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Consulting HQ

ConsultingHQ is an HR Consulting company servicing SME's throughout New Zealand across all HR relate

20/09/2026

The Employment Leave Act will replace the Holidays Act in 2028.

But becoming law doesn’t mean the new leave rules apply right away.

Employers must continue following the Holidays Act 2003 until the new system takes effect. Employment New Zealand has also confirmed that employers don’t need to start changing employment agreements, workplace policies or payroll settings at this stage.

What is worth doing now is keeping your current leave records and calculations accurate and making sure you’re meeting your existing Holidays Act obligations.

There’s a two-year implementation period, with more detailed guidance for employers to come.

So for now: keep doing what you’re required to do today, and stay informed about what’s coming in 2028.

Read what NZ employers need to know: https://f.mtr.cool/vj7dcjsyak

13/09/2026

There’s been a lot of focus on the payroll changes coming under the Employment Leave Act, but employers will need to look beyond their payroll system.

The move to hours-based leave and the new rules for how leave is earned, recorded and paid may also require changes to employment agreements, workplace policies, leave records and other HR processes.

For employers with larger teams, collective agreements or more complex working arrangements, there could be a fair amount to work through.

The good news is that there’s time. The new system doesn’t take effect until August 2028, and further guidance for employers will be released during the implementation period.

For now, nothing needs to change. But it’s worth understanding what’s ahead and where the changes may eventually affect your business.

Read our full update: https://f.mtr.cool/5gwfaoza18

09/09/2026

Does your business need a full-time HR Director, or senior HR leadership at key points throughout the year?

For many growing businesses, the second option makes commercial sense.

A Fractional HR leader works alongside owners, executives and boards during growth, organisational change, succession planning and other decisions with significant people implications.

Tanya Gray explains what Fractional HR involves and where it fits within a business.

Read the full article: https://f.mtr.cool/56r14hjnca

07/09/2026

One of the biggest changes under the Employment Leave Act is the move to hours-based leave.

From August 2028, annual and sick leave will accrue in hours from an employee’s first day of employment, based on their standard hours.

There are other changes employers will need to understand too. Additional and casual hours will be treated differently, a new approach will apply to leave pay, and the rules for determining public holiday entitlements will change.

For employees with standard hours, annual leave will still be equivalent to four weeks a year and sick leave to 10 days a year.

The way leave is earned, recorded, taken and paid will change significantly under the new system.

We’ve covered the key changes and what they mean for employers in our latest update.

Read more: https://f.mtr.cool/n5is6ficvz

04/09/2026

Some business decisions need senior HR leadership in the room.

Growth, restructuring, succession planning, mergers and acquisitions all carry workforce implications that shape the future of the business.

Fractional HR gives owners, executives and boards access to that expertise at the level and frequency they need it.

In our latest article, Tanya Gray explains how Fractional HR works, when businesses use it and how it differs from ongoing HR Partner support.

Read the article: https://f.mtr.cool/thj95w8yk7

03/09/2026

The Employment Leave Act 2026 is now law and will replace the Holidays Act 2003 from 6 August 2028.

The new legislation will change how leave is earned, recorded and paid, including a move to hours-based annual and sick leave accrual from day one.

Other changes include new rules for additional and casual hours, public holiday entitlements, leave payments and other types of statutory leave.

For employers, preparing for the new system will go beyond payroll. Employment agreements, workplace policies, leave records and other HR processes may also need to be reviewed before the new rules take effect.

There’s no need to make those changes yet. The Holidays Act 2003 continues to apply, and further guidance will be released throughout the two-year implementation period.

We’ve broken down the key changes, the 2028 transition and what employers need to know now.

Read the article: https://f.mtr.cool/82nvc6g2up

30/08/2026

AI can produce a polished restructure proposal or redundancy letter in seconds.

The problem is that a well-written document doesn’t mean the process behind it is legally defensible.

If selection criteria weren’t properly addressed, consultation was inadequate or the outcome was effectively decided too early, a professional-looking letter won’t fix what happened before it.

There’s another risk too. AI is very good at answering the question it’s asked. But if you don’t know a critical step has been missed, you may not know what question to ask.

That’s where employers can get caught out.

Our latest article looks at the growing use of AI in restructures and redundancies, and the risks employers need to consider before relying on the documents it produces.

Read the full article: https://f.mtr.cool/acxky94462

27/08/2026

NZ employment claims are rising.

The Employment Relations Authority received 3,070 applications in 2025, up from 2,117 in 2023.

Having a genuine reason for change doesn’t make the process safe. Employers also need to understand what a fair process requires before they start.

Was there genuine consultation before the outcome was decided? Were selection criteria handled fairly? Was redeployment properly considered?

Our latest article looks at where restructure and redundancy processes can expose employers to risk, and why getting HR advice early can make a significant difference.

Read the article: https://f.mtr.cool/hcwk48mbq8

23/04/2026

Tanya and Mark are now licensed private investigators 🎉

This strengthens how we support our HR clients when workplace issues need to be worked through. It means deeper, more independent workplace investigations and more confidence in getting to the facts when it matters most.

A great step forward for the team and a valuable addition to the way we support businesses every day!

28/03/2026

A stronger HR function improves processes and confidence. Leaders make better decisions. Staff communicate more clearly. The whole business feels steadier.

If you want HR that provides clarity and direction, we’re here to support that shift.

Address

3/6 Fairwater Road
Warkworth
0910

Opening Hours

Monday	8am - 5pm
Tuesday	8am - 5pm
Wednesday	8am - 5pm
Thursday	8am - 5pm
Friday	8am - 5pm

Website

http://consultinghq.co.nz/

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