Building community resilience through our local emergency readiness and response plan
As Benjamin Franklin once said “If you fail to plan, you’re planning to fail” and when it comes to emergency planning and response, getting it wrong can lead to tragic outcomes. We don’t have to look far back to see the terrible impact that events like severe weather can have on people and property. And climate change is increasing the frequency and impact of severe weather events that may create emergency situations in our communities.
That’s why the Howick Local Board made establishing a local emergency and response plan a priority. As one of the key outcomes to build community resilience, we’ve been working with Auckland Emergency Management to make it happen, alongside local stakeholders and community organisations. We formally adopted the plan in November 2024 and will be reviewing it on a regular basis to ensure it keeps pace with the changing environment and our increasingly diverse communities.
The Howick Emergency Readiness and Response Plan provides clarity on the roles and responsibilities of Auckland Emergency Management, Auckland Council, Howick Local Board, individuals, and communities across the four R’s of emergency management - Reduction, Readiness, Response, and Recovery.
It explains what our local risks are, what we can all do to be ready, and how to respond if something does happen.
It also includes tips to help start the recovery journey after an emergency event has taken place.
Having a plan helps make any emergency situation much less stressful for everyone. The best time to be prepared is before you need it, so please get your household or business plan in place now. Also connect with your neighbours, friends, and communities to share and discuss your plan. If an emergency happens, it’s vital that we look after each other.
We know from experience that in times of need our communities of Howick, Pakuranga, Botany, and Flat Bush come together to help each other. We’re grateful for the amazing individuals and organisations who have stepped up in the past and have volunteered to be involved again.
If your organisation is interested in being more involved, please reach out to us.
You can find the Howick Emergency Readiness and Response Plan, along with loads of other useful resources, at www.aucklandemergencymanagement.govt.nz
Bayleys South Auckland wrapped up 2024 with a flurry of activity and interest, particularly from the investor market. As we shift to 2025, we’re actively seeking investment properties of all types, to accommodate the strong investor demand.
While the investor market shows signs of a resurgence, the occupier market has come off the boil and we acknowledge that many businesses are doing it tough. A sale and leaseback or property consolidation can be helpful tools to inject capital or assist with business cash flow. Reach out to one of the team to discuss your property needs.
$14,200,000
East Tamaki 54G Sir William Avenue bayleys.co.nz/1905724
Tamaki 18 Greenmount
Tamaki 333/J East Tamaki Road $1,680,000 + GST (if any)
bayleys.co.nz/1905691 East Tamaki 4 Waioruru Road bayleys.co.nz/1905480
Harrison Gregory 021 082 40922 harrison.gregory@bayleys.co.nz
James Hill 021 599 529 james.hill@bayleys.co.nz
Tom Doyle 021 062 6261 tom.doyle@bayleys.co.nz Mike Marinkovich 021 779 117 mike.marinkovich@bayleys.co.nz
Tim Bull 021 127 1831 tim.bull@bayleys.co.nz
Sunil Bhana 021 938 660 sunil.bhana@bayleys.co.nz
International Women’s Day,
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A fantastic response – East Tāmaki businesses step up for sustainability
In October, 75 Business East Tāmaki businesses help divert 6114kgs of eWaste from landfill
We were very pleased to partner with EchoTech NZ, who is New Zealands’s biggest e-Waste recycler offering innovative solutions for tech reuse and recycling. They revolutionise how technology is repurposed and recycled, making it sustainable, transparent, and secure.
And you didn’t stop there......
For the pallet collection this time, we partnered with Metro Pallets who offered a sustainable alternative, by recycling the pallets collected, either by converting them to mulch or fixing and repurposing, keeping them out of landfill.
Your enthusiastic participation in our eWaste and pallet collection in October and November last year has again made a real difference to our sustainability efforts. These initiatives play a vital role in reducing waste and protecting resources. Thank you for helping us create a more environmentally sustainable business park.
Weight recycled:
6114 kg
Metro Pallets collected 2827 pallets from 57 local businesses
25%
Green house gas emissions avoided: 1753 kg of the pallets were converted to Eco mulch 75% put back into circulation.
Moving forward, we are excited to announce Business East Tāmaki (BET) and All Heart NZ are partnering to launch the East Tāmaki Resource Recovery Initiative, a tailored waste minimisation and corporate surplus recovery campaign designed to support Business East Tāmaki members. Watch this space in the Winter Magazine for more information on the recycling scheme.
An email worth opening
We're being hit on all sides by bad news and who can blame us for not opening our emails when we think it's going to be more of the same?
Well, we've changed that with our Monthly Unwind newsletter. Born from the successful ‘Lockdown Lite’ emails during the COVID restrictions, this light-hearted monthly communication aims to cheer you up!
The Unwind delivers a refreshing mix of local business news, entertainment and interesting trivia. You can explore recipes, book and movie reviews, and practical tips for both office and
home. It’s interactive too – we’ve included include photo competitions such as the popular Pet Parade and the ‘Spot Betz’ challenge, where members can win prizes for identifying where the Business East Tamaki mascot car is located.
As our GM Ruth says, “Business East Tāmaki's Monthly Unwind is a reminder that effective business networking doesn't always require formality - sometimes it's the lighter moments that create the strongest connections."
So next time it lands in your Inbox – don’t ignore it – open it and enjoy!
Family, innovation and solutions - the French Group formula
When Chris French was a boy, he was set to work in the family’s electrical business. “I wired up customer lights, earning 50 cents a fitting. I could make $10 an hour,” he says. Fifty years later, Chris is at the helm of East Tāmaki-based French Electrical, thanks to decades of business savviness, technical innovation, teamwork and family values.
The French Electrical story is very much a local one. In April 1974, Chris’ parents, Richard and Kath French, started the electrical business in a converted garage at their home in Papatoetoe. As they expanded, they moved to a shed on their East Tāmaki farmland, then into factory premises on Sir William Avenue, and in 2020, finally, their current premises in Harris Road.
Initially pursuing his own path at another electrical firm, Chris had no intention of joining the family business. However, the opportunity to build upon his parents' strong foundation ultimately led him to return as an apprentice - the rest, as they say, is history.
In 2024, French Electrical took a significant step forward by joining forces with BW Henderson, a respected family electrical business in Papakura established by Bruce and Marlene Henderson in 1952.
Chris is keen to emphasise that they haven’t ‘taken over’ the business. "BW Henderson is still the business their customers know and trust," Chris says. "We're not getting rid of the brand. We want to grow it."
He says the merger, now under the umbrella name of French Group, combines BW Henderson's commercial strength and local Papakura presence with French Electrical's residential expertise, which allows the wider business to provide comprehensive electrical services across residential, commercial, and industrial sectors throughout Auckland.
French has always maintained a strong focus on nurturing apprentices. Watching their apprentices grow in knowledge and thrive in their work and personal lives ranks among Chris’ greatest satisfactions. Many of the young people they’ve trained have gone on to make their mark elsewhere, and French staff regularly bump into them at industry events.
The business has built a reputation for tackling difficult projects that others have deemed impossible. "My biggest kick is, when you go to a job, and someone else has already been there and told the client 'This can't be done,'" Chris says. "My mantra is – ‘we are a solutionbased business’. There is always a way to do something - sometimes you just have to think outside the square."
French Electrical provides expert electrical services for residential, commercial, and industrial needs throughout Auckland. Our team of skilled technicians delivers reliable solutions for installations, repairs, maintenance, and upgrades. We pride ourselves on quality workmanship, prompt service, and customer satisfaction, ensuring all electrical systems function safely and efficiently to meet your specific requirements.
To find out more go to frenchelectrical.co.nz
As well as complex commercial fit-outs and residential renovations, the business is being called upon more and more frequently to fit solar panels on residential homes and commercial businesses. Chris says initially many people were sceptical about solar energy because the high upfront costs can be daunting. But he says evidence shows that running your home on solar costs just 12 cents per kilowatt hour, less than half the 27 cents you’d pay from the main grid. “Solar installations are becoming increasingly accessible. As technology improves and costs continue to drop, these systems offer both environmental and financial benefits,” he says.
Working together - some of the French Electrical and BW Henderson team
Chris French hands out a training award to one of his team
One of the first work vans back in the day
Starting a business takes grit, determination and unwavering faith in your product says Fadil Nasr, co-founder of Brave the Crave Cookies & Goodies. For Fadil and his wife Taj, these qualities have transformed a COVID lockdown baking venture into a distinctive and delicious cookie enterprise.
“It's not easy. You've got to keep going with a lot of determination," says Fadil, who has steered their business alongside his wife Taj, "You've got to see what you want to achieve and be patient with it."
Their journey began in 2020 when Taj started experimenting with cookie recipes during lockdown. "I was baking a lot," she recalls. "One night I made some cookies just for the family, and Fadil said ‘you should sell these’. I think that's where it started."
The transition from home business to commercial enterprise was carefully calculated and cautious – with several other business ventures already under their belt, they understood the importance of measured growth.
The couple has now been operating in their East Tāmaki Road premises since August 2023. "Customers regularly stop by and take cookies to their client meetings, staff meetings and families. We also have a loyal coffee crowd who love our coffee” says Fadil.
Their commitment to quality remains unwavering, despite economic pressures. "Eggs have gone up in price, butter's almost doubled, chocolate prices are through the roof," Fadil says. "But we're sticking to what we're about - what we would consume ourselves, or what we'd give our kids."
This dedication to quality extends beyond their many cookie varieties and made-to-order cakes. Their coffee offering is carefully sourced from local roasters, Anastasis, who share their passion for excellence.
While they maintain a lighthearted social media presence, their market success relies primarily on word-of-mouth. "It's really easy to sell something to somebody once," Fadil explains, "but getting return customers is where the magic happens”.
The business also serves as a platform for teaching entrepreneurship to their children. "It's cool for our kids to see that it's a business they can really be involved in and understand how the world operates," Fadil says. "They're in here helping sometimes after school, on the weekends and holidays."
Looking ahead, their ambitions include expansion into retail outlets and potential export opportunities, leveraging New Zealand's high-quality ingredients. Yet amid these growth plans, they maintain their focus on quality and authentic customer connections.
For Taj, the creative force behind their recipes, success is deeply personal. "I love it because I put myself into it. I can come here, I can create," she says. "You see it being sold, and you see people coming back and saying that was amazing, can I have that again?"
L-R Jay,(Barista extraordinaire) Fadil and Taj
Workplace mental health - finding the right balance
Mental health is increasingly recognised as a vital contributor to workplace success. To perform well over time, people need to feel good, think clearly, work effectively with others, and feel valued. Many organisations are investing in initiatives that promote diversity, inclusion, psychological safety, open conversations, and proactive mental health support to help achieve this. Not only is this ethically right, but it’s also smart business.
Yet, as awareness of mental health grows - which is a positive development - a challenging question often comes up: Are some employees using mental health concerns to excuse absenteeism or poor performance? It might be tempting to rely on anecdotal evidence and assume this behaviour is widespread or intentionally deceptive, but there are other perspectives worth considering.
Everyday challenges?
Firstly, anecdotal evidence often reflects a minority rather than the majority. Also, rather than viewing this as purposeful deception, we could be seeing a societal shift where normal human struggles are increasingly being mislabelled as mental illness. When everyday challenges are seen as a natural part of life, people are more likely to find ways to cope and manage them. However, when these challenges are labelled as mental illness, it can make people feel less capable of handling them, leading to a misunderstanding of the ordinary ups and downs of life as serious mental health challenges.
While it may be tempting to focus on these exceptions, a more productive approach would be to develop policies that serve the majority of the workforce effectively while establishing clear guidelines for managing the minority who may misuse trust. As a leader, your aim should be to create an environment where mental health is genuinely understood and supported, while also setting clear expectations and maintaining accountability.
Creating a balance - compassion and accountability
Leaders play a pivotal role in balancing compassion with accountability. To manage this complexity, it is crucial to ensure that people's roles and expectations are clearly defined. Employees need to understand their responsibilities, performance standards, and acceptable behaviours. When expectations are clear, misunderstandings about what constitutes acceptable performance are minimised, ensuring fairness and support.
But it doesn’t end there. Once expectations are set, good leadership involves maintaining regular, meaningful engagement with your team. This means you can't just set expectations and walk away; you need to stay engaged, regularly check in, and track progress to provide support where it's needed. Leaders also need to be skilled in having open, honest conversations when expectations aren’t being met. This involves distinguishing between performance issues due to misunderstandings or skill gaps and those related to genuine mental health challenges.
Disclosing mental health difficulties is not a free pass from job responsibilities; rather, it should prompt leaders to offer appropriate support while upholding performance standards.
Corporate NZ – are sustainability measures a priority?
In the face of economic headwinds, New Zealand businesses are facing a more complex sustainability landscape – and, as a result, are they moving as fast to cut their emissions?
Speaking to Business Desk's Dileepa Fonseka, (Sustainability on ice: Why NZ’s Corporates are slowing down), founder and CEO of the Sustainable Business Network, Rachel Brown, believes there’s a slowdown in emission-cutting initiatives by some of the larger corporates, and points to the weak economy, public sector spending cuts and “a shift in rhetoric and policy” from the Government.
Recent climate-related disclosures from NZX-listed companies, analysed by Business Desk, provide some supporting evidence to that view. Although there was an overall 9% emissions reduction across the entire NZX50, 12 of those businesses increased their direct emissions in their latest reporting disclosures, with only five companies contributing to the reduction.
Small is big in sustainability
Yet Rachel also notes a remarkable transformation since the first Sustainable Business Awards in 2002. Sustainability practices once considered game-changers (e.g, cutting mileage in vehicle trips) have become mainstream, and the sustainability torch has passed from major corporations to smaller, nimbler enterprises. At last year's awards, only two of the 95 finalists were NZX-listed companies (including Fletcher Living), with small and medium enterprises becoming, as she puts it, “the growth engine for new ideas on climate.”
Challenging the narrative
Kevin Obern, Managing Director of East Tāmaki-based OfficeMax New Zealand, offers a more optimistic perspective. For Kevin, sustainability isn't merely about weathering the storm - it's woven into the fabric of the OfficeMax business strategy.
While acknowledging smaller businesses might prioritise survival during tough economic times, Kevin challenges the narrative that sustainability initiatives have stalled.
"Some have said the current economy is a factor at present in their purchasing habits," Kevin says. "Others still prioritise sustainability, as it's deeply embedded into their organisation and continuing progress in the space is not even up for debate."
Delivering positive commercial outcomes
OfficeMax's journey showcases the business case for sustainability. LED lighting has reduced electricity consumption by 5%, while rooftop solar panels on its Auckland Distribution Centre contributes up to 20% of energy consumption on site. In 2024, a fleet transition reduced their fuel consumption by 32% against the previous year. To date, the company has achieved a reduction in carbon emissions of 69% since 2019.
Kevin says most of their sustainability initiatives have delivered positive commercial outcomes, for example waste reduction immediately improves the bottom line even as disposal costs rise. Capital-intensive investments like solar power — requiring significant upfront capital — have ultimately delivered a positive return as electricity prices have risen.
The company is also committed to ethical social practices within its supply chain. When a house brand supplier was discovered to have a missing emergency exit on the third floor of their building (violating building design standards and compromising staff safety) a large upcoming order was immediately halted until this was resolved.
A gradual transformation
Though New Zealand's global environmental impact may be modest, Kevin emphasises the importance of individual responsibility.
"He views sustainability as a gradual transformation rather than an overnight switch."
"This is transitional, right? There's no switch that you can flick and you suddenly become more green," he says. "It's been a 20-odd year journey for our business. People look at us and go 'you're doing really well this year,' but we've had a long runway."
Emissions reporting - who must report?
The New Zealand Government has implemented several initiatives to reduce greenhouse gas emissions, aiming for net-zero emissions by 2050. A key component of this strategy is the Emissions Reduction Plan, which outlines policies and strategies to decarbonise various sectors of the economy, including energy and industry.
In January 2025, the government announced an enhanced target to cut emissions by 51% to 55% by 2035, compared to 2005 levels. This update reflects a more ambitious approach to climate action.
Businesses that need to report their emissions include:
• Large emitters - Industries like cement, steel, oil, gas, and aviation.
• High-emission thresholdBusinesses emitting over 50,000 tonnes of CO₂ equivalent per year.
• Agriculture - Larger farming operations, especially those producing methane emissions.
• Businesses using emission units - Companies buying or selling emissions units must report.
These businesses must track and report their emissions annually to comply with the Emissions Trading Scheme (ETS) and government regulations.
To find out more, go to: environment. govt.nz/what-government-is-doing/ areas-of-work/climate-change/ emissions-reductions/emissionsreduction-targets/greenhouse-gasemissions-targets-and-reporting/
WHETHER YOU’RE BUILDING HOUSES OR BUILDING YOUR LEGACY…
Overcoming legal challenges demands drive, focus, energy and commercial pragmatism. Wynyard Wood’s legal experts can assist in the following areas: Corporate and Commercial Law including the Sale and Purchase of Businesses and Commercial Property, Commercial Leasing, Construction, Insurance, Employment, Dispute Resolution, Debt Recovery and Notary Services. We’re ready for what’s next. Call us to discuss your needs.
The new AI reality - what's really happening in the workplace
AI in marketing - a practitioner's perspective
As artificial intelligence continues to reshape business practices across many industries, marketing professionals are finding many ways to harness its potential. To understand this transformation at ground level, we spoke with James Smith, founder and director of Xennial Marketing, about his hands-on experience with AI tools – plus his vision for the future.
James’ approach epitomises the balanced perspective emerging across many industries - using AI as a powerful tool to complement human expertise, rather than a wholesale replacement. His experience offers valuable insights for businesses navigating this technological shift, particularly in content creation and marketing strategy.
Human guidance is needed
"AI has revolutionised how we create content across all formats," he says, "but the quality of output depends entirely on thoughtful human guidance." He emphasises that poor prompts, (where you feed instructions into an AI tool), inevitably lead to generic, low-quality content. This observation aligns with broader industry trends, where the most successful implementations of AI technology combine automation with experienced human oversight.
Reduced production costs
In the visual realm, James has witnessed dramatic changes, through tools like Midjourney, Canva's AI integration, and Adobe Firefly. These developments have significantly reduced production costs compared to traditional photo shoots, though he stresses the continued importance of careful curation and human aesthetic judgement.
Technical jargon made easy
One aspect of his work involves using AI to translate complex technical information into customer-friendly language—particularly relevant for industrial businesses. This practical application demonstrates AI's ability to bridge communication gaps whilst requiring human expertise to ensure accuracy and relevance.
A research assistant
Where AI truly shines, according to James, is in data analysis and research. The technology serves as an efficient ‘research assistant,’ rapidly analysing focus group data and identifying market trends. However, he warns that AI's tendency toward confirmation bias can serve as affirmation of your existing assumptions. “You need to specifically request critical analysis,” he says.
Looking ahead, James sees video content generation emerging as a significant trend and predicts an increase in specialised AI tools for specific marketing functions. He emphasises that businesses must embrace these technologies thoughtfully or risk falling behind competitors, whilst warning against implementation without proper strategic oversight.
These insights reflect a broader truth about AI adoption - success lies not in wholesale replacement of human processes, but in thoughtful integration, balancing automation with human expertise.
Marketing Adviser
James is the founder and director of Xennial Marketing, providing marketing advice and consultancy to many local businesses, including Business East Tāmaki. Experienced in corporate marketing, he founded Xennial in 2018 to help businesses build their marketing capabilities from the ground up.
He works one-on-one with businesses and their marketing teams, taking an in-depth look at where their marketing is today, and where it needs to be – not just tomorrow, but well into the future.
To find out more, contact James on 021 360 361 or james@xennial.co.nz.
AI in healthcare - “a game changer”
Innovative AI tools are transforming patient care at Highbrook Medical, and many other healthcare providers in New Zealand. Described as a “game-changer” by Daniel Calder, Group Clinical Director for Highbrook Medical, part of the East Health PHO, he says Heidi Health AI handles all the medical note-keeping and frees up time to fully focus on his patients.
An AI tool designed by doctors for doctors, Heidi Health AI recognises medical terminology and diagnostic terms. Instead of the clinician writing notes during and after the consultation, Heidi Health AI records and transcribes the consultation, generates expert clinical notes and handles the ongoing documentation and referral letters.
Highbrook Medical also uses robotic process automation for streamlining routine but time-consuming administrative tasks. For example, the system automatically processes hundreds of mammogram results, updating the medical records and scheduling mammogram recalls. The system can also send emails and text messages to keep patients informed. What would have taken up hours of valuable time, now frees up clinical staff to focus on the abnormal mammogram results requiring human interaction with the patient.
The organisation also uses a Data Warehouse to analyse and generate relevant healthcare insights—particularly about their specific population demographics in East Tāmaki. Daniel says that this data-driven approach ultimately translates to more informed clinical decisions and superior patient outcomes. “It enables us to take a population approach to health and better understand how to best meet the changing healthcare needs of our community,” he says.
Looking ahead, Daniel envisions expanding AI applications to include chatbots for medical centre websites, which help patients book appointments and connect with the appropriate healthcare professionals. He's particularly excited about the potential integration of AI with clinical diagnostic tools and regional Health Pathways.
However, he warns that, although AI is transforming patient care by carrying out repetitive and routine tasks, the importance of proper governance and transparency with patients cannot be underestimated.
His perspective reflects a growing understanding in healthcare - AI serves best as a tool to enhance human capabilities
rather than replace them, allowing medical professionals to focus on what matters most
Daniel Calder, Group Clinical Director for Highbrook Medical
A world of research, knowledge and advice is at your front door. Whether you’re starting out, or you’re an experienced investor, our advisers can help you build a portfolio to match your personal ambitions.
It may be to maintain a certain level of income, or to grow funds to help future generations reach their financial goals. Whatever your requirements, they can provide expert help.
Contact your local Auckland East Investment Advisers for a no-obligation review of your existing investment arrangements.
HIGHBROOK JOIN THE SUCCESS STORIES
Surround yourself with other business success stories and join New Zealand’s world-class business park. Home to over 140 businesses, it is located next to SH1 and 18km from Auckland CBD.
Robyn Barfoot
Portfolio Manager 021 428 446
Robyn.Barfoot@goodman.com
Thomas Papesch
Senior Property Manager 021 033 4267
Thomas.Papesch@goodman.com
For
Ground floor, Quest Building, 60 Highbrook Drive, Highbrook
+ 102 sqm office and retail
+ Car parks available
+ Available late 2025
Ground floor, Quest Building, 60 Highbrook Drive, Highbrook
+ 163 sqm office
+ Car parks available
+ Available late 2025
Future of public transport in East Auckland
To keep Auckland moving and thriving, Auckland Transport is on a mission to give all Aucklanders transport options that make their journeys reliable, easier and safer. With 42 frequent transit routes available across the city, nearly half of Aucklanders live within walking distance of a bus or train that runs at least every 15 minutes during the day.
The opening of City Rail Link in 2026 will make connections across Auckland even easier – for example jumping on the Eastern Busway, then a train, which takes you direct to a game or concert at Eden Park.
Eastern Busway
The Eastern Busway is a transformative project for east Auckland and beyond, forming a crucial part of the city's rapid transport network. Significant progress has already been made, with bus priority between Panmure Station and Pakūranga resulting in quicker bus journeys.
The next stage of the Eastern Busway is expected to be complete in 2027, connecting Botany and Pakūranga with rail in Panmure. Once finished, the Eastern Busway will help more people to travel by bus and train between Botany and the city centre.
The project is underway to connect Botany and Pakūranga with rail in Panmure. When it’s finished in 2027, the Eastern Busway will help people to travel by bus and train between Botany and the city centre.
As well as connecting surrounding suburbs with the rail network, it will also provide more sustainable travel options of walking, biking and using the bus.
The completion of the Eastern Busway will also create opportunities for new and more frequent bus routes in east Auckland. Keep an eye on the Eastern Busway updates on the back pages of this magazine.
Half Moon Bay ferry electrification
Catching a ferry is one of the best and possibly most beautiful ways to travel in Tāmaki Makaurau. There’s nowhere else in the country that has a ferry network like we do, and our communities have been connected by ferries for decades.
With the time drawing near to replace our aging ferry fleet, AT has the opportunity to transform the ferry network and make it better. We’ll be doing this by investing in new electric and electric-hybrid ferries to grow the network and provide a reliable, greener ferry service with the first launching for sea trials in 2025.
Half Moon Bay ferry customers will be getting a new electric ferry soon!
Works are currently underway at the Half Moon Bay ferry terminal to support electric ferry battery charging. From late-2025, the Half Moon Bay to Downtown ferry will switch to an electric ferry that will feature:
• Ability to take speed of up to 25 knots.
• Carry 200 passengers
• Covered storage for bikes and prams.
Panmure to Karangahape Road in 21 minutes!
City Rail Link will be the biggest and most transformational rapid transit development for Auckland. It will have as profound an impact on the way Aucklanders get around their city as the Harbour Bridge opening in 1959.
When it opens in 2026 Auckland will have a better, more connected transport system, making it easier to connect with people and places.
Combined with a number of rail upgrades across Auckland, City Rail Link will mean big cuts in journey times, fewer delays and trains every 4-5 minutes at peak times.
This means a train from Panmure will take just 21 mins to get to Karanga-a-Hape Station! In conjunction with the Eastern Busway, passenger will be able to travel from Botany to Downtown Auckland in under 45 minutes.
Trains up to every 4-5 minutes will bring tens of thousands of people into new stations in the city centre. When they get there, it will be easier and more pleasant/attractive to get to the places you want to around the city – work, university, entertainment venues, places to eat and drink.
Transforming Highbrook Crossing
Coming soon, the centre-piece of this transformation will be our innovative Greenhouse Canopy. This striking architectural feature will create a bright, sheltered sanctuary perfect for dining, casual meetings, or peaceful breaks. Thoughtfully designed with lush landscaping and versatile seating arrangements, the space will offer both privacy and community, seamlessly blending nature with modern business life.
These enhancements reflect our commitment to creating not just a Business Park, but a thriving community hub that serves your needs today and tomorrow.
We're building the future of Highbrook together, and it's only getting better.
The heart of Highbrook Business Park is undergoing an exciting transformation based on your valuable feedback. In 2023 you shared your vision for Highbrook Crossing - and we listened!
While you've already been experiencing our initial improvements like picnic tables, food trucks, and 90 minutes of free parking, we've already launched major upgrades that will transform this space into an enjoyable precinct where you can eat, meet and relax.
The Quest building is also evolving to become a vibrant destination and culinary hub, with construction underway for new dining options and enhanced amenities. You'll soon find the Goodman team at their new ground-floor location, alongside an inviting all-day eatery. The former Smile Supermarket will be reinvented as a convenient grab-and-go dining spot, while the Highbrook Superette gets a complete refresh.
Artist Impression of the Greenhouse space in Highbrook Crossing
Artist Impression of the Greenhouse space in Highbrook Crossing
Restoring the balance for employers
Employment relations changes have been coming thick and fast over the past year, and the pace is unlikely to slow as the government seeks to create the conditions for improved productivity in this country.
Reforms proposed late last year to the Employment Relations Act 2000 are aimed at restoring the balance between employers and employees.
The overhaul includes a significant shift in the way personal grievances are handled.
Under the changes, if an employee’s behaviour is deemed to contribute to a personal grievance, the remedies available will be significantly reduced, or eliminated altogether.
This includes cases in which employees have engaged in serious misconduct or where poor performance has been repeatedly noted.
In these situations, employees would no longer be eligible for reinstatement or compensation for hurt and humiliation. The system will no longer reward employees in instances where their poor behaviour or misconduct has contributed to the dismissal.
The current situation, where the cost of defending a personal grievance claim can be as high as the potential payout for a successful case, has created an environment where some employees feel incentivised to pursue claims even when they have little chance of success.
A contributor to the rising number of personal grievance claims has been no-win, no-fee arrangements from legal advocates.
The introduction of a more balanced system, where the employee’s conduct is carefully considered, will help address this issue.
Another notable proposed reform is the introduction of a threshold for personal grievance claims, setting an annual income cap of $180,000 for unjustified dismissal cases.
In theory, this change should benefit employers with senior staff in high-impact leadership and specialist roles.
The ability to manage and maintain the right fit for these positions is critical, as poor performance from senior staff can have a profound effect on company culture, morale, and overall business performance.
However, in Australia, where this type of legislation already exists, employees who are over the cap are able to raise other types of personal grievance, such as discrimination or breach of contract, so it’s not yet clear whether this proposed reformwill achieve its intended purpose.
Expect more announcements from the government soon around employment law changes.
Submissions on the Employment Relations (Pay Deductions for Partial Strikes) Amendment Bill
ended on January 30th.
This Bill seeks to reintroduce the ability for employers to make pay deductions in response to partial strikes. Employers have been banned from reducing workers’ pay when they are involved in partial strikes since the previous government removed that power.
Strikes are incredibly disruptive for businesses and industries, and we think this Bill will keep parties at the negotiating table longer and incentivise them to try harder to reach an agreement, with strike action being an absolute last resort.
Holidays Act legislation
Also upcoming is the long-awaited rewrite of the Holidays Act legislation. Late last year, the EMA hosted Workplace Relations and Safety Minister Brooke Van Velden for the announcement that feedback from the submission phase was strongly in favour of introducing a simplified hours-based accrual model for annual leave.
We strongly support this simplified approach. This could mean a delay in getting the problematic Holidays Act fixed, although officials are already at work on the new proposals run. We’re expecting a first look at what the new Holidays Act might look like within weeks.
By EMA Head of Advocacy Alan McDonald
Work visa changes - what employers need to know
The New Zealand government is making big changes to the Accredited Employer Work Visa (AEWV) scheme in 2025. These updates aim to make hiring easier for employers and create more job opportunities for migrant workers. Here’s what you need to know:
Effective now
• No more mandatory training: Employers no longer need to complete Employment New Zealand’s online training modules or pay workers for completing them.
• Easier hiring in construction: Some construction businesses now only need 15% of their workforce to be New Zealand citizens or residents (down from 35%) before hiring migrant workers.
• No more median wage requirement: The median wage will no longer apply to AEWV applications. Employers must pay at least the minimum wage. Immigration New Zealand will check that wages are fair to prevent underpayment.
• Less work experience needed: AEWV applicants now need two years of experience instead of three. A New Zealand Level 4 qualification (or higher) can replace the work experience requirement.
• Simpler job advertising: Employers must still advertise lower-skilled roles nationally (e.g., on Seek) but no longer need proof of engagement with Work and Income New Zealand (WINZ). Instead, they must declare they have advertised and considered local candidates. Immigration New Zealand may do random checks.
• Extended visa duration for lower-skilled roles: AEWVs will now last up to three years reducing costs and paperwork for employers and workers. Anyone holding a 2-year AEWV will be able to apply for a further 12 months.
• Higher income requirement for family: The income threshold for migrant workers wishing to bring their children to New Zealand will rise to NZ$55,844 per annum, marking the first increase since 2019.
• Introduction of interim visas: Selected work and student visa holders applying for an AEWV will get an Interim Visa with work rights while waiting for approval. This helps businesses get workers started faster.
• Minimum wage increase: From 1 April 2025, the minimum wage will rise to $23.50 per hour. AEWV applications submitted after this must meet the new rate.
Changes from mid-2025
• Faster job checks: A new job check process will speed up processing for low-risk employers, making hiring smoother.
Changes from November 2025
• New visa options for seasonal workers: Two new visa options will be available for seasonal roles, such as ski instructors and winemakers. One offers a 3-year multiple-entry work visa for experienced workers, while the other provides a 7-month singleentry work visa for lower-skilled workers.
These changes are designed to make things easier for businesses, reducing paperwork and speeding up the AEWV process. Employers should take advantage of these updates to create a smoother, more efficient hiring experience.
How Freerange can help
Keeping up with immigration changes can be tricky. At Freerange, we help businesses navigate the AEWV process, from accreditation to job checks and hiring migrant workers.
Get in touch today to see how we can support your hiring needs and make visa applications smoother.
Building tomorrow's workforce
For many young people, landing that first job can feel like an impossible task. Without experience, how do you get experience? As the Gateway & Vocational Pathways Coordinator at Sancta Maria College's Careers Department, it's a challenge that Lorian King knows all too well.
"It's really just about getting some work experience that students can put on their CV," explains Lorian. "Without anything on their CV, they wouldn't even get through the door for an interview."
However through innovative partnerships between local businesses and schools, students are now finding valuable pathways into the workforce.
The Education to Employment (ED&EM) initiative, run by the Auckland Business Chamber in partnership with Business East Tamaki, is helping bridge this gap by connecting local businesses with high school students. The programme has already seen success stories, including a recent partnership between Quest Hotel and Sancta Maria College.
"Quest was absolutely fantastic. As soon as I reached out to them, they were very open and fabulous. Everyone was so friendly,” says Lorian. The hotel provided Sancta Maria College student Avram with three days of hands-on experience across different departments,
giving him valuable insights into the hospitality industry.
For businesses, participating in work experience programmes offers multiple benefits. "It's a way for employers to connect with their future employees. They get to see if some of these students might be suitable for their workplace, and it doesn't cost them anything to do it,” says Lorian.
The programme can be particularly valuable when aligned with the Gateway scheme, which enables schools to provide structured workplace learning integrated with school-based learning. Students can also earn credits toward their National Certificate of Educational Achievement (NCEA) while gaining practical work experience.
East Tāmaki businesses across various sectors can get involved. While hospitality and retail are popular options, there's also demand for experiences in logistics, warehousing, and distribution. The key requirement is a willingness to give young people a chance to learn and grow.
"Many of our students have gone on to secure part-time or full-time positions after proving themselves during their work experience," Lorian says. "It's really about giving students that chance and that reality check about what work is really like."
For businesses interested in participating, the commitment can be flexible - from offering a few days of work experience during school holidays to providing longer-term opportunities. The Auckland Business Chamber maintains a database of participating businesses, making it easy for schools to connect with local employers who want to support young people in their community.
Young people represent the future of our workforce. They bring fresh perspectives, digital know-how, and enthusiasm to learn. By providing them with opportunities to gain hands-on experience, local businesses aren't just helping students - they're investing in the future of their industries and the East Tāmaki business community.
Education to Employment
Can your business offer paid/unpaid work experience? Do you have apprenticeships or internships? Would you be willing to show students around your office or worksite so they can experience your business firsthand? Are you willing to come into a school and talk to students directly about your industry, what you do, and the career paths into your sector?
To find out more about how your business can be involved, go to the Business East Tāmaki website - businesset.org.nz/ businesses-in-schools.
Eastern Busway
This is the first update for the year on the Eastern Busway project and a lot of construction progress has been made already. With work ramping up from Burswood towards Botany the project team will start to talk more about that section of work and we welcome any new readers from those areas.
The latest project images can be viewed at any time at www.flickr./com/photos/ easternbusway and videos are at easternbusway.nz/resources/videos
Skyline changes - while you were sleeping
You may have noticed big changes over Tī Rākau Drive in Pakūranga during the first week of February. That’s when eight large concrete beams were installed during three nights to form the span of Rā Hihi (flyover) above the road. The logistics to place the beams safely and accurately required months of careful preparation and a sizeable team of specialists and equipment to ensure every part of the complex sequence went smoothly. New Zealand’s largest mobile crane lifting the spans ran on 100% hydrogenated vegetable oil instead of diesel for this work, reducing its carbon emissions by 70%.
The “before” and “after” images were taken by photographer Nigel King, and you can view a video of the work that took place while you were sleeping at easternbusway.nz/resources/videos
Shaping the future for local business
See Damian Light - Chair of the Howick Local Board, and Ruth White – Business East Tāmaki’s General Manager explain how the Eastern Busway will enhance east Auckland and shape the future for local businesses at easternbusway.nz/resources/videos
Local road changes
• The new intersection of Mattson Road, Tī Rākau Drive and William Roberts Road opened on 17 February. Drivers and pedestrians are now able to enter and exit William Roberts Road from all directions.
• Tiraumea Drive will be closed until mid-March while new underground services, pavement and footpaths are completed.
• William Roberts Road is now a cul-de-sac and access to the upper end of it from Pakūranga Road is permanently closed.
• Reeves Road to Aylesbury Street and Pakūranga Plaza will be open when possible while the busway is built.
• There will be some night and weekend work, and lane changes, on the South Eastern Highway to prepare for the new citybound lanes on Tī Rākau Drive to open later this year.
New Tī Rākau playground
During January the project team and partners completed the Tī Rākau playground in Pakūranga in time for the new school term. It provides tamariki/ children of all ages and abilities with accessible play equipment, swings, balance balls, musical instruments and a nature play area.
Building the playground was a collaboration between Playground People, Boffa Miskell and HEB Construction, with their experience in play equipment and surfaces, as well as the Eastern Busway project team’s knowledge of ground conditions, underground services, and structures. “Creating great places for the community is part of the Eastern Busway project’s legacy and it’s a delight to start to see spaces like the new playground bringing joy to a wide variety of people” says Tom Willetts, Project Director at Auckland Transport.
Construction updates
The project team appreciates your patience while they build the Eastern Busway and shape a more connected, accessible future for East Auckland. Information about work in progress and detours is available at easternbusway.nz/construction
If you have any questions about the project or would like to talk to the team, please contact them by emailing info@ easternbusway.nz or calling 0800 287 929. You can also find information directly on easternbusway.nz
Image credit: Mark Barber
