Employment Leave Bill: Phase One Complete - What Next?
by Natalia Mamea
Employment Leave Bill: Phase One Complete - What Next?
Over the past month, I’ve been actively sharing insights, updates, and guidance across my social media platforms on the proposed Employment Leave Bill. This period has been about one thing: awareness and engagement.
Through a combination of rather freestyle short videos, practical breakdowns, and step-by-step prompts, the goal was to help employees, employers, and payroll professionals better understand:
- what the draft legislation is proposing
- why it matters
- and how to have your say through the submissions process
That phase has now closed.
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Phase 1: Understanding and Submissions ✔️
The submissions window represented an important opportunity for everyday people, communities, businesses, and practitioners to contribute to shaping legislation that will directly impact workplaces across Aotearoa.
From what I’ve seen and heard, there has been strong engagement - particularly from those working closely in payroll, HR, and operational roles. That matters. Because these are the people who will ultimately carry the responsibility of implementing whatever changes come next.
I've also seen great union advocacy too - these teams hold the line and represent the best interests of employees, and I respect the work they do to challenge systems, processes and outcomes.
In my opinion, fairness and balance for everyone should be the objective, healthy tensions and all. Paying our people right without the complexity, should be the common goal.
You may have different views, and that's totally fine - which is why it's important that our collective feedback is shared so legislation can be developed fairly.
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Phase 2: Oral Submissions - Being Heard
We now move into the next stage: oral submissions to the Select Committee.
This phase is critical. Written submissions provide the foundation - but oral submissions bring real-world context, lived experience, and clarity to the discussion.
If selected, contributors will have the opportunity to:
- expand on their written submissions
- highlight practical implications
- answer questions directly from the Committee
Timing for oral submissions is typically scheduled in the weeks following the close of written submissions. Based on standard Select Committee processes, we can expect these to take place over the coming weeks, with scheduling confirmed directly to those invited.
This is where the conversation deepens - where practical realities meet policy intent, and where written law hears the people's voices.
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Phase 3: Preparing for Change
While the legislative process continues, it would be a mistake to “wait and see.”
The next phase is about readiness.
Businesses, payroll teams, and software providers should begin thinking about:
- how proposed changes could affect leave calculations and entitlements
- employee impacts, pros and cons
- system capability and configuration requirements
- policy updates and employee communication
- workforce modelling
- resourcing and training needs
Early thinking in this space reduces pressure later. It also creates space for better, more sustainable implementation.
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Phase 4 and Beyond: Implementation and Transition
Once the Bill progresses further and passes into law - we move into what will likely be a multi-phase implementation journey.
This is not a “flip the switch” type of change. There will be a two-year transition period, but that doesn't mean "do nothing now", quite the opposite.
For most organisations, it will involve:
- detailed impact assessments across the full hire to retire lifecycle
- understanding the real-life impacts
- mapping and refitting legacy nuances with the new foundations
- system and process redesign and testing
- stakeholder engagement
- phased rollout over an extended two-year period
Done well, this is structured, deliberate, honest, and well-supported.
Done poorly, it creates risk - both financially and reputationally.
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When Will the Bill Be Passed?
At this stage, there is no confirmed date for the Bill’s passage into law.
However, based on typical legislative timelines and early media commentary, progression through the remaining stages of Parliament could occur later in 2026 before the November General Election, depending on:
- the volume and complexity of submissions
- Select Committee recommendations
- Parliamentary scheduling and priorities
What’s important is being ready for the Bill to pass later this year and ensuring preparedness for the pathway ahead.
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My Commitment
Throughout this process, my role remains consistent.
I am here to support:
- employees who rely on accurate and fair outcomes
- businesses navigating compliance and change
- payroll professionals managing increasing complexity
Payroll sits at the centre of all of this.
It is one of the few functions that touches every working person in the country - and when it is done well, it builds trust. When it is not, the impacts are immediate and deeply felt.
I bring both technical expertise, real-world experience and fairly focused outcomes to this space. I understand the systems, the legislation, the operational pressures and the real people who need this sorted out once and for all.
And I take seriously the responsibility that comes with that.
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What Next?
As we move into the next phase, I will continue to:
- share updates as the Bill progresses
- break down key developments in practical terms
- see our people as more than just an employee ID or a team of processors
- provide guidance on what organisations should be doing now
- advocate for fairness and balance in amongst the flood of technical jargon
If you’ve followed the journey so far - ngā manaakitanga. If you’re just joining, there is still plenty of time to get informed and prepared.
Because while Phase One may be complete, the real work is only just beginning.
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Nāku noa, nā,
Natalia Mamea
natalia@nataliamameaconsulting.co.nz