{"id":54073,"date":"2024-09-20T14:08:00","date_gmt":"2024-09-20T04:08:00","guid":{"rendered":"https:\/\/absoluteimmigration.com\/nz\/?p=54073"},"modified":"2024-11-21T14:44:33","modified_gmt":"2024-11-21T03:44:33","slug":"limiting-triangular-employment","status":"publish","type":"post","link":"https:\/\/absoluteimmigration.com\/nz\/news\/limiting-triangular-employment\/","title":{"rendered":"Limiting triangular employment to three parties ensures legal clarity"},"content":{"rendered":"\t\t
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New regulations on triangular employment and accreditation<\/b>\u00a0<\/span><\/h4>\n

The New Zealand government has released updated regulations on triangular employment, emphasising the legal risks employers face when placing migrant workers with another triangular employer. Employers participating in such arrangements may risk breaching employment agreements and immigration rules, resulting in serious consequences including suspension of accreditation. To ensure compliance, employers must strictly adhere to the requirement that triangular employment arrangements involve only three parties.<\/span>\u00a0<\/span><\/p>\n

Additionally, for employers using controlling third parties, additional accreditation requirements are required. These include ensuring clear monitoring systems, accreditation standards, and appropriate management of worker conditions<\/span>\u00a0<\/span><\/p>\n

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What is triangular employment?<\/b>\u00a0<\/span><\/h4>\n

Triangular employment involves the worker, the employer (usually a labour-hire or recruitment agency), and a controlling third party (the business where the worker is placed). The worker signs an employment agreement with the agency, but their day-to-day work is managed by the controlling third party.<\/span>\u00a0<\/span><\/p>\n

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Ensuring compliance by limiting triangular employment to three parties<\/b>\u00a0<\/span><\/h4>\n

Limiting triangular employment to three parties: the worker, the employer, and the controlling third party is to ensure clear legal relationships. When additional parties are involved, monitoring employment conditions becomes challenging and may result in breaches of employment agreements. New Zealand’s employment laws and <\/span>immigration guidelines<\/a><\/span> highlight the risks of compromising employment conditions and jeopardising an employer\u2019s accreditation when this limit is exceeded.<\/span>\u00a0<\/span><\/p>\n

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Protecting workers in triangular employment<\/b>\u00a0<\/span><\/h4>\n

Limiting the relationship to three parties ensures workers have clear legal protections. In the event of personal grievances, workers can hold both the employer and the controlling third party accountable if their actions contribute to the issue. This system guarantees that workers in triangular employment receive fair treatment and are protected under New Zealand\u2019s employment laws.<\/span>\u00a0<\/span><\/p>\n

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Extra requirements for controlling third-party accreditation<\/b>\u00a0<\/span><\/h4>\n

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Employers using controlling third parties must adhere to additional requirements set by Immigration New Zealand. These <\/span>extra requirements<\/a><\/span> are designed to ensure that controlling third parties meet specific standards for worker management and compliance. The requirements may include:<\/span>\u00a0<\/span><\/p>\n