Welcome to the Spring Edition
As we tip-toe toward the end of 2025 (or maybe itโs a jog or sprint for some of you), itโs the perfect time to pause, reflect, and prepare for whatโs ahead.
For me, itโs been a massively busy year supporting clients through change, growth (and for some, downsizing), while helping organisations build resilience and navigate evolving employment challenges. And with major employment law reforms on the horizon, 2026 is shaping up to be another big year across the world of people and culture.
In this edition, Iโm diving into the key updates employers need to know – including the proposed new Holidays Act, evolving employment protections, and what these changes mean for your business. Iโve also explored balance, wellbeing, and practical ways to prevent burnout as workloads ramp up toward year-end.
Wellbeing is a theme that continues to guide a lot of my work, and Iโm thrilled to share that Iโll be presenting at the ADHD Conference in Christchurch this December. Iโll be speaking about workplace obligations and real-world accommodations for employers and people with neurodivergence – a topic Iโm both personally and professionally passionate about. I canโt wait to be part of this important kลrero.
And on a lighter note, Iโm thrilled to share that Marbles has once again been nominated in the Northwest Country Business Awards. Itโs an honour to be recognised alongside so many inspiring local businesses and a lovely reminder of the community weโre part of.
As we head into the final stretch of 2025, itโs a great time to tidy up your people practices, refresh your employment documentation, and get ready for the big legislative changes coming in 2026. Whether youโre preparing for new compliance requirements, supporting your teamโs wellbeing, or simply looking to start the new year on the right foot, Iโm here to help you make it happen with confidence.
“Spring is the time of plans and projects”ย
Leo Tolstoy
Get ready for 2026
New Zealand businesses should prepare for major employment law updates in 2026, including changes to employee dismissal protections, serious misconduct remedies, and leave entitlements.
Key changes:
- Changes to leave accrual discussed further in the article below.
- Employees earning over $180K may lose automatic dismissal protections unless stated in contracts.
- No compensation for serious misconduct; reduced remedies if employee behaviour is contributable to a serious misconduct determination.
- Pay transparency protections now in place.
- New test to clarify contractor vs employee status.
New Holidays Act – what we know about the proposed changes
The government plans to introduce the Employment Leave Bill early next year, replacing the Holidays Act 2003 with a clearer, more practical framework. The current law has long been criticised for being confusing and hard to apply, especially for employees with varied work patterns. The new Bill aims to simplify how leave entitlements are calculated and applied, making life easier for employers, payroll teams, and employees.
One of the proposed key changes is the shift to a daily entitlement model for annual leave. Instead of accruing leave in weeks, employees will earn and take leave in days, which should make calculations more straightforward, especially for part-time staff or those with irregular hours. The Bill also introduces a clearer test for what counts as a normal working day, helping to reduce disputes over public holiday entitlements.
The Bill also tackles one of the trickiest areas for payroll: how to calculate leave payments. It sets out standard formulas for ordinary weekly pay and average weekly earnings, which should help reduce errors and make compliance easier. Thereโs also more flexibility around closedown periods, and in some cases, employers will be allowed to pay out annual leave – though only under specific conditions to protect employee rights.
Another update for employees is around sick leave and bereavement leave, which will now be available from day one of employment. This change reflects a growing push for fairer treatment of new employees and better support during tough times. The Bill also ensures that employees returning from parental leave will receive their full annual leave pay, closing a long-standing gap in the current law.
For casual workers, the Bill introduces a leave compensation payment instead of accruing leave balances, which should simplify things for both employers and staff. Thereโs also a new requirement for clearer pay statements, so employees can easily see what leave theyโve earned and used. These changes are designed to boost transparency and reduce confusion across the board.
With all these updates on the horizon, businesses should start preparing now. That means reviewing payroll systems, checking employment agreements, and making sure HR and payroll teams understand whatโs coming. Getting ahead of the changes will help avoid last-minute stress and ensure a smooth transition when the new rules kick in.
North West Country Business Awards
I am thrilled to share that Marbles has been nominated in the 2025 Northwest Country Business Awards! Itโs an incredible honour to be recognised alongside so many inspiring businesses and individuals across our region.
With a win in both 2023 and 2024 (and no awards ceremony in 2024) โ this will mean our third nomination in a row which we are so excited about. Nominations always mean a lot. Whether youโve worked with us, cheered Marbles on, or simply followed our journey, thank you for being part of it.
The awards night is coming up soon, and Iโll be crossing my fingers! Win or not, Iโm proud to be part of such a vibrant business community and grateful for the opportunity to celebrate this milestone.
Wish us luck and our sincerest thanks to those that have voted. Voting has now closed, but if you want to learn more check out the post on our Facebook page https://www.facebook.com/marblespeopleandculture
Managing Burnout and Balance
Spring often brings a sense of renewal with longer days, warmer weather, and a fresh burst of energy. But for many businesses, it also signals the start of a busy season. Projects ramp up, deadlines tighten, and the pressure to perform can quietly build. While this momentum can be motivating, it also increases the risk of burnout if weโre not careful.
Burnout isnโt just about being tired, itโs a deeper sense of depletion that affects motivation, focus, and wellbeing. And it doesnโt happen overnight. It creeps in when we ignore the signals: skipping breaks, saying yes too often, or pushing through without pause. Thatโs why spring is a great time to check in – with ourselves, our teams, and our workplace culture.
Leadership plays a huge role here. When leaders model healthy boundaries, prioritise wellbeing, and show empathy, it sets the tone for the whole organisation. Itโs not just about managing workloads, itโs about creating a culture where people feel safe to speak up, take time off, and recharge without guilt. Sustainable workplaces arenโt built on hustle alone; they thrive on compassion, trust, and balance.
To manage burnout in busy seasons, start by setting clear boundaries around work hours and protecting time for breaks. Even short pauses during the day such as a walk, a quiet moment, a proper lunch can help reset energy and focus. Make space in your calendar, avoid back-to-back meetings, and be realistic about deadlines. These small shifts can make a big difference in how people feel and perform.
Itโs also important to talk openly about stress and wellbeing. Check in with your team not just about tasks, but about how theyโre doing. Celebrate small wins, acknowledge effort, and encourage time off when needed. Review your systems and workflows and determine if they are helping or hindering. Streamlining processes and removing friction can reduce stress and free up time for what matters most.
Spring may be busy, but itโs also a chance to reset – to lead with kindness, protect what matters, and build a workplace where people can thrive all year round. Balance isnโt a luxury; itโs a leadership strategy. And when we get it right, everyone benefits.
ADHD Conference in December 2025
Iโm incredibly honoured to have been invited to speak at the upcoming NZ ADHD Conference in Christchurch this December – a space dedicated to understanding, supporting, and empowering neurodivergent individuals and the communities around them. Being part of this event is not only a professional milestone, but a deeply personal privilege.
The ADHD Conference brings together educators, health professionals, advocates, and changemakers to share insights, challenge assumptions, and build more inclusive environments. To be included among such passionate and knowledgeable voices is something I donโt take lightly. Itโs a chance to contribute to a conversation that matters, one thatโs reshaping how we think about leadership, wellbeing, and workplace culture through a neurodiversity lens.
Iโll be speaking about ADHD at Work: Responsibilities, and Real Accommodations. Being invited to share this message at the ADHD Conference is a honour. Itโs a reflection of the work I care about most, helping people feel seen, supported, and empowered to thrive. Iโm looking forward to connecting with others who are equally passionate about creating positive change, and Iโm grateful for the opportunity to contribute to such an important event.
Thank you to the organisers for this incredible opportunity. I canโt wait to be part of the kลrero and learn from the amazing speakers and attendees who make this conference so special.
Spring Clean your People Practices
As the days get longer and the air a little warmer, spring brings the perfect excuse to freshen things up – and not just around the house. For business owners, itโs a great time to tidy up your HR foundations. Think of it like reviewing your business dashboard before the next quarter – a little clarity now sets you up for smoother decisions and fewer surprises.
Start with the essentials. Review your employment agreements and job descriptions to ensure they are still accurate and aligned with how your team works? Roles evolve, and so should the paperwork. Next, take a look at your policies, especially around leave, flexible work, and performance. Are they clear, current, and easy to follow? If not, nowโs the time to refresh them.
Donโt forget the practical stuff: check expiry dates for certifications, first aid training, and licences. These often slip under the radar until theyโre urgently needed. And while youโre at it, do a quick team member review – whoโs due for development? Is there an opportunity for recognition? How is the health and wellbeing of the team going? A simple conversation can go a long way in keeping your team engaged and supported.
If youโre not sure where to start, Marbles offers HR audits and policy review support to help you spot gaps and strengthen your foundations. Itโs all about making sure your people practices are fit for purpose – not just for spring, but for the seasons ahead.
A little HR spring cleaning now means fewer headaches later and a workplace thatโs ready to thrive, what a way to close out 2025.