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flag New-Zealand New-Zealand: Operating a Business

In this page: Setting Up a Company | The Active Population in Figures | Working Conditions | Cost of Labor | Social Partners


Setting Up a Company

Limited Liability company
Number of partners: No limit. Under the Companies Act 1993 one or more shareholders and directors (who can be the same person). There is no requirement for a company secretary to be appointed.
Capital (max/min): NZD 1
Shareholders and liability: Limited to the amount of share capital subscribed  
Number of partners: Minimum: 2 with no maximum.
Capital (max/min): No minimum capital
Shareholders and liability: Joint and several between partners for all the debts and liabilities.
Limited Liability Partnership
Number of partners: Minimum: 2 with no maximum.
Capital (max/min): No minimum capital
Shareholders and liability: Limited partners only liable to the extent of their contribution to the partnership. Joint and several liability for General partners.
Number of partners: Minimum: 1 trustee
Capital (max/min): NZD 1
Shareholders and liability: Trust property
The Competent Organization
The administrative formalities must be carried out at the New Zealand Companies office. For more information go to New Zealand Companies office.
Search a Company or a Financial Report
New Zealand Companies Office Register
Setting Up a Company New-Zealand OECD
Procedures (number) 1.0 5.0
Time (days) 1.0 12.0

Source: Doing Business.

Business Setup Procedures
Consult Doing Business Website, to know about procedures to start a Business in New Zealand.
Companies Office

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The Active Population in Figures

Labor force 2,370,0002,402,0002,413,000

Source: CIA - The world factbook

Total activity rate -68.60%67.70%
Men activity rate 75.70%74.20%74.10%
Women activity rate 61.80%61.50%61.60%

Source: UN - United Nations


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Working Conditions

Legal Weekly Duration
40 hours a week. Flexible work arrangements, part-time work, job sharing, home-based work and paid parental leave all help workers in New Zealand to achieve a balance between work and personal lives.
Retirement Age
The National Superannuation Scheme entitles all to a pension at the age of 65. Residence requirements vary. There is no set age to retire and it is illegal to force retirement because of an employee’s age.
Working Contracts

All employers must offer their workers either an individual or collective Employment Agreement written in plain language. Employment Agreements should include:

  • Minimum wages for employees aged 18 or older
  • Minimum wages for employees aged 16-17
  • The same rate for the same job for male and female employees
  • Four weeks’ paid annual leave after 12 months in the job
  • 11 public holidays per year, when those fall on days of the week when an employee would otherwise work
  • after 12 months’ employment, up to 12 months’ parental leave
Employment agreements may also include conditions relating to duties and responsibilities, the term of the agreement, pay rates, pay day, hours of work, health and safety, company policy, redundancy, restraint of trade, etc.

There is no automatic right to the renewal or extension of an Employment agreement unless this is specifically stated in your agreement. As a general rule, a short-term agreement means just that. So it pays to be cautious about your expectations of continued employment, even though you may feel you have performed well in a temporary position.
For more information, see here The employment contract act 1991 and the employment relations act 2000.
Labor Laws
Consult Doing Business Website, to obtain a summary of the labor regulations that apply to local entreprises.

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Cost of Labor

Minimum Wage
NZD 2,253 per month (source: ILO, 2011).
Average Wage
Gross average monthly wage of men: NZD 4,582 (source: ILO, 2011);
Gross average monthly wage of women: NZD 3,180 (source: ILO, 2011).
Social contributions
Social Security Contributions Paid By Employers: Contributions paid by the employer : 9%
Social Security Contributions Paid By Employees: Contributions paid by the employee : 11.27%

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Social Partners

Social Dialogue and Involvement of Social Partners
Employees can choose whether they wish to join a union. Jobs cannot be withheld on the basis of membership or non-membership of a trade union. Employees who choose to belong to a union are covered by the union’s collective agreement. Employees who choose not to belong to a trade union must negotiate an individual Employment agreement.

The most dramatic change in the organization of labor in New Zealand is arguably the individualization of the employment relationship, which is more pronounced among younger workers. The public sector is more strongly unionized than the private sector. There is growing evidence of a collapse of collective bargaining in the private sector; it is five times more common in the public sector. Union renewal did not occur when the Employment Relations Act replaced the Employment Contracts Act. Employers’ organizations have widened the range of their services from lobbying nationally and locally on behalf of business and industry to include legal, education and promotional activities. They are specifically addressing regional shortages of skilled labor, through the provision of schemes such as migrant worker placement. There is less need for institutional employer industrial representation, given that less than a quarter of New Zealand workers are covered by a collective agreement.

The New Zealand Council of Trade Unions
Unionization Rate
Trade union membership in New Zealand has substantially declined in the early 1990s, partly as a consequence of labor market de-regulation that saw individual employment contracts promoted and multi-employer contracts decline. In 1985, 43.5 percent of the total employed labor forces were union members. Union membership has recently risen for the fourth year in a row to 21.7 percent of wage and salary earners in 2005-06, only half of what it was in the mid-1990s.
Labor Regulation Bodies
Department of labor
Business New Zealand
Employment Court of New Zealand

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Last Updates: October 2014