Business Law Library & Tracker
Regulatory Compliance
Operational compliance, regulator notices, records, licences and governance controls.
Sources last reviewed 17 Aug 2026
Main law guides
158
Acts, regulations and codes worth reading first
Topics
60
Plain-English clusters
Published case explainers
97
Selected cases with a business lesson
Tracked updates
11
New, amended & reviewed
Plain-English explainers, not legal advice. Use the linked official source for section-level detail, and get advice for your situation.
Get legal helpMain laws
Hazardous Substances and New Organisms Act 1996
1996 No 30
Accident Compensation Act 2001
2001 No 49
Animal Products Act 1999
1999 No 93
Anti-Money Laundering and Countering Financing of Terrorism Act 2009
2009 No 35
Charities Act 2005
2005 No 39
Customs and Excise Act 2018
2018 No 4
Food Act 2014
2014 No 32
Health and Safety at Work Act 2015
2015 No 70
Incorporated Societies Act 2022
2022 No 12
Plumbers, Gasfitters, and Drainlayers Act 2006
2006 No 74
Protected Disclosures (Protection of Whistleblowers) Act 2022
2022 No 20
Sale and Supply of Alcohol Act 2012
2012 No 120
Wages Protection Act 1983
1983 No 143
Insolvency Act 2006
2006 No 55
Motor Vehicle Sales Act 2003
2003 No 12
Private Security Personnel and Private Investigators Act 2010
2010 No 115
Smokefree Environments and Regulated Products Act 1990
1990 No 108
Waste Minimisation Act 2008
2008 No 89
Financial Service Providers (Registration and Dispute Resolution) Act 2008
2008 No 97
Health and Disability Services (Safety) Act 2001
2001 No 93
Secondhand Dealers and Pawnbrokers Act 2004
2004 No 70
Wine Act 2003
2003 No 114
Agricultural Compounds and Veterinary Medicines Act 1997
1997 No 87
Civil Aviation Act 2023
2023 No 10
Disputes Tribunal Act 1988
1988 No 110
Equal Pay Act 1972
1972 No 118
Gambling Act 2003
2003 No 51
Health Practitioners Competence Assurance Act 2003
2003 No 48
Interest on Money Claims Act 2016
2016 No 51
Land Transfer Act 2017
2017 No 30
Medicines Act 1981
1981 No 118
National Animal Identification and Tracing Act 2012
2012 No 2
Real Estate Agents Act 2008
2008 No 66
Sunscreen (Product Safety Standard) Act 2022
2022 No 4
Animal Welfare Act 1999
1999 No 142
Limitation Act 2010
2010 No 110
Psychoactive Substances Act 2013
2013 No 53
Radiation Safety Act 2016
2016 No 6
Te Ture mō te Hararei Tūmatanui o te Kāhui o Matariki 2022
2022 No 14
Veterinarians Act 2005
2005 No 126
Weights and Measures Act 1987
1987 No 15
Auctioneers Act 2013
2013 No 148
Farm Debt Mediation Act 2019
2019 No 73
Maritime Transport Act 1994
1994 No 104
Organic Products and Production Act 2023
2023 No 14
Road User Charges Act 2012
2012 No 1
Trusts Act 2019
2019 No 38
Grocery Industry Competition Act 2023
2023 No 31
Health and Disability Commissioner Act 1994
1994 No 88
Imports and Exports (Restrictions) Act 1988
1988 No 157
Land Transport Act 1998
1998 No 110
Local Government (Rating) Act 2002
2002 No 6
Public Works Act 1981
1981 No 35
Russia Sanctions Act 2022
2022 No 6
Trade in Endangered Species Act 1989
1989 No 18
Charitable Trusts Act 1957
1957 No 18
Children’s Act 2014
2014 No 40
Corporations (Investigation and Management) Act 1989
1989 No 11
Deposit Takers Act 2023
2023 No 35
Financial Reporting Act 2013
2013 No 101
Kiwifruit Industry Restructuring Act 1999
1999 No 95
Major Events Management Act 2007
2007 No 35
Maori Trust Boards Act 1955
1955 No 37
New Zealand Business Number Act 2016
2016 No 16
Overseas Investment Act 2005
2005 No 82
Radiocommunications Act 1989
1989 No 148
Registered Architects Act 2005
2005 No 38
Social Workers Registration Act 2003
2003 No 17
Te Ture Whenua Maori Act 1993
1993 No 4
Trans-Tasman Mutual Recognition Act 1997
1997 No 60
Fuel Industry Act 2020
2020 No 60
Arms Act 1983
1983 No 44
Building Research Levy Act 1969
1969 No 23
Climate Change Response Act 2002
2002 No 40
Dairy Industry Restructuring Act 2001
2001 No 51
Fast-track Approvals Act 2024
2024 No 56
Forestry Rights Registration Act 1983
1983 No 42
Gas Act 1992
1992 No 124
Insolvency (Cross-border) Act 2006
2006 No 57
Lawyers and Conveyancers Act 2006
2006 No 1
Local Government Official Information and Meetings Act 1987
1987 No 174
Natural Hazards Insurance Act 2023
2023 No 1
Plant Variety Rights Act 2022
2022 No 61
Postal Services Act 1998
1998 No 2
Resale Right for Visual Artists Act 2023
2023 No 59
Ship Registration Act 1992
1992 No 89
Tariff Act 1988
1988 No 155
Unit Titles Act 2010
2010 No 22
Venture Capital Fund Act 2019
2019 No 76
Flags, Emblems, and Names Protection Act 1981
1981 No 47
Harassment Act 1997
1997 No 92
Insurance Intermediaries Act 1994
1994 No 41
Anzac Day Act 1966
1966 No 44
Bills of Exchange Act 1908
1908 No 15
Broadcasting Act 1989
1989 No 25
Co-operative Companies Act 1996
1996 No 24
Contributory Negligence Act 1947
1947 No 3
Defamation Act 1992
1992 No 105
Digital Identity Services Trust Framework Act 2023
2023 No 13
Films, Videos, and Publications Classification Act 1993
1993 No 94
Financial Markets Authority Act 2011
2011 No 5
Geographical Indications Registration Act 2006
2006 No 60
Harmful Digital Communications Act 2015
2015 No 63
Infrastructure Funding and Financing Act 2020
2020 No 47
Insurance Law Reform Act 1985
1985 No 117
Local Government Act 2002
2002 No 84
Marine Insurance Act 1908
1908 No 112
New Zealand Sign Language Act 2006
2006 No 18
Occupiers' Liability Act 1962
1962 No 31
Ozone Layer Protection Act 1996
1996 No 40
Trans-Tasman Proceedings Act 2010
2010 No 108
Valuers Act 1948
1948 No 63
Wildlife Act 1953
1953 No 31
Commodity Levies Act 1990
1990 No 127
Fire and Emergency New Zealand Act 2017
2017 No 17
Haka Ka Mate Attribution Act 2014
2014 No 18
Insolvency Practitioners Regulation Act 2019
2019 No 29
Litter Act 1979
1979 No 41
Standards and Accreditation Act 2015
2015 No 91
Trade (Anti-dumping and Countervailing Duties) Act 1988
1988 No 158
Trespass Act 1980
1980 No 65
Urban Development Act 2020
2020 No 42
Water Services Act 2021
2021 No 36
Health Act 1956
1956 No 65
Unclaimed Money Act 1971
1971 No 28
Tracker
Cases
Chen v Wei
Company directors must ensure their businesses comply with employment standards, including paying employees their full entitlements. If a company cannot meet its...
Edgecumbe Supermarket v Petersen
Employers must ensure that employment agreements are clear, that they follow proper procedures when addressing employee concerns or disciplinary matters, and that...
Faitala and Vea v The Pacific Island Business Development Trust
Employers must ensure that redundancy processes are genuine, transparent, and in compliance with employment agreements and good faith obligations. Employees have...
LMN v STC
LMN v STC shows that New Zealand employers must get consent before contacting employee references and must process sick leave correctly when medical certificates...
Manawatu Motors 1970 Ltd v Renner
Manawatu Motors 1970 Ltd v Renner shows that employees who undermine their employer’s business relationships or breach loyalty duties can be liable for damages....
Singh v McKee
Employers must ensure redundancy processes are thorough, fair, and well-documented to avoid findings of unjustified dismissal. When dismissals are challenged,...
Allied Investments Ltd v Jones
Employers must ensure that any changes to employment terms, such as commission structures, are clearly communicated and agreed upon with employees. Failure to do so...
Bread of Life Christian Church in Auckland v Chen
Bread of Life Christian Church in Auckland v Chen confirms that employment law applies to religious and charitable organisations when they employ staff. The courts...
Brown v The Clinician Holdings Ltd
If your business engages independent contractors, ensure their working arrangements do not resemble those of employees. Factors such as control over work hours,...
DBM Medical Ltd v Gaarkeuken
Employers should handle performance management carefully, ensuring that any concerns are communicated clearly and fairly. If an employee resigns, it is crucial to...
IDEA Services Ltd v Wills
Employers must not assume that a government mandate alone justifies skipping proper dismissal procedures. Even in urgent or challenging circumstances, you must...
Lyttelton Port Company Limited v Maritime Union of New Zealand
Employers should ensure any health monitoring policy is consistent with the terms of collective agreements and statutory obligations. Policies that go beyond agreed...
Lyttelton Port Company Ltd v Maritime Union of New Zealand and Anor
Employers planning restructures should carefully review their collective agreements to ensure they meet consultation requirements. The Court confirmed that...
McGearty v Air New Zealand Ltd
Employers cannot rely solely on collective agreements or industry standards to justify actions that disadvantage employees due to age. They must actively consider...
Soapi and Others v Pick Hawkes Bay Inc
Employers must be careful when making deductions from employees’ wages, especially for accommodation and other costs. Deductions must be lawful, agreed to in...
The Chief Executive of Oranga Tamariki - Ministry for Children v Hill
Employers operating in high-risk environments, such as youth justice facilities, must ensure that their staff are well-trained in the use of force and understand...
Tighe-Umbers v Jetconnect Limited
Employers must not rush to dismiss staff who cannot comply with health orders. Instead, they should carefully consider all reasonable alternatives, including leave...
Tillmans Fine Furniture Ltd v Rookes
Employers must be careful when offering fixed-term contracts, especially after dismissing an employee from a permanent role. The Court found that Tillmans Fine...
Xu v Pioneer Education and Immigration Services Group Ltd
Employers must be careful when dismissing staff, especially where the dismissal is found to be unjustified. Compensation for lost earnings, emotional harm, and...
Yang v Te Whatu Ora - Health New Zealand
Employers must be transparent and fair when addressing performance concerns, especially in regulated environments. If an employee is placed on a supported training...
YFR v Reserve Bank of New Zealand/Te Pūtea Matua
Employers must uphold good faith and natural justice obligations, especially when dealing with employees nearing the end of fixed-term agreements. This includes: -...
Young v Port of Tauranga Ltd
Employers must comply with government vaccination orders and apply them fairly to affected roles. If an employee claims an exemption, the employer should check its...
Youtap Ltd v Johnston
The Court's decision underscores that the true employer is determined by mutual intention and actual control, not just contractual arrangements. Businesses...
Auckland Trotting Club Inc v Payne
Employers cannot rely on verbal agreements to change written employment contracts. Changes to pay structures, particularly involving commissions or bonuses, must be...
Caleys Ltd v Deadman
Employers should not rely on blanket forfeiture clauses to recover wages when an employee resigns without notice. Such clauses are likely to be seen as penalties...
Carrington Jade LP v Grant
Employers must ensure they correctly classify workers as casual or permanent employees, comply with holiday pay obligations, and follow fair dismissal procedures....
Danske Mobler v A Labour Inspector of the Ministry of Business Innovation and Employment
Employers must include non-contractual overtime in the calculation of relevant daily pay for FBAPS leave. Improvement notices from Labour Inspectors should be...
E Tū Inc v New Zealand Steel Ltd
The Employment Court confirmed that make-up pay is triggered when an employee, at the employer’s request, works outside their established ordinary hours and cannot...
E Tū Inc v Singh
Employers and unions must ensure that disciplinary processes are conducted fairly, with clear reasons for dismissal and a genuine opportunity for employees to...
Ford v Henry Brown and Co Ltd
Ford v Henry Brown and Co Ltd is a reminder that employers must be proactive and transparent during recruitment and dismissal. If you do not ask direct questions...
Fredricsen and anor v Air New Zealand Ltd and Air New Zealand Ltd v Fredricsen and anor
Employers must act in good faith when making decisions that affect employees, particularly in situations involving health and safety requirements like COVID-19...
Glenfield College BOT & Ors v Anderson
This case underscores that employers must handle reductions in employee hours with care. Even if a collective agreement contains provisions about hours, unilateral...
Hu v Passion Fresh Ltd
Employers and host businesses must understand their roles and obligations when engaging labour hire workers. Employees must raise personal grievances directly with...
Keighran v Kensington Tavern Ltd
Employers must consult with staff before making significant changes to their roles or hours, especially when those changes are prompted by workplace disputes or...
Preece v Synlait Milk Ltd
Employers should ensure that workplace policies, such as vaccination requirements, are implemented with proper consultation and communication. Employees must have...
Television New Zealand Ltd v E Tū Incorporated
Employers must carefully follow the consultation and participation requirements in their collective agreements, especially when making significant changes such as...
A Labour Inspector of the Ministry of Business, Innovation and Employment v Prisha’s Hospitality (2017) Ltd T/A Royal Cambridge Indian Restaurant
Employers must strictly comply with minimum employment standards, including paying at least minimum wage, providing proper holiday and leave entitlements, and...
Appleton v Tasman Cargo Airlines Pty Ltd
Employers must ensure that disciplinary investigations are conducted fairly and in line with both internal procedures and industry standards. In safety-critical...
Birthing Centre Ltd v Matsas
Employers must carefully follow employment law requirements when making decisions that affect employees' jobs, such as redundancies or closures. This includes...
Henderson Travels Ltd v Kaur
Employers must ensure redundancies are based on legitimate business needs and not used as a pretext for other actions, such as pressuring employees for personal...
Henry v South Waikato Achievement Trust
Employers should avoid rushing disciplinary actions and not rely on minor procedural defects to justify dismissals. The Court requires substantive fairness and...
Le Gros v Fonterra Cooperative Group Ltd
Employers should review their employment agreements and policies to ensure clarity around long service leave entitlements. This case highlights the importance of...
MGK Homes Ltd v Yoon
Employers must be careful when ending an employment relationship, especially with migrant workers. If an employee is dismissed without proper process or...
Nelmac Ltd v Reunited Employees Assoc Inc
The Employment Court confirmed that both employers and unions must uphold the duty of good faith during collective bargaining. If negotiations become antagonistic...
New Zealand Air Line Pilots’ Assoc IUOW Inc v Tasman Cargo Airlines Pty Ltd
If you announce a pay rise to all eligible staff, you must honour it for union members, even if collective bargaining starts soon after. Withholding a promised...
New Zealand Steel Ltd v Haddad
New Zealand Steel Ltd v Haddad shows that employers must not only follow the steps of a redundancy process, but also act fairly and reasonably throughout....
Pact Group v Robinson
Employers must ensure that disciplinary actions are based on clear and substantiated grounds, and that processes are conducted fairly and transparently. Failure to...
Pact Group v Sheridan
The Employment Court confirmed that when a collective agreement requires 'two weeks' written notice', the notice period starts the day after the notice is given....
Pyne v Invacare New Zealand Ltd
Employers should base redundancy decisions on genuine operational needs and adhere to employment agreements. Failing to explore alternative employment options or...
Turner v Te Whatu Ora
Employers can justify dismissal for serious misconduct arising from social media posts if those posts damage the organisation’s reputation or breach codes of...
Wilson-Grange Investments v Guerra
This case shows that small businesses cannot unilaterally reduce staff hours or wages, even in tough times like pandemic lockdowns. Employment agreements must be...
Farrand Orchards Ltd v Tane
Employers must ensure that any 90-day trial period is clearly discussed, agreed, and included in a signed employment agreement before the employee starts work....
Karunanayake v FED
Employers cannot avoid minimum employment obligations by simply labelling a worker as a contractor or offering commission-only pay. If the working relationship fits...
Gill Pizza Ltd v A Labour Inspector
Calling workers contractors does not prevent a Labour Inspector from testing their status in an enforcement claim. Franchisees and other small businesses using...
ANZ Bank New Zealand Ltd v Bushline Trustees Ltd
Treat your finance documents as one package, not as paperwork that simply follows the real deal. If a lender is agreeing to hold a margin, match a competitor, keep...
Commerce Commission v Steel & Tube Holdings Limited
A standards claim must be supported by the actual testing method, sample selection and certification chain. Repeating a supplier or laboratory statement is not...
Lodge Real Estate Ltd v Commerce Commission
Competitors should not coordinate how they will pass on costs, set fees or respond to a supplier price change. Even informal industry discussions can create...
Anna Elizabeth Osborne and Sonya Lynne Rockhouse v Worksafe New Zealand
Keep two tracks separate after a serious workplace event. One track is victim support, compensation, apologies and practical assistance. The other is the...
Vector Gas Limited v Bay of Plenty Energy Limited
A short interim agreement can carry major financial consequences. Define whether a quoted price includes delivery, tax, third-party fees and other pass-through...