The HR admin keeps piling up. The to-do list keeps growing.
You know the employment agreements need updating. You know the policies are out of date. You know onboarding is a bit all over the place. Knowing isn't the problem. Finding time to fix it is. Yet here you are, lying awake at 2am wondering if your employment agreements are legally compliant or whether you’re one disgruntled employee away from a personal grievance claim. Most businesses at your stage have gaps in their HR. You’re not alone, and you’re not behind. But those gaps are risks you don’t need to carry.
Let’s fix that.
Sarah had 12 staff and zero compliant employment agreements
Sarah runs a successful plumbing business in Auckland. Started with just herself and a van, now she’s got a team of twelve: electricians, apprentices, an office manager. Growth happened fast, and HR happened... not at all.
“I knew I should have proper employment agreements,” Sarah told us. “I’d downloaded something off the internet when I hired my first guy, and everyone after that just got a copy of the same thing. Different roles, different hours, same agreement.”
When one of her senior tradies raised concerns about his leave entitlements, concerns that escalated quickly, Sarah realised she had a problem. Her agreements were outdated, inconsistent, and missing critical clauses. She didn’t have proper policies. She couldn’t prove what had been agreed. We started with an HR audit. The results weren’t surprising. There were gaps everywhere. But instead of overwhelming Sarah with everything at once, we prioritised: fix the employment agreements first (the highest legal risk), then build out the essential policies, then create onboarding processes so every new hire started on solid ground.
Within three months, Sarah had:
· Compliant employment agreements for every team member (properly varied, with full documentation)
· A practical employee handbook covering the essentials
· Onboarding and offboarding processes that get followed
· Confidence that her business was protected
“For the first time in years, I’m not worried about this stuff,” Sarah said. “I know where we stand, and I know what to do when issues come up. That peace of mind is worth everything.”
Building HR foundations that work
Core HR services are the essential building blocks every New Zealand business needs, regardless of size or industry. These are the systems, documents, and processes that protect your business, keep you compliant with employment law, and give you confidence when managing your people.
We build practical HR foundations that work for your business and your people. Systems you can maintain without a dedicated HR team. No corporate jargon, no unnecessary paperwork.
Our Core HR Services
Know exactly where your HR stands — what’s compliant, what’s at risk, and what to fix first.
Practical policies written in plain English that set expectations and reduce employment risk.
Legally compliant employment agreements tailored to your business — not generic templates that leave you exposed.
A clear plan for who you need, when you need them, and what it will cost to grow sustainably
Structured processes that help new hires succeed — and protect your business when people leave
Practical systems that meet your legal obligations without drowning you in paperwork.
Clear, compliant documentation that makes HR easier — and protects you when issues arise
Fair, competitive, and compliant pay structures that reduce risk and support retention
Ready to build your HR foundations?
Our core HR services are charged at $192 + GST per hour.
Most businesses start with an HR audit. It gives us both a clear picture of where you stand and what needs to happen next. From there, we can work through the priorities together, at a pace that works for your business and budget.
What to expect:
· Initial consultation to understand your business
· Clear scope and estimate before we start
· Practical recommendations, not just a report that sits on a shelf
· Ongoing support as you implement changes
You don’t have to tackle everything at once. We’ll help you prioritise what matters most and build from there.
Not sure where to start? Book a free 15-minute call and we’ll point you in the right direction. No obligation, no sales pitch.
Your Questions, Answered
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Yes. It’s a legal requirement under New Zealand’s Employment Relations Act 2000. Every employee must have a written employment agreement, whether they’re permanent, fixed-term, or casual. Relying on verbal agreements exposes your business to significant legal risk and potential fines from the Employment Relations Authority.
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A trial period (up to 90 days) allows you to dismiss an employee without a personal grievance claim if things don’t work out, but only if you have fewer than 20 employees, and only if the trial period clause meets specific legal requirements. A probationary period is a period of closer supervision and support, but doesn’t give you the same ability to dismiss without cause. Getting this wrong can be costly. We see it regularly.
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At minimum, review your employment agreements annually or whenever employment law changes significantly. We recommend reviewing them whenever you’re hiring for a new role type, when minimum entitlements change, or when you realise your current agreements don’t reflect how the role works.
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A health and safety policy is legally required for most businesses. While other policies aren’t strictly mandated by law, having clear policies on bullying and harassment, leave, disciplinary procedures, and privacy is strongly recommended, and often becomes essential if an employment relationship problem arises.
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An HR audit is a comprehensive review of your employment practices, policies, and documentation to identify compliance gaps and risks. If you’re unsure whether your employment agreements are compliant, don’t have clear workplace policies, or haven’t reviewed your HR systems in a while, an audit is the best place to start.
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Our core HR services are charged at $175 + GST per hour. The total investment depends on the scope of work. An employment agreement review might take a few hours, while building a complete set of workplace policies takes longer. We always provide a clear scope and estimate before starting.
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Yes. While we’re based in Auckland, we work with businesses throughout New Zealand. Most of our core HR services can be delivered virtually. We’ll work in whatever way suits you best.
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Book a consultation. We’ll discuss your situation, identify your priorities, and recommend the best path forward. There’s no obligation, just a conversation about what you need.