📅 Time and a Half & Public Holiday Pay

When Time and a Half is Legally Required

Working on a Public Holiday:

If you work on a public holiday AND would normally work on that day, employer MUST pay:

• Time and a half (1.5×): For all hours worked that day
• PLUS alternative day off (lieu day): To be taken within 12 months

Example:

• Normal rate: $25/hour
• Work 8 hours on Waitangi Day (public holiday)
• Entitled to: $25 × 1.5 × 8 hours = $300
• Plus: 1 alternative day off

"Otherwise Working Day" Test:

Key question: Would you normally work on that day of the week?

• If yes: Entitled to time and a half + alt day if you work
• If yes but don't work: Entitled to full day's pay anyway
• If no: Paid as if ordinary working day (but should still be entitled to alt day if you work)

Example scenarios:

• You normally work Mondays. Anzac Day falls on Monday. You work: 1.5× + alt day
• You normally work Mondays. Anzac Day falls on Monday. You don't work: Full day's pay anyway
• You never work Mondays. Anzac Day falls on Monday. You work: Paid for hours worked (but check agreement - may still get benefits)

Working After a Public Holiday:

If you work on your day off immediately after working a public holiday:

• That day off should be paid at time and a half
• This prevents employers scheduling you public holiday then immediately on your day off to avoid penalty rates

The Holidays Act 2003 Basics

Minimum Entitlements (Cannot Be Contracted Out Of):

Annual Holidays:

• Minimum 4 weeks paid annual leave per year
• After 12 months continuous employment
• Paid at "ordinary weekly pay" or "average weekly earnings" (whichever greater)

Public Holidays:

• 11 public holidays per year
• If fall on day you'd normally work: Paid day off or time and a half + alt day if you work
• Cannot be "worked off" or traded away

Sick Leave:

• Minimum 10 days paid sick leave per year
• After 6 months employment
• Can accumulate up to 20 days

Bereavement Leave:

• 3 days paid leave for death of close family member
• 1 day for other bereavements

Alternative Holidays (Lieu Days):

• Must be full day off (not hours)
• Paid at "relevant daily pay" or "average daily pay"
• Must be taken within 12 months
• Can be cashed out by agreement

Relevant Daily Pay vs Average Daily Pay:

Relevant daily pay (RDP):

• Amount you would have earned on that day
• Used when work pattern consistent

Average daily pay (ADP):

• Average over last 52 weeks
• Used when hours vary
• Calculation: Total earnings in 52 weeks ÷ total days worked

💼 Penal Rates, Payslips, and Common Mistakes

Penal Rates and Weekend Work

What Penal Rates Are:

Additional pay for working:

• Weekends (Saturday/Sunday)
• Evenings/nights
• Early mornings
• Sometimes called "penalty rates"

Penal Rates Are NOT Automatic:

Unlike Australia where many industries have mandated penalty rates, NZ does not have widespread legislated penal rates.

Penal rates only apply if:

• Specified in your employment agreement, OR
• Covered by collective agreement (union), OR
• Industry standard/practice your employer follows

Many roles have NO weekend premium:

• Retail (unless collective agreement)
• Hospitality
• Service industries
• Security
• Healthcare (unless covered by collective agreement)

Roles more likely to have penal rates:

• Unionized industries
• Public sector
• Some healthcare (nurses under MECA)
• Some transport/logistics

Typical Penal Rate Structures (When They Apply):

• Saturday: 1.5× (time and a half)
• Sunday: 2× (double time)
• Night shift: 1.25× to 1.5×
• Public holiday: 2× to 2.5× (beyond legal minimum)

Always check your agreement: Don't assume weekend/night work pays more.

How to Check Your Payslip

What Your Payslip Must Show:

• Employer name and your name
• Pay period dates
• Gross earnings
• Deductions (tax, KiwiSaver, student loan)
• Net pay (take-home)
• Importantly: Breakdown of hours and rates

What to Verify:

1. Hours worked:

• Match your records
• All hours accounted for
• Correct dates

2. Correct rates applied:

• Standard hours at agreed rate
• Overtime hours (if applicable) at correct rate
• Public holiday hours at 1.5×
• Any penal rates at correct multiplier

3. Leave payments:

• Annual leave paid correctly (OWP or AWE)
• Sick leave deducted from balance
• Alternative holidays tracked

4. Tax and deductions:

• PAYE tax at your tax code
• KiwiSaver at correct percentage (minimum 3%)
• Student loan deductions if applicable

Keep Records:

• Save all payslips (digital or physical)
• Track your own hours (app or diary)
• Note any discrepancies immediately
• Must keep records for 6 years (if need to file claim)

Common Mistakes

Mistake 1: Assuming Overtime is Automatic

Problem: Working extra hours expecting premium pay without checking agreement.

Reality: Most salaried roles include reasonable additional hours. Most hourly roles without specific overtime clause just pay standard rate for all hours.

Solution: Read employment agreement. If overtime matters, negotiate before accepting job.

Mistake 2: Not Reading Employment Agreement

Problem: Signing without reading, then surprised by terms.

Reality: Agreement is legally binding. Sets all terms including overtime, hours, leave.

Solution: ALWAYS read before signing. Ask questions. Take home to review if needed. Get legal advice if unsure (Citizens Advice Bureau free).

Mistake 3: Not Tracking Hours Worked

Problem: Can't prove you worked extra hours or were underpaid.

Reality: If payslip shows fewer hours than you worked, burden of proof can be on you.

Solution: Keep personal record of start/end times daily. Use time-tracking app or diary.

Mistake 4: Accepting Underpayment

Problem: Notice incorrect pay but don't speak up (fear of rocking boat).

Reality: Employers can make mistakes. Many will fix promptly when raised.

Solution: Raise issue politely but promptly. Follow up in writing. Escalate if not resolved (Labour Inspectorate, Employment Relations Authority).

Mistake 5: Thinking "Salary Means No Overtime Ever"

Problem: Salaried employees working excessive hours (60+ weeks) thinking they have no recourse.

Reality: While "reasonable additional hours" expected, excessive hours may breach agreement or health and safety obligations.

Solution: Check agreement for maximum hours or overtime clauses. Discuss with manager if unreasonable. May have case if consistently excessive.

👤 NZ Scenario and Checklist

NZ Scenario: Claire, Retail Worker

Background:

• Claire: 21, working part-time at clothing retail store in Auckland
• Employed 18 months
• Hourly rate: $23/hour
• Works variable hours (15-30 hours/week)
• Roster includes some Saturdays and Sundays

The Issue:

Christmas Day falls on a Monday (Claire normally works Mondays). Manager asks Claire to work 8-hour shift. Claire agrees but unsure what she should be paid.

Claire's Understanding (Before Learning Rights):

• Assumed she'd just get normal $23/hour
• Thought working Christmas was "part of retail"
• Didn't know she could refuse (Christmas and Good Friday can be refused)

What Claire is Actually Entitled To:

Legal minimum for working public holiday:

• Time and a half: $23 × 1.5 = $34.50/hour
• For 8 hours: $34.50 × 8 = $276
• PLUS alternative day off (1 full day to take within 12 months)

Total value: $276 + equivalent of one day's pay (8 hours × $23 = $184) = $460 value for working that shift

What Actually Happened:

Claire's payslip showed:

• 8 hours at $23 = $184
• No mention of alternative day off
• Underpayment: $92 + missing lieu day

Claire's Action:

1. Checked employment agreement: Confirmed covered by Holidays Act (standard provision)
2. Spoke to manager: Politely pointed out underpayment, referenced Holidays Act
3. Manager response: Apologized - payroll error. Corrected next pay. Added alternative day to leave balance.
4. Total correction: $92 backpay + 1 lieu day

Lessons from Claire's Experience:

• Employers can make genuine mistakes - most will correct if raised
• Always check payslip carefully after public holidays
• Know your legal minimums - Holidays Act protects everyone
• Polite but assertive approach usually works
• Keep records (Claire had photo of roster showing she was scheduled)

What If Employer Refused?

If manager refused to correct payment:

• Put complaint in writing to manager and HR
• Contact Labour Inspectorate (Ministry of Business, Innovation and Employment)
• File personal grievance (within 90 days)
• Seek advice from Citizens Advice Bureau or employment lawyer
• Can claim up to 6 years of underpayment

Overtime Awareness Checklist

Before Accepting Job:

• ☐ Read entire employment agreement before signing
• ☐ Understand if salaried or hourly
• ☐ Check if overtime provisions specified
• ☐ Verify public holiday and leave entitlements
• ☐ Ask about typical hours beyond contracted amount
• ☐ Clarify weekend/night rates (if applicable)
• ☐ Get copy of agreement to keep

During Employment:

• ☐ Track your own hours daily (app or diary)
• ☐ Save all payslips
• ☐ Check payslip matches hours worked
• ☐ Verify rates applied correctly
• ☐ Confirm public holiday pay includes time and a half + lieu day
• ☐ Track alternative days off balance
• ☐ Note any discrepancies immediately

If Working Public Holiday:

• ☐ Verify it falls on day you'd normally work
• ☐ Understand entitled to 1.5× + alternative day off
• ☐ Know you can refuse to work Christmas Day and Good Friday
• ☐ Check payslip shows correct rate
• ☐ Verify alternative day added to leave balance

If Issue With Pay:

• ☐ Raise with manager/payroll promptly
• ☐ Be polite but clear about entitlement
• ☐ Reference employment agreement and Holidays Act
• ☐ Follow up in writing (email)
• ☐ Keep copies of all communications
• ☐ If not resolved, escalate to Labour Inspectorate
• ☐ Seek free advice (Citizens Advice Bureau)

Resources:

• Labour Inspectorate: 0800 20 90 20
• Employment NZ website: employment.govt.nz
• Citizens Advice Bureau: Free employment advice
• Community Law Centres: Free legal advice

Final insight: Overtime pay in NZ: not automatic, depends on employment agreement. Common misconceptions among young workers: overtime always premium, weekends pay more, salaried means no overtime ever. Reality: Holidays Act sets minimums (4 weeks leave, 11 public holidays, 10 sick days), but overtime beyond this depends on agreement. Time and a half legally required: working public holiday if would normally work that day = 1.5× + alternative day off. Salaried vs hourly: salaried usually no overtime (reasonable additional hours expected), hourly paid for actual hours (overtime rates if specified). Penal rates (weekends/nights) NOT automatic in NZ - only if agreement specifies. Retail, hospitality often no weekend premium unless union agreement. Checking payslip essential: verify hours correct, rates applied properly, public holiday payments, leave balances. Common mistakes: assuming overtime automatic, not reading agreement, not tracking hours, accepting underpayment without speaking up. Claire scenario: retail worker underpaid $92 for Christmas Day shift, raised issue, corrected promptly. Overtime checklist: read agreement before signing, track hours daily, check payslips, know public holiday entitlements (1.5× + lieu day), raise issues promptly, escalate if needed. Labour Inspectorate and Citizens Advice Bureau provide free help.