The way we work in Aotearoa is changing. In 2025, we’re seeing a real shift in how businesses are expected to support their people, not just legally, but culturally too. While not every change comes with a law attached, the expectations are clear: the employee experience matters more than ever.
It’s no longer just about ticking the compliance box. Employers are now being held to account for how they treat people, how they communicate, how they support wellbeing, and how they operate day-to-day. Issues like burnout, bullying, and underpayment aren’t “HR problems” anymore; they’re front and centre in how good employers are judged.
The Right to Disconnect
One of the biggest topics this year is the right to disconnect. While New Zealand hasn’t legislated it (like Australia has), there’s growing pressure on businesses to respect employees' time outside of work. That means no more after-hours emails, messages, or calls unless it’s urgent, and if you’re managing remote or hybrid teams, setting those boundaries is even more important.
Psychological Safety is Non-Negotiable
Workplace wellbeing is also under the microscope. That doesn’t just mean having a health and safety poster in the lunchroom; it means taking proactive steps to protect your team’s mental health. Things like unrealistic expectations, unclear job roles, toxic leadership, or poor communication are all considered psychosocial risks now. WorkSafe NZ expects employers to actively manage these risks in the same way they manage physical ones.
Bullying and Harassment? It’s Not Enough to React
We’re also seeing tighter expectations around workplace behaviour. It’s no longer enough to deal with bullying or harassment after it happens. Employers need clear policies, proper training, and a culture where people feel safe speaking up. Regulators are taking non-compliance seriously, especially in cases where nothing’s been done to prevent ongoing issues.
Fixed-Term Contracts Under Scrutiny
Fixed-term contracts are getting more attention too. In NZ, you can still use them, but only when there’s a genuine business reason (e.g. parental leave, seasonal cover). You can’t just use fixed-term contracts to avoid permanent employment. If you’re hiring on a fixed term, make sure it’s backed up with solid reasoning and documentation.
Payroll Compliance and Underpayment
Getting pay wrong, even by mistake, can be costly. The Labour Inspectorate is taking a tougher stance on wage underpayment and payroll issues, and businesses are expected to run regular audits to make sure they’re getting it right. Whether it’s timesheets, salaried roles, or contractor payments, it’s up to employers to be accurate and transparent.
So, what does this mean for you?
If you’re a business owner, hiring manager, or team leader, it’s time to:
Revisit your after-hours communication expectations
Make sure your team understands and feels safe to call out poor behaviour
Take mental wellbeing seriously, build it into your leadership and culture
Review how and why you use fixed-term contracts
Audit your payroll systems to avoid mistakes and protect your team
2025 is showing us that employment compliance isn’t just a legal tick-box, it’s a reflection of leadership and values. At Dynamic Personnel, we’re here to help businesses stay ahead of these changes, build better workplaces, and make sure both employers and employees are set up for success.
Want support navigating it all? Let’s talk.