Employment contract NZ services for New Zealand employers. We draft clear, compliant agreements tailored to your business, your role and the Employment Relations Act.
Includes your free consultation, contract drafting, ERA compliance check and one round of revisions. No hourly billing and no surprise invoices.
We don't hand you a template and walk away. Every agreement is personally drafted for your specific role, industry and employment structure. It is compliant with NZ law and written in plain English your employees will actually understand.
What's included in your Employment Contract service — $295 + GST
Everything below is covered under one fixed fee. No extras, no hourly billing and no hidden costs.
Before drafting anything we take time to understand your business, your team structure and the specific role. The contract reflects how your business actually operates.
Employment contracts should be readable. We write in plain English so both you and your employee can understand the agreement clearly from day one.
A properly drafted contract is your first line of defence. Clear terms around expectations, performance and termination significantly reduce your personal grievance exposure.
Hiring moves fast. We work to next business day delivery so you are never held up waiting on documentation when you need to get a new team member started.
$295 + GST covers the full service. You know the exact cost before we start. No ticking clock, no bill shock and no add-ons you didn't ask for.
Employment law evolves and your team will grow. We are available for contract updates, new hires and employment questions as your business changes over time.
Every employer in New Zealand is legally required to provide a written employment agreement before or at the start of employment. A missing or inadequate contract doesn't just create legal risk, it puts your entire business relationship on uncertain ground.
Simple, fast and done for you — from first call to finalised contract in as little as one business day.
We start with a no-obligation call to understand your business, the role you are hiring for and any specific requirements. You can also buy directly online and we follow up to gather the details we need.
Your price is confirmed upfront at $295 + GST — the complete service. You can pay online immediately or we invoice after the consultation. No surprises and no ticking clock.
We personally draft your employment agreement tailored to your business, role type and industry. Full ERA compliance is built in. Your draft is ready the next business day.
You review the draft and we make any adjustments included in your fee. Once finalised, your contract is ready to sign — with guidance on next steps including employee disclosure obligations.
Ready to get started?
Book a free consultation or buy directly online — $295 + GST.
The type of employment agreement you need depends on how the role is structured. We draft all of the following at the same fixed fee — no extra charge for complexity.
Margate Group is a business consultancy, not a law firm. We provide employment documentation and business support services. We do not provide services reserved for lawyers and we cannot represent clients in court or ERA proceedings.
Real outcomes for real NZ business owners — from first hire to growing teams.
We can't recommend The Margate Group highly enough. During our business's start-up phase, Margate provided invaluable, clear, and precise advice on agreements and structure. They have a unique ability to explain complex legal jargon in plain terms.
It's not often I write reviews but I have been incredibly impressed with work done by Margate reviewing a number of contracts for my business. Highly recommended.
As a SME owner, getting the right advice isn't always easy. Margate strike the perfect balance of professional, direct and genuinely caring. From contract negotiations to tricky customer non-payment disputes, they've consistently helped me achieve the right outcome. Highly recommend.
NZ employment law places clear obligations on employers. Understanding the basics protects your business and your employees from day one.
Yes. Under the Employment Relations Act 2000, every employee in New Zealand must have a written employment agreement. This applies regardless of the type of employment — full-time, part-time, fixed-term or casual. There are no exceptions.
The agreement must be provided to the employee before they start work, and the employer must keep a signed copy. If a written agreement is not provided, the employer is in breach of the ERA and may face fines from the Labour Inspectorate as well as significantly reduced legal standing in any subsequent employment dispute.
The written agreement forms the foundation of the employment relationship. Without it, the terms of employment are unclear, disputes become difficult to resolve and your ability to manage or terminate employment is compromised.
The ERA specifies a number of mandatory provisions that every employment agreement must contain. These include the names of the employer and employee, a description of the work to be performed, an indication of where the work is to be performed, the agreed hours or an indication of the arrangements relating to hours, and the wage or salary payable.
Beyond these, the agreement must include provisions relating to the resolution of employment relationship problems — specifically, it must tell employees about their rights under the ERA and how to access mediation services. This clause is commonly overlooked in template contracts but is a legal requirement.
Additional clauses covering leave entitlements, notice periods, performance management and trial periods are not always mandated but are strongly recommended. A contract that only meets the minimum requirements provides very limited protection for your business in practice.
A 90-day trial period allows employers to dismiss a new employee during the trial without the employee being able to bring a personal grievance claim for unjustified dismissal. However, the rules are strict and a trial period is only valid if it meets all ERA requirements.
To be enforceable, the trial period must be agreed in writing before the employee begins work — it cannot be added after employment starts. The employer must be employing the person for the first time, the trial period must be no longer than 90 days, and the agreement must include a clear written clause specifying the trial.
Even during a trial period, the employer must act in good faith and cannot dismiss an employee for reasons unrelated to their performance or conduct. Trial period dismissals are still subject to scrutiny and have been successfully challenged at the Employment Relations Authority where the process was not followed correctly.
Not all employers qualify for trial periods. As of 2024, trial periods are available to all employers in New Zealand regardless of size.
A casual employee has no guaranteed hours and works only when called upon. Casual employees are entitled to the same minimum employment rights as permanent employees — including minimum wage, public holiday pay and annual leave — but their agreements need to reflect the nature of the arrangement including that each engagement may be a separate period of employment.
A permanent employee (full-time or part-time) has guaranteed hours and ongoing employment. Their agreement defines set hours, a regular salary or wage and ongoing entitlements. Permanent employees have stronger protections around termination and are entitled to the full range of leave provisions under the Holidays Act.
One of the most common mistakes NZ employers make is treating a de facto permanent employee as casual — using a casual agreement to avoid providing guaranteed hours or leave entitlements. The ERA looks at the real nature of the arrangement, and courts have held that employees working regular predictable hours may be entitled to permanent employment rights regardless of what the agreement says.
Getting the employment type right from the outset, and documenting it properly, is critical to avoiding costly disputes later.
New Zealand's Holidays Act 2003 sets the minimum leave entitlements all employers must provide. After 12 months of continuous employment, employees are entitled to four weeks of paid annual leave. Sick leave of 10 days per year accrues after six months of employment. Employees are also entitled to paid bereavement leave of three days for the death of an immediate family member and one day for other bereavements at the employer's discretion.
Employees are also entitled to public holiday pay for the 11 New Zealand public holidays if those days would otherwise have been a working day for them. Public holidays worked attract time and a half pay and an alternative holiday.
Parental leave entitlements under the Parental Leave and Employment Protection Act 1987 provide for paid parental leave from the government and job protection rights for eligible employees.
Leave entitlements must be clearly reflected in the employment agreement. Errors or omissions in how leave is documented are a common source of disputes and can create significant liability for employers.
Termination of employment in New Zealand is governed by the ERA's good faith and unjustified dismissal provisions. An employer who terminates an employee without following a fair process or without a justified reason faces a personal grievance claim and potential compensation awards at the Employment Relations Authority.
The employment agreement must specify the notice period required by both the employer and employee. Notice periods must meet the minimum under the ERA (one week after six months of employment). The agreement should also address what happens when employment is terminated for serious misconduct, where summary dismissal may be available.
Even with a solid employment agreement, the process followed during termination matters enormously. The ERA's good faith obligations require employers to raise concerns with employees, give them an opportunity to respond and genuinely consider their response before making a decision.
A well-drafted employment agreement won't prevent all disputes but it creates clear expectations from the outset and significantly strengthens your position if termination issues arise. This is one of the most important reasons not to use a generic or outdated contract.
Need a compliant employment contract?
We draft employment agreements that meet all ERA requirements and are tailored to your specific role and business.
Start with a free 30-minute consultation — or buy directly online for $295 + GST.
Book Free Consultation Buy Now — $295 + GSTHonest answers about our employment contract service and NZ employment law requirements.
Can't find what you're looking for?
Ask Us AnythingYes. The Employment Relations Act 2000 requires every employer in New Zealand to provide every employee with a written employment agreement before or at the start of employment. Failing to do so is a breach of the ERA and can result in fines and reduced legal standing in any employment dispute.
Our employment contract service is a fixed fee of $295 + GST. This covers your free consultation, a fully tailored draft, ERA compliance review, one round of revisions and next business day delivery. No hourly billing and no hidden costs.
Yes. Every contract we draft is tailored to your business, role type, industry and employment structure. We do not use generic templates — the agreement reflects how your business actually operates and the specific requirements of the role.
Yes. We can review existing employment agreements for compliance gaps and update them to meet current ERA requirements. Employment law changes regularly and contracts drafted even a few years ago may no longer meet current standards.
Yes. If you want to include a 90-day trial period, we ensure the clause is correctly drafted to meet all ERA requirements. A trial period that is not properly worded is unenforceable and provides you no protection — this is one of the most common mistakes employers make with template contracts.
We aim to deliver your draft employment agreement the next business day after we have all the information we need. For urgent situations contact us directly and we will do our best to turn it around the same day.
A casual agreement is for employees with no guaranteed hours who work as needed. A permanent agreement (full-time or part-time) specifies set hours and ongoing employment. Using the wrong type of agreement for the actual nature of the role is a common and costly mistake. We help you identify the right structure before we draft anything.
No. Margate Group is a business consultancy, not a law firm. We provide employment documentation and business support services. We do not provide services reserved for lawyers and we cannot represent clients in Employment Relations Authority or court proceedings.
Don't leave your business exposed with outdated or missing contracts. A fixed-fee, ERA-compliant employment agreement drafted for your role — delivered next business day.
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Employment Contract — $295 + GST
Book a free consultation to discuss your requirements or buy directly online and we will follow up to gather the details we need.
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We are a business consultancy, not a law firm. We cannot represent clients in ERA or court proceedings.
