Kadence’s Dave Cairns highlights global successes as employers in Singapore grapple with four-day workweek challenges.
New Zealand’s policies encouraging older employees to keep working has led to a rise in the average retirement age.
The framework is the first of its kind aimed at global policy-makers to make decisions regarding AI and its risks.
Employees in New Zealand will be expected to use AI in their workplace, yet organisations are unable to hire employees with the required skillsets.
With some employees contented to stay in their current job positions, this is causing a lack of career progression for others.
Organisations in New Zealand are embracing flexible work with four out of five offering flexible hours and over two-fifths allowing remote work.
More Kiwi employees are voluntarily spending time with their colleagues after work for post-work drinks, despite working remotely for long periods of time.
While more employees want to work remotely more often, many cannot do so because of mandated onsite workdays and hesitance from employers.
A researcher from Massey University attributed the results to the trust and flexibility from managers and leaders, leading to higher productivity and creativity.
A new survey has shown that Kiwis are worried about employment and their wages under a new government, especially in light of the cost of living.
Female employees are more likely than their male counterparts to work less than 40 hours in a week, according to Stats NZ.
The initiative has aided 62,000 apprentices and bridged skills gaps while bringing mutual benefits for jobseekers and organisations.
Firms in New Zealand are paying a higher price for employees on medical leave, with the highest increase in absenteeism rates recorded since 2012.
Nearly 900 organisations, each with over 250 employees, are set to disclose their gender pay gaps under new regulations.
Both unemployment and employment rose in the June quarter as the proportion of people quantified as being available for work increased to 72.4%.
Through initiatives such as Women’s Employment Action Plan, progress continues to be made in women’s education and workforce participation.
Successful trials in Australia and New Zealand have demonstrated benefits to health, lifestyle, and work behaviour, said a RMIT professor.
The government has pledged to replace existing regulation with a wage supplement scheme so disabled employees are paid at minimum wage.
Over 223,000 employees in New Zealand will benefit from the increase in the minimum wage to NZ$22.70 (US$14.20), including those earning lower income.
Besides monetary rewards, organisations are also offering more work flexibility in a bid to attract and retain the best talent.
Aspirations for flexible work arrangements and a better quality of life are motivators for New Zealanders to choose to work from home.
Employees in New Zealand are rallying for increased health and safety protection in small businesses through a new bill.
Through a union, over 500 New Zealand Uber drivers are pushing for better pay and working conditions through collective bargaining.
With the interchangeable holiday policy, employees at Unilever are free to exchange a public holiday for another day that is more significant to them.
As the country embarks on its economic recovery, the Flexi-Wage programme has helped address skills gaps and meet workforce shortages.
Compared to their younger counterparts, employees aged 50 and above are more likely to put in extra effort at work beyond regular hours.
For the next 12 months, employees will have the flexibility to choose which day or set of hours is most suitable for them to take off.
About 83.2% of New Zealand employees say the ability to work from anywhere has made them happier and more productive.
Under the Fair Pay Bill, workers will gain a right to a minimum level of training and development from their employers.
To ensure women in the workforce are paid fairly, the government has also been urged to make pay gap reporting mandatory.
