The COVID-19 situation in New Zealand has rapidly changed many workplaces and employment arrangements. This article considers changes to an employee’s place of work, hours and pay.

The introduction of the Government’s wage subsidy scheme (and wider implications of COVID-19) has caused many employers and employees to question their obligations and rights. This article considers the wage subsidy scheme, essential workers leave and other more common forms of leave, in the context of COVID-19.

We are open for business and ready to help you navigate this unprecedented time. However, we are working differently to how we usually do.

In the fight against COVID-19, the Government escalated the alert level to 3 on 23 March 2020. 24 hours later, at 11.59 pm on 25 March, the alert level was escalated to level 4, forcing educational facilities and ‘non-essential’ businesses to shut their doors.

There are two types of duties in the Trusts Act - mandatory duties (which cannot be modified or excluded) and default duties (which can be modified or excluded).

COVID-19 (novel coronavirus) was first reported in Wuhan City, Hubei Province, China on 31 December 2019 and has now spread to other provinces and countries. The World Health Organisation has declared that the outbreak is a pandemic.

The record keeping obligations of trustees are clearly defined in the Trusts Act.

The Trusts Act will streamline the appointment and discharge of trustees.

The Trusts Act will repeal the Perpetuities Act 1964 and abolish the common law rule known as the ‘rule against perpetuities’. As a result, the maximum duration of a trust will extend from 80 to 125 years.

What is the relationship between the Trusts Act, the terms of the trust (e.g. the trust deed) and other laws?

The Trusts Act will apply to “express trusts” (both new and existing).

The Trusts Act 2019 (Trusts Act) received royal assent (the final stage in becoming an act of parliament) on 30 July 2019 and will take effect on 30 January 2021.