10 things to think about in your Employment Relationship in 2026.

As the new year starts, employees often reflect on where they are at in their working life. In 2026, the employment climate in New Zealand continues to evolve. There are new job options, shifting workplace cultures and legislation, and changes in the economy meaning it’s more important than ever to understand your rights and responsibilities. Here are 10 things to think about when navigating your work life in the 2026 with confidence, clarity, and fairness.

1. Do I know the details of my employment contract?

Your employment agreement is the written contract between you and your employer. It sets out the rules of your job including your pay rate, hours of work, leave and other entitlements, and the details of your role.  Your contract should be your first point of reference when questions arise. It protects both you and your employer. If something in your job changes, your employer should update this agreement with your consent.

If you are signing a new contract, or your employer is suggesting changes to your existing contract and you have concerns, seek help to understand the terms and clarify what they will mean for you.

2. Can my employer make changes to my role?

Sometimes your job may change - hours, location, and/or responsibilities.  Maybe you take on new tasks, or your employer suggests a new role for you.  Before agreeing to change roles, ask questions such as:

• What does the new role look like, including duties, responsibilities and reporting lines?

• Are the hours and pay the same?

• What training will I get?

• Will my employment agreement be updated?

  
  

Your employer can’t force you into a new role without discussing it with you, especially if it changes your conditions significantly.  When you are being offered a new job  it is good practice to ask for the details in writing, and take time to think about it before saying yes. 

3. What should I be aware of when offered a promotion?

A promotion is when you’re offered a higher position or more responsibility.  This can be exciting but it still pays to pay attention to what is being changed. Promotions should always be offered in a fair and open way, based on skills, experience, and performance.  Your employer should tell you why you were chosen (or not chosen), and your employment agreement should be updated to reflect your new role and pay.

If you feel you have been unfairly passed over for a promotion, ask for feedback and details of the decision process. If it doesn’t feel fair to you, seek help to understand what recourse you may have.

4. What happens if I am made redundant?

Redundancy happens when your job is no longer needed or feasible. This could be due to restructuring, technology changes, or financial pressures.  If your employer is considering making you redundant there are a number of steps and requirements your employer needs to meet.  You must be consulted by your employer before they make a decision.  You may be entitled to redundancy pay, depending on your agreement and how long you’ve worked for the employer.  You should be given a fair process, including time to respond and options to look at alternative roles. Employers can’t just tell you you’re redundant and expect you to leave without consultation and support.

 If consultation feels rushed or you don’t understand your options, ask for more time and consider getting advice. 

5. What can I do if I am being bullied?

Bullying at work is any repeated behaviour that harms, intimidates, offends, or degrades a person. It can be verbal, physical, or online.  Examples may include:

• Yelling or swearing at someone,

• Spreading harmful rumours, 

• Ignoring or isolating someone, or 

• Making abusive comments online. 

If you believe you are being bullied, keep a record of what happens including dates, times, and what was said or done, tell the person to stop if you feel safe doing so, and report the behaviour to your manager, HR, or another appropriate person.

Employers have a duty to provide a safe work environment. If they don’t take bullying seriously, you can seek help from external organisations such as unions, employment advocates, or government agencies. 

6. What if I make a mistake or do something wrong?

A disciplinary issue is when an employer raises concerns about your conduct or behaviour at work such as lateness, poor performance, or breaking a rule. Even if you are in the wrong, you still have rights in a disciplinary process.  

• You should be told clearly what the issue is and given evidence, 

• You must be given a chance to respond before decisions are made, 

• You should be offered the opportunity to bring a support person with you (like a union rep or trusted colleague), and 

• The process should be fair and reasonable.

Never ignore warnings. If you disagree with something, speak up calmly and with evidence if possible.  If you are facing disciplinary action and require support, get in touch with a legal expert for advice on next steps.

7. What if my performance is not up to standard?

Performance management is how employers help employees improve their work when standards aren’t being met.  Good performance management includes clear expectations, regular feedback, support and training, and fair timelines to show improvement. If you’re put on a performance improvement plan (PIP):

1. Ask for specific expectations in writing.

2. Request support or training.

3. Ask for regular check‑ins to track progress.

4. Document your efforts and achievements.

If it feels like you are being unfairly performance managed, document the process, ask questions and seek advice on what steps you can take.

8. What if my workplace feels unsafe?

Health and safety at work is about keeping you free from harm. That includes physical and mental wellbeing.  You have responsibilities as an employee to follow health and safety rules, take reasonable care of your own wellbeing, and report hazards to your employer. Your employer’s responsibilities include provision of a safe workplace, health and safety training for employees, and systems in place to reduce risk.

If something feels unsafe, raise it immediately. If nothing changes, you can escalate your concerns to a health and safety representative or regulator.

9. What if I want, or need, to take leave?

As an employee in New Zealand, you will typically be entitled to different types of leave including:

• Annual leave which paid time off for rest and recreation,

• Sick leave, for when you or your dependent family members are unwell,

• Bereavement leave for when someone close to you dies, and

• Parental leave, if you’re expecting a child or adopting.

To take leave make sure you give notice as early as you can. Follow your employer’s process which should be in your employment agreement or in a leave policy. Take note of specific requirements of different leave types I.e. if you are sick, you may be asked for evidence such as like a doctor’s certificate. Generally speaking, employers can’t unreasonably refuse leave that you’re entitled to.

10. What do I do if there is something not right at work?

If you ever feel unsure about your rights or stuck in a dispute, don’t wait until things get worse. There are people and organisations that can help you including your union (if you are a member), legal experts such as employment advocates, community law centres, and government services for employment support. Asking questions early can help avoid misunderstandings turning into disputes.

Your employment relationship shouldn't just be a contract, it should be a partnership. A good working relationship helps you feel valued and secure. By knowing your rights and responsibilities, you can stand up for yourself and build a stronger, fairer work life in 2026. If those rights are being compromised or denied, get in touch with an expert today. Mathews Walker offers an initial free consultation to work out whether you have a case and how we can help you achieve the outcome you deserve. MathewsWalker.co.nz | 0800 612 355

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