1: Title
This Act is the Building (Overseas Building Products, Standards, and Certification Schemes) Amendment Act 2025.
2: Commencement
1: This Act comes into force on 8 April 2025.
2: However, the following sections come into force on a date or dates set by Order in Council:
a: section 5(2)
b: section 6
c: section 10(2)
d: section 12
e: section 13
f: section 14 section 390(1)(ce) and (cf)
g: section 15(3) and (4)
3: Any part of this Act that has not come into force before 7 April 2027 comes into force then.
4: An Order in Council made under this section is secondary legislation ( see Part 3 The following table is small in size and has 3 columns that are grouped under the heading Legislation Act 2019 requirements for secondary legislation made under this section. Legislation Act 2019 requirements for secondary legislation made under this section Publication PCO must publish it on the legislation website and notify it in the Gazette LA19 s 69(1)(c) Presentation The Minister must present it to the House of Representatives LA19 s 114 Disallowance It may be disallowed by the House of Representatives LA19 ss 115 116 This note is not part of the Act. Section 2(1) editorial change 9 May 2025 sections 86(1) 87(m) Legislation Act 2019 Section 2(3) editorial change 9 May 2025 sections 86(1) 87(m) and (q) Legislation Act 2019
3: Principal Act
This Act amends the Building Act 2004 2025-04-08 Building Act 2004 ss 4, 5(1), 7, 8, 9, 10(1), 11, 14(only new (cd)), 15(1), (2), 16, & 17 — all others OiC or backstop date. 2027-04-07 Building Act 2004 all remaining provs. see s 2(3).
1: Amendments to Parts 1 and 2 of principal Act
4: Section 7 amended (Interpretation)
In section 7(1) building product specifications section 25B NZ Standards Organisation section 4(1) of the Standards and Accreditation Act 2015 overseas standards organisation standards certification organisation standards certification scheme
5: Section 11 amended (Role of chief executive)
1: After section 11(a)
aa: issues building product specifications and ensures that the matters required to be published and kept available under section 25C
2: After section 11(kb)
kba: issues notices under section 272HA
kbb: provides advice to the Minister on decisions to be made under section 272HB
kbc: ensures that the matters required to be published and kept available under section 272HC Amendments relating to compliance with building code
6: Section 19 amended (How compliance with building code is established)
1: After section 19(1)(da)
db: any recognition by the chief executive under section 272HA
2: After section 19(2)(b)
c: may have regard to any recognition by the Minister under section 272HB
i: groups of standards issued by an overseas standards organisation; or
ii: standards certification schemes that a standards certification organisation that is based in New Zealand or overseas administers or operates under.
7: Section 25 amended (Content of acceptable solution or verification method)
1: After section 25(2)
2A: An acceptable solution or a verification method may refer to building product specifications.
2: In section 25(3) Material Other material
8: New sections 25B and 25C inserted
After section 25A
25B: Building product specifications for use in complying with acceptable solutions or verification methods
1: The chief executive may, by notice, issue building product specifications that may be referred to in an acceptable solution or a verification method.
2: Building product specifications may include specifications for building products in relation to any of the following:
a: manufacture:
b: fabrication:
c: testing:
d: quality control:
e: physical properties:
f: performance:
g: installation:
h: maintenance.
3: The chief executive may, by notice, amend or revoke building product specifications at any time.
4: Sections 29, 30, and 409
a: to refer to building product specifications; or
b: because of the amendment or revocation of building product specifications.
25C: Public notification and availability
1: The chief executive must ensure that, promptly after making a notice under section 25B(1) or (3) Gazette
2: The notice in the Gazette
a: a statement that a notice was made under section 25B(1) or (3)
b: the title of the notice made under section 25B(1) or (3)
c: the date on which the notice under section 25B(1) or (3)
d: the Ministry’s Internet site where the notice made under section 25B(1) or (3)
3: The chief executive must also ensure that—
a: each notice made under section 25B(1) or (3)
b: promptly after the building product specifications are issued by notice under section 25B(1)
c: even after the building product specifications have been amended or revoked by notice under section 25B(3)
d: promptly after the building product specifications are amended by notice under section 25B(3)
i: a digital copy of the amendment:
ii: a digital copy of the building product specifications in their up-to-date form.
2: Amendments to other provisions of principal Act
Amendments relating to functions, duties, and powers of chief executive generally
9: Section 169 amended (Chief executive must monitor current and emerging trends in building design, etc, and must report annually to Minister)
Replace section 169(1)(a)
a: the building code, acceptable solutions, verification methods, and building product specifications:
10: Section 171 amended (Chief executive may seek advice from building advisory panel)
1: Replace section 171(1)(a)(i)
i: the building code, acceptable solutions, verification methods, and building product specifications:
2: After section 171(1)(a)
aa: decisions to be made under section 272HA or 272HB
ab: recognitions under section 272HA or 272HB
11: Section 175 amended (Chief executive may publish guidance information)
In section 175(1) the guidance of—
aaa: each person living or incorporated in New Zealand who—
i: is the manufacturer or importer of a building product; or
ii: sells a building product by wholesale or otherwise distributes the building product by wholesale; and Amendments relating to product certification
12: Section 262 amended (Requirements for product certification accreditation body)
Repeal section 262(2) and (3)
13: New sections 272HA to 272HC and cross-headings inserted
After section 272H Recognition of building products or building methods certified under overseas product certification scheme
272HA: Recognition of building products or building methods certified under overseas product certification scheme
1: The chief executive may, by notice, recognise 1 or more, or 1 or more groups of, building products or building methods that are certified under an overseas product certification scheme.
2: Subsection (1) applies only if the chief executive is satisfied that—
a: the building products or building methods meet any criteria prescribed for the purposes of this paragraph; and
b: the overseas product certification scheme meets any criteria prescribed for the purposes of this paragraph.
3: A person who uses building products or building methods that are (or are in a group that is) recognised under subsection (1) must, for the purposes of this Act, be treated as having complied with all provisions of the building code that are relevant to the intended use.
4: Subsection (3) applies only to the extent that the person complies with any limitations or conditions of the recognition that are set out in the notice.
5: A notice under subsection (1) is secondary legislation ( see Part 3 of the Legislation Act 2019 The following table is small in size and has 3 columns that are grouped under the heading Legislation Act 2019 requirements for secondary legislation made under this section. Legislation Act 2019 requirements for secondary legislation made under this section Publication The maker must publish it in accordance with the Legislation (Publication) Regulations 2021 LA19 s 74(1)(aa) Presentation The Minister must present it to the House of Representatives LA19 s 114 Disallowance It may be disallowed by the House of Representatives LA19 ss 115 116 This note is not part of the Act. Recognition of standards issued by overseas standards organisations, and standards certification schemes
272HB: Recognition of overseas standards and of standards certification schemes
1: The Minister may, by notice, recognise, in whole or in part, any—
a: groups of standards issued by an overseas standards organisation; or
b: standards certification schemes that a standards certification organisation that is based in New Zealand or overseas administers or operates under.
2: Subsection (1)(a) applies only if the Minister is satisfied that—
a: the groups of standards or the part concerned meet any criteria prescribed for the purposes of this paragraph; and
b: the overseas standards organisation meets any criteria prescribed for the purposes of this paragraph.
3: Subsection (1)(b) applies only if the Minister is satisfied that—
a: the standards certification schemes or the part concerned meet any criteria prescribed for the purposes of this paragraph; and
b: the standards certification organisation meets any criteria prescribed for the purposes of this paragraph.
4: The Minister may at any time, by notice, amend or revoke a notice of recognition made under subsection (1)
272HC: Public notification and availability
1: The chief executive must ensure that, promptly after a notice is made under section 272HB(1) or (4) Gazette
2: The notice must include the following information:
a: a statement that a notice was made under section 272HB(1) or (4)
b: the title of the notice made under section 272HB(1) or (4)
c: the date on which the notice under section 272HB(1) or (4)
d: the Ministry’s Internet site where the notice made under section 272HB(1) or (4)
3: The chief executive must also ensure that,—
a: promptly after a notice of recognition is made under section 272HB(1)
b: even after a notice of recognition is amended or revoked, a digital copy of it in its original form continues to be publicly available on the Ministry’s Internet site; and
c: promptly after a notice of recognition is amended, each of the following is publicly available on the Ministry’s Internet site:
i: a digital copy of the amendment:
ii: a digital copy of the notice of recognition in its up-to-date form. Amendments relating to civil proceedings and offences
14: Section 390 amended (Civil proceedings may not be brought against chief executive, employees, etc)
After section 390(1)(cc)
cd: any person engaged by the chief executive to assist the chief executive in relation to decisions to be made under section 22(1) or 25B
ce: any person engaged by the chief executive to assist the chief executive in relation to decisions to be made under section 272HA
cf: any person engaged to assist the chief executive to provide advice to the Minister in relation to decisions to be made under section 272HB
15: Section 392 amended (Building consent authority not liable)
1: In section 392(1) following documents or matters
2: After section 392(1)(a)
aa: any building product specifications:
3: After section 392(1)(d)
da: a recognition by the chief executive under section 272HA
4: After section 392(4)
5: No civil proceedings may be brought against a building consent authority for anything done or omitted to be done in good faith in reliance on a claim made by a manufacturer, importer, retailer, or wholesaler given under Part 4B that the relevant building product has been—
a: manufactured in accordance with a standard, or performs or will perform in accordance with a standard, that the Minister has recognised under section 272HB
b: certified as meeting the standard referred to in paragraph (a) under a standards certification scheme that the Minister has recognised under section 272HB Amendment relating to regulation-making powers
16: Section 402 amended (Regulations: general)
After section 402(1)(u)
uaa: prescribing the criteria—
i: to be applied by the chief executive under section 272HA(2)
ii: to be applied by the Minister under section 272HB(2) or (3) Amendment relating to incorporation of material by reference
17: Section 405 amended (Incorporation of material by reference into certain instruments, solutions, and methods)
After section 405(4)(b)
ba: any building product specifications; and


1: Title
This Act is the Oranga Tamariki (Repeal of Section 7AA) Amendment Act 2025.
2: Commencement
This Act comes into force on 8 April 2025. Section 2 editorial change 9 May 2025 sections 86(1) 87(m) Legislation Act 2019
1: Amendments to Oranga Tamariki Act 1989
3: Principal Act
This Part amends the Oranga Tamariki Act 1989 2025-04-08 Oranga Tamariki Act 1989
4: Section 4 amended (Purposes)
In section 4(1)(f) in the way described in this Act
5: Section 7 amended (Duties of chief executive)
1: After section 7(2)(g)
h: ensure that the department seeks to develop strategic partnerships with iwi and Māori organisations, including iwi authorities, in order to—
i: provide opportunities to, and invite innovative proposals from, those organisations to improve outcomes for Māori children, young persons, and their whānau who come to the attention of the department:
ii: set expectations and targets to improve outcomes for Māori children and young persons who come to the attention of the department:
iii: enable the robust, regular, and genuine exchange of information between the department and those organisations:
iv: provide opportunities for the chief executive to delegate functions under this Act or regulations made under this Act to appropriately qualified people within those organisations:
v: provide, and regularly review, guidance to persons discharging functions under this Act to support cultural competency as a best-practice feature of the department’s workforce:
vi: agree on any action both or all parties consider is appropriate:
i: consider and respond to any invitation from 1 or more iwi or Māori organisations to enter into a strategic partnership in accordance with paragraph (h) and subsection (7).
2: After section 7(6)
7: For the purposes of subsection (2)(h) and (i), 1 or more iwi or Māori organisations may invite the chief executive to enter into a strategic partnership.
6: Section 7AA repealed (Duties of chief executive in relation to Treaty of Waitangi (Tiriti o Waitangi))
Repeal section 7AA
2: Consequential amendments to other legislation
1: Amendments to Oversight of Oranga Tamariki System Act 2022
7: Principal Act
This subpart amends the Oversight of Oranga Tamariki System Act 2022 2025-04-08 Oversight of Oranga Tamariki System Act 2022
8: Section 24 amended (Annual report on outcomes for Māori children and young people and their whānau)
Replace section 24(2)
2: When preparing the report, the Monitor must consider and be informed by any information obtained in accordance with this Act.
9: Section 57 amended (Regulations)
Replace section 57(1)(e)(i)
i: the performance of the duties of the chief executive of Oranga Tamariki set out in section 7(2)(h) and (i) of the Oranga Tamariki Act 1989
2: Amendments to Oversight of Oranga Tamariki System Regulations 2023
10: Principal regulations
This subpart amends the Oversight of Oranga Tamariki System Regulations 2023 2025-04-08 Oversight of Oranga Tamariki System Regulations 2023
11: Regulation 6 amended (Matters that must be contained in State of Oranga Tamariki system report)
Replace regulation 6(1)(d)
d: an assessment of outcomes being achieved for Māori children and young people and their whānau; and
12: Regulation 8 amended (Matters that must be contained in annual report for Māori children and young people and their whānau)
Replace regulation 8(1)(a) and (b)
a: an assessment of the outcomes being achieved by the chief executive of Oranga Tamariki for Māori children and young people and their whānau; and
b: the impact of measures taken by the chief executive of Oranga Tamariki in improving outcomes for Māori children and young people who come to the attention of Oranga Tamariki under the Oranga Tamariki Act 1989


Equal Pay Amendment Act 2025

1: Title
This Act is the Equal Pay Amendment Act 2025.
2: Commencement
This Act comes into force on 14 May 2025 Section 2 editorial change 19 May 2025 sections 86(1) 87(m) Legislation Act 2019
3: Principal Act
This Act amends the Equal Pay Act 1972 2025-05-14 Equal Pay Act 1972 All part 1
1: Amendments to Equal Pay Act 1972
4: Section 2 amended (Interpretation)
1: In section 2(1) pay equity claim settlement section 13ZH(1)(b)(ii) section 13ZH(1)(b)(ii) or (iii)
2: In section 2(1) predominantly performed by female employees predominantly performed by female employees
a: in Part 2, in relation to work, means that the work is performed by a workforce that is at least 70% female; and
b: in Part 4, in relation to work to which a pay equity claim relates, means that the work—
i: is performed by a workforce that is at least 70% female; and
ii: has been performed by a workforce described in subparagraph (i)
5: Section 2B amended (Choice of proceedings)
In section 2B(2)(c)(i) and (d)(i)(A) section 13ZY(1)(d) section 13ZY(1)(i)
6: Section 13A replaced (Purpose)
Replace section 13A
13A: Purpose
The purpose of this Part is to provide a process that facilitates the resolution of pay equity claims where there is evidence of systemic sex-based undervaluation of work that is predominantly performed by female employees.
7: Section 13B amended (Interpretation)
In section 13B appropriate comparator section 13ZE section 13ZD
8: Section 13D amended (Union right to represent members)
In section 13D section 13E sections 13DA
9: New section 13DA inserted (Eligibility of pay equity claim to be raised)
After section 13D
13DA: Eligibility of pay equity claim to be raised
A pay equity claim may be raised if—
a: it meets all requirements set out in section 13E; and
b: there is evidence that the claim has merit ( see section 13F
10: Section 13E amended (Unions and employees may raise pay equity claims)
1: In the heading to section 13E Unions Circumstances in which unions
2: In section 13E(1) if they consider that the claim is arguable
3: Repeal section 13E(1)(c)(iii)
4: Replace section 13E(6)
6: Despite subsection (1), a pay equity claim may not be raised within 10 years after the date of a pay equity claim settlement if the claim would relate to any or all of the employees covered by the settlement and the work to which the settlement relates, unless the Authority or the court determines, under section 13ZY(1)(b)
11: Section 13F replaced (Meaning of arguable)
Replace section 13F
13F: Meaning of has merit
1: A pay equity claim has merit
a: the claim relates to work that is predominantly performed by female employees; and
b: there are reasonable grounds to believe that the work—
i: has been historically undervalued for 1 or more of the reasons set out in subsection (2); and
ii: continues to be subject to systemic sex-based undervaluation, taking into account all relevant matters (including the reasons set out in subsection (3)).
2: The reasons for historical undervaluation of work referred to in subsection (1)(b)(i) are as follows:
a: the origins and history of the work, including the manner in which wages have been set:
b: any social, cultural, or historical factors:
c: characterisation of the work as women’s work:
d: the nature of the work requires an employee to use skills or qualities that have been—
i: generally associated with women; and
ii: regarded as not requiring monetary compensation.
3: The reasons for continued systemic sex-based undervaluation of work referred to in subsection (1)(b)(ii) are—
a: features of the relevant labour market, industry, sector, or occupation, including the following:
i: a dominant source of funding across the relevant labour market, industry, sector, or occupation:
ii: a lack of effective bargaining in the relevant labour market, industry, sector, or occupation:
iii: the market share of the employer as an employer in the relevant labour market:
iv: a lack of competition from other employers seeking to employ persons in the relevant labour market:
v: a lack of power on the part of employees to influence the relevant labour market:
vi: occupational segregation or segmentation in relation to the work:
vii: any other features that are prescribed in regulations; and
b: failure by the parties to a pay equity claim to properly assess or consider the remuneration that should be paid to properly account for—
i: the nature of the work; and
ii: the levels of responsibility associated with the work; and
iii: the conditions under which the work is performed; and
iv: the degree of effort required to perform the work.
4: In subsection (3)(a), relevant labour market
a: the same or substantially similar skills and responsibilities; and
b: experience under the same or substantially similar conditions; and
c: the same or substantially similar degrees of effort.
12: Section 13H amended (Requirements for claim raised by individual employee)
1: In section 13H must
2: In section 13H(a) state must state
3: In section 13H(a)(iii) occupation, position, and a brief description of the work performed by the employee occupation and position
4: After section 13H(a)
aa: must contain a description of the work performed by the employee, which must include any information about the work prescribed by regulations; and
5: Replace section 13H(b)
b: must include—
i: the elements required for a pay equity claim to have merit; and
ii: the evidence that the employee relies on in support of those elements.
13: Section 13I amended (Requirements for claim raised by union or unions)
1: In section 13I(1)(a)(iii) include a brief description contain a description
2: Replace section 13I(1)(b)
b: must—
i: explain how all of the employees to be covered by the claim perform work that is the same or substantially similar; and
ii: include the evidence that the union or unions rely on in support of that explanation, including any evidence prescribed by regulations; and
ba: must include—
i: the elements required for a pay equity claim to have merit; and
ii: the evidence that the union or unions rely on in support of those elements; and
14: Section 13K amended (Union-raised claims raised with multiple employers: employers must enter into pay equity process agreement)
Replace section 13K(2)
2: Subsection (2A) applies to each employer who—
a: receives a pay equity claim referred to in subsection (1); and
b: has not opted out of the multi-employer pay equity claim under section 13L
2A: Each employer must enter into a single multi-employer pay equity process agreement—
a: for the purpose of deciding whether all of the employees covered by the claim perform work that is the same or substantially similar; and
b: for the purpose of deciding whether the claim has merit; and
c: for the purpose of the pay equity bargaining process.
15: Section 13L amended (Opting out of multi-employer pay equity claim)
1: In section 13L(1) only if the employer has genuine reasons, based on reasonable grounds, to do so
2: Replace section 13L(9)
9: A notice opting out of a multi-employer pay equity claim—
a: must be given in writing; and
b: in the case of a notice given by 1 or more unions under subsection (4) or (6), must state the genuine reasons of the union or unions for opting out and the reasonable grounds on which those reasons are based. Party may not apply for determination concerning employer opting out
10: A party may not apply to the Authority under section 13ZY
16: Section 13N amended (Consolidation of claim raised with additional or new employer with existing union-raised claim)
In section 13N(1), (2), and (3)(b) is arguable has merit
17: Section 13O amended (Process to request consent to consolidate)
1: In section 13O(4)(a) brief
2: In section 13O(4)(b) a brief explanation an explanation
3: After section 13O(4)(b)
c: the evidence that the union or employer requesting the consolidation relies on in support of the explanation included under paragraph (b) (including any evidence required by regulations).
18: Section 13P amended (Effect of consolidation)
In section 13P(3) identify select
19: Cross-heading above section 13Q replaced
Replace the cross-heading above section 13Q Employer decisions about claims
20: New sections 13PA and 13PB inserted
Before section 13Q
13PA: Time limit for employer’s decisions about pay equity claim
1: An employer who receives a pay equity claim must, as soon as is reasonably practicable after receiving it,—
a: make a decision under section 13PB
b: decide under section 13Q
2: The employer must make, and give notice of, those decisions in accordance with sections 13PB, 13Q, and 13S
a: 60 working days after the employer receives the pay equity claim; or
b: any extended date specified in a notice by the employer under section 13R
3: This section is subject to sections 13PB(6) and 13ZZAA
13PB: Employer’s decision about whether claim meets requirements of section 13E
1: An employer who receives a pay equity claim must make a decision under this section before deciding, under section 13Q(1A)
2: The employer must decide whether, in the employer’s view, the pay equity claim meets all requirements set out in section 13E
3: Without limiting subsection (2), the employer must, in making the decision about a pay equity claim raised by 1 or more unions, consider and decide whether all of the employees covered by the claim perform work that is the same or substantially similar.
4: If an employer decides that, in the employer’s view, a pay equity claim does not meet all requirements set out in section 13E
a: sets out the reasons for the employer’s decision; and
b: describes the effect of the decision as set out in subsection (5); and
c: explains the steps that the claimant may take to challenge the employer’s decision, including advice that the claimant may—
i: seek further details of the reasons for the employer’s decision; and
ii: refer the decision to mediation under section 13ZO
iii: refer the decision to the Authority for facilitation under sections 13ZP to 13ZX
iv: apply to the Authority under section 13ZY Effect of negative decision
5: A notice under subsection (4) has the effect of discontinuing the pay equity claim from the date on which the employer gives the notice, but the discontinuance of the claim does not prevent—
a: the parties from agreeing to reverse the employer’s decision; or
b: the claimant from applying to the Authority for a determination in relation to the employer’s decision; or
c: a new claim that complies with section 13DA Effect of reversal of negative decision
6: If the parties agree to reverse the employer’s decision,—
a: the pay equity claim is no longer discontinued; and
b: sections 13PA(2) and 13R(1) and (2)(a)
c: the employer must under sections 13Q and 13S
i: 60 working days after the date on which the employer’s decision is reversed less the number of working days between the date on which the claim was received and the date on which the employer gave the notice under subsection (4); or
ii: any extended date beyond the period described in subparagraph (i) that is specified in a notice by the employer under paragraph (d); and
d: the employer may, by notice to the claimant, extend the time limit specified in paragraph (c)(i) if the employer has reasonable grounds for requiring the extension; and
e: a notice under paragraph (d) extending the time limit must be given as soon as is reasonably practicable and,—
i: if it is the first notice extending the time limit since the claim was received, not later than 60 working days after the date on which the employer’s decision is reversed less the number of working days between the date on which the claim was received and the date on which the employer gave the notice under subsection (4):
ii: if a previous extension of the time limit under section 13R had not expired on the date on which the employer gave notice under subsection (4), not later than 5 working days after the date of the reversal of the employer’s decision; and
f: section 13R(2)(b) and (c) and (3) applies to a notice under paragraph (d); and
g: a notice to which paragraph (e)(ii) applies may extend the time limit in paragraph (c)(i) only by the period that was remaining of the existing extension.
21: Section 13Q amended (Employer must form view as to whether pay equity claim is arguable)
1: Replace the heading to section 13Q Employer’s decision about whether claim has merit
2: Replace section 13Q(1)
1: This section applies to an employer who has—
a: received a pay equity claim; and
b: decided under section 13PB(2)
1A: The employer must decide whether, in the employer’s view, the pay equity claim has merit. ( See
3: Repeal section 13Q(2)
4: In section 13Q(3) is arguable has merit
5: Replace section 13Q(4) and (5)
4: The employer is deemed to have accepted that a pay equity claim has merit if the employer fails to give notice in accordance with section 13S by the time limit set out in section 13PA(2) section 13PB(6) or 13ZZAA
22: Section 13R amended (Notice extending time limit for employer’s decision as to whether claim arguable)
1: In the heading to section 13R employer’s decision as to whether claim arguable employer’s decisions about pay equity claim
2: In section 13R(1)
a: replace section 13Q section 13PA(2)(a)
b: replace the employer’s decision as to whether a pay equity claim is arguable the employer’s decisions under sections 13PB
3: In section 13R(2) time limit may be given once only and
4: In section 13R(2)(a) 45 working days 60 working days
5: After section 13R(3)
4: This section is subject to sections 13PB(6) and 13ZZAA
23: Section 13S amended (Employer’s obligations after deciding whether claim is arguable)
1: In the heading to section 13S is arguable has merit
2: In section 13S(1) 13Q(1) 13Q(1A)
3: In section 13S(1), (2), (3), and (4) is arguable has merit
4: In section 13S(1) and (4) section 13Q(5) section 13Q(4)
5: In section 13S(2)(b) and (4)(b) sections 13ZC to 13ZZE sections 13ZC to 13ZZC
6: In section 13S(3) is not arguable does not have merit
7: After section 13S(3)(a)
aa: describes the effect of the decision as set out in subsection (3A); and
8: After section 13S(3)
3A: A notice under subsection (3) has the effect of discontinuing the pay equity claim from the date on which the employer gives the notice, but the discontinuance of the claim does not prevent—
a: the parties from agreeing to reverse the employer’s decision; or
b: the claimant from applying to the Authority for a determination in relation to the employer’s decision; or
c: a new claim that complies with section 13DA
3B: If the parties agree to reverse the employer’s decision, the claim is no longer discontinued.
24: Section 13T amended (Deciding if multi-employer pay equity claim is arguable)
1: Replace the heading to section 13T Employer decisions about multi-employer pay equity claim
2: In section 13T Sections 13Q Sections 13PA
3: Before section 13T(a)
aaa: the employers must make a joint decision under section 13PB(2) section 13PB(4)
4: In section 13T(a) 13Q(1) 13Q(1A)
5: In section 13T(a) and (c) is arguable has merit
25: Section 13U amended (Employer must give notice of first arguable pay equity claim raised by individual employee)
1: In the heading to section 13U first arguable pay equity claim first pay equity claim that has merit
2: In section 13U(1), (3)(d), and (5)(a) is arguable has merit
26: Section 13V amended (Employer must give notice of first arguable pay equity claim raised by union)
1: In the heading to section 13V first arguable pay equity claim first pay equity claim that has merit
2: In section 13V(1), (3)(d), and (5)(a) is arguable has merit
27: Section 13Y amended (Employees may opt out of pay equity claim raised by union)
In section 13Y(2)(b) section 13ZY(1)(d) section 13ZY(1)(i)
28: Section 13ZB amended (Process applies to arguable claims)
1: In the heading to section 13ZB arguable claims claims that have merit
2: In section 13ZB Sections 13ZC to 13ZZE Sections 13ZC to 13ZZC
3: In section 13ZB(a) and (b) is arguable has merit
29: Sections 13ZD and 13ZE replaced
Replace sections 13ZD 13ZE
13ZD: Matters to be assessed
1: The parties to a pay equity claim must assess all matters set out in subsection (2)—
a: to determine whether, and the extent to which, the work to which the claim relates has been subject to sex-based undervaluation when compared with the valuation of the work performed by appropriate comparators; and
b: by reference to—
i: the reasons for historical undervaluation set out in section 13F(2)
ii: in relation to continued systemic undervaluation, all relevant matters including the reasons set out in section 13F(3)
2: The matters to be assessed are as follows:
a: the nature of the work to which the claim relates, and the nature of the work of appropriate comparators, including, in each case, the following:
i: the skills required:
ii: the responsibilities imposed:
iii: the level of experience required to perform the work:
iv: the conditions of work:
v: the degree of effort required to perform the work:
vi: any other relevant work features:
b: the terms and conditions of employment (other than remuneration) of—
i: the persons who perform the work to which the claim relates; and
ii: appropriate comparators:
c: the remuneration that is paid to—
i: the persons who perform the work to which the claim relates; and
ii: appropriate comparators:
d: any other matters prescribed by regulations.
3: In making the assessments, the parties must—
a: consider matters objectively and without assumptions based on sex, taking the following into account:
i: prevailing views as to the value of work are not necessarily free of assumptions based on sex:
ii: undervaluations or other differences in remuneration that are identified are not necessarily based on sex; and
b: recognise the importance of skills, responsibilities, effort, and conditions that are or have been commonly overlooked or undervalued in work that is performed by a workforce that is at least 70% female (for example, social and communication skills, taking responsibility for the well-being of others, cultural knowledge, and sensitivity); and
c: make the determination referred to in subsection (1)(a) only by considering the work to which the claim relates since the time when that work came to be performed by a workforce that is at least 70% female.
13ZE: Selecting appropriate comparators
1: This section sets out how parties select appropriate comparators against which to assess a pay equity claim under section 13ZD Method of selection: hierarchy
2: The parties to a pay equity claim involving 1 employer must select comparators that are most closely related to the employer by approaching the task as follows:
a: if the employer employs 1 or more comparators, the parties must select 1 or more of those comparators:
b: if the employer does not employ any comparators, the parties must select 1 or more comparators from 1 or more similar employers:
c: if neither paragraph (a) nor paragraph (b) applies, the parties must select 1 or more comparators from 1 or more other employers within the same industry or sector.
3: The parties to a multi-employer pay equity claim must select comparators that are most closely related to the employers by approaching the task as follows:
a: if 1 or more of the employers employ 1 or more comparators, the parties must select 1 or more comparators from 1 or more of those employers:
b: if none of the employers employ any comparators, the parties must select 1 or more comparators from 1 or more employers that are similar to the employers in the claim:
c: if neither paragraph (a) nor paragraph (b) applies, the parties must select 1 or more comparators from 1 or more other employers within the same industry or sector.
4: In addition to acting in accordance with subsection (2) or (3) (as applicable), the parties may, by agreement, select as a comparator the employees covered by a pay equity claim that has previously (but not before the Equal Pay Amendment Act 2025 comes into force) been raised and been the subject of a pay equity claim settlement. Method of selection: comparators perform comparable work
5: A comparator selected under subsection (2) or (3) (as applicable) must be a male workforce that performs—
a: work that is the same as, or substantially similar to, the work to which the claim relates; or
b: work that is different to the work to which the claim relates, but that involves 1 or more of the following:
i: skills and experience that are the same as, or substantially similar to, those required to perform the work to which the claim relates:
ii: responsibilities that are the same as, or substantially similar to, those involved in the work to which the claim relates:
iii: working conditions that are the same as, or substantially similar to, those involved in the work to which the claim relates:
iv: degrees of effort that are the same as, or substantially similar to, those involved in the work to which the claim relates. Exclusions
6: Despite subsections (2) and (3), the parties may not select a comparator if there are reasonable grounds to believe that the work performed by that comparator—
a: has been historically undervalued in the way described in section 13F(1)(b)(i)
b: continues to be subject to systemic sex-based undervaluation in the way described in section 13F(1)(b)(ii)
7: Despite subsections (2) to (4), the parties may not select as a comparator a workforce that is too small to allow a meaningful comparison between its work and the work to which the claim relates. Other prescribed considerations
8: When selecting comparators, the parties must take into account any additional matters prescribed by regulations.
13ZEA: Employer decides no appropriate comparators available
1: If the employer decides that no appropriate comparators are available for selection, the employer must give notice to the claimant that—
a: sets out the reasons for the employer’s decision; and
b: describes the effect of the decision as set out in subsection (2); and
c: explains the steps that the claimant may take to challenge the employer’s decision, including advice that the claimant may—
i: seek further details of the reasons for the employer’s decision; and
ii: refer the decision to mediation under section 13ZO; and
iii: refer the decision to the Authority for facilitation under sections 13ZP to 13ZX if 1 or both of the grounds in section 13ZR(2) exist; and
iv: apply to the Authority under section 13ZY
2: A notice under subsection (1) has the effect of discontinuing the pay equity claim from the date on which the employer gives the notice, but the discontinuance of the claim does not prevent—
a: the parties from agreeing to reverse the employer’s decision; or
b: the claimant from applying to the Authority for a determination in relation to the employer’s decision; or
c: a new claim that complies with section 13DA
3: If the parties agree to reverse the employer’s decision, the claim is no longer discontinued. New employer decision about work covered by claim
13ZEB: New decision about same or substantially similar work
1: An employer who is making an assessment under section 13ZD
2: An employer—
a: may make a decision under subsection (1) even if the employer decided under section 13PB
b: may not make a decision under subsection (1) if the Authority has determined under section 13ZY
3: An employer who makes a decision under subsection (1) must give notice to the claimant that—
a: sets out the reasons for the employer’s decision; and
b: describes the effect of the decision as set out in subsection (5); and
c: explains the steps that the claimant may take to challenge the employer’s decision, including advice that the claimant may—
i: seek further details of the reasons for the employer’s decision; and
ii: refer the decision to mediation under section 13ZO; and
iii: refer the decision to the Authority for facilitation under sections 13ZP to 13ZX if 1 or both of the grounds in section 13ZR(2) exist; and
iv: apply to the Authority under section 13ZY
4: The employer may give notice under this section—
a: at any time before the assessment under section 13ZD
b: once only.
5: A notice under subsection (3) has the effect of discontinuing the pay equity claim from the date on which the employer gives the notice, but the discontinuance of the claim does not prevent—
a: the parties from agreeing to reverse the employer’s decision; or
b: the claimant from applying to the Authority for a determination in relation to the employer’s decision; or
c: a new claim that complies with section 13DA
6: If the parties agree to reverse the employer’s decision, the claim is no longer discontinued.
30: Section 13ZH amended (Settling pay equity claim)
1: Replace section 13ZH(1)(a)(ii)
ii: the parties agree that remuneration is to be increased to that agreed level on the date of the pay equity claim settlement or in agreed phases over a maximum period of 3 years from that date; and
2: In section 13ZH(1)(b) court (subject to section 13ZZC)
3: Replace section 13ZH(1)(b)(ii)
ii: issues a determination that—
A: fixes remuneration that does not differentiate between male and female employees in the manner set out in section 2AAC(b); and
B: specifies that remuneration is to be increased in 3 annual phases of equal amounts or proportions starting at the date of the pay equity claim settlement; or
iii: if the parties have agreed on remuneration that does not differentiate between male and female employees in the manner set out in section 2AAC(b), but have not agreed on whether the remuneration is to be increased in phases, issues a determination—
A: that remuneration is to be increased to the agreed level on the date of the pay equity claim settlement; or
B: that remuneration is to be increased to the agreed level in phases and that specifies the number of phased instalments, their amounts or proportions, and their timing (over a maximum period of 3 years from the date of the pay equity claim settlement).
4: After section 13ZH(2)
2A: The parties may not agree to review, or agree on a process for the review of, a pay equity claim settlement.
5: After section 13ZH(3)(b)(vi)
via: whether remuneration is to be increased on the date of the pay equity claim settlement or in phases; and
vib: if remuneration is to be increased in phases, the number of phased instalments, their amounts or proportions, and their timing (over a maximum period of 3 years from the date of the pay equity claim settlement); and
6: Repeal section 13ZH(3)(b)(viii) and (ix)
31: Section 13ZK amended (Copy of pay equity claim settlement to be delivered to chief executive)
In section 13ZK(1) section 13ZH(1)(b)(ii) section 13ZH(1)(b)(ii) or (iii)
32: Section 13ZL amended (Offers of benefit of pay equity claim settlement to other employees)
In section 13ZL(1)(b) if remuneration for past work is included in the settlement if the parties agreed to include remuneration for past work in the pay equity claim settlement
33: Section 13ZN amended (Relationship between pay equity claims and collective bargaining)
In section 13ZN(2) , or of an uncompleted review of a pay equity claim settlement,
34: Section 13ZO amended (Parties may refer issues to mediation)
1: Before section 13ZO(2)(a)
aaa: a dispute as to whether a claim meets all requirements set out in section 13E:
2: In section 13ZO(2)(a) is arguable has merit
3: In section 13ZO(2)(c) as to whether work performed by others is comparable work relating to the selection of appropriate comparators
4: After section 13ZO(2)(d)
da: a dispute as to whether remuneration agreed by the parties should be increased to the agreed level in phases and, if so, as to the number of phased instalments, their amounts or proportions, and their timing (over a maximum period of 3 years from the date of the pay equity claim settlement):
5: Repeal section 13ZO(2)(e)
35: Section 13ZQ amended (Reference to Authority)
1: Before section 13ZQ(2)(a)
aaa: a dispute about whether a claim meets all requirements set out in section 13E:
2: In section 13ZQ(2)(b) as to whether work performed by others is comparable work relating to the selection of appropriate comparators
3: After section 13ZQ(2)(c)
d: a dispute about whether remuneration agreed by the parties should be increased to the agreed level in phases and, if so, as to the number of phased instalments, their amounts or proportions, and their timing (over a maximum period of 3 years from the date of the pay equity claim settlement).
4: After section 13ZQ(2)
2A: A referral of the issue described in subsection (2)(c) includes the issue of the phases in which any recommended remuneration is to be increased ( see section 13ZW(1A)
5: Replace section 13ZQ(3)
3: Despite subsections (1) and (2), a dispute as to whether a pay equity claim has merit may only be referred to the Authority for facilitation if all of the parties to the claim agree to refer it.
36: Section 13ZR amended (When the Authority may accept reference)
Replace section 13ZR(3)(a)
a: the earlier facilitation related only to one of the following issues and the subsequent reference relates to the pay equity bargaining process:
i: whether the claim meets all requirements set out in section 13E:
ii: whether the claim has merit; or
37: Section 13ZW amended (Recommendation by Authority)
1: Before section 13ZW(1)(a)
aaa: whether the claim meets all requirements set out in section 13E:
2: In section 13ZW(1)(a) is arguable has merit
3: After section 13ZW(1)(c)
d: whether remuneration agreed by the parties should be increased to the agreed level in phases and, if so, the number of phased instalments, their amounts or proportions, and their timing (over a maximum period of 3 years from the date of the pay equity claim settlement).
4: After section 13ZW(1)
1A: If the Authority makes a recommendation under subsection (1)(c), it must also specify that remuneration is to be increased in 3 annual phases of equal amounts or proportions starting at the date of the pay equity claim settlement ( see section 13ZQ(2A)
1B: If the Authority is making a recommendation under subsection (1)(d), it must take into account the matters set out in section 13ZY(7)
38: Section 13ZY replaced (Parties may apply for determination by Authority)
Replace section 13ZY
13ZY: Parties may apply for determination by Authority
Matters the Authority may determine
1: A party to a pay equity claim may apply to the Authority for determination of any matter that relates to the pay equity claim, including, but not limited to, the following:
a: a determination as to whether the pay equity claim meets all requirements set out in section 13E other than the requirements to which paragraphs (b) and (c)(i) apply:
b: a determination, for the purposes of section 13E(6)
c: a determination as to whether, for a claim raised by 1 or more unions on behalf of 2 or more of an employer’s employees, all of the employees covered by the claim perform work that is the same or substantially similar—
i: for the purpose of a dispute concerning an employer’s decision under section 13PB
ii: for the purpose of a dispute concerning an employer’s decision under section 13ZEB
d: a determination as to whether an employee’s work is the same as, or substantially similar to, work that is the subject of a pay equity claim raised by a union with the employee’s employer, for the purposes of determining whether or not the employee is, or is to be, covered by the claim:
e: a determination as to whether the pay equity claim has merit ( see section 13F
f: a determination as to whether the work to which the claim relates is undervalued:
g: a determination as to whether 1 or more comparators selected under section 13ZE
h: a determination as to whether any appropriate comparators are available for selection for use in assessing a pay equity claim ( see section 13ZEA
i: a determination that fixes remuneration that does not differentiate between male and female employees in the manner set out in section 2AAC(b):
j: a determination as to whether remuneration agreed by the parties should be increased to the agreed level in phases and, if so, as to the number of phased instalments, their amounts or proportions, and their timing (over a maximum period of 3 years from the date of the pay equity claim settlement). Authority’s obligations in making determinations
2: On receiving an application under subsection (1), the Authority—
a: must first consider whether an attempt has been made to resolve the difficulties by the use of—
i: mediation or further mediation under section 13ZO; or
ii: facilitation under sections 13ZQ to 13ZX; and
b: may direct the parties to try to resolve the difficulties by mediation or further mediation; and
c: may, if 1 or both of the grounds in section 13ZR(2) exist, direct that facilitation be used before the Authority investigates the matter, unless the Authority considers that use of facilitation—
i: will not contribute constructively to resolving the difficulties; or
ii: will not, in all the circumstances, be in the public interest; or
iii: will undermine the urgent nature of the process; or
iv: will be otherwise impractical or inappropriate in the circumstances.
3: Subsection (2)(c) does not apply to an application for a determination under subsection (1)(a), (b), (c)(i), or (e).
4: If an application is made for a determination under subsection (1)(b), the Authority or the court—
a: must have regard to the existing pay equity claim settlement; and
b: may determine that the claim may be raised only if satisfied that there are exceptional circumstances.
5: If an application is made for a determination under subsection (1)(f), the Authority or the court may take the following into account:
a: the reasons for historical undervaluation set out in section 13F(2)
b: in relation to continued systemic undervaluation, all relevant matters including the reasons set out in section 13F(3)
c: the requirements set out in section 13ZD
6: If an application is made for a determination under subsection (1)(i), the Authority must also specify that remuneration is to be increased in 3 annual phases of equal amounts or proportions starting at the date of the pay equity claim settlement.
7: If an application is made for a determination under subsection (1)(j), the Authority or the court must take into account—
a: the conduct of the parties; and
b: the ability of the employer to pay; and
c: the size of the increase in remuneration; and
d: any other matter the Authority or the court considers relevant. Matters the Authority may not determine
8: Despite subsection (1), the Authority may not make a determination—
a: in relation to an employer’s decision under section 13L to opt out of a multi-employer pay equity claim ( see section 13L(10)
b: in relation to the failure of parties to agree whether to select a previously settled pay equity claim under section 13ZE(4) section 13ZD
c: that provides for—
i: recovery of an amount of remuneration that relates to work performed before the date of the determination; or
ii: the review, or a process for the review, of a pay equity claim settlement.
39: Section 13ZZ amended (Union must notify employees covered by union-raised claim before applying for determination by Authority)
1: In section 13ZZ(1) section 13ZY(1)(d) section 13ZY(1)(i)
2: Replace section 13ZZ(2)(b)
b: advise the employee of the consequences of the Authority making the determination, including that,—
i: if remuneration is increased, it will be increased to the determined level in 3 annual phases of equal amounts or proportions starting at the date of the pay equity claim settlement ( see section 13ZY(6)
ii: the employee’s employment agreement will be varied and the employee will lose the right to bring their own claim relating to pay equity); and
c: advise the employee that the day before the date on which the union proposes to file the application for a determination is the final date on which the employee may opt out under section 13Y.
40: Section 13ZZA replaced (If Authority or court determines pay equity claim is arguable)
Replace section 13ZZA
13ZZA: Effect of determinations on discontinued claims
1: This section and sections 13ZZAA to 13ZZAD
a: apply to a pay equity claim that is discontinued by the employer giving notice to the claimant of a decision listed in subsection (2); and
b: set out the effect that determinations by the Authority or the court have on the discontinued claim.
2: The employer’s decisions are as follows:
a: a decision under section 13PB
b: a decision under section 13Q that the claim does not have merit:
c: a decision under section 13ZEA
d: a decision under section 13ZEB
13ZZAA: Decision that claim does not meet section 13E requirements
1: This section applies if the Authority or the court makes a determination under section 13ZY(1)(a), (b), or (c)(i) section 13ZZA(2)(a)
2: If the effect of the determination is that the claim meets all requirements set out in section 13E,—
a: the claim is no longer discontinued; and
b: the employer must decide under section 13Q whether, in its view, the claim has merit and give notice of that decision to the claimant under section 13S; and
c: for the purposes of those obligations, sections 13PA(2)
d: the employer must under sections 13Q and 13S make, and give notice of, the employer’s decision about whether the claim has merit not later than—
i: 60 working days after the date on which the employer’s decision is reversed less the number of working days between the date on which the claim was received and the date on which the employer gave the notice under section 13PB(4)
ii: any extended date beyond the period described in subparagraph (i) that is specified in a notice by the employer under paragraph (e); and
e: the employer may, by notice to the claimant, extend the time limit specified in paragraph (d)(i) if the employer has reasonable grounds for requiring the extension; and
f: a notice under paragraph (e) extending the time limit must be given as soon as is reasonably practicable and,—
i: if it is the first notice extending the time limit since the claim was received, not later than 60 working days after the date on which the employer’s decision is reversed less the number of working days between the date on which the claim was received and the date on which the employer gave the notice under section 13PB(4)
ii: if a previous extension of the time limit under section 13R had not expired on the date on which the employer gave notice under section 13PB(4)
g: section 13R(2)(b) and (c) and (3) applies to a notice under paragraph (e); and
h: a notice to which paragraph (f)(ii) applies may extend the time limit in paragraph (d)(i) only by the period that was remaining of the existing extension.
3: If the effect of the determination is that the claim does not meet all requirements set out in section 13E, the claim remains discontinued from the date on which the employer gave notice of the decision to the claimant.
13ZZAB: Decision that claim does not have merit
1: This section applies if the Authority or the court makes a determination under section 13ZY(1)(e) section 13ZZA(2)(b)
2: If the determination is that the claim has merit,—
a: the claim is no longer discontinued; and
b: section 13ZB applies and the parties must enter into the pay equity bargaining process.
3: If the determination is that the claim does not have merit, the claim remains discontinued from the date on which the employer gave notice of the decision to the claimant.
13ZZAC: Decision that no appropriate comparators are available
1: This section applies if the Authority or the court makes a determination under section 13ZY(1)(h) section 13ZZA(2)(c)
2: If the determination is that 1 or more appropriate comparators are available for selection for use in assessing the claim,—
a: the claim is no longer discontinued; and
b: the parties must resume the process of selecting appropriate comparators under section 13ZE section 13ZD
3: If the determination is that there are no appropriate comparators available for selection for use in assessing the claim, the claim remains discontinued from the date on which the employer gave notice of the decision to the claimant.
13ZZAD: Later decision on work performed by employees covered by claim
1: This section applies if the Authority or the court makes a determination under section 13ZY(1)(c)(ii) section 13ZZA(2)(d)
2: If the determination is that all of the employees covered by the claim perform work that is the same or substantially similar,—
a: the claim is no longer discontinued; and
b: the parties must resume the assessment of the pay equity claim under section 13ZD
3: If the determination is that the employees covered by the claim do not all perform work that is the same or substantially similar, the claim remains discontinued from the date on which the employer gave notice of the decision to the claimant.
41: Section 13ZZB amended (Process on application to fix remuneration)
1: In section 13ZZB(1) section 13ZY(1)(d) section 13ZY(1)(i)
2: Replace section 13ZZB(2)(b)
b: the Authority is satisfied that all other reasonable alternatives for settling the pay equity claim have been exhausted.
42: Section 13ZZC amended (Limitation on challenge to determination of Authority fixing remuneration)
In section 13ZZC(1) section 13ZY(1)(d)(i) section 13ZY(1)(i)
43: Sections 13ZZD and 13ZZE repealed
Repeal sections 13ZZD 13ZZE
44: Section 13ZZF amended (Pay equity records)
Replace section 13ZZF(b)(i)
i: if the employer decides under section 13PB
ia: the employer’s decision under section 13Q as to whether, in its view, the claim has merit and the notice of that decision given to the claimant under section 13S; and
ib: if the employer decides under section 13ZEA
ic: if the employer decides under section 13ZEB
45: Section 13ZZG amended (Pay equity claims by employees in education service)
1: In section 13ZZG(2)
a: replace is arguable has merit
b: replace sections 13ZC to 13ZZE sections 13ZC to 13ZZC
2: In section 13ZZG(5) determining whether the claim is arguable and, if so, entering into the pay equity bargaining process described in sections 13ZC to 13ZZE deciding whether the claim meets all requirements set out in section 13E and has merit and, if so, entering into the pay equity bargaining process described in sections 13ZC to 13ZZC
46: Section 18 amended (Penalty for non-compliance)
1: In section 18(2)(c)
a: replace 13ZZA 13ZZAB(2)(b)
b: replace pay equity bargaining the pay equity bargaining process
c: replace is arguable has merit
2: After section 18(2)(c)
ca: section 13ZZAC(2)(b)
cb: section 13ZZAD(2)(b)
3: In section 18(3)(a)(i) is arguable has merit
4: In section 18(4)(c) subsection (2)(c) , (ca), (cb),
47: Section 19 amended (Regulations)
Replace section 19(1) and (1A)
1: The Governor-General may, by Order in Council, make regulations for either or both of the following purposes:
a: providing for anything this Act says may or must be provided for by regulations:
b: providing for anything incidental that is necessary for carrying out, or giving full effect to, this Act.
48: Schedule 1 amended
In Schedule 1
a: insert the Part set out in the Schedule
b: make all necessary consequential amendments.
49: Schedule 2 amended
In Schedule 2 section 13ZY(1)(d) section 13ZY(1)(i)
2: Consequential amendments to other Acts
Amendments to Employment Relations Act 2000
50: Principal Act
Sections 51 52 Employment Relations Act 2000 2025-05-14 Employment Relations Act 2000 ss 51 & 52
51: Section 33 amended (Duty of good faith requires parties to conclude collective agreement unless genuine reason not to)
Repeal section 33(2)(d)
52: Section 161 amended (Jurisdiction)
1: After section 161(1)(qd)(i)
ia: determining whether a pay equity claim meets all requirements set out in section 13E of that Act ( see section 13ZY(1)(a), (b), and (c)(i)
ib: determining whether an employee’s work is the same as, or substantially similar to, work that is the subject of a pay equity claim raised by a union with the employee’s employer, for the purposes of determining whether or not the employee is, or is to be, covered by the claim ( see section 13ZY(1)(d)
2: In section 161(1)(qd)(ii) is arguable has merit ( see section 13ZY(1)(e)
3: Replace section 161(1)(qd)(iii)
iii: determining whether 1 or more comparators selected for use in assessing a pay equity claim are appropriate comparators or whether 1 or more appropriate comparators are available for selection ( see section 13ZY(1)(g) and (h)
iiia: determining, in relation to a decision by an employer under section 13ZEB see section 13ZY(1)(c)(ii)
4: In section 161(1)(qd)(iv) undervalued ( see section 13ZY(1)(f)
5: In section 161(1)(qd)(v) Act and specifying 3 annual phases of equal amounts or proportions (starting at the date of the pay equity claim settlement) by which the remuneration will be increased ( see section 13ZY(1)(i) and (6)
6: After section 161(1)(qd)(v)
va: determining whether remuneration agreed by the parties to a pay equity claim is to be increased to the agreed level in phases and, if so, the particulars of those phases ( see section 13ZY(1)(j)
7: Repeal section 161(1)(qd)(vii) and (viii) Amendments to Public Service Act 2020
53: Principal Act
Sections 54 55 Public Service Act 2020 2025-05-14 Public Service Act 2020 ss 54 & 55
54: Section 82 amended (Pay equity claims)
In section 82(3)(a) forming a view on whether the claim is arguable forming views on whether the claim meets all requirements set out in section 13E of the Equal Pay Act 1972 and on whether the claim has merit
55: Section 83A amended (Commissioner to enter negotiations in consultation with affected department or interdepartmental venture)
In section 83A sections 13ZC to 13ZZE sections 13ZC to 13ZZC


1: Title
This Act is the Wildlife (Authorisations) Amendment Act 2025.
2: Commencement
This Act comes into force on 14 May 2025 Section 2 editorial change 20 May 2025 sections 86(1) 87(m) Legislation Act 2019
3: Principal Act
This Act amends the Wildlife Act 1953 2025-05-14 Wildlife Act 1953
1: Amendments about authorisations
4: New sections 53A to 53C inserted
After section 53
53A: Authority may be granted under section 53 to kill wildlife incidentally
1: Without limiting section 53
2: Killing of wildlife is incidental
3: In this section, wildlife section 53(1)
53B: Authority under section 53 to kill wildlife incidentally: consistency with protection of wildlife
1: To avoid doubt, the Director-General may grant an authority referred to in section 53A
2: The authority is to be treated as consistent with the protection of wildlife if, in granting it, the Director-General is satisfied that its overall effect would be consistent with the protection of—
a: populations of wildlife; and
b: individual wildlife.
3: In determining whether the overall effect of the authority would be consistent with the protection of populations of wildlife, the Director-General must have regard to—
a: any potential adverse effects of the lawful activity on—
i: populations of wildlife that the Director-General is satisfied may be affected by the lawful activity; and
ii: the viability of the species to which that wildlife belongs; and
b: the extent to which the authority (including any conditions that the Director-General proposes to impose on the authority) addresses those potential adverse effects; and
c: any other matter that the Director-General considers is relevant.
4: The Director-General may be satisfied that the overall effect of the authority would be consistent with the protection of individual wildlife only if satisfied that the holder of the authority will take reasonable steps (including by complying with any relevant conditions imposed on the authority) to avoid, minimise, and mitigate any adverse effects of the lawful activity on individual wildlife.
5: In granting the authority, the Director-General is not required to be satisfied—
a: that the lawful activity is itself consistent with the protection of wildlife; or
b: that each individual act of killing, viewed in isolation, would be consistent with the protection of wildlife.
53C: Conditions that may be imposed on authority under section 53 to kill wildlife incidentally
1: The Director-General may impose, on an authority referred to in section 53A
a: to address potential adverse effects of the lawful activity on populations of wildlife or the viability of the species to which that wildlife belongs (including, for example, measures to offset adverse effects caused by killing individual wildlife belonging to that species); or
b: to avoid, minimise, or mitigate any adverse effects of the lawful activity on individual wildlife.
2: This section does not limit the application of section 53(5) to the authority.
2: Amendments about transitional, savings, and related provisions
5: New section 2AA inserted (Transitional, savings, and related provisions)
After section 2A
2AA: Transitional, savings, and related provisions
The transitional, savings, and related provisions set out in Schedule 1AA
6: New Schedule 1AA inserted
Insert the Schedule 1AA set out in the Schedule


1: Title
This Act is the Appropriation (2023/24 Confirmation and Validation) Act 2025.
2: Commencement
This Act comes into force on the day after Royal assent.
3: Purpose
The purpose of this Act is—
a: to confirm and validate matters relating to the 2023/24 financial year; and
b: to validate matters relating to the 2021/22 and 2022/23 financial years.
4: Interpretation
1: In this Act,— 2021/22 financial year 2022/23 financial year 2023/24 financial year
2: Terms or expressions used and not defined in this Act but defined in the Public Finance Act 1989
5: Confirmation of expenses incurred in excess of existing appropriations and approved by Minister of Finance
1: The incurring of expenses approved by the Minister of Finance under section 26B
2: The expenses are the expenses incurred in excess, but within the scope, of the existing appropriations set out in column 3 of Schedule 1
3: The amounts of the approved expenses are shown in column 4 of Schedule 1
6: Validation of unappropriated expenses for 2023/24 financial year
1: The incurring of expenses by a department in the circumstances set out in subsection (2) or (3) is validated for the purposes of section 26C
2: The circumstances in this subsection are that, for the 2023/24 financial year, the department incurred expenses in excess of the existing appropriations set out in column 3 of Schedule 2
3: The circumstances in this subsection are that, for the 2023/24 financial year, the department incurred expenses without appropriation, or other authority, by or under an Act against the categories of expenses set out in column 3 of Schedule 3
4: In this section,— department Schedule 2 3 expenses Schedule 2 3
7: Validation of unauthorised capital injections for 2023/24 financial year
1: The making of the capital injections set out in subsections (2) or (3) are validated for the purposes of section 26CA
2: The capital injection is the capital injection of $13,125,000 that—
a: was made to the Ministry of Business, Innovation, and Employment in the 2023/24 financial year; and
b: was made in excess of an existing authority under an Appropriation Act.
3: The capital injection is the capital injection of $2,583,000 that—
a: was made to the Office of the Ombudsman in the 2023/24 financial year; and
b: was made without authority under an Appropriation Act.
8: Validation of unappropriated expenses incurred by the Ministry of Business, Innovation, and Employment for 2021/22 and 2022/23 financial years
1: The incurring of expenses by the Ministry of Business, Innovation, and Employment for Vote Business, Science and Innovation in the circumstances set out in subsection (2) is validated.
2: The circumstances are that—
a: the amount of the expenses is,—
i: for the 2021/22 financial year, $258,000:
ii: for the 2022/23 financial year, $403,000; and
b: the expenses were incurred in relation to depreciation expenses associated with the Cloud building on Auckland's Queens Wharf; and
c: the expenses were incurred in excess of an existing appropriation under an Appropriation Act.
9: Validation of unappropriated expenses incurred by the Inland Revenue Department for 2022/23 financial year
1: The incurring of expenses by the Inland Revenue Department for Vote Revenue in the circumstances set out in subsection (2) or (3) is validated.
2: The circumstances are that—
a: the amount of the expenses is, for the 2022/23 financial year, $1,061,000; and
b: the expenses were incurred in making COVID-19 support payments to eligible firms adversely affected by COVID-19; and
c: the expenses were incurred without appropriation, or other authority, by or under an Act.
3: The circumstances are that—
a: the amount of the expenses is, for the 2022/23 financial year, $24,000; and
b: the expenses were incurred in making resurgence support payments to eligible firms to manage the economic impacts of COVID-19 following a move to higher alert levels; and
c: the expenses were incurred without appropriation, or other authority, by or under an Act.