The Employment Act 2001 fixes minimum wage, overtime and leave, and the Industrial Tribunal enforces them closely.
Minimum wage
The minimum wage stands at $260 per week.
The NIB ceiling
National Insurance contributions are calculated up to a weekly ceiling. That ceiling was $810 through 30 June 2026, rising to $830 from 1 July 2026.
The ceiling affects both what is contributed and what benefits are calculated on, so it matters in two directions.
What NIB covers
Contributions fund retirement, sickness, maternity, invalidity and industrial injury benefits, among others. Registration and contribution are mandatory.
Verify your contributions
A deduction on your pay slip does not prove the employer remitted it to NIB. Check your contribution record directly.
Gaps affect your eventual pension and your access to short-term benefits when you need them.
Overtime
The Employment Act sets overtime entitlements. Where you work beyond standard hours, overtime pay applies.
Vacation and sick leave
The Act provides statutory vacation and sick leave entitlements. Employers must track leave balances and pay accrued vacation on termination.
What must be paid on termination
The Employment Act 2001 requires payment of:
- All outstanding wages
- Accrued vacation pay
- Notice pay
- Any redundancy or severance entitlements
These are due within a reasonable time after termination. In practice, employers aim to settle on the final working day or within the next regular payroll cycle.
Where redundancy is involved
The employer should confirm the calculation in writing and pay promptly once the termination takes effect.
Ask for that written calculation. Delays increase the risk of complaints to the Department of Labour or claims before the Industrial Tribunal — which is leverage on your side.
What to check on your pay slip
That the wage meets the minimum, that NIB is deducted and remitted, that overtime is paid, and that allowances you receive are recorded — they count in pay in lieu of notice.