Employer of Record
New Zealand law entitles employees to a minimum of four weeks' paid annual holidays once they've worked continuously for 12 months, and that entitlement then carries over rather than expiring, so it needs accurate tracking rather than a year-end estimate. Share the role and your intended start date, and PIO confirms the available arrangement for that hire, then coordinates the contract, payroll and holiday tracking around it.
Practical points to line up before you hire in New Zealand.
New Zealand employees become entitled to a minimum of four weeks' paid annual holidays once they've worked continuously for 12 months, rather than a balance that accrues gradually from day one — though taking leave in advance of that entitlement can be agreed between employer and employee.
Source:Managing annual holidays
When employment ends in New Zealand, final pay covers outstanding wages and holiday pay that's still owed. We help you plan an exit that keeps this calculation in order.
Source:Final pay
Ending employment in New Zealand generally calls for the notice set out in the employment agreement, or reasonable notice if none is specified. We help you plan a timeline that respects this.
Source:Dismissal
New Zealand expects a fair, documented process before a dismissal, to reduce the risk of a personal grievance claim. We help you plan an exit that follows the contract and keeps the paperwork in order.
Source:Dismissal
Once your hire is confirmed, here's what we help you coordinate.
You stay in control of the decisions that are yours to make.
A straightforward path from sign-up to your employee's first day.
Share the role, the work location and your target start date, and we'll confirm the available arrangement for that hire.
Once confirmed, we help coordinate the information, contract and payroll setup needed within your arrangement.
You manage the day-to-day relationship; we help coordinate the recurring administration within your arrangement.
New Zealand law sets a minimum of four weeks' paid annual holidays, which an employee becomes entitled to once they've worked continuously for 12 months, and that entitlement then carries over rather than expiring. Payroll needs to track it accurately from day one so the balance is correct whenever it's taken or paid out.
Source:Managing annual holidays
Yes — New Zealand is one of the countries where PIO can currently help start this kind of hire. We confirm availability for your specific hire, and the written arrangement sets out how contract, payroll and statutory responsibilities are handled.
Final pay covers wages already worked, plus any outstanding holiday pay, and is due on or before the payday for that final pay period. If employment ends before the employee's first 12-month anniversary, the holiday-pay portion is generally 8% of gross earnings since employment began, minus any holiday pay already paid out along the way — for example, as an advance or on a pay-as-you-go basis. If employment ends after an anniversary, any remaining entitled holidays are paid out separately, plus 8% of gross earnings since that anniversary.
Source:Final pay
New Zealand expects a genuine, good-faith reason for the dismissal plus a fair process — including the notice set out in the employment agreement (or reasonable notice if none is specified) and, if the employee asks, a written explanation of the reasons. Skipping that process is typically what exposes an employer to a personal grievance claim. We help you plan a timeline and paperwork that keeps this on track.
Source:Dismissal
You provide the role details, compensation and any company-specific policies, plus the worker's information for onboarding. We coordinate the local employment contract, onboarding paperwork and ongoing payroll administration around what you decide.
Practical guidance is grounded in these official references, but local law and public requirements can change and should be reconfirmed. Your PIO contract and quote govern only PIO's service scope, terms and fees.
Sign up to start an EOR hire in New Zealand. Share the role, the work location and your target start date, and we'll confirm the available arrangement — or book a demo first to talk it through with our team.
