Last month courts in both New Zealand and Australia imposed significant penalties on companies and individuals for breaching cartel laws. In imposing the sentences both courts referred to the need to deter possible offenders from engaging in cartel conduct. The large penalties – including jail in the Australia case - are a timely reminder for NZ businesses. This update discusses the cases and a brief recap on New Zealand cartel laws and their penalties.
So far 2022 has seen a relaxation of government vaccination mandates, but what does this mean for employers operating nonmandated vaccination policies?
A recent Employment Court decision declared former residents of the Gloriavale Community to be employees and not volunteers. The work they performed contained some useful insights into the approach the Courts take when determining the status of workers, and the traps for organisations receiving the benefit of work from people they consider to be volunteers.
The Fair Trading Act’s “unfair contract terms” regime is being extended to many B2B contracts from 16 August 2022. It is important that franchisors are aware of the new rules and that they update their franchise documentation and template B2B contracts before 16 August. This article discusses ten key points for franchisors.
In case you missed our communications on this to date, the Government has decided that unfair contract terms are – well – unfair and should be banned from many standard contracts. The Fair Trading Act’s “unfair contract terms” regime is being extended to many B2B contracts from 16 August 2022. It is important that you and your team are aware of the new rules and that you update your contracts before 16 August. Here are ten key points you need to be aware of:
New Zealand has a small economy that often has markets dominated by a small number of large competitors. Those businesses will need to consider not only the purpose of their conduct but also the potential effects on the relevant market(s).
Recently, questions about the use of “keyword” advertising by New Zealand businesses have been brought before the High Court. In this article, we discuss the cases, and the lessons to be learned from them.
As part of the Government’s action plan against forced labour, people trafficking, and slavery that was launched last year, the Government is seeking feedback on new legislation that aims to address modern slavery and worker exploitation in New Zealand and elsewhere. The new laws will require all businesses to take steps, with larger organisations having more responsibilities.
As all businesses will be affected, we encourage all of our clients to consider the impact of the proposals, and to consider making a submission.
Addressing modern slavery and worker exploitation in New Zealand is both the right thing to do, and overdue. If you are not already taking steps to address modern slavery and worker exploitation in your business and supply chain, then perhaps when you have surfaced from the challenges of confronting the COVID-19 pandemic, you may wish to start addressing these issues within your business and supply chain.
New country of origin food labelling regulations are now in force (for fresh and thawed food) and come into effect for frozen food in May 2023. If you are a manufacturer, supplier or retailer of the prescribed fresh, frozen or thawed food, you need to comply with the new Consumer Information Standards (Origin of Food) Regulations 2021 (Regulations).
The purpose of the Regulations is to ensure that consumers can clearly understand where the different types of regulated foods originate from. In this update, we summarise the background to the Regulations, what foods are captured by the Regulations and what information needs to be disclosed.
This week the Government announced details of a proposed new compulsory Income Insurance Scheme, one of its election promises in 2020.
A builder has a personal duty of care to meet the standards of a “reasonable” builder when engaging in building work. This article touches upon two aspects relevant to this duty:
- When will a builder be personally liable for defective building work? In other words, can they ‘hide’ behind their company to escape personal liability?
- Does a builder have a duty to comply with the building consent or the Building Code?
Recently we provided guidance in relation to the COVID-19 Response (Management Measures) Legislation Bill (Bill) which was introduced to Parliament on 28 September 2021.
As a reminder, the Bill seeks to amend a range of different Acts, including the Property Law Act 2007 (PLA). The stated aims of the proposed amendments included in the Bill are to support commercial tenants and landlords to come to agreements to adjust the rent (including outgoings) due under their leases, so that the parties share the financial burden of the COVID-19 response and to provide a way to resolve disputes if no agreement can be reached. The way that this is to be achieved is by the insertion of an additional contractual term, similar to clause 27.5 of the ADLS lease, into leases that do not contain that clause. A copy of our previous guidance on the Bill from September 2021 can be found on our website.
Jackson Russell is delighted to announce a new partnership with Family Business New Zealand (FBNZ), supporting FBNZ and its community as a National Silver Partner.
The COVID-19 Response (Management Measures) Legislation Bill (Bill) was introduced to Parliament on 28 September 2021. In this guide we are focusing on the changes to the Property Law Act 2007 (PLA) included in this Bill which impact on the payment of rent during the COVID-19 pandemic. The stated aims of the proposed amendments to the PLA included in the Bill are to:
- support commercial tenants and landlords to come to agreements to adjust the rent (including outgoings) due under their leases, so that the parties share the financial burden of the COVID-19 response; and
- provide a way to resolve disputes if no agreement can be reached.
Now that New Zealand has accelerated its rollout of the Pfizer Covid-19 vaccine, employers are turning their minds to whether they can ask their employees about their vaccination status and potentially, whether they can mandate for compulsory vaccinations within their workforce. This article examines some of these complex issues.