Case: [2011] NZCA 14; Minimum Wage Act 1983, s 6
Whether you’re entitled to minimum wage on a sleepover shift depends on a number of factors. You’re more likely to be entitled to minimum wage if:
you have important or heavy responsibilities during the sleepover shift (for example, being ready to be woken if people in the building need you)
your work obligations seriously affect your freedom to do as you choose during the sleepover shift (for example, not being allowed to leave the workplace or to have visitors)
it’s important to your employer that you do the sleepover shift.
Workers who are simply on call overnight are not likely to be entitled to minimum wage.