A written employment agreement sets out the terms and expectations of the employment relationship and provides clarity for both the employer and employee.

We prepare comprehensive, practical agreements tailored to the role and your business, with consideration given to current New Zealand employment legislation and requirements.

Agreements may cover:

• Application Terms – including position details, commencement date and applicable trial period provisions

• Terms of Engagement – including hours of work, place of work, workplace rules, policies and procedures

• Remuneration & Benefits – including wages or salary, payment arrangements and relevant KiwiSaver provisions

• Leave Entitlements – including annual holidays, public holidays, sick leave, bereavement leave and family violence leave, as applicable

• General Provisions – including confidentiality, intellectual property, health and safety and other relevant employment obligations

• Dispute Resolution – processes for raising and addressing workplace concerns and employment relationship problems

• Termination Provisions – including notice periods, termination processes and other relevant provisions

• Employee Acknowledgement – confirmation that the employee has received, read and understood the agreement

Each agreement is prepared with consideration given to current New Zealand employment legislation and tailored to the circumstances of the role and business.

A clear Job Description establishes what a role is responsible for, what is expected of the person performing it and how the position fits within your business.

We develop practical Job Descriptions that provide clarity from recruitment through to ongoing employment and performance conversations.

They may include:

• Position Overview – purpose and contribution of the role

• Key Responsibilities – primary duties and areas of accountability

• Reporting Relationships – who the position reports to and any direct reports

• Key Relationships – internal and external relationships relevant to the role

• Performance Expectations – key outcomes and standards expected

• Skills & Experience – qualifications, knowledge, capabilities and experience required

• Authority & Accountability – decision-making responsibilities and boundaries

• Health & Safety Responsibilities – relevant responsibilities associated with the position

• Role Requirements – hours, location, travel or other practical requirements where applicable

A well-written Job Description also provides a useful foundation for recruitment, onboarding, performance management and development.

Policies and procedures provide your team with clear guidance about how your workplace operates and what is expected.

We can develop new documentation or review and update existing policies and procedures to reflect your business, workplace practices and relevant New Zealand requirements.

Depending on your needs, these may include:

• Employment & Workplace Policies

• Code of Conduct

• Leave & Attendance

• Performance Management

• Bullying, Harassment & Discrimination

• Flexible Working

• Privacy & Confidentiality

• Use of Company Property & Technology

• Social Media & Communications

• Health & Safety

• Drug & Alcohol

• Grievance & Complaint Processes

• Disciplinary Processes

• Other business-specific policies and procedures

We focus on creating documentation that is clear enough for your team to understand and practical enough for your business to use.

Sometimes you need to communicate an employment matter clearly, professionally and appropriately.

We can prepare or assist with employment and HR correspondence for a range of workplace situations, including:

• Employment Offers

• Changes to Employment Terms

• Variation Letters

• Leave & Return-to-Work Correspondence

• Performance Management

• Warnings & Formal Employment Correspondence

• Meeting Invitations & Outcomes

• Grievance & Complaint Correspondence

• Flexible Working Arrangements

• Redundancy & Restructure Documentation

• Termination & Exit Documentation

• Other Employment-Related Correspondence

We can help ensure the document clearly communicates the situation, the relevant expectations or next steps, and the information the employee needs.

Where a matter is complex or carries significant legal risk, we may recommend that you obtain independent legal advice.

Good performance management requires more than a difficult conversation. Clear documentation helps establish expectations, record what has been discussed and provide a structured pathway forward.

We can prepare documentation to support:

• Performance Expectations

• Performance Improvement Plans

• Performance Review Documentation

• Performance Meeting Records

• Development & Improvement Plans

• Formal Warnings

• Follow-Up & Review Documentation

• Agreed Actions & Outcomes

Our approach is practical and constructive, helping businesses document performance concerns while keeping the focus on clarity, accountability and improvement.

Not every business need fits neatly into a standard template.

We can develop practical workplace documentation for specific situations, projects, processes or organisational requirements.

This may include:

• Workplace Processes

• Internal Guidelines

• Employee Information Documents

• Team Communications

• Organisational Documentation

• Role-Specific Documentation

• Operational People Documents

• Business-Specific Templates

• Other People & Workplace Documentation

We take the time to understand what you are trying to achieve before determining what documentation will best support it.

Templates provide consistency and save time — particularly when the same employment or workplace process needs to be repeated.

We can create practical templates and forms tailored to your business, including:

• Employee Information Forms

• Onboarding & Induction Documents

• Performance & Review Forms

• Leave & Attendance Forms

• Meeting & Check-In Templates

• Employee Acknowledgement Forms

• Workplace Checklists

• HR Administration Templates

• Other Business-Specific Forms

Templates can be designed to complement your existing policies, procedures and employment documentation, helping create greater consistency across your workplace.

Your documentation should reflect the business you operate today — not the business you were five years ago.

We can review your existing employment and workplace documents to identify areas that may require clarification, updating or further consideration.

Our review can consider:

• Currency – whether documents reflect your current business and practices

• Consistency – whether documents align with each other

• Clarity – whether expectations and responsibilities are clearly communicated

• Completeness – whether important information or provisions may be missing

• Employment Requirements – whether documents should be updated in light of relevant legislative or regulatory changes

• Practicality – whether documents are actually usable by your managers and team

We can update documents where appropriate or identify areas where further HR or legal consideration may be required.

Need something that isn't listed?

Not every workplace situation fits a standard document.

If you have a specific requirement, tell us what you are trying to achieve and we'll help determine what documentation or support would be appropriate.

We can create bespoke workplace documents, templates and correspondence around your particular circumstances, rather than asking you to fit your situation into a generic template.