The New Zealand Employment Relations Authority has recently ruled that the Customs Service acted reasonably in dismissing an employee who refused to be vaccinated against covid-19.
On 1 October 2021, the Employment Relations Authority declined to grant interim reinstatement to four employees dismissed because employer considered their roles were covered by the Public Health Response (Vaccinations) Order 2021, but they refused to be vaccinated.
The case Lamont v Ritchies Transport Holdings Limited highlights the possible negative consequences of multiple negotiations of different collective agreements.
In 2018, the Government of New Zealand commenced internal discussions on the establishment of a “Fair Pay Agreement system”, a system combining simultaneously collective negotiations and the establishment of minimum legal employment standards.
The legislation is currently discussed among social partners and received important criticism for de facto imposing collective negotiations.
Specific laws were enacted in France, New Zealand, Ontario (Canada) and South Africa containing a list of essential services that could continue operating during the pandemic.
Employment services were considered essential in France, New Zealand and Ontario.
Employers’ organisations were included in the list in New Zealand.