Latest news with #SanamAhmadzadehSalmani
Scoop
21-07-2025
- Business
- Scoop
Leading Employment Platform Urges New Zealand Businesses To Prepare For ‘Wage Secrecy' Changes
Press Release – Employment Hero With New Zealands pay transparency bill gaining momentum, Employment Hero urges businesses to get ahead by doing three things – reviewing pay structures, updating employment contracts, and preparing clear explanations of how pay is determined. Wellington Global employment authority Employment Hero, a leading people, payroll and benefits software provider, has encouraged New Zealand employers to prepare for The Employment Relations (Employee Remuneration Disclosure) Amendment Bill before it comes into effect. The bill aims to prevent employers from enforcing pay secrecy clauses in employment contracts, making it legal for employees to openly discuss their salaries without fear of reprisal. The National Party backed the bill at its first reading and signalled during the second reading debate that it would maintain its support, increasing the likelihood that the bill will become law. 'The legislation is designed to promote greater pay transparency and equality, helping to identify and address unjustified pay disparities. While it's a welcome change that will bring New Zealand in line with countries that have implemented similar measures, such as Australia and the UK, employers should take proactive steps now to prepare for if the Bill passes,' said Sanam Ahmadzadeh Salmani, Employment Counsel at Employment Hero and workplace law commentator. 'This is an opportunity for employers to drive better pay transparency and better outcomes for both businesses and employees. Aligning with the legislation will not only ensure compliance if and when required but can also improve employee satisfaction and retention. Employees want to know they're being treated fairly and businesses that embrace this change will likely see stronger engagement and loyalty. 'By preparing and making any changes before the Bill passes, employers will be on the front foot and can avoid being caught out later down the track,' added Ahmadzadeh Salmani. Ahmadzadeh Salmani highlights three key actions employers should take to prepare: Conduct a pay review 'Start by reviewing your current pay structures – look for any discrepancies and understand the reasons behind them – whether it's due to role differences, experience or something else. Being proactive here will help you not only stay compliant, but to spot payroll red flags early,' advises Ahmadzadeh Salmani. Review employment contracts 'Employers should also review employment agreements for any clauses that restrict pay discussions. These might not be labelled as 'pay secrecy' and they could be buried under general confidentiality or remuneration clauses. Having a clear plan of what needs updating now puts you in a better legal position once the Bill is passed,' adds Ahmadzadeh Salmani. Prepare clear explanations 'Transparency doesn't stop at removing secrecy clauses. Employers need to be ready to explain how pay is determined and what data or criteria is used, how performance factors in and how employees can progress. This builds trust and reduces confusion or resentment,' she adds. Employment Hero provides free resources to New Zealand businesses on employment law updates and compliance via its website. The latest resource, including Employee Remuneration Disclosure can be found here. About Employment Hero Employment Hero is revolutionising the world of work with the introduction of the world's first Employment Operating System (eOS), a solution designed to address the $20 billion problem of inefficient employment processes globally. eOS is the next generation of employment technology, a revolutionary system that simplifies and automates complex employment processes, allowing businesses to streamline workflows, reduce administrative burden, and focus on growth Employment Hero services over 300,000 businesses globally and its core platform reduces admin time by up to 80%. By launching employers toward their goals, powering more productive teams and taking employment to rewarding new heights, Employment Hero is revolutionising the employment marketplace.
Scoop
21-07-2025
- Business
- Scoop
Leading Employment Platform Urges New Zealand Businesses To Prepare For ‘Wage Secrecy' Changes
Global employment authority Employment Hero, a leading people, payroll and benefits software provider, has encouraged New Zealand employers to prepare for The Employment Relations (Employee Remuneration Disclosure) Amendment Bill before it comes into effect. The bill aims to prevent employers from enforcing pay secrecy clauses in employment contracts, making it legal for employees to openly discuss their salaries without fear of reprisal. The National Party backed the bill at its first reading and signalled during the second reading debate that it would maintain its support, increasing the likelihood that the bill will become law. 'The legislation is designed to promote greater pay transparency and equality, helping to identify and address unjustified pay disparities. While it's a welcome change that will bring New Zealand in line with countries that have implemented similar measures, such as Australia and the UK, employers should take proactive steps now to prepare for if the Bill passes,' said Sanam Ahmadzadeh Salmani, Employment Counsel at Employment Hero and workplace law commentator. 'This is an opportunity for employers to drive better pay transparency and better outcomes for both businesses and employees. Aligning with the legislation will not only ensure compliance if and when required but can also improve employee satisfaction and retention. Employees want to know they're being treated fairly and businesses that embrace this change will likely see stronger engagement and loyalty. 'By preparing and making any changes before the Bill passes, employers will be on the front foot and can avoid being caught out later down the track,' added Ahmadzadeh Salmani. Ahmadzadeh Salmani highlights three key actions employers should take to prepare: Conduct a pay review 'Start by reviewing your current pay structures - look for any discrepancies and understand the reasons behind them - whether it's due to role differences, experience or something else. Being proactive here will help you not only stay compliant, but to spot payroll red flags early,' advises Ahmadzadeh Salmani. Review employment contracts 'Employers should also review employment agreements for any clauses that restrict pay discussions. These might not be labelled as 'pay secrecy' and they could be buried under general confidentiality or remuneration clauses. Having a clear plan of what needs updating now puts you in a better legal position once the Bill is passed,' adds Ahmadzadeh Salmani. Prepare clear explanations 'Transparency doesn't stop at removing secrecy clauses. Employers need to be ready to explain how pay is determined and what data or criteria is used, how performance factors in and how employees can progress. This builds trust and reduces confusion or resentment,' she adds. Employment Hero provides free resources to New Zealand businesses on employment law updates and compliance via its website. The latest resource, including Employee Remuneration Disclosure can be found here. About Employment Hero Employment Hero is revolutionising the world of work with the introduction of the world's first Employment Operating System (eOS), a solution designed to address the $20 billion problem of inefficient employment processes globally. eOS is the next generation of employment technology, a revolutionary system that simplifies and automates complex employment processes, allowing businesses to streamline workflows, reduce administrative burden, and focus on growth Employment Hero services over 300,000 businesses globally and its core platform reduces admin time by up to 80%. By launching employers toward their goals, powering more productive teams and taking employment to rewarding new heights, Employment Hero is revolutionising the employment marketplace.
Techday NZ
21-07-2025
- Business
- Techday NZ
New Zealand businesses urged to prepare for pay secrecy law
New Zealand businesses are being advised to prepare for potential changes to workplace rules surrounding pay secrecy as the Employment Relations (Employee Remuneration Disclosure) Amendment Bill advances through Parliament. The bill seeks to prohibit employers from including pay secrecy clauses in employment contracts, which currently prevent staff from discussing their remuneration. Should it pass into law, employees would be free to speak openly about their pay without risk of adverse consequences from their employer. The National Party has indicated ongoing support for the legislation, increasing expectations that it will be enacted. Pay transparency push According to Sanam Ahmadzadeh Salmani, Employment Counsel at Employment Hero and workplace law commentator, the proposed law focuses on greater pay transparency and addressing wage gaps. "The legislation is designed to promote greater pay transparency and equality, helping to identify and address unjustified pay disparities. While it's a welcome change that will bring New Zealand in line with countries that have implemented similar measures, such as Australia and the UK, employers should take proactive steps now to prepare for if the Bill passes," said Sanam Ahmadzadeh Salmani. The objective of the bill is to create an environment where employees can more readily compare pay, understand the criteria used to set remuneration, and highlight unexplained pay differences. Advice for employers Employment Hero has advised that employers can benefit from acting ahead of the legislative changes by revising their internal practices. Ahmadzadeh Salmani elaborated on the potential benefits and necessity of pre-emptive measures. "This is an opportunity for employers to drive better pay transparency and better outcomes for both businesses and employees. Aligning with the legislation will not only ensure compliance if and when required but can also improve employee satisfaction and retention. Employees want to know they're being treated fairly and businesses that embrace this change will likely see stronger engagement and loyalty. "By preparing and making any changes before the Bill passes, employers will be on the front foot and can avoid being caught out later down the track," added Ahmadzadeh Salmani. Ahmadzadeh Salmani outlined three key steps that employers should take now: conduct a pay review, review employment contracts, and draft clear explanations of pay determination. Pay review Addressing the first recommendation, Ahmadzadeh Salmani said: "Start by reviewing your current pay structures – look for any discrepancies and understand the reasons behind them – whether it's due to role differences, experience or something else. Being proactive here will help you not only stay compliant, but to spot payroll red flags early," advises Ahmadzadeh Salmani. Contract reviews The second step involves revisiting the language used in existing employment agreements: "Employers should also review employment agreements for any clauses that restrict pay discussions. These might not be labelled as 'pay secrecy' and they could be buried under general confidentiality or remuneration clauses. Having a clear plan of what needs updating now puts you in a better legal position once the Bill is passed," adds Ahmadzadeh Salmani. Clear communications The third recommendation is to improve pay-related communications with staff: "Transparency doesn't stop at removing secrecy clauses. Employers need to be ready to explain how pay is determined and what data or criteria is used, how performance factors in and how employees can progress. This builds trust and reduces confusion or resentment," she adds. The Employment Relations (Employee Remuneration Disclosure) Amendment Bill, if enacted, would bring New Zealand into greater alignment with jurisdictions such as Australia and the United Kingdom, both of which have implemented measures relating to salary transparency in employment contracts. Employment Hero has made free resources available to businesses in New Zealand to assist in understanding employment law updates related to pay transparency and compliance requirements. Follow us on: Share on:
Scoop
30-04-2025
- Business
- Scoop
Employment Law Overhaul Leaves Kiwi Firms Racing To Catch Up
Press Release – Employment Hero Over the past quarter employers have told us they simply cant stay ahead of the rule changes. The law is becoming clearer, but the admin load for businesses will spike before it settles. New Zealand's long-awaited clean-up of employment rules – covering the Holidays Act, personal grievance procedures and health-and-safety red tape – is the exact reset many business owners asked for. Simpler leave calculations, clearer misconduct thresholds and less paperwork for low-risk workplaces should cut compliance costs and reduce courtroom flashpoints; yet the speed and breadth of the changes are rattling HR teams,' says Sanam Ahmadzadeh Salmani, Employment Hero's compliance lead for New Zealand. Payroll specialists still wrestling with the current Holidays Act now have to map rosters, leave accruals and variable-pay calculations onto a brand-new hours-based model. Front-line managers worry that the tougher, faster personal-grievance process could expose gaps in their documentation and directors are digesting fresh safety duties that have arrived just as minimum-wage and migrant-visa settings shift again. 'Over the past quarter employers have told us they simply can't stay ahead of the rule changes. The reforms are positive, but without tech to do the heavy lifting – live payroll recalculations, templated contracts and real-time alerts – many SMEs will burn hours they don't have or risk expensive slip-ups,' believes Salmani. Tech is the new safety net Modern employment-operating systems (eOS) now bundle payroll, leave tracking and compliance 'copilots' into one dashboard. When Parliament tweaks a formula, the engine updates entitlements overnight; if a misconduct claim lands, employers can call on an on-call HR adviser and access the right template in minutes – no separate legal retainer required. 'It's like having a virtual in-house counsel and payroll guru 24/7,' says Salmani. 'That level of foresight isn't a nice-to-have any more; it's table stakes,' she adds. The law is becoming clearer, but the admin load for businesses will spike before it settles. We can expect a surge in demand for cloud HR platforms, on-tap advisory services and plain-English guidance because while the legislation may simplify, staying compliant won't be a DIY job for long.
Scoop
29-04-2025
- Business
- Scoop
Employment Law Overhaul Leaves Kiwi Firms Racing To Catch Up
New Zealand's long-awaited clean-up of employment rules - covering the Holidays Act, personal grievance procedures and health-and-safety red tape - is the exact reset many business owners asked for. Simpler leave calculations, clearer misconduct thresholds and less paperwork for low-risk workplaces should cut compliance costs and reduce courtroom flashpoints; yet the speed and breadth of the changes are rattling HR teams,' says Sanam Ahmadzadeh Salmani, Employment Hero's compliance lead for New Zealand. Payroll specialists still wrestling with the current Holidays Act now have to map rosters, leave accruals and variable-pay calculations onto a brand-new hours-based model. Front-line managers worry that the tougher, faster personal-grievance process could expose gaps in their documentation and directors are digesting fresh safety duties that have arrived just as minimum-wage and migrant-visa settings shift again. 'Over the past quarter employers have told us they simply can't stay ahead of the rule changes. The reforms are positive, but without tech to do the heavy lifting - live payroll recalculations, templated contracts and real-time alerts - many SMEs will burn hours they don't have or risk expensive slip-ups,' believes Salmani. Tech is the new safety net Modern employment-operating systems (eOS) now bundle payroll, leave tracking and compliance 'copilots' into one dashboard. When Parliament tweaks a formula, the engine updates entitlements overnight; if a misconduct claim lands, employers can call on an on-call HR adviser and access the right template in minutes - no separate legal retainer required. 'It's like having a virtual in-house counsel and payroll guru 24/7,' says Salmani. 'That level of foresight isn't a nice-to-have any more; it's table stakes,' she adds. The law is becoming clearer, but the admin load for businesses will spike before it settles. We can expect a surge in demand for cloud HR platforms, on-tap advisory services and plain-English guidance because while the legislation may simplify, staying compliant won't be a DIY job for long.
