Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1698846169306.pdf (New Zealand)
Employment Relations (Statutory Minimum Redundancy Entitlements) Amendment Bill Member’s Bill Explanatory note General policy statement This bill amends the Employment Relations Act 2000 (the principal Act) to insert new Part 6E to provide minimum statutory entitlements for employees in the event of dismissal for redundancy.

The provisions of this bill are based on the recommendations of the Public Advisory Group on Restructuring and Redundancy (the Ad- visory Group) who reported to the Government in 2008.
The Advisory Group assessed the adequacy of redundancy laws and provisions and recommended options for addressing gaps in and issues with existing laws and policy provisions.

The recommendations of the Advisory Group included consideration of the introduction of a statutory requirement that would provide for redundancy compensation and notice of redundancy termination to the affected employee.

Clause by clause analysis Clause 1 is the Title clause.
Clause 2 provides for new section 69ZJ of the principal Act to come into force on the day after it receives the Royal assent; the remainder 65—1 2 Employment Relations (Statutory Minimum Redundancy Entitlements) Amendment Bill Explanatory note of the new sections inserted into the principal Act come into force 1 year after that date.

Clause 3 amends the principal Act.

Clause 4 inserts a new Part heading and new Part 6E.
Darien Fenton Employment Relations (Statutory Minimum Redundancy Entitlements) Amendment Bill Member’s Bill Contents 1 2 3 4 Title Commencement Principal Act amended New Part heading and Part 6E inserted Part 6E Statutory minimum redundancy entitlements Interpretation 69ZI 69ZJ Application 69ZK Public education campaign 69ZL Minimum entitlements to notice and compensation Page 1 2 2 2 2 2 2 3 The Parliament of New Zealand enacts as follows: 1 Title This Act is the Employment Relations (Statutory Minimum Redundancy Entitlements) Amendment Act 2009.
65—1 1 cl 2 2 (1) (2) 3 4 Employment Relations (Statutory Minimum Redundancy Entitlements) Amendment Bill Commencement This Act comes into force on the day after it receives the Royal assent.

Sections 69ZI, 69ZK, and 69ZL come into force 12 months after the date of Royal assent.

5 Principal Act amended This Act amends the Employment Relations Act 2000.
New Part heading and Part 6E inserted The following new Part heading and Part 6E are inserted after section 69ZH: 10 “Part 6E “Statutory minimum redundancy entitlements “69ZI Interpretation In this Part, redundancy means the substantial disappearance 15 of the work performed by an employee, by reason of the re- structuring, downsizing, going into receivership or adminis- tration, or cessation of operations of the employer.
“69ZJ Application The minimum entitlements conferred upon employees by this 20 Part apply to an employee who has been in a continuous em- ployment relationship with an employer for 1 calendar year or more.
“69ZK Public education campaign The Minister of Labour must, over the course of the 12 months 25 following the coming into force of this section,— “(a) conduct a public education campaign to inform employ- ers and employees of the minimum entitlements con- ferred by this Part; and report to the House of Representatives within 6 months 30 of the conclusion of that campaign as to its details, in- cluding an independent evaluation of its effectiveness.
“(b) 2 Employment Relations (Statutory Minimum Redundancy Entitlements) Amendment Bill cl 4 “69ZL Minimum entitlements to notice and compensation “(1) Every employee to whom this Part applies and who suffers a redundancy is entitled to receive— “(a) “(b) notice of dismissal of no less than 4 weeks; and compensation for redundancy in the amount of 4 weeks’ 5 remuneration for the first full year of the employee’s continuous employment with the employer; and further compensation for redundancy in the amount of 2 weeks’ remuneration for each subsequent full or partial year of the employees’ continuous employment with the 10 employer, up to a maximum entitlement of 26 weeks’ remuneration.
“(c) “(2) Provided that if the applicable employment agreement con- tains provisions that are more favourable to the employee than those set out in subsection (1), those provisions shall apply 15 in place of the provisions of this section.” 12 Published under the authority of the House of Representatives—2009 Wellington, New Zealand: 3