When you found a new business, it’s vital that you employ the ideal team for the job.
But building that team isn’t just about finding the best talent. It’s also about laying the foundations for being an employer and ticking all the right compliance boxes.
We’ve highlighted five key considerations to include in your planning as a new employer.
1. Payroll and statutory contributions
The most obvious responsibility you have as an employer is [paying your staff] (https://www.business.govt.nz/tax-and-money/paying-employees).
You’ll need systems and processes in place to pay wages, withhold income tax and make the mandatory payments and contributions towards your employees’ retirement funds or superannuation. Compliance with employee remuneration law is mandatory and late payments can trigger significant financial penalties and legal scrutiny.
2. Employment law
When hiring staff, you’ll need to comply with [all relevant employment laws] (https://www.employment.govt.nz/employment-new-zealand/employment-legislation).
You’ll be required to draft clear employment contracts that define the roles, notice periods and leave entitlements of your employees. You’ll also need to stay updated on national employment laws to ensure you’re meeting your responsibilities relating to discrimination, health and safety, pay rates and termination processes etc.
3. Onboarding and training systems
Once you’ve hired your first employees, the next step is to onboard them to the business and train them up in the relevant skills needed for their roles.
Create a structured integration process for your new hires that gets them up and running as quickly as possible. This will include clear documentation around your internal workflows, safety protocols, company rules and expectations of their roles.
4. Performance and people management
As a new employer, there’s a steep learning curve when it comes to becoming a people manager and taking on the role of leading your team.
Make sure you have clear procedures laid out for day-to-day management of employees, performance reviews and staff resourcing, etc. Think about how you’ll deliver feedback, set measurable goals and handle conflict. Moving from ‘doing’ to ‘leading’ requires a deliberate communication strategy to keep the team aligned with your business goals.
5. Health, safety and wellbeing
As an employer, you have a legal and moral duty of care towards your staff.
You’re legally and ethically responsible for delivering a safe work environment where your team will be safe to carry out their role. Make sure you have employers’ liability insurance in place, carry out regular risk assessments and consider targeted initiatives that support both physical and mental health for your workforce.
