Westpac Managing Your Money financial wellbeing webinars – June 2026

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Everyone can use a little extra help when it comes to reaching their money goals.

Westpac’s Managing Your Money programme is delivering a series of engaging, practical webinars designed to build confidence around everyday financial decisions.

The Economy is the focus of the June 2026 MYM series, with MYM facilitators covering budgeting & spending through to weathering a financial storm to planning for retirement. The series concludes with a Economic Update from Senior Economist – Michael Gordon, providing expert analysis on today’s market challenges with the global conflicts at play and the outlook for interest rates and its impacts.


June 2026 webinar series

Tuesday, 9 June. 11am-12pm

Register here.

Thursday,  11 June. 11am-12pm

Register here.

Tuesday, 23 June. 11am-12pm

Register here.

Thursday, 25 June. 11am-12pm

Register here.


The Managing Your Money team offer these classes as general information only and do not talk about Westpac products and services. If you need personalised advice, email [email protected] they’ll find the right person/team to help. 


To access Microsoft Teams please review these How To’s: Joining a Teams call – DESKTOP and  Joining a Teams call – MOBILE.


  • Setting Financial New Years Resolutions held on Tuesday 10 March 2026 – Watch Here
  • Buying Your Frist Home held on Thursday 12 March 2026 – Watch Here
  • Managing Your Mortgage held on Tuesday 24 March 2026 – Watch Here
  • MYM x Cotality – Housing Market Update (Special Topic) held on Thursday 26 March 2026 – Watch Here

Please view here a copy of Westpac Managing Your Money disclosure statement; these recordings will expire on Friday 31st July 2026.

Free online food safety training now available for hospitality

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Hospitality businesses across New Zealand can now access free online food safety training, following the recent announcement from Minister for Food Safety, Andrew Hoggard.

The Restaurant Association, alongside Hospitality NZ, local councils, restaurants and cafés from around the country, helped shape the new Introduction to Food Safety module. It’s the first of six modules that will roll out over the coming months.

As an industry, we know finding affordable, practical training can be difficult — especially for smaller operators already managing rising costs and staffing pressures. Having a free, online option makes it easier for hospitality businesses to train new team members, refresh existing staff knowledge, and build consistency across operations without adding another financial burden.

Minister Hoggard acknowledged the changes followed conversations with food businesses around the country, including the series of discussions across the country that we organsed between local operators and the Minister, to help inform what changes they need to be make to the Food Act.

The Minister said that he had found a system that was effective at managing risk, but not always as efficient and user friendly as it could be.

The Restaurant Association has also been involved in providing industry input into the development of the training and the wider programme of food safety improvements. It’s encouraging to see practical feedback from hospitality operators reflected in changes that will make a real difference day-to-day.

Food safety remains a critical part of running a successful hospitality business, but access to training and compliance support also needs to be practical, achievable and fit for purpose.

The free online module is now available through the New Zealand Food Safety website.


More information

Right rules for the right risk: free online food safety training now available – Minister Hoggard announcement

Restaurant Association welcomes red tape reduction for hospitality businesses

Supporting Pink Shirt Day 2026 in hospitality

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Friday, 15 May, marks Pink Shirt Day Aotearoa. The day is a nationwide movement that encourages people to speak up against bullying and support workplaces built on kindness, inclusion and respect.

For the hospitality industry, the message is especially relevant. Our industry practises manaakitanga through welcoming environments that help people feel valued and supported. That applies to our customers and also to the teams working behind the scenes in venues, kitchens, cafés, bars and restaurants across the country.

Pink Shirt Day provides an opportunity for hospitality businesses to reflect on workplace culture and the role everyone plays in creating safe, respectful and positive environments. Strong team culture is essential in hospitality, where workplaces are often fast-paced and high-pressure. Communication, support and mutual respect make a significant difference to staff wellbeing and retention.

Getting involved does not need to be complicated. Businesses can take part by

  • encouraging staff to wear pink on Friday,
  • sharing information about the campaign with teams,
  • hosting a simple morning tea or fundraiser,
  • or starting conversations about workplace behaviour and inclusion.

The campaign is led by the Mental Health Foundation of New Zealand. Pink Shirt Day raises awareness about the impact of bullying while promoting everyday actions that help people feel accepted and supported.

Pink Shirt Day also serves as a reminder that creating positive workplace cultures is an ongoing commitment rather than a one-day initiative. Small actions — from checking in with colleagues to fostering respectful communication — all contribute to stronger teams and healthier workplaces.


To learn more about Pink Shirt Day or access campaign resources, visit the official website at https://pinkshirtday.org.nz.

Creating positive hospitality workplaces

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Hospitality is built on people. Great workplaces don’t happen by accident — they are created through strong leadership, clear expectations, respect, support, and a commitment to continual improvement.

Recent conversations across the industry have reinforced the importance of workplace culture and the responsibility we all share in creating environments where people feel safe, valued, supported, and able to thrive. At the Restaurant Association, we are committed to supporting hospitality businesses with practical tools, resources, training, and guidance that help build positive workplace cultures and strong teams.

We’ve brought together in one place a range of our articles, policies, webinars, and leadership resources to support businesses at every stage of that journey.


Check out these articles, industry perspectives, and guidance on building strong teams, improving workplace culture, and supporting staff retention and wellbeing. Access more articles here.

Now is a good time to reimagine your restaurant culture

A thoughtful look at why great hospitality businesses are built not just on great food, drinks, and guest experiences, but on taking care of the people behind them.

A guide to teamwork

Your team is your biggest asset. This article in on building strong teamwork in hospitality, helping create positive workplaces, better communication, and stronger experiences for both staff and guests.

7 Essential Strategies for Maximizing Staff Retention in the Hospitality Industry

A practical look at how hospitality businesses can strengthen staff retention by creating workplaces where people feel supported, valued, and motivated to stay.

HospoCred the industry programme to highlight those going above and beyond

An industry-led initiative designed to recognise hospitality businesses that are committed to high standards in workplace culture, people leadership, and employment practices.

AI as your recruitment partner

Inclusive hiring in hospitality

How can inclusive hiring strengthen workplace culture, widen talent pools, and help create hospitality environments where everyone feels they belong.

The case for keeping hospitality human

With rising costs, staffing shortages, and pressure on margins, many businesses are having to find smarter, more efficient ways to operate. The challenge is making sure that in the process, we don’t lose the human moments that customers remember most.


Clear policies and practical workplace guidance help create safer, more respectful, and supportive environments for everyone. Access more resources here.

Addressing Workplace Bullying and Harassment: Strategies and Solutions

Covers strategies for recognising, preventing, and responding to bullying and harassment, while helping businesses create safer and more respectful workplaces.

Health & Wellbeing policy

A workplace wellbeing policy is an excellent way to build a positive and healthy workplace. Use this policy template to implement policy in your business.

Mentoring and supporting your young employees

This resource highlights ways employers can support and mentor young employees, helping them build confidence, develop skills, and succeed in hospitality workplaces.

POLICY: Equal Employment Opportunities

Supports businesses to create fair, inclusive, and respectful workplaces through clear expectations, communication, and equal employment practices.

POLICY: Diversity and Inclusion

Encourages workplaces built on inclusion, respect, and open communication, supported by clear expectations and positive workplace behaviours.

Ethics in hospitality | Restaurant Association

Ethics in hospitality

Explores the importance of ethical behaviour in hospitality and how strong values, fairness, and accountability help build trust with both staff and customers.


Explore on demand training content – ongoing learning and leadership development are essential to creating positive teams and healthy workplace cultures. Access more on demand training here.

Helpline Webinar: Managing Bullying & Harassment – Free

Learn how to recognise, prevent, and address bullying and harassment in the workplace.

Established Managers – LiveStream Recording

Through engaging discussions and real life examples participants will learn about leadership styles, effective communication, how to motivate and inspire their teams, resolve conflicts  and build a cohesive and collaborative team. 

consistency check self assessment tool

Emerging Managers – LiveStream Recording

This interactive workshop is for new and emerging hospitality managers and supervisors, looking to develop and fine-tune their leadership skills. build confidence, develop skills, and succeed in hospitality workplaces.

Toxic team: Preventing and managing issues

How can you identify and manage toxic workplace behaviour, navigate difficult conversations, and support healthier team dynamics.

Team Talk: Team development and creating a good team fit

How do you make your team feel good and incorporate their skills?
What does a dream team look like?
How do you define a high-performing team? In this environment?

Managing and Resolving Conflict in the Workplace

This webinar is perfect for all staff wanting to manage and resolve conflict situations more effectively. Taking a proactive approach to dealing with conflict helps to foster a happy and healthy workplace.

Setting up for Success: Creating a cool culture

What does a Cool Culture feel like?? Build foundation setting- how to create culture from a place of authenticity.

The Delegation Dilemma: Learning to let go and empower your people

In this webinar, Marg Main covers positive delegation and coaching techniques, overcoming delegation barriers, the “why to how” approach, what to delegate, and key strategies for effective delegation.

Avoiding Burnout: Mental Health Check-In with Shaun Robinson

Presented by the Mental Health Foundation, this webinar shares practical ways to improve your mental health during times of increased stress. It’s important more than ever, that your teams are equipped with the tools to help maintain their general and emotional wellbeing.


Creating positive workplace culture is not a one-time conversation — it is ongoing work that requires leadership, reflection, accountability, and continual improvement. Hospitality is an industry full of creativity, opportunity, and passionate people. By continuing to invest in culture, wellbeing, leadership, and respectful workplaces, we can help ensure hospitality remains an industry where people want to build careers and futures.

New Partnership announcement: International talent and immigration support for members

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We’re excited to announce a new partnership with 1881 Global Mobility, expanding the workforce support available to Restaurant Association members.

Alongside the advice and guidance members already access through our specialised Helpline, this partnership introduces four practical solutions specifically designed for hospitality operators:

  • an international intern programme,
  • access to licensed immigration advisers,
  • a skilled candidate pipeline,
  • and, in future, a global exchange programme.

International Hospitality Intern Programme

Members now have access to a structured International Hospitality Intern Programme, connecting you with motivated, pre-screened interns from leading hospitality institutions overseas.

It works as a practical, low-friction staffing option — great for peak periods or building a more consistent pipeline of talent.

What this looks like in practice:

  • Access to pre-vetted candidates, matched to your role requirements
  • A simple process—interview, select, and onboard with support from 1881 Global
  • Interns available for structured 6-month placements

Interns are typically studying hospitality or tourism and are looking to build real-world experience in the industry.These students hit the ground running from day one.

Member Ben Campbell (Ma Maison Restaurant & The Grand Hotel in Akaroa) is already using the service:

“1881 were a huge help for our hospitality businesses in Akaroa. The whole process was really smooth and straightforward. The candidates have all been diligent, focused, well-trained, and ready to get stuck in and work hard. They’ve saved us so much time and hassle, plus we’ve had security around staff retention—that’s a game-changer when you’re flat out during peak periods.”

Why we’ve partnered with 1881 Global

This programme aligns closely with our focus on supporting members with practical workforce solutions—not just recruitment, but something that helps reduce pressure on your business and gives you more certainty around staffing.

1881 Global Mobility know hospo and they understand the New Zealand employment landscape. The team is led by Aman Jaspal and Sameena Jaspal, both Senior Licensed Immigration Advisers with deep experience helping operators build reliable teams and navigate the immigration system with confidence.


Find out more

Email us at [email protected], or learn more about the programme here.

A Modern Slavery Bill is moving through Parliament – next steps

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A bipartisan Modern Slavery Bill — backed by both National and Labour — has passed its first reading in Parliament, and with strong cross-party support, the intention is for it to become law before the election.

The Bill, co-sponsored by National’s Greg Fleming and Labour’s Camilla Belich, would require large businesses to report publicly on how they identify and manage modern slavery risks in their operations and supply chains.

What does the Bill actually require?

Under the Bill, businesses above the threshold would be required to prepare and publish an annual modern slavery statement, lodged on a public register. That statement must cover:

  • Their structure, operations and supply chains
  • Any modern slavery incidents identified
  • Known or anticipated risks, and what they’re doing to address them
  • Any complaints received and steps taken
  • Training provided to staff

Non-compliance carries serious consequences: fines of up to $200,000, and directors and senior managers can be held personally liable.

Who will it affect right now?

The current bill targets businesses with annual revenue of $100 million or more — so the majority of our hospitality businesses won’t have direct reporting obligations under it. BUT it’s widely seen as a first step. Advocates are already pushing for the threshold to be lowered, and previous proposals set it as low as $20 million. The direction of travel internationally has been toward wider coverage, not narrower.

Larger organisations that are captured by the bill will need to assess their supply chains. So it will potentially have an indirect impact on hospitality. Larger organisations may start asking questions of:

  • Suppliers
  • Contractors
  • Franchisees
  • Smaller business partners

And businesses could see:

  • Supplier questionnaires
  • Contractual warranties about employment practices
  • Requests for confirmation of compliance with employment law

What does “modern slavery” mean?

It’s a broad term covering forced labour, debt bondage, trafficking, and other forms of exploitation. While these are already crimes in New Zealand, there are currently no legal requirements around transparency or reporting in the private sector. This bill would change that for larger entities — requiring them to prepare and publish an annual modern slavery statement covering their structure, supply chains, any incidents, and what they’re doing about them.

Our position

We’ve long supported the principle that workers — in hospitality and across every sector — deserve to be treated fairly and with dignity. Our submission on earlier modern slavery proposals, supported this. Our focus was on making sure any framework is workable for small businesses, with proper support and phase-in periods rather than a compliance burden dropped overnight.

The bill still has to go through Select Committee, where public submissions will be invited and changes may be made. We’ll be watching the process closely and will keep members up to date. For now, the key thing is being aware that this legislation is coming — and that the threshold may not stay where it is.


More information:

Fuel surcharges — is it something you’re considering?

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Right now, many of us are feeling the pressure from fuel in more ways than one. We’re seeing it come through our suppliers—delivery charges going up, fuel levies being added, freight costs increasing.

At the same time, our customers are feeling it too, with recent card payment data highlighting how more of their income is going towards filling their tanks and less into discretionary spend.

While we’re not seeing fuel surcharges widely applied at the customer level in New Zealand hospitality just yet, we know it is starting to come into the conversatio —and you may be wondering whether it’s something you should be looking at. In some overseas markets, including parts of Australia, they are starting to be explored more actively, although surcharges are still far from standard practice in hospitality.

If you’re exploring this, it’s worth weighing up the potential impact. Here are a few things to think through.


Customer reaction is the biggest variable

We’re hearing from many of you that customer price-sensitivity is as high as it’s been in a long time.

At the same time, we’re operating in a world of surcharges—including public holidays and card fees. Would adding another one tip your customers into ‘too much’ territory? Or is it something they would understand in the current environment?

We aren’t saying that fuel surcharges in hospitality can’t work—but how it’s positioned is important. If it feels unexpected or unclear, you risk losing trust faster than a straight price increase would.

You know your customers best. It’s worth thinking about how they’re likely to respond. And how you would explain it in a way that feels fair and transparent?

It’s also important to consider how your team will manage customer communications. Front-of-house staff will often be the ones fielding questions. Making sure they understand the “why” and feel confident explaining it is just as important as how it is noted on the bottom of the menu.

There are some important requirements to be aware of

From a regulatory point of view, the Commerce Commission isn’t saying you can’t apply a surcharge. However they are definitely monitoring surcharge activity and have provided guidance on how it should be done.

In practice, that means:

  • Customers need to know about a surcharge before they order
  • It needs to be clearly visible on menus, boards, and online
  • The total price must not be misleading

Having a customer first become aware of it on the bill will likely be negatively received and can create issues for you. The expectation is: no surprises.

In addition, if you’re calling something a “fuel surcharge,” it should relate to actual cost increases you are experiencing, so it’s important to be clear on what costs it reflects—and how you’ve arrived at it.

We are seeing the costs come through from suppliers, so the pressure is legitimate—but from a compliance and trust perspective, it’s important that this isn’t just a price increase under a different name.

Clear, honest wording will be key here.

Think about whether it’s temporary

In other sectors, fuel surcharges are usually positioned as short-term measures tied to spikes in costs.

That can make them easier to explain, is transparent —and easier to remove later. In fact there will be an expectation that a full surcharge will be removed at some stage – If you’re unsure whether it would be temporary or ongoing, it’s worth thinking about whether a surcharge or a broader pricing adjustment is the better fit for your business.

There are other ways to recover costs

Fuel-related increases can be dealt with in different ways, without calling them out separately. That might look like:

  • Gradual menu price adjustments
  • Reviewing menu mix or portion sizes
  • Tightening up supplier arrangements, or reducing your number of supplier deliveries per week

None of these are easy, depending on your customers, these approaches may be more straightforward than adding another surcharge line. It’s also worth thinking about how easy this is to implement and manage day-to-day—across POS systems, menus, online ordering, and staff training.

Keep an eye on your local market

At this stage there is some talk but a hospitality fuel surcharge isn’t been seen widely yet. You need to weigh up the risks in being the only one (or one of the few) doing it.

If customers can walk down the street and avoid a surcharge elsewhere, that can influence where they choose to spend. On the flip side, if it becomes more common in your area, it may be more easily accepted.

It’s also worth being careful about how this is discussed publicly—anything that looks like coordinated pricing across businesses can raise competition concerns.

You’re already paying for it—this is about how best for you to handle it

If you are being impacted by fuel increases (which we all are across the board) then the decision now is how to deal with it:

  • absorb it – however we know that we aren’t usually in a position to absorb rising costs for long with the margins we are operating on
  • build it into pricing
  • or pass it through more explicitly

There’s no one right answer—it depends on your business model, your customers, and your margins.


Fuel surcharges aren’t standard practice in hospitality—but they are starting to come into the conversation as cost pressures build.

If you’re thinking about it, it’s worth stepping back and considering not just the short-term recovery, but how it fits with your overall pricing, your brand, and your relationship with your customers.

There’s no one right answer—just what works best for your business, your customers, and the environment you’re operating in.


For general information on fuel updates the following links are useful: 

5 last-minute tips to maximise Mothers Day

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A lot has been going on lately and you’d be forgiven if Mothers Day has crept up faster than you expected. If you haven’t had time to put together a full campaign, here are some tips to help you make the day work for you.


Families aren’t just looking for good food on Mothers Day — they’re looking for somewhere that feels special. Is it your garden? Your fit-out? Your team? Whatever makes your place yours, put it front and centre in your social posts this week. That’s a story no other business can tell — and some good photos of your space and your people are the best way to tell it.

This is a good one to kick off right now on your social platforms. Ask your followers to tag or nominate a mum who deserves a great meal out — even a simple prize of a voucher gets engagement, warms people up to your venue, and grows your audience in the lead-up to the day. Keep it simple and let your community do the work.

Plenty of families leave it late. Make sure your booking link is easy to find — front and centre on your Instagram bio, pinned on your Facebook page, and up to date on your Google Business profile. If you’re already full, say so — a “fully booked, join our waitlist” message still builds buzz and captures leads for next time.

Think about one thing in your venue that mums — or their families — will want to capture and share. It could be as simple as a hand-written note for the ‘mums’, the special menu for the day, a seriously gorgeous looking cocktail, or flowers from a local florist that you’ve collaborated with. The best marketing on Mothers Day will come from your customers’ own phones.

And it’s not too late to put together a simple collaboration. A quick conversation with a local florist could result in flowers on tables, a small gift for mums to take home, or even a joint social post that reaches both your audiences. It adds something memorable to the experience and supports another local business.

Use Mothers Day itself to build your content bank for next year. Great photos and video of a full, happy venue are worth their weight in gold when you’re putting together your 2027 campaign — and you’ll be glad you have them.


Whatever you pull together, make sure your team are across it before the day. Brief them on any special touches, make sure everyone knows what’s on offer, and set the tone early. Mothers Day also brings in a lot of first-time visitors — and a great experience on the day is the best reason for them to come back.


More information:

Submission on the Employment Leave Bill

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April 2026

To the Education and Workforce Committee

  • The Restaurant Association of New Zealand (the Restaurant Association) welcomes the opportunity to provide feedback on the Employment Leave Bill (the Bill).
  • Since 1972, the Restaurant Association has worked to offer advice, help and assistance in every facet of the vibrant and diverse hospitality industry, covering the length and breadth of the country. We are passionate about our industry, which is characterised by a wide range of business models and working arrangements.
  • The Restaurant Association broadly supports the intent of this Bill. The Holidays Act 2003 has long been a source of compliance difficulty for our members, and we welcome the Government’s commitment to replacing it with a simpler, clearer framework that is more workable for businesses of all sizes — particularly the small and medium-sized businesses that make up the vast majority of our sector. However, we consider that there are a number of areas where further refinement is required to ensure the framework operates effectively in sectors with variable, roster-based working patterns such as hospitality.
  • The Restaurant Association has actively engaged with members on Holidays / Leave reform over an extended period. This has included the establishment of a dedicated Reference Group, bringing together operators from across the industry — including single-site independents, multi-venue groups, and large hospitality businesses — to work through the practical implications of reform.
  • The views expressed in this submission reflect that consultation process and further engagement with our wider membership. We are pleased to see a number of proposals we have advocated for in the past (including through our Hospitality Summit 2024 recommendations report, available here) are reflected in the Bill.
  • The proposal to shift to hours-based accrual of annual and sick leave is welcomed. Hospitality businesses employ workers engaged in shift work and a high proportion of part-time workers. Hours may vary significantly from week to week and season to season, including short-notice roster changes driven by demand volatility. The existing weeks-based entitlement system has consistently failed to reflect the reality of these working arrangements, creating both confusion and compliance risk for employers acting in good faith.
  • Hours-based accrual provides a transparent and logical link between hours worked and leave earned. This will make it substantially easier for our members to explain entitlements to employees, improve transparency and employee understanding of those entitlements, and to administer payroll accurately — a direct improvement on the current position. It also reflects the principle that leave entitlements should align as closely as possible with the hours an employee actually works.
  • We also support the move to a single hourly leave pay rate as a simplification of the current system.
  • Notwithstanding our support for hours-based accrual, under the current Holidays Act 2003, employees become entitled to sick leave after six months of continuous employment. This qualifying period serves an important practical function. Allowing sick leave to accrue from day one enables sick leave to be taken much earlier in the employment relationship. We consider that this earlier access has a material and cumulative cost impact for employers and may create unintended behavioural incentives. We do not consider that the simplification benefits of day-one accrual outweigh these impacts, particularly where it does not reflect typical patterns of workforce engagement in the hospitality sector.
  • The Restaurant Association recommends that a qualifying period before sick leave can be taken is retained, consistent with the current six-month threshold under the Holidays Act 2003, even if accrual were to occur from day one.
  • The Restaurant Association has advocated for pro-rata sick leave to be introduced over many years. At the 2024 Hospitality Summit, and through the subsequent Summit Recommendations report, pro-rata sick leave was identified as an industry priority. We are pleased that the Bill reflects this approach.
  • Sick leave accruing in proportion to hours worked is a fair and logical outcome that benefits both employers and employees as it ensures entitlements are aligned with actual working patterns. Employees accrue leave that reflects their working pattern, and employers are not exposed to disproportionate sick leave liabilities relative to the hours an employee actually works.
  • We note that the Bill caps accrued sick leave at 160 hours under clause 75. While this is intended to align with the current 20-day maximum for a full-time employee working standard 8-hour days, the practical effect of expressing the cap as a fixed number of hours is that it will result in different outcomes across the workforce. In particular, for part-time and short-hours workers, the same 160-hour cap translates into a greater number of ‘days’ of leave relative to their usual working pattern. This reintroduces an anomaly similar to that seen under the current system, where entitlements do not consistently align with actual working arrangements. We recommend that the Government clarify the intended policy outcome of the 160-hour cap and consider whether a more proportionate approach is required to ensure consistency across different working patterns.
  • The Restaurant Association recognises the intent of the Leave Compensation Payment (LCP) mechanism to simplify the treatment of hours that are genuinely irregular or unpredictable, by providing a transparent, upfront payment in lieu of more complex accrual calculations. We support efforts to reduce administrative complexity and improve clarity for both employers and employees.
  • However, we have concerns about how the LCP framework will operate in practice within the hospitality sector. In many cases, employment agreements specify minimum or guaranteed hours that do not reflect actual working patterns, due to the need to accommodate seasonal variation or fluctuating demand. Employees frequently work hours above their guaranteed minimums on a regular and predictable basis (eg between ‘Summer’ hours and ‘Winter’ hours). In this context, the distinction between “standard contractual hours” and “additional hours” is not always clear or reflective of real working arrangements.
  • There is a risk that a substantial proportion of hours worked in hospitality could be treated as “additional hours”, resulting in the routine application of the LCP to hours that are, in practice, part of an employee’s ordinary working pattern. This would undermine the objective of aligning leave entitlements with actual work performed and risks introducing new complexity rather than reducing it.
  • We also note that the proposed LCP rate of 12.5% is materially higher than the 8% holiday pay loading currently applied in pay-as-you-go arrangements. It is not fully clear how this rate has been derived, or how it is intended to reflect the full range of leave entitlements it is compensating for. Without clear justification, this creates uncertainty for employers and raises the risk of either over- or under-compensation relative to actual leave entitlements.
  • We recommend that the Bill and accompanying regulations provide clear, practical guidance on how “standard contractual hours” should be defined and applied in sectors where variability in hours is a normal feature of employment. This should include worked examples for mixed-hour arrangements common in hospitality. We also recommend that the basis for the LCP rate be clearly explained, and that consideration be given to whether the proposed approach appropriately reflects the working patterns of sectors with variable hours. We note that this concept reflects, in a more formalised way, the assessment employers already undertake under the current Holidays Act, and it is therefore important that the framework remains practical and does not impose unnecessary additional complexity.
  • The Restaurant Association welcomes the introduction of a clearer Otherwise Working Day (OWD) test for public holiday entitlements. The existing test under the Holidays Act 2003 has been one of the most common sources of compliance difficulty and dispute for hospitality operators. A clearer test is strongly supported by our members.
  • The Bill proposes that a day is treated as an OWD if the employee has worked or been on paid or unpaid leave for 50% or more of the same day of the week in the preceding 13 weeks. Our Reference Group debated this test in detail. While members were broadly supportive of the 50% threshold, there was debate about whether 13 weeks is the right reference period. Some members advocated for a shorter window — as few as three or five weeks — to better reflect recent changes in an employee’s working pattern, while others acknowledged that a longer period provides greater certainty. One member raised the specific challenge of multi-week roster cycles, suggesting that the reference period should accommodate these where they exist. We recommend that the Bill either retains the 13-week period or provides flexibility where roster cycles are demonstrably shorter.
  • We note the notional roster mechanism under clauses 9 to 11 as a fallback for workers whose employment agreements do not specify hours with sufficient detail. We support this approach in principle, but ask the Committee to ensure that:
    • The process for establishing a notional roster is straightforward and does not impose material additional administrative burden on small employers;
    • Clear guidance is provided on how notional rosters interact with the OWD test in practice, including for workers on irregular or multi-week shift patterns; and
    • The Labour Inspector’s role in determining notional rosters is appropriately resourced to avoid delays that leave employers in a position of uncertainty.
  • We also note that clause 15 requires employers to notify employees whether a day is an OWD and to specify the relevant hours. For small business owners, particularly those with part-time workers that work different shifts week to week, this notification obligation could create meaningful administrative load unless supported by system automation. We ask that guidance addresses how this obligation can be discharged efficiently, and that payroll systems are designed to automate this step where possible.
  • Our members have expressed a clear preference for a simplified approach to calculating public holiday pay, based on an employee’s base hourly rate only.
  • We note that the Bill provides for leave to be paid at an hourly rate, with fixed allowances — those that must be paid under the employment agreement and do not vary in value — included in leave payments. While this approach seeks to reflect contractual entitlements, including allowances introduces additional complexity and creates uncertainty in distinguishing between fixed and variable components of pay, increasing the risk of inconsistent application and compliance error.
  • We are concerned about how this approach will apply in practice to employees who receive additional pay components such as commission-based incentives, service charges, or performance allowances. The distinction between “fixed” and “variable” allowances will not always be clear, and requiring employers to make these determinations introduces complexity and compliance risk. This reinforces our view that a base-pay-only approach would provide greater clarity and consistency. If allowances are to be included, the Bill or its accompanying regulations should provide clear, plain-language guidance, with worked examples relevant to common hospitality pay structures, to support consistent application.
  • We note that the Bill provides for annual leave to continue to accrue during periods of parental leave and other forms of statutory leave. This represents a departure from the principle that leave entitlements should align with hours actually worked.
  • We consider that annual leave should accrue based on work performed, as this provides a simpler and more transparent system that is fair to both employers and employees. Allowing leave to accrue during periods where no work is performed introduces additional cost and complexity, and is inconsistent with the objective of aligning entitlements with actual working patterns. If this approach is retained, we recommend that clear guidance be provided on how this is to be applied in practice, particularly for employees returning to variable or roster-based roles.
  • The Restaurant Association supports the shift to hours-based accrual of alternative leave for employees who work on public holidays. Hospitality is an industry that operates on public holidays, and a clearer, hours-based approach to alternative leave entitlements is long overdue.
  • Members of our Reference Group have previously questioned whether replacing alternative leave entitlements with a higher penalty rate for working on a public holiday would provide a simpler and more transparent outcome for both employers and employees. The administrative complexity of tracking, managing, and paying out alternative leave across large and variable workforces has been a well-recognised compliance burden in the hospitality sector.
  • While the shift to an hours-based accrual system may address some aspects of this complexity, we consider that the underlying challenges associated with managing alternative leave entitlements in a highly variable, roster-based environment are likely to remain. Alternative leave balances can be difficult to track and are not always taken, resulting in accrued liabilities for employers and reduced clarity for employees about their entitlements.
  • We therefore consider that the Committee should give specific consideration to whether the alternative leave framework, as currently drafted, achieves the Bill’s objective of simplicity, or whether a higher penalty rate model — either as a full replacement, or as an agreed alternative to the default framework  — would provide a more practical and proportionate outcome for sectors with variable working patterns.
  • We note and support the provision in clause 64 that an employee who only ever works on public holidays does not accrue alternative leave, and the provision in clause 65 that allows the employer to determine when alternative leave is taken where agreement cannot be reached. We consider both provisions important.
  • The Restaurant Association notes that the Bill retains provisions allowing employers to implement annual closedowns, including the ability to require employees to take annual or unpaid leave during a closedown period. This is an important provision for hospitality businesses — particularly those that choose to close over the Christmas and New Year period — and we support its retention.
  • The defining characteristic of a casual employment arrangement is that there is no obligation on the employer to offer work, and no obligation on the employee to accept it. This mutual absence of obligation is fundamental to the nature of casual employment and distinguishes it clearly from permanent or fixed-hours arrangements. It is this distinction that underpins different treatment of casual workers across employment law more broadly.
  • We recognise the importance of these leave entitlements in supporting vulnerable employees. However, the Restaurant Association does not support the extension of bereavement leave and family violence leave entitlements to casual workers under clauses 99 and 117 of the Bill.
  • Extending bereavement and family violence leave entitlements to casual workers does not reflect this fundamental difference in the employment relationship. A casual worker who has agreed to work a shift has not entered into the same kind of ongoing employment commitment as a permanent worker, and we do not consider it appropriate for the same leave framework to apply in full to casual arrangements.
  • We also note that members expressed mixed views on the move to day-one access for bereavement and family violence leave entitlements more broadly. While some supported accrual from the point agreed hours are established, others considered that a short qualifying period before entitlements can be accessed would better align with existing employment frameworks. This is consistent with the approach outlined above in relation to sick leave. One option that may warrant consideration is a model where entitlements accrue from day one but are not redeemable until a defined period of employment has been completed.
  • The Restaurant Association notes the provisions in clause 32 relating to part-year employees — those who work standard hours but are not required to work for one or more periods of seven or more consecutive days each year. This provision is directly relevant to seasonal hospitality businesses, including those in tourism-dependent regions that engage staff only for part of the year.
  • We support the inclusion of specific provisions for part-year employees and ask that guidance address how these provisions apply in the context of seasonal hospitality employment, including how annual leave accrual and closedown provisions interact for these workers. In practice, the ability to take annual leave during non-worked periods can provide a practical benefit for both employees and employers. For employees, this can result in a more consistent income profile across the year, while for employers it provides flexibility in managing leave without requiring additional time off to be provided during peak operating periods.
  • A recurring theme in our member Reference Group was the burden that falls on employers when payroll software does not keep pace with legislative requirements, which can undermine confidence in the accuracy of entitlements for both employers and employees. Members expressed frustration that compliance failures under the current Act have often stemmed not from employer intent but from the limitations of payroll systems — and that the cost and reputational consequences of those failures have nonetheless fallen on employers rather than providers.
  • Our position is that the Bill presents an opportunity to address this structural problem. We strongly support the inclusion of requirements or expectations — whether in the Bill itself, in regulations, or through a formal industry engagement process — that payroll software providers ensure their systems accurately implement the new framework from the commencement date. The Government should work directly with payroll providers during the transition period to verify system readiness, and that this is explicitly recognised as a mitigating factor in any compliance or penalty assessment. More broadly, the success of the new framework will be highly dependent on system readiness and the availability of clear, practical guidance.
  • Members of our Reference Group also raised concerns about the record-keeping requirements under the Bill more broadly. Our principle of simplification applies here: we ask the Committee to ensure that record-keeping requirements reflect those necessary to support compliance and enforcement, and that they are capable of being met through standard payroll software without significant manual intervention or duplication of records.
  • The Restaurant Association notes that clause 140 provides for penalties of up to $10,000 for individuals and $20,000 for companies for non-compliance with specified provisions of the Bill. We consider that penalties play an important role in supporting compliance with employment standards. However, given the scale and complexity of change introduced by this Bill, there is a heightened risk that employers acting in good faith may make inadvertent errors — particularly during the transition period and early implementation phase.
  • We ask the Committee to consider whether the Bill adequately recognises good-faith efforts by employers to comply — particularly during the transition and early implementation period — and to ensure the remediation process under subpart 4 is sufficiently accessible and well-defined to provide practical protection for small businesses.
  • The Restaurant Association welcomes the inclusion of a voluntary remediation process under subpart 4 of the Bill, allowing employers to resolve outstanding liability under the Holidays Act 2003 by electing into the process. Given how widespread inadvertent non-compliance has been under the current Act, a practical and accessible remediation pathway is important.
  • We note that the detail of the remediation process will be set out in regulations yet to be developed. We ask the Committee to ensure that the Restaurant Association has the opportunity to contribute to the development of those regulations, and that the process — when finalised — is straightforward enough to be used by small businesses without requiring specialist legal or accounting assistance.
  • The Restaurant Association supports the 24-month transition period given the scale of system, payroll, and process changes required across the sector. However, we are concerned about the readiness of small hospitality businesses to implement the required employment agreement, rostering, and payroll changes without adequate support.
  • Generic guidance will not be sufficient for our sector. The complexity of hospitality employment arrangements — variable hours, split shifts, public holiday trading, seasonal peaks, and mixed casual and part-time workforces — means that industry-specific guidance is essential.
  • At the 2024 Hospitality Summit, the Restaurant Association recommended the development of a Central Hub to consolidate compliance information for the hospitality sector, and committed to promoting the use of industry-specific employment agreement templates. We consider both of these initiatives directly relevant to the transition requirements of the Bill and urge the Government to resource and support them as part of the implementation programme.
  • We urge the Government to commit to developing plain-language, hospitality-specific guidance in collaboration with the Restaurant Association ahead of the Bill’s commencement date.

The Restaurant Association asks the Committee to:

  • Retain the hours-based accrual framework for annual and sick leave.
  • Retain the pro-rata approach to sick leave accrual.
  • Consider whether a qualifying period before leave can be taken should be retained for sick leave, bereavement leave, and family violence leave, even where entitlements accrue from day one.
  • Clarify the intended policy outcome of the 160-hour sick leave cap and consider whether a more proportionate approach is required to ensure consistency across different working patterns.
  • Review the Leave Compensation Payment framework to ensure it is workable in sectors with variable working patterns, including clarifying the definition of “standard contractual hours” and the basis for the proposed 12.5% rate.
  • Consider whether the Bill should include a mechanism for employers and employees to agree on a shorter OWD reference period where a shorter roster cycle better reflects the employee’s working pattern.
  • Ensure the Otherwise Working Day test, notional roster provisions, and employer notification requirements are accompanied by practical guidance developed with input from industry associations, and that payroll systems are designed to automate the notification obligation where possible.
  • Consider adopting a base-pay-only approach to leave payment calculations as a simpler and more consistent outcome, and if allowances are to be included, provide clear, plain-language guidance.
  • Review the approach to annual leave accrual during periods of parental and other statutory leave to ensure alignment with the principle that leave accrues based on work performed.
  • Give specific consideration to whether the alternative leave framework achieves the Bill’s goal of simplicity, having regard to the views of the hospitality sector on higher penalty rates as an alternative.
  • Reconsider the extension of bereavement leave and family violence leave entitlements to casual workers, having regard to the fundamental differences between casual and ongoing employment arrangements, and whether the proposed framework appropriately reflects those differences.
  • Ensure guidance addresses how part-year employee provisions apply in seasonal hospitality employment contexts.
  • Work with payroll software providers during the transition period to verify system readiness, and ensure that employers are not penalised for errors that originate in non-compliant payroll software.
  • Ensure that record-keeping requirements represent the minimum necessary to support compliance and can be met through standard payroll software without significant manual intervention.
  • Work with payroll software providers and industry associations to ensure accessible, low-cost pay statement solutions are available to small businesses before the new requirements come into force.
  • Ensure the penalty regime recognises good-faith efforts to comply, particularly during the transition and early implementation period.
  • Ensure the hospitality industry has the opportunity to contribute to the development of remediation process regulations.
  • Commit to the development of hospitality-specific transition guidance, produced in partnership with the Restaurant Association, ahead of the Bill’s commencement.

Thank you for the opportunity to provide feedback on the Employment Leave Bill. We would be happy to discuss any part of this submission in more detail and to provide any assistance the Committee may require.


More submissions by the Restaurant Association can be accessed here.

A new leave law is on the way — what is being proposed?

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The Employment Leave Bill is making its way through Parliament and, if passed, will replace the Holidays Act 2003. The emphasis on simplifying the current requirements is welcomed. The current Act has been a compliance headache for years, and overall we consider that the proposed changes are a genuine step in the right direction.

One of the most significant shifts is moving leave to an hours-based system. Annual and sick leave would be calculated against an employee’s standard hours rather than weeks worked. For hospitality businesses — where variable hours, shift work, and changing rosters are part of the job — this makes far more sense than the current system. Hours-based accrual provides a transparent and logical link between hours worked and leave earned. This reflects the principle that leave entitlements should align as closely as possible with the hours an employee actually works.

The move to pro-rata sick leave is is also long overdue. Sick leave accruing in proportion to hours worked is a fair and logical outcome that benefits both employers and employees. It ensures entitlements are aligned with actual working patterns. Employees accrue leave that reflects their working pattern, and employers are not exposed to disproportionate sick leave liabilities relative to the hours an employee actually works.

The Otherwise Working Day test

Working out whether a public holiday falls on a day someone would “otherwise” have worked has always been one of the trickier parts of the current Act. This is particularly true for staff on variable rosters. The Bill proposes a more straightforward test: a day counts as an otherwise working day if the employee worked, or was on leave, for at least 50% of that same day of the week over the preceding 13 weeks. It’s a clearer benchmark, and a practical improvement on what we have now.

The Leave Compensation Payment

For casual hours or ‘additional’ hours worked, the Bill proposes a Leave Compensation Payment (LCP). This will be a 12.5% payment on top of the ordinary hourly rate for those hours. The idea is to simplify things, however we have some concerns about this payment in practice. In hospitality staff may regularly work above their contracted guaranteed hours. The boundary between “standard hours” and “additional hours” isn’t always obvious. There’s a real risk that a large chunk of hours in our sector end up caught by the LCP in a way that wasn’t intended. We’ve asked for clearer guidance on how standard hours should be defined for variable-hours businesses.

Areas for refinement

We support the overall direction of the Bill, but there are some areas that need refinement before it works well for hospitality. On sick leave, we think there should still be a qualifying period before leave can be taken — in line with the current six-month threshold — even if accrual starts from day one. Immediate access to sick leave adds real cost and can create some unintended incentives, especially early in a new employment relationship.

We’ve also questioned whether the extension of bereavement leave and family violence leave entitlements to casual workers. A casual worker who has agreed to work a shift has not entered into the same kind of ongoing employment commitment as a permanent worker, and we do not consider it appropriate for the same leave framework to apply in full to casual arrangements.

Next steps

Once passed, there’s a 24-month transition period before the new rules come into force. We support this given how much will need to change in terms of contracts, payroll systems, and processes. Hospitality employment is complex enough that our sector needs practical, industry-specific guidance developed with us. The transition will give us time to do that.

We will keep members up to date as the Bill progresses through Parliament.

You can read our full submission here.


Find out more

You can read more submissions here.

Westpac offers financial support for customers affected by lower North Island storm

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RA partner, Westpac, is offering financial support to customers impacted by severe weather in the Whanganui and Wellington regions.

Support options may include:

Business customers

  • Suspension of principal payments on loans for up to three months;
  • Deferred payment on credit cards for up to three months;
  • A temporary overdraft facility;
  • Access to term deposit funds for customers in financial hardship.

Consumer customers

  • Suspension of home loan payments for up to three months for customers ahead on their repayments and who have a sufficient undrawn balance;
  • Financial hardship assistance, which may include a reduction in loan repayment amounts for a period of time, access to term deposit funds or other support.

Westpac NZ Chief Operating Officer for Consumer Banking and Wealth, Nick Grieve acknowledged that it has been tough for those affected by sudden flooding and landslips across the lower North Island, and Westpac’s top priority is making sure customers and their people are safe.

“We’ve helped customers through several extreme weather events recently and are well placed to provide the support they need.

Customers needing support should call us on 0800 738 691 to see what support they may be eligible for.

Westpac will also be contacting general insurance customers in affected areas, to make sure they have support and the right information should they need to make a claim.

Lewisham Awards 2026 finalists revealed

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The 24th annual Lewisham Awards are just around the corner, and the 2026 finalists are in. On 31 May we’ll be raising a glass to the chefs, bartenders, front-of-house legends, producers and establishments who make Auckland hospitality what it is.

This year’s finalists were again nominated by industry and selected by an experienced judging panel. They represent the full breadth of Auckland’s dining and hospitality scene — from neighbourhood locals and emerging talent through to operators setting new benchmarks for what great hospitality looks like.

Award Committee Chairperson Dan Sullivan summed it up: hospitality has never been easy, and right now is no exception — but that’s when the people who truly love this industry show what they’re made of. This year’s finalists are doing exactly that.


The 2026 finalists are:

Outstanding Bartender (sponsored by Hancocks)

Dewi Barbieri – Truth or Dare | Justin Ydia – Gilt | Trent Brosnahan – Mo’s Bar | Vanessa Vega – Sky Bar

Outstanding Front of House (sponsored by Long Burroughs)

Dewi Barbieri – Truth or Dare | Emma Mondon – Prego | Philip Stack – First Mates, Last Laugh | Ryan Oliver – Panacea

Outstanding Emerging Hospitality Talent (sponsored by Silver Fern Farms)

Adhitia Firmansyah – Amano | Ellie Sims Hilditch – Amano | Oscar Norris – Prego | Leon Sittisart – Panacea

Outstanding Sales Experience (sponsored by Hospitality NZ)

Angie Atkinson – Blanc | Logan Richmond – Sawmill Brewery | Ryan Kennedy – Hancocks Family Merchants | Sam Vine – McLeods Brewery

Outstanding Producer (sponsored by Clyth MacLeod)

Clevedon Bugalo Co | Curious Croppers | Man O’ War | Urbanaut Brewing Co

Outstanding Café (sponsored by Bidfood)

D.O.S.E. | Re.union | Rumours | Two Little Chickens

Outstanding Wine Experience (sponsored by Negociants New Zealand)

Bare Wines | Gilt | Ground Wine Bar | Pici

Outstanding Cocktail Experience (sponsored by Skrewball Peanut Butter Whiskey)

Caretaker | Deadshot | Definitely Maybe | Truth or Dare

Outstanding Beer Experience (sponsored by Lewisham Foundation)

Northern Line | Sawmill Brewery | The Beer Spot | Two Fold

Outstanding Innovation & Sustainability (sponsored by Bepoz)

Ahi | Project Hydrosol | Sawmill Brewery | Truth or Dare

Outstanding Distributor (sponsored by Coca-Cola Europacific Partners)

Bidfood | Blanc | Hancocks Family Merchants | Tickety Boo

Outstanding New Establishment (sponsored by Blanc)

Agnes | Bistro Saine | Ground Wine Bar | Manaia Seafood Eatery | Mother

Outstanding Local Establishment – North (sponsored by Red Bull)

Cave á Vin | Cousin Scott’s | Duo | Moreno

Outstanding Local Establishment – South (sponsored by Franklin Local Board)

Bianca | Hill House Café | Little Jimmy | The Bramble

Outstanding Local Establishment – Waiheke & East (sponsored by Lewisham Foundation)

Man O’ War | Tantalus | The Heke | Three Seven Two | Water Boy

Outstanding Local Establishment – West (sponsored by Eclectic Furniture)

Bar Martin | Burnt Butter | Fabric | iTi

Outstanding Local Establishment – Central (sponsored by One Music)

Coco’s Cantina | Mo’s Bar | Prego | Truth or Dare

Outstanding Chef (sponsored by Anchor Food Professionals)

Jo Pearson – Alma | Andrew Hanson – Amano | Glen File – Gilt | Rio Pranata – Ambler

Outstanding Hospo Hero (sponsored by Restaurant Association of New Zealand)

Angie Atkinson – Blanc | Dany Dentith – Panacea | Renee Coulter – Coco’s Cantina | Theodore Tjandra – Truth or Dare


Winners will be announced at the awards evening on 31 May 2026, but right now you can CLICK HERE TO VOTE FOR THE FINALISTS.