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EmploymentNZ
Individual Employment Agreement Template
Every New Zealand employee must have a written individual employment agreement (IEA). Use our free template to meet the mandatory requirements of the Employment Relations Act 2000, Holidays Act 2003, and the Wages Protection Act 1983.
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INDIVIDUAL EMPLOYMENT AGREEMENT
EMPLOYER
Southern Cross Hospitality Ltd.
78 Victoria Street, Christchurch Central, Canterbury 8013
By: Aroha Te Kani, General Manager
EMPLOYEE
William J. Morrison
14 Fitzgerald Avenue, Christchurch 8011
Start Date: 1 May 2026
Senior Marketing Manager · Permanent
This Individual Employment Agreement (this "Agreement") is entered into between Southern Cross Hospitality Ltd. ("Employer") and William J. Morrison ("Employee") pursuant to the Employment Relations Act 2000 (ERA 2000) and the Holidays Act 2003 (HA 2003). The Employee has been advised of the right to seek independent advice before signing this Agreement and has been given a reasonable opportunity to do so.
1.
POSITION AND DUTIES
The Employee is employed as Senior Marketing Manager in the Marketing and Communications department. The Employee agrees to perform the duties and responsibilities associated with that position and such other reasonable duties as the Employer may from time to time direct, consistent with the Employee's skills and experience. The Employee shall devote their full working time and attention to the performance of duties unless otherwise agreed in writing. The position is based at Christchurch, Canterbury (ERA 2000, s 65(2)(a)).
2.
TYPE AND COMMENCEMENT OF EMPLOYMENT
This is a permanent employment agreement commencing on 1 May 2026.
3.
HOURS OF WORK
The Employee's ordinary hours of work are 40 hours per week, with the specific days and times to be agreed with the Employer. The Employer may require the Employee to work additional hours where reasonable and necessary for the performance of their duties, subject to the Holidays Act 2003 (HA 2003) and the Minimum Wage Act 1983 (MWA 1983, s 6) requirements.
4.
REMUNERATION
The Employee will be paid a salary of $95,000.00 NZD per annum, payable fortnightly by direct credit to the Employee's nominated bank account. Remuneration shall be reviewed annually at the Employer's discretion. This rate meets or exceeds the adult minimum wage under the Minimum Wage Act 1983 (currently NZD 23.95 per hour from 1 April 2026; starting-out and training rates per the Minimum Wage Order). The Employer commits to the Pay Equity Amendment Act 2025 (in force 7 May 2025) where pay-equity claims affect the role. All payments are subject to PAYE deduction, KiwiSaver contributions where applicable, ACC earner levy, and other lawful deductions.
5.
LEAVE ENTITLEMENTS
The Employee is entitled to leave in accordance with the Holidays Act 2003 (HA 2003): (a) Annual Leave: 4 weeks' paid annual leave per year, accruing from the commencement date (HA 2003, s 16); (b) Sick Leave: 10 days' sick leave per year after six months' continuous employment (HA 2003, s 63), carrying over unused leave to a maximum of 20 days; (c) Public Holidays: All public holidays as gazetted in New Zealand, paid in accordance with HA 2003, s 44–50; (d) Bereavement Leave: As per HA 2003, s 69A — 3 days for immediate family, 1 day for any other person. All leave is subject to the provisions of the Holidays Act 2003.
6.
KIWISAVER
The Employee is eligible for KiwiSaver membership under the KiwiSaver Act 2006. The default contribution rate is 3.5% from 1 April 2026 for both employer and employee (increasing to 4% from 1 April 2028); the Employee may temporarily request a reduction back to 3% from 1 February 2026 for 3-12 months. From 1 April 2026 employees aged 16-17 who contribute from wages also qualify for compulsory employer contributions (previously 18+). The Employee's contributions will be deducted at the rate elected by the Employee; the Employer will make compulsory contributions at the statutory rate.
7.
NOTICE OF TERMINATION
Either party may terminate this Agreement by giving 4 weeks written notice to the other. The Employer may, at its discretion, elect to make payment in lieu of notice. Summary dismissal without notice is permitted only in cases of serious misconduct as defined by applicable New Zealand employment law (ERA 2000, s 103A — test for justification of dismissal).
8.
GOOD FAITH
The parties are required to deal with each other in good faith in accordance with the Employment Relations Act 2000 (ERA 2000, ss 4–6). This requires each party to be active and constructive in maintaining a productive employment relationship, to be responsive and communicative, and not to act in a misleading or deceptive manner. The Employer agrees to provide the Employee with information relevant to their continued employment and an opportunity to be heard before making decisions that affect employment.
9.
PERSONAL GRIEVANCE
The Employee has the right to raise a personal grievance under the Employment Relations Act 2000 (ERA 2000, ss 103–112). A personal grievance must generally be raised with the Employer within 90 days of the action giving rise to the grievance (ERA 2000, s 114). Disputes will be resolved in accordance with the dispute resolution procedure in this Agreement and, if not resolved, may be referred to Mediation Services (Employment New Zealand) and thereafter the Employment Relations Authority (ERA 2000, s 157).
10.
INTELLECTUAL PROPERTY
All inventions, discoveries, developments, improvements, software, designs, methods, processes, and other work product created, developed, or conceived by the Employee during employment (whether or not during working hours, and whether or not using the Employer's resources) that relate to the Employer's business, actual or reasonably anticipated research or development, or result from tasks assigned by the Employer, are the exclusive property of the Employer. The Employee irrevocably assigns all such intellectual property rights to the Employer, including all rights under the Patents Act 2013 and the Copyright Act 1994. The Employee shall promptly disclose all such work product to the Employer and execute all documents reasonably necessary to give effect to this assignment.
11.
CONFIDENTIALITY
The Employee acknowledges that in the course of employment they will have access to Confidential Information of the Employer, including trade secrets, client lists, pricing, financial data, proprietary methods, and strategic plans. The Employee agrees to keep all such information strictly confidential both during and after employment. Disclosure to unauthorised persons is prohibited. This obligation survives termination of this Agreement and is subject to the protections of the Privacy Act 2020 (PA 2020). The Employee may disclose information required by law, provided prompt written notice is given to the Employer.
12.
DISPUTE RESOLUTION
Any dispute arising out of or in connection with this Agreement shall first be referred to mediation through Employment New Zealand Mediation Services (ERA 2000, ss 144–156). If mediation does not resolve the dispute within 28 days of referral, either party may refer the matter to the Employment Relations Authority (ERA 2000, s 157).
13.
GOVERNING LAW
This Agreement is governed by the laws of New Zealand, including the Employment Relations Act 2000, the Holidays Act 2003, the Minimum Wage Act 1983, the KiwiSaver Act 2006, and the Privacy Act 2020. Any dispute not resolved by internal procedures shall be referred to the Employment Relations Authority.
99.
INTELLECTUAL PROPERTY
All intellectual property created by the Employee in the course of, or substantially using the resources of, their employment — including inventions, designs, software, copyright works and other proprietary materials — shall vest exclusively in the Employer. The Employee assigns to the Employer all present and future rights in such intellectual property, in accordance with the Copyright Act 1994 and the Patents Act 2013, and shall execute any documents reasonably required to record or perfect such assignment.
IN WITNESS WHEREOF, the parties have executed this Agreement as of the date indicated.
EMPLOYER
Aroha Te Kani
General Manager
Southern Cross Hospitality Ltd.
Date: ____________________
EMPLOYEE
William J. Morrison
Date: ____________________
Available as a print-ready PDF or an editable Microsoft Word (.docx) file.
What Is an Employment Agreement?
An individual employment agreement (IEA) is the written contract that governs the employment relationship between an employer and an employee in New Zealand. Section 65 of the Employment Relations Act 2000 requires every employee to have a written agreement, and section 63A requires the employer to provide a draft, give the employee a reasonable opportunity to seek independent advice, and respond to any issues raised — before the agreement is signed.
The Employment Relations Act 2000 prescribes the mandatory content of an IEA in sections 65(2) and 54A, including the names of the parties, a description of the work, the place of work, hours of work, remuneration (wages or salary), and clear plain-language provisions on how to resolve employment problems. The employer must also retain a signed copy or intended-signature copy and provide a copy to the employee on request.
Beyond the statutory minimum, a well-drafted IEA should address trial periods (where eligible), probation, duties of good faith, confidentiality, intellectual property, leave entitlements aligned with the Holidays Act 2003, termination (including notice, suspension, and misconduct procedures), and restraint of trade. Getting this right from day one avoids personal grievances and costly disputes later.
What's Covered in This Template
Our employment agreement template captures every statutorily required clause plus the clauses most New Zealand employers also need.
Parties and Commencement
Employer (including NZBN) and employee names, start date, and location of work.
Position and Duties
Job title, reporting line, and a summary of key duties and responsibilities.
Hours of Work
Agreed ordinary hours, days of work, and availability provisions under section 67C.
Wages or Salary
Rate of pay, payment frequency, and confirmation that wages comply with the Minimum Wage Act 1983.
Trial or Probation Period
Section 67A trial period (employers with fewer than 20 employees) or a standard probation period.
Annual and Public Holidays
Four weeks’ annual holidays, 11 public holidays, and the calculations required by the Holidays Act 2003.
Sick Leave and Bereavement Leave
10 days’ sick leave per year and three days’ bereavement leave per qualifying event.
Good Faith and Conduct
Mutual duty of good faith under section 4 and the employer’s policies and standards.
Confidentiality and IP
Protection of confidential information and assignment of work-related intellectual property.
Restraint of Trade
Reasonable non-compete and non-solicitation restrictions, applied only where justified.
Termination and Notice
Notice periods, summary dismissal for serious misconduct, and fair process obligations.
Problem Resolution
Plain-language explanation of how to raise a personal grievance under section 103 (90-day rule).
How to Create an Employment Agreement
Generate a compliant New Zealand employment agreement in minutes with our step-by-step form.
- 1
Enter Employer and Employee Details
Provide the employer’s legal name and NZBN, the employee’s name, start date, and location.
- 2
Set Position, Hours, and Pay
Define the role, ordinary hours, rate of pay, and payment frequency (weekly, fortnightly, monthly).
- 3
Configure Trial or Probation
Choose a section 67A trial period (if fewer than 20 employees) or a probation period.
- 4
Confirm Leave and Benefits
Confirm annual leave, sick leave, bereavement leave, and any additional employer benefits.
- 5
Review and Provide for Signature
Review termination, confidentiality, and restraint clauses, then download for the employee to consider before signing.
Why Doxuno documents are different
Four things that make our templates more thorough than AI-generated drafts and more current than static template libraries.
Always current
Always current with the law
Templates carrying statute references are continuously updated as the law changes. Your document always reflects the current legal framework.
Free PDF
Print-ready PDF
Free to download. Vector text, embedded fonts, statute citations baked in. Print, sign, file. Ready for any signing flow including electronic signature.
Word · .docx
Editable Word (.docx)
Continue editing in Word after download. Add custom clauses, reuse the template for similar agreements, or share with a colleague for collaborative review.
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Legal Considerations
Employment law in New Zealand is tightly regulated, and mistakes at the agreement stage can be expensive.
This template is for informational purposes only and does not constitute legal advice. For senior roles, unusual pay structures, or restrictive covenants, take advice from a New Zealand employment lawyer.
Reviewed for New Zealand law
Section 63A Pre-Employment Process
Before signing, section 63A requires the employer to: (a) provide the employee with a copy of the intended agreement; (b) advise the employee that they are entitled to seek independent advice; (c) give a reasonable opportunity to seek that advice; and (d) consider and respond to issues raised. Breach of section 63A is itself a breach of the duty of good faith and can ground a personal grievance.
Trial Periods under Section 67A
Only employers with fewer than 20 employees at the start of the employee’s first day can include a section 67A trial period of up to 90 days. The clause must be in writing, agreed before the employee starts work, and strictly compliant with section 67A and 67B. A defective trial period is unenforceable and dismissal under it can lead to a personal grievance.
Holidays Act 2003 Compliance
The Holidays Act 2003 entitles every employee to four weeks’ paid annual holidays after 12 months’ service, 11 public holidays, up to 10 days’ sick leave per year (from the first day of employment where eligible), and three days’ bereavement leave. Pay must be calculated on the greater of ordinary weekly pay and average weekly earnings. Many NZ employers have been caught by incorrect Holidays Act calculations; our template uses statutorily compliant language.
Personal Grievances
An employee can bring a personal grievance under section 103 for unjustified dismissal, unjustified action, discrimination, harassment, or duress. The claim must generally be raised with the employer within 90 days (24 months for some sexual harassment claims). The agreement must explain this in plain language, and the Ministry of Business, Innovation and Employment publishes approved wording employers can adapt.
Frequently Asked Questions
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