Managing staff isn't just about what happens at work, it's also about managing holidays.

As an employer, you're responsible for keeping accurate up-to-date records about much-deserved time off.

  * Annual holiday entitlement does not expire; staff are entitled to their holidays until they take them. Only one week's leave per year may be cashed up and only with your consent

* Businesses need to be reasonable in considering requests; you can't unreasonably refuse an employee who wants to take annual leave

* However, employers can decline unpaid leave requests or advance holiday requests.

* You can only require an employee to take a holiday if you can’t agree on when leave should be taken. In this event, staff need 14 days’ notice.

* A business can’t make an employee take their annual holiday in advance, except when the company has an annual closedown

Heard of the five ways to Wellbeing?

They are simple and proven actions you can introduce in your workplace to help staff find balance, build resilience, and boost their mental health and wellbeing.

Digital Snapshot: Two useful tools to help with bookings and payroll

Managing your team involves understanding your legal obligations. Here's a simple rundown of the key employment responsibilities under New Zealand law

Back to Basics

Under New Zealand law, employers must:

• Give all employees a written employment agreement/contract

• Pay employees at least the minimum wage for all the hours they work

• Pay employees in cash (money) unless they have agreed to a form of direct credit

• Not deduct money out of employees' wages unless the law allows it (such as for student loan payments) or an employee gives written authorisation