Ashcroft Mitchell McGregor

23/11/2025

Last Friday, our team came together for our Christmas Team Day. It was a day of connection, collaboration, and plenty of laughs. It was a fantastic opportunity to share ideas and celebrate what makes our team so special.

Check out the highlights in this video – we loved every moment and can’t wait for the next one!

28/10/2025

📢 Free Webinar: Are You Making Lawful Wage Deductions?

Join us for a free 1-hour webinar where we’ll unpack the implications of the Employment Court case of Soapie & Others v Pick Hawkes Inc and learn what this means for employers.

In this recent decision the Court has stated that employers cannot make deductions from an employee’s wages (other than for accommodation) if it causes their pay to fall below the minimum wage. While this case is being appealed to the Court of Appeal, it remains binding and has significant implications for all employers.

🗓 Date: Wednesday 12 November 2025
🕥 Time: 10.30am – 11.30am
💻 Where: Online via Microsoft Teams
💸 Cost: Free

Click here to register:

Training and events at AMM

08/10/2025

Is it lawful for an employer to deduct wages that result in pay falling below the minimum wage?

In a recent landmark Employment Court ruling, the Court held that deductions from the wages of three RSE were not lawful as this resulted the workers receiving less than the minimum wage for hours worked. Further rulings were made about what deductions where lawful, including a reminder that the value of accommodation costs must be fixed in employment agreements, deductions for PPE are unlawful and deductions for migrant workers must be approved by Immigration NZ.

This case has wide ramifications for not just RSE workers, but all workers where costs are routinely deducted from minimum wage employees for accommodation, training, flights or cash advances. Employers in these situations will need to find other ways to recover such sums.

Feel free to contact us for an audit of your employment agreements and deduction forms to ensure you are lawfully making deductions.

Read the key takeaways here: https://www.ammlaw.co.nz/landmark-decision-unlawful-deductions-for-minimum-wage-employees

Read the determination here:https://www.employmentcourt.govt.nz/assets/Documents/Decisions/2025-NZEmpC-208-Soapi-and-Others-v-Pick-Hawkes-Bay-Inc-Judgment-of-the-full-Court-15-September-2025.pdf

In Soapi v Pick Hawke’s Bay Incorporated [2025] NZEmpC 208, the Employment Court determined that employers are not permitted to make deductions outside of section 7 of the Minimum Wage Act 1983 (MWA) from an employee’s wages if doing so results in the employee receiving less than the minimum wag...

23/09/2025

Today Cabinet announced its intention to repeal the Holidays Act 2003 and replace it with a new Employment Leave Act.

It says this legislation (not yet created) will ‘provide clarity and certainty for both employers and employees’.

Key changes proposed include:

➡️ Hours-Based Accrual for Leave
Annual and sick leave to accrue in direct proportion to hours worked, rather than in days.

➡️ Pro Rata Sick Leave
Sick leave entitlements to be proportionate to hours worked, meaning a reduction in entitlements for non-full time employees.

➡️ Leave for Casual Employees
Casuals to receive a 12.5% upfront ‘leave compensation payment’ rather than 8% pay as you go annual leave and sick leave (where qualifying).

➡️ Leave Compensation for Additional Hours
Additional hours above contracted hours will not accrue leave entitlements but will instead be compensated at 12.5% up front for each additional hour worked, meaning reduction in annual leave payments for waged workers with overtime.

➡️ Immediate Access to Bereavement and Family Violence Leave
Bereavement and Family Violence Leave will be available from the first day of employment.

➡️ Full Pay for Annual Leave After Parental Leave
Parents returning from parental leave to receive full pay for annual leave.

➡️ Mandatory Pay Statements
Employers to provide ‘clear, itemised pay and leave statements’ each pay period.

➡️ More Flexible Cashing Up of Annual Leave
Employees can request to cash in up to 25% of their annual leave balance each year.

➡️ 24 Month Transition

Workplace Relations and Safety Minister Brooke van Velden says her goal is to pass the proposed new Act by the end of this term of Government.

Assuming the legislation is passed, employers will need to review payroll systems, employment agreements, policies, and practices to prepare for the new rules. They will also need to prepare for transitional arrangements. This is where we can help!

19/09/2025

Yesterday Partners, Christie McGregor and Shi Sheng (Shoosh) Cai collaborated with Natasha Jurisich from @ Pillar Consulting to host an engaging and insightful webinar on workplace issues.

We asked, is this the time for change?

We covered key updates in:

✅ Employment Law – including proposed changes, recently enacted changes, and key recent case law;
✅ Immigration Law – with a focus on policy changes impacting worker protections migrants
✅ Health and Safety – exploring lower drug detection limits in drug and alcohol testing

It was fantastic to connect and share practical guidance on navigating these evolving areas of workplace law.

A huge thank you to everyone who attended or asked for our recording.

If you missed it and would like access to the recording, feel free to check it out here

Enjoy the videos and music you love, upload original content, and share it all with friends, family, and the world on YouTube.

18/09/2025

We’re thrilled to welcome Sharon Greig to the Ashcroft Mitchell McGregor team!

Sharon brings a wealth of experience and a thoughtful, people-focused approach to her work.

We’re excited to have her on board as we continue to grow our presence and support businesses with practical, tailored legal advice.

Welcome, Sharon — we’re so glad you’re here!

08/09/2025

👋 Welcome Vanessa & Kelly!

We’re excited to welcome Vanessa Goodman, Senior Solicitor, and Kelly Steiner, Executive Assistant, to our Tauranga team.

Vanessa brings expertise in employment law and a talent for resolving complex issues with care and efficiency.

Kelly is already making a great impact with her sharp attention to detail and proactive support.

Great to have you both on board!

08/09/2025

Big news for pay transparency in NZ!

As of 27 August 2025, a new law means employees can openly talk about their pay.

The Employment Relations (Employee Remuneration Disclosure) Amendment Act 2025 makes it illegal for employers to take action against staff who share or discuss their salary. That includes chats with colleagues, friends, or anyone else.

The Act aims to increase pay transparency to help identify and remedy pay-based discrimination.

For employers, this means it is time to:
➡️ Remove pay secrecy clauses from employment agreements.
➡️ Be ready for more open conversations about pay – including handling questions around pay differences.

Need help updating your agreements or navigating this change? We’re here to support you.

08/09/2025

Employment law in Aotearoa is evolving — and Friday’s presentation at the Association of Workplace Investigators - Australia & New Zealand by Kate Ashcroft, alongside Shelley Kopu and Atawhai Tibble highlighted just how important it is for workplace investigators to engage meaningfully with Tikanga Māori.

31/07/2025

A new chapter begins.

As of 1 August 2025, we’re proud to introduce Ashcroft Mitchell McGregor, a specialist workplace law firm built on long-standing partnerships and proven expertise across employment, health & safety, and immigration law.

Founded by Kate Ashcroft, Myriam Mitchell and Christie McGregor, and joined by newly appointed partner Shi Sheng Cai (Shoosh), our team has worked together to support employers through complex challenges and changing legal landscapes.

Ashcroft Mitchell McGregor is designed for today’s workplace: agile, client-focused, and committed to delivering advice that’s clear, practical, and built around your business.

With offices in Auckland, Tauranga and Hawke’s Bay, we support employers across Aotearoa - wherever you’re based and whatever stage you’re at.

We’re excited for what’s ahead and look forward to working with you.