Notice period

# Notice Period in New Zealand

The notice period in New Zealand is 37 days, representing the minimum advance notification an employer or employee must provide before terminating an employment relationship. This rule establishes a mandatory cooling-off period that allows both parties reasonable time to prepare for the end of employment, whether through transition planning, recruitment, or personal arrangements.

The notice period requirement is governed by the Employment Relations Act 2000, which forms the foundation of New Zealand's employment law framework. The Act sets out the minimum standards for employment agreements and the obligations parties must meet when ending employment.

The 37-day notice period came into effect on 1 April 2019, replacing the previous 14-day minimum. This extension was introduced to provide greater stability and fairness in the employment relationship, giving workers and employers more time to adjust to employment changes.

Employers and payroll teams must ensure that any termination notice provided to employees clearly states the final date of employment, which must fall at least 37 days after the notice is given. Similarly, employees providing notice must observe the same 37-day period. Either party may agree to a shorter notice period in writing, but the statutory minimum cannot be undercut unilaterally. Failure to provide proper notice can result in personal grievance claims and potential compensation orders. Employment agreements should clearly document notice period terms, and payroll records must accurately reflect notice dates and final employment dates to ensure compliance with the Employment Relations Authority's requirements.