Employer of Record New Zealand

Think of it like this: Agility EOR becomes the legal employer of your employees, taking care of all the paperwork and compliance headaches.

Agility EOR

• We manage the onboarding process and ensure everything’s in order before your employee starts
• We make sure your employees are treated fairly and compliantly in their relevant territory
• We take care of all HR matters, and can answer any and all HR queries you may have e.g. maternity/paternity leave, holidays, sick pay, and more
• We provide compliant contracts, process local payroll, and file taxes
• We issue payslips and handle payments to the employee and authorities

Your Company

• You find and manage your employees’ daily tasks
• You support their development through their work
• You follow our guidance on employment laws and best practices
• You ensure payroll bills are paid to Agility EOR on time

Benefits of using an Employer of Record (EOR)

• Faster and easier hiring: No need to set up your own legal entity.
• Reduced risk and compliance burden: We handle the legal and administrative complexities.
• More time and resources: Focus on your core business while we manage your employees.

There are various ways to employ people in New Zealand, each with differing levels of costs and compliance:

Employee is employed by you and paid by you from your overseas Company

• Pros: Appears to be the most cost-effective and convenient choice.
• Cons: Inability to meet the mandatory social security contributions, subjecting the employee to New Zealand’s employment regulations.

Entity Set-up

• Pros: This choice could be the most economical option for hiring a large number of staff, usually more than 15.
• Cons: Setting up a legal business entity and adhering to New Zealand employment and tax laws can be a substantial financial and time commitment, particularly for smaller businesses. This method often becomes unfeasible for companies with fewer than 15 employees.

Using an Employer of Record

• Pros: In New Zealand using an Employer of Record service is the most efficient and cost-effective way to handle payroll, HR, and compliance responsibilities, especially for creating employer-employee connections with teams of less than 15 people.
• Cons: Expensive for hiring a large workforce. It can be challenging to determine the right Employer of Record provider to select.

Hire a contractor in New Zealand

• Pros: This option is budget-friendly if the employee is not tied exclusively to your organization and can arrange for a replacement on days off.
• Cons: Hiring a full-time employee who is exclusively committed to your company without the appropriate employment status is considered illegal in New Zealand. Consequences for this misclassification can vary from fines to criminal penalties.

Yes, if the worker is working for other companies, has the autonomy to determine their own work methods, and can delegate their work to another contractor when absent, they can be classified as an independent contractor.

However, in New Zealand, a worker who is exclusively dedicated to your company and whose tasks are directed by your organization should be classified as an employee according to New Zealand employment law.

Failure to do so may result in severe penalties, the requirement to settle unpaid holiday pay and social security contributions, the potential necessity to establish a local presence, and potential legal action from the employee for violating their employment rights.

Yes, if the worker is working for other companies, has the autonomy to determine their own work methods, and can delegate their work to another contractor when absent, they can be classified as an independent contractor.

However, in New Zealand, a worker who is exclusively dedicated to your company and whose tasks are directed by your organization should be classified as an employee according to New Zealand employment law.

Failure to do so may result in severe penalties, the requirement to settle unpaid holiday pay and social security contributions, the potential necessity to establish a local presence, and potential legal action from the employee for violating their employment rights.

Hiring people in New Zealand , ensuring compliance with HR regulations in New Zealand is crucial when hiring employees. By following employment laws and work practice regulations, your company can provide fair treatment to your workforce.

This includes aspects such as sick leave, annual leave, minimum wage, and working hours. Compliance not only creates a positive work environment but also reduces the risk of facing financial penalties, legal consequences, and potential lawsuits due to non-compliance. The overall success of your business.

By partnering with Agility EOR as your Employer of Record in New Zealand, you can simplify tax and social security responsibilities. We manage all employee paperwork and payments, ensuring full compliance and allowing you to focus on running your business without any worries.

Agility EOR manages the intricacies of New Zealand employment law and compliance, allowing your company to concentrate on overseeing daily operations and communication with your team.

This includes managing performance concerns, implementing disciplinary measures as needed, and promoting a supportive work environment through transparent communication.

New Zealand employers and employees are both subject to taxation. Employers are responsible for the KiwiSaver scheme, Accident Compensation levy, and fringe benefit taxes, while employees contribute to KiwiSaver contributions, Accident Compensation levy, and income tax.

New Zealand Employer of Record provides employees with legal protections and a standard employment contract, which includes benefits such as maternity leave, annual leave, and sick pay, as well as tax credits. It is crucial to highlight that the public healthcare system in New Zealand offers coverage to all residents, not limited to employees.

Agility EOR handles the administrative burden of HR compliance for you:

Reliable Partners: Agility EOR works closely with top employment lawyers and advisors in New Zealand to ensure that your employment contracts and other crucial documents fully comply with local legal mandates.

Comprehensive Expertise: We possess extensive knowledge of various aspects of <country> employment law, such as payroll, social security, data privacy, notice periods, and regulations on remote work.

Prompt Response: Should any issues arise, our internal team is ready to provide immediate support and assistance.