Quick reads

NEW INDUSTRY SKILLS BOARDS TO BE SET UP

The Government is making changes to work-based learning, in the hope of giving industries more influence over how they train apprentices and trainees.

Vocational Education Minister Penny Simmonds said in a statement on 24 April 2025 that the current work-based learning model is not delivering because it has become overly centralised through Te Pūkenga. “We are fixing this by giving industries more control over how they train people.”

Beginning 1 January 2026, the Government will introduce a new, independent and industry-led model for work-based learning.

The new Industry Skills Boards will be set up to set training standards, endorse programmes and moderate assessments.

“This means vocational education and training providers will be able to manage all aspects of an apprenticeship or traineeship at an industry level, rather than taking direction from a centralised behemoth,” says the Minister.

Apprentices and trainees currently with Te Pūkenga will move to the Industry Skills Boards for up to two years. New students will enrol directly with new work-based learning private providers, polytechnics or wānanga.

Equal Pay Amendment Bill 2025 Passed Under Urgency

The legislation was passed with support of the three coalition parties on 7 May 2025, following the Bill’s introduction and announcement on 6 May 2025.

The Minister for Workplace Relations and Safety, Brooke van Velden, has introduced this amendment Bill, aiming to make pay equity claims “more robust, workable and sustainable”. The Bill significantly raises thresholds for advancing pay claims compared with the 2020 Act.

Previously, to advance a pay equity claim to the pay equity bargaining process, the applicants needed to establish there was an ‘arguable’ claim that the work was currently or historically undervalued and was performed by women. This has been modified so the claim is required to have ‘merit’. Hence, the threshold for a claim to advance is now higher. To view all changes see here

Notably, all 33 existing pay equity claims have been discontinued under the new legislation. Critics have expressed concern about the Bill’s retrospective nature and its passage under urgency without public consultation, despite years of case law development and the work of two separate groups that informed the 2020 Bill.

Shaping The Future Of Hr Through People Analytics

Organisations today are dealing with talent shortages, changing employee expectations and economic uncertainty. As a result, HR leaders are being asked to do more, make faster decisions, work smarter and show clear results. To meet these challenges, many are turning to people analytics.

People analytics is more than reporting. It’s a strategic tool that helps HR align with business goals, respond to change and make better, evidence-based decisions.

When used well, it can improve retention, identify skill gaps and guide workforce planning and engagement. In a time when many teams are expected to achieve more with fewer resources, knowing how to use data effectively is becoming an important skill.

But this isn’t just about having access to data. It’s about knowing what to focus on, understanding what the numbers mean, and communicating insights in a way that drives action.

The HR Virtual Summit: Unlocking the Power of People Analytics, happening on Thursday 19 June, 9.30 am to 2.30 pm, will explore how to build these skills. With a range of expert speakers and practical sessions, the Summit will cover:

• choosing the right HR metrics

• understanding how economic trends affect your workforce

• using data to influence senior leaders

• the future of people analytics, including AI and predictive tools.

If you’re looking to build your confidence with data and increase your effectiveness as an HR professional, this event is for you.

Learn more and register here.

Legislative changes

The Regulatory Systems (Immigration and Workforce) Amendment Bill 2024 has now become law after receiving Royal assent on 29 March 2025. The Act introduces targeted amendments to seven main statutes, aiming to improve regulatory efficiency and alignment with best practice.

Significant changes include clarifying employers’ responsibilities under employment law, such as requiring employers – not just employees – to retain accessible copies of individual employment agreements. Failure to comply is now an infringement offence.

The Health and Safety at Work Act 2015 has been updated to clarify the definition of ‘notifiable incidents’ and streamline levy provisions. ‘Notifiable incident’ includes any unplanned or uncontrolled incident in a workplace that could expose a worker to serious risk to their health or safety, even if no actual harm occurs. The Act also adjusts the scope of enforceable undertakings and regulator discretion.

In the area of parental leave, the Act ensures that preterm baby payments no longer reduce parental leave entitlements. Parental leave payment eligibility has been extended to carers who stop working shortly after taking on caregiving.

Further, start dates for leave payments have been clarified to better accommodate various caregiving scenarios, improving fairness and administrative clarity.

Overall, the Act represents a broad legislative maintenance effort to ensure the Ministry of Business, Innovation and Employment’s regulatory systems remain clear, practical and fit for purpose. Further associated reforms are proceeding in related economic development legislation.

TAKE A BREAK –READ AND LISTEN

Ready for a mini-break from your desk? This book and podcast provide valuable guidance to help you in your HR role.

The Power of Care Dr Siew-Fang Law and Hannes Van Rensburg

This book aims to empower leaders to lead with care to inspire meaningful change. In a world where the demands of leadership often overshadow the importance of personal wellbeing, The Power of Care is a gentle yet profound guide for leaders navigating their inner landscapes.

Both authors have extensive leadership experience and psychology expertise. Siew-Fang Law is a social psychologist and peace psychology expert and Hannes van Rensburg is a leadership coach and former senior executive. The book examines how their ‘Bento Box’ model helps leaders, individuals and communities foster a Culture of Care. Through thought-provoking insights, real-world examples and practical tools, the book teaches you how to bring balance and fulfilment to your life, create compassionate connections at home and in the workplace, and lead with care to inspire meaningful change.

PODCAST: Good Humans. Better Leaders

Good Humans. Better Leaders takes a holistic look at human nature and leadership capabilities. It’s hosted by Michal Pawlowicz, CMHRNZ, Head of Learning and Development at Hind Management and President of the HRNZ Auckland Branch.

Michal is a passionate advocate for authentic, values-driven leadership. He believes that good leadership starts with being a good human. The podcast is about personal growth, real conversations, and the messy, rewarding journey of becoming a better leader from the inside out.

In the first three episodes, Les Morgan, Chief Operating Officer at Hind Management, brings decades of experience in leading with heart, values, and purpose. Les shares powerful reflections on what makes a great leader, why humility and kindness matter, and how leadership evolves over time.

Whether you’re a people leader, an HR professional, or someone who wants to make a positive difference in your workplace or community, this podcast is a reminder that good humans make better leaders.

Available on Spotify, Apple Podcasts, Amazon Music and iHeartRadio.