Latest Updates – Covid-19


As a collective, we banded together, and have done what very few other countries if any have managed to do.

In the immortal words of Sir Edmond Hillary, “we knocked the bugger off”.

Unfortunately, however that does not mean that it did not come without some disputes and Rice Craig is here to help you traverse the unprecedented testing times that we are experiencing as a nation.

Commercial Lease Update

In an effort to help settle disputes between commercial tenants and landlords resulting from the recent Government enforced COVID-19 lockdown, the New Zealand Government has said that it will provide a subsidy of $6,000 (including GST) for each dispute, to providers who are contracted to deliver what the Government has called a “streamlined” arbitration service.

It should be kept in mind however, that the parties will still be required to cover their own legal and other (additional) fees that are associated with proceeding along this path of arbitration.

For a detailed conversation that is tailored to your commercial needs, please contact our commercial law team to see how we can help you.

Wage Subsidy Update

Now that the initial wage subsidy scheme has ended, many employers will be wondering what the next steps should be as they attempt to get their business back on track.
The New Zealand Government has provided for a wage subsidy extension with applications being open from 10 June 2020 to 1 September 2020.

It is important to be aware that an employer cannot apply for the wage subsidy extension for an employee until their 12 week wage subsidy has finished.

On a positive note, an employer is not prevented from applying for the wage subsidy extension if they have not applied for that employee under the previous wage subsidy.

We recommend employers obtain the employee’s consent before sharing any of their personal information with MSD for a wage subsidy application. Employers should also be aware that receipt of a wage subsidy does not mean the employee’s remuneration can automatically be reduced. All of the employer’s usual employment obligations, including properly obtaining consent before reducing an employee’s remuneration, continue to apply.

For professional advice on how to navigate employment related decisions during the current economic times, you may email Rani Amaranathan for employment law advice

Get in touch with us today!