dol.govt.nz Provision of Payslips New Zealand : Ministry of Business, Innovation & Employment

Organization : Ministry of Business, Innovation & Employment
Type of Facility : Provision of Payslips
Country: New Zealand

Website : http://www.dol.govt.nz/workplace/knowledgebase/item/1302

Provision of Payslips:

Does an employer have to provide a payslip?:
While paper or electronic payslips are still very common in many workplaces, unless there is an agreement to do so, an employer is under no specific legal obligation to provide a payslip.

Related : Ministry of Business Innovation & Employment GETS Government Electronic Tenders Service New Zealand : www.statusin.org/8254.html

In the interests of ensuring that everyone understands when and how wages or salaries have been calculated and paid, however, an employee has the right to access or obtain a copy of the employer’s wage and time records relating to that employee. This record must be kept by the employer for each of their employees.

It would include details such as, but not limited to:
** The kind of work the employee does
** The amount of hours/days that the employee works
** The wages paid to the employee each week and the method of calculating those wages
** The nature of the employment agreement

Pay:
Employees generally agree to be employed, under some kind of contract of service, to work for some form of payment. This can include wages, salary, commission and piece rates.

Employers must ensure that employees are paid fairly and need to understand minimum pay entitlements for all employees including:
** adults
** trainees
** starting-out worker
** children, and
** people with disabilities.

Paying employees fairly also means:
** women and men must receive the same pay rates for doing the same or substantially similar work.
** an employer cannot discriminate due to an employee’s colour, race, ethnic or national origins, sex (including pregnancy or childbirth status), marital or family status, age, disability, religious or ethical belief, political opinion, sexual orientation or union activity.

This section helps employers and employees ensure the correct calculation of wages. Topics covered include:
** when and how wages should be paid
** deductions
** minimum pay
** working out annual holiday pay
** working out pay for other holidays and leave
** entitlements at the end of employment
** keeping accurate records.

Dairy sector position statement:
This statement sets out the Labour Inspectorate’s position on how the provision of accommodation and other goods and services should be dealt with to ensure the requirements of the Minimum Wage Act 1983 are met.

Payments :
The Wages Protection Act 1983 sets out the way wages must be paid, and prevents unlawful deductions from wages.

When and how should wages be paid:
Employees should be paid on the day and at the intervals agreed that have been agreed with the employer. Employers cannot change the normal pay day without the agreement of the employee.

Employers are obliged to pay wages in cash (i.e. New Zealand coins or banknotes) unless:
** the employee is employed by the Crown (government) or a local authority – then they can be paid by cheque
** an employee has requested in writing or given the employer written consent to pay wages by postal order, money order, cheque or direct credit
** the employee is away from the proper or usual place for the payment of their wages – then they can be paid by postal order, money order, or cheque
** the employment agreement permits some other form of payment.

Employers can’t put any requirements on their employee about how the employee spends their wages.

Disclaimer:
The content on this website covers common problems. It will not answer every question and should not be used as a substitute for legislation or legal advice.State sector employers and employees may be affected by some differences in the laws that apply to them (e.g. State Sector Act 1988).The Department of Labour takes no responsibility for the results of any actions taken on the basis of information on this website, nor for any errors or omissions.