that an employee can be entitled to will remain 20 days.

Can I ask my employee for proof of injury or illness?

Yes. You can require proof of illness or injury if the employee is away for three consecutive days. You may also require proof when the employee is away for less than three consecutive calendar days; in this case you must inform the employee as soon as possible of the requirement to provide a medical certificate and you must pay for the cost of the certificate.

If a team member doesn’t seem ‘right’ to work, can I require them to get a medical check-up?

While you cannot force an employee to have a medical examination, if an employer has good reason to believe that an employee is impaired (unwell or harmed) for any reason (whether from exposure to workplace hazards or other causes) then they may suspend an employee, subject to the usual legal requirements. It is important that you follow a good process in any situation like this. Therefore, we recommend that you seek professional HR advice from ConsultingHQ before taking any action if you are faced with this situation.

If an employee is required to provide proof of illness or injury in support of sick leave you may withhold payment for that sick leave until the required proof is provided. Proof of injury or illness includes a medical certificate.

Reminder about the Covid-19 Leave Support Scheme

Hopefully the need for this type of support is in the past, but it is good to remember that in case it is needed again the COVID-19 Leave Support Scheme is available for employers, including self-employed people, to help pay their employees who need to self-isolate and can’t work from home.

This means your workers can’t come into work because they are in one of the affected groups and have been told to self-isolate and can’t work from home.

To find out more, visit the www.workandincome.govt.nz/covid-19/leave-support-scheme/index.html.

In addition, the Government have a Short-Term Absence Payment which is available for employers to help pay their employees who cannot work from home while they wait for a Covid-19 test result. Further details are also on the Work and Income website.

What do I need to do to be ready for the change to 10 days sick leave?

You need to update your employment agreement template so that people commencing with you from 24 July onwards have the correct sick leave entitlement in their employment agreement. You will also need to ensure other documentation is updated e.g. policy and procedure manuals, employee intranet etc. Ensure your payroll provider/system has had the necessary updates to cope with the change in entitlement which will occur over a period of time with the existing team.

Working out sick leave entitlements can be complicated. If you have any queries about the law changes and need your employment documentation updated, or you just have a general query, please do not hesitate to contact ConsultingHQ for advice.

Contact us to find out how we can help your business.