New Zealand’s skilled talent and high quality of life attract firms, but its labor laws can complicate hiring. Omnipresent serves as your Employer of Record (EOR), managing compliance with IRD regulations without a local setup.

We handle payroll, benefits like 20 days of vacation, and tax filings, so you can focus on teams in Auckland or Wellington. Our platform provides a seamless approach to New Zealand’s unique market.

• Rapid onboarding in days.
• Contracts in NZD, locally managed.
• Expertise on local practices.
• Hassle-free growth support.

Employer costs include Accident Compensation (ACC) Levy and KiwiSaver Contribution (Pension). Use the OmniCalculator to estimate costs, or contact us for further information.

The rate of personal taxation varies depending on the income tax bracket the individual belongs to. This ranges between 10.5% - 39%.

Employee contributions include Accident Compensation Corporation and KiwiSaver Contribution (Pension).

Typical working hours in New Zealand are maximum 40 hours per week, unless otherwise agreed upon. Employers cannot require more than 40 hours per week, unless they are covered by an "availability provision."

There are no statutory limits to length of overtime or requirements for increased payment. Some employees and employers can come to an agreement on specific terms for overtime. 

Employees are entitled to 10 paid sick days/personal days annually after 6 months of consecutive service with the current employer.

Primary Carers Leave: 26 weeks' paid leave for each child by the government, and an additional 26 weeks of unpaid leave.

Partners leave: 1 week's unpaid leave after 6 months of employment and 2 weeks of unpaid leave after 12 months of employment. Parental leave: This includes primary carers leave, special leave, partners leave and extended leave.

Employees are entitled to minimum 20 working days' paid annual leave (plus public holidays). Full entitlement kicks in after 12 months of continuous service. If a fixed-term contract is less than 12 months, the employer must pay employees 8% of gross earnings instead of annual leave.

Employees have no right to severance payments unless specified in the employment agreement.

Only termination for cause is permitted. In all cases, employers must have genuine grounds for termination and carry out a fair process.