Analysis of New Zealand Immigrants' Investigation Period System

Recently, New Zealand ushered in major reform news, and Prime Minister Jacinda Ardern announced the cancellation of the 90-day probation system and the implementation of the "probation period" system! Let's take a look at the analysis of the immigration inspection period system in New Zealand.

The "90-day probation period" system was introduced by the next national party government in 20 1 1, which allows employers to dismiss employees who have been employed for less than 90 days without any reason.

(Image transferred from Baidu)

Prime Minister JacindaArdern said that this policy has been abused by individual employers and will promote the revision of the bill and the reform of the employment policy.

The new reform measures include:

* Abolish the universally applicable 90-day probation system.

* Restore employees' right to "lunch break"

Of course, the reform is not static, and small enterprises with less than 20 employees can still use the 90-day probation system. For large and medium-sized enterprises, a "probation period" system is implemented.

The "probation period" system also allows employers to dismiss employees at the end of the internship period, but employers need to give reasonable explanations and communicate with employees.

Another bill mentions that there are exceptions to the measures to restore employees' lunch breaks. Basic service departments that need to operate 24 hours a day, such as air traffic controllers, will not be applicable.

The above two proposals will be submitted to the National Assembly next week and will enter the first reading procedure in early February.

A good employment law will strike a balance between employers and employees, but the last government broke this balance, and we will restore this balance.

Iain Lees-Galloway, Minister of Labor Relations and Security, revealed that the new employment relations law will also enhance other rights of employees and trade unions, including:

Employers are responsible for collective bargaining with workers or trade unions;

● Employers have the responsibility to provide new employees with trade union organization information;

New employees are entitled to the same terms of the collective agreement;

● Trade unions will be able to enter the workplace reasonably and initiate collective bargaining.