The minimum wage applies to all paid employees aged 16 and older, although there are different rates if your employee is 16 or 17 and is new to the workforce or if they are completing training.
As an employer, you’ll need to keep up-to-date with the latest minimum pay rates and pay your employees at least the current minimum rate. This rate stands even if your employee only works a few hours for you each week or has little responsibility at work.
There are three rates:
Payment of wages (external link) — Employment Agreement Builder
The adult minimum wage applies to all employees aged 16 and over who aren’t starting-out workers or trainees, and all employees who are involved in supervising or training other employees.
This is the minimum wage most widely used by Kiwi businesses of all shapes and sizes.
The starting-out wage applies solely to workers aged between 16 and 19 and who are entering the workforce for the first time.
Starting-out workers are:
The training minimum wage applies to employees aged 20 years or over who are completing recognised industry training involving at least 60 credits in order to become qualified.
There is no minimum wage for employees who under 16 years of age. If you employ under-16s, you must not let their work get in the way of attending school.
A small amount of people hold an exemption from the minimum wage, eg prison inmates and some apprentices. These links give full details:
Minimum wage rates (external link) — Employment New Zealand
Minimum wage exemptions for people with disabilities (external link) — Employment New Zealand
Agricultural industry (external link) — Employment New Zealand
If you’re unsure how much you should be paying your employees, or think you might be paying too little, contact Employment New Zealand for advice.
In addition to paying the legal minimum wage or higher, you’ll need to ensure your pay policies and practices are as fair as possible.
It’s important to remember that waged employees need to be paid for actual hours worked. This means paying employees at least the minimum hourly wage for any extra time worked.
Paying employees fairly also means:
Jill owns a busy urban florist, employing two full-time staff. Jill’s store closes at 6pm each evening, but her staff close the shop, count the money in the cash register, and prepare the shop for the next day.
This means they usually leave about 6:20pm when the tasks are completed.
Jill pays her staff for an extra 20 minutes each day for the time that is spent closing up because it is over their standard eight hours work a day.