Employment and Work & Income Information

Information for Employees

People with arthritis can have pain and difficulty moving around. It can cause loss of strength and grip, stiffness and tiredness. But these symptoms can generally be well managed.
For most people, arthritis is chronic. As yet, there is no cure for the condition but it can be managed successfully using a combination of medication, exercise, physiotherapy, and with the ongoing support of healthcare professionals.

The Physiotherapy New Zealand website has information that may be of assistance to you.

1. Am I obliged to tell my employer that I have arthritis?

You are required to disclose a health problem or disability to your employer in two situations: if it could cause health and safety problems in the workplace, and/or if it could prevent you from suitably performing the responsibilities and duties of the job.  On a job application and in an interview process, you should be honest about your condition and answer any questions about your condition truthfully.  If you are dishonest, a job offer can be revoked and/or you could be dismissed from the job.

Additionally, your employment agreement may include provisions that require you to keep your employer informed of health conditions.

Your employer has a duty to provide you with a safe and healthy workplace. Therefore, your employer must be made aware of any circumstances that might give rise to harm in the workplace, such as your arthritis, if applicable.

You have a duty of good faith to your employer, which means you must be responsive and communicative about any health issues you are experiencing where it is relevant to your work. For example, you cannot complain about lack of support from your employer at work if you have not advised them that you need support, and why. You may feel worried or unsure about telling people at work about your arthritis but it can be beneficial. The sooner you talk to your employer about your arthritis, the earlier they can make reasonable adjustments to your workplace, and the easier it could be for you to manage work alongside your symptoms. Explain to your employer what would help you to perform your job more efficiently. Over time your needs may change. Communication with your employer is also beneficial as it may prevent them from forming negative assumptions about your arthritis, and its effect on your work.

In Lawrie v Air Liquide New Zealand Ltd (2013), the Employment Relations Authority found that an employer was justified in dismissing an employee who was absent from work for 62 days in a 13-month period because the employee was not forthcoming with medical information. The employee suffered depression but did not inform the employer of this until 10 months into his employment, and after he had been absent for more than 15 days. Providing medical information about his condition to his employer would have assisted the employer in deciding how to deal with the employee’s absences.

In FGH v RST (2018), the Employment Court found that an employer cannot discipline an employee for poor behaviour and/or performance that is caused by an underlying condition until the employer has explored and identified the underlying condition, and worked with the employee towards resolving it.  For an employer to be aware, however, the employee must be an active participant in all processes and disclose the condition.

Under the Privacy Act 1993, any personal health information you disclose to your employer for the purposes of, for example, setting up a more comfortable workspace, is protected and must be kept confidential. Your employer must hold that personal information and not use it or disclose it for any purpose other than the one for which it was originally obtained (such as, setting up a more comfortable workspace). Your employer should only share your personal health information with your colleagues if you have given express permission, and only if it would not result in unjustifiable disadvantage to you.

2. What legal responsibilities does my employer have in relation to my arthritis?

Your employer has legal responsibilities to you under a duty of good faith provisions in the Employment Relations Act 2000 and under anti-discrimination provisions in the Human Rights Act 1993.

Your employer has a duty to act towards you in good faith, which means your employer must engage appropriately with you when it comes to your arthritis and how it may impact your ability to work. Your employer must take steps to support your ability to work, and this might include implementing workspace and occupational assessments.  If necessary, your employer should seek and consider any relevant medical information from you and should explain to you any reasons for any inquiries into your condition, including possible outcomes.  Your employer should always give you the chance to provide your input and comments.

Your employer owes you additional obligations under the Human Rights Act 1993. The definition of “disability” in the Human Rights Act includes physical disability or impairment, physical illness, and any other loss (or abnormality) of a physiological or anatomical structure or function. Arthritis is a condition that, in many cases, has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities. This means that, while you may think of yourself as ill rather than disabled, having a long-term illness that adversely affects daily life may be regarded as a disability for the purposes of anti-discrimination laws.

Under the Human Rights Act, your employer is prohibited from treating you less favourably than others by reason of your arthritis and is obliged to reasonably accommodate your arthritis. This means that, where reasonable, your employer is required to provide special services or facilities that enable you to perform your duties satisfactorily. The Human Rights Act does not specify the special services or facilities an employer must provide. However, depending on your disability, it could include:

• special travel arrangements to and from your place of work;
• specially designed chairs, desks or work stations;
• a secretary or assistant;
• a palliative or therapeutic device; or
• an auxiliary aid.

For people with mild or moderate arthritis, the earlier adjustments in the workplace are made, the easier it will be for them to remain productive.

What amounts to reasonable accommodation depends on a number of factors. Your employer’s obligation to you will be determined on the merits of your unique case. Some exceptions apply: see below Is it reasonable for my employer to accommodate my disability? and My arthritis could cause harm to myself or others in the workplace. What rights do I have?

In Atley v Southland District Health Board (2009), accommodation of an employee’s disability was also consistent with the employer’s contractual obligation. The employee’s collective employment agreement provided that the employer would “ensure disruption, personal health effects and fatigue associated with shift work are minimised for the group of workers involved”. Employees should check their employment agreements when considering what duties they and their employers owe one another.

3. Is it reasonable for my employer to accommodate my disability?

There are exceptions in the Human Rights Act to an employer’s duty to accommodate an employee with a disability. Your employer may treat you differently on account of your disability if you can only perform the duties of your position satisfactorily with the aid of special services or facilities and it would not be reasonable to expect your employer to provide those services or facilities.

Some other exceptions apply. Every case is different and your situation will be considered on its own facts and merits.

In Atley v Southland District Health Board (2009) an emergency department nurse was required to work rostered night shifts. She suffered from bipolar disorder and began to experience difficulties at work. A medical professional confirmed that the employee’s condition was not compatible with working intermittent night shifts, and suggested that a mixture of morning and afternoon shifts instead of night shifts would allow her to continue her work in the emergency department. Several nurses offered to cover her night shifts. The Employment Relations Authority found that limiting the employee’s roster to day and afternoon shifts and having other employees cover her night shift duties, would not be an unreasonable disruption for the employer.

4. My arthritis could cause harm to myself or others in the workplace. What rights do I have?

Every employer owes a duty to ensure the safety and health of its employees and to provide a safe working environment. This means that your employer may also treat you differently on account of your disability if the working environment or duties are such that your arthritis means that you could only be employed with a risk of harm to yourself or others, and it is not reasonable to take that risk. However, this does not apply if your employer could, without unreasonable disruption, take reasonable measures to reduce any health and safety risk that your arthritis poses to a normal level.

Some other exceptions apply. Every case is different and your situation will be considered on its own facts and merits.

In Wilson v Sleepyhead Manufacturing Co Ltd (1992) an employer dismissed an employee who had an epileptic seizure at work. He had had one other seizure at work a few weeks earlier. The seizure took place on the work floor while the machinery was operating. The employer was concerned at the danger to the employee, and to other employees, should he have another seizure without warning, near moving machinery or while working at height. The Employment Tribunal found that the employer’s concern about safety was justified, and that dismissal on notice was within the range of justifiable actions that the employer could have taken.

In Lealaogata v Timata Hou Ltd (2013) an employee with severe arthritis of both knees and heart problems was dismissed from employment. The employee’s arthritis prevented him from heavy lifting, any fast activities, walking long distances or going up or downstairs. This lack of mobility made him unable to undertake the essential duties of his job, including tracking and restraining clients (who all had intellectual disabilities). His employer was concerned about his health and wellbeing and the safety of the people he was supporting.

The employer considered there was no realistic prospect of any alternative duties being available to the employee. The employer decided to terminate his employment after a fair and extensive process (seven months’ long). The Employment Relations Authority found that the employee’s inability to undertake the full range of duties of his position compromised his own safety and that of his co-workers. The employer could not, without unreasonable disruption, take reasonable measures to reduce the risk to a normal level.

5. Applying for a job

The Human Rights Act protects the interests of people who have a disability from discrimination in the workplace. Except in specific circumstances, potential employers should not ask health-related questions of you. You are not required to disclose a health problem or disability to a future employer unless it could cause health and safety problems and/or it could prevent you from suitably performing the responsibilities and duties of the job.  On a job application and in an interview process, you should be honest about your condition and answer any questions about your condition truthfully.  If you are dishonest, a job offer can be revoked and/or you could be dismissed from the job.

In Imperial Enterprises Ltd v Attwood (2003) the Employment Court found that a question in a job application form that asked the applicant to disclose any medical conditions was discriminatory on the grounds of disability and therefore breached the Human Rights Act.

However, disclosing your arthritis and its effect on your ability to work lets your future employer know what they need to do to make reasonable adjustments to the recruitment process or to support you in the workplace.

6. Do I have to give my employer a doctor’s certificate as proof of my illness?

An employer may request a medical certificate to prove sickness or injury when you take sick leave.  If your sick leave has been less than 3 days, your employer must inform you as early as possible that the medical certificate is required (this is typically set out in your employment agreement), and pay reasonable expenses in obtaining the certificate. If your sick leave has been more than 3 days, your employer is not obliged to inform you early or to pay the expenses. There may be additional requirements for proving your health in your employment agreement. For example, an employment agreement may require an employee to establish that there are no relevant health or safety reasons that prevent him/her from working.

7. Can I leave the workplace for doctor’s appointments?

You may use sick leave to attend medical appointments in relation to chronic arthritis. All employees in New Zealand are entitled to five days’ sick leave per year after they’ve worked for six months for one employer. Remember to check the terms of your employment agreement, because it may provide more than this. Up to 15 days of sick leave may be carried over from one year to the next, to a maximum entitlement of 20 days’ sick leave entitlement in any one year. Again, your employment agreement may allow you to carry over more than this.

Once you have used up all your sick leave and annual leave, your employer is not obliged to provide further leave for medical appointments. However, they are obliged to be reasonable and act fairly towards you. The more information you provide your employer about your medical situation, the more likely they are to be understanding and allow you flexibility to leave the workplace. If you have ongoing and recurrent medical appointments, you might consider approaching your employer about flexible working arrangements.

8. Where can I get further advice and information?

• Arthritis New Zealand, phone 0800 663 463 and ask to speak to an Arthritis Educator

Ministry of Business, Innovation and Employment. Email: info@mbie.govt.nz Tel: 04 915 4400

Human Rights in New Zealand

National Equal Opportunities Network

Office of the High Commissioner for Human Rights

Disclaimer
This publication is a general guide is necessarily brief in nature. It does not constitute an authoritative description of the law, nor does it replace professional legal advice. You should seek professional advice before taking any action in relation to the matters dealt with in this publication.

Information for Employers

 

1. Is my employee obliged to tell me that they have arthritis?

An employee is required to disclose a health problem or disability to you in two situations: if it could cause health and safety problems in the workplace, and/or if it could prevent them from suitably performing the responsibilities and duties of the job.  All jobs should have a well-defined job description setting out the job requirements, under which it can be established whether an employee can perform the role satisfactorily.  Use the recruitment process to determine if an employee meets the requirements of the job by asking whether the employee has any disabilities or physical conditions that might prevent them from performing the job satisfactorily.

You have a duty to provide your employees with a safe and healthy workplace. Therefore, it is important to be kept aware of any circumstances that might give rise to harm in the workplace, such as an employee’s arthritis, if applicable.

You have a duty of good faith to your employee, which means you must be responsive and communicative about any workplace issues relating to an employee’s health.  When an employee has disclosed to you that they have arthritis, it is important to maintain regular communication with that employee in order to comply with your obligation of good faith.  Having open communication with your employee will help you to make reasonable adjustments to the workplace that might help your employee to more easily manage their symptoms. Ask your employee what would help them to perform their job more efficiently. Over time their needs may change. Communication with your employee is beneficial as it may lead to better productivity and less sick leave. 

In Lawrie v Air Liquide New Zealand Ltd (2013), the Employment Relations Authority found that an employer was justified in dismissing an employee who was absent from work for 62 days in a 13-month period because the employee was not forthcoming with medical information. The employee suffered depression but did not inform the employer of this until 10 months into his employment, and after he had been absent for more than 15 days. Providing medical information about his condition to his employer would have assisted the employer in deciding how to deal with the employee’s absences.

In FGH v RST (2018), the Employment Court found that an employer cannot discipline an employee for poor behaviour and/or performance that is caused by an underlying condition until the employer has explored and identified the underlying condition, and worked with the employee towards resolving it.  When an employee has disclosed a condition to an employer, an employer’s obligations towards the employee increase.

Under the Privacy Act 1993, any personal health information your employee discloses to you for the purposes of, for example, setting up a more comfortable workspace, is protected and must be kept confidential. You must hold that personal information and not use it or disclose it for any purpose other than the one for which it was originally obtained (such as, setting up a more comfortable workspace).  This means that you may only share an employee’s personal health information with other people in the workplace with the employee’s permission and only if it will not result in unjustifiable disadvantage to that employee.

2. What legal responsibilities I owe to an employee who has arthritis?

You have a duty to act towards your employees in good faith, which means you must engage appropriately with employees who disclose their arthritis condition to you. You must take steps to support their ability to work, and this might include implementing workspace and occupational assessments. If necessary, you should seek and consider any relevant medical information from your employee and should explain to the employee any reasons for any inquiries into their condition, including possible outcomes. You should always give your employees the chance to provide their input and comments.

You owe your employees additional obligations under the Human Rights Act 1993. The definition of “disability” in the Human Rights Act includes physical disability or impairment, physical illness, and any other loss (or abnormality) of a physiological or anatomical structure or function. Arthritis is a condition that, in many cases, has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities. This means that, while an employee may think of themselves as ill rather than disabled, having a long-term illness that adversely affects daily life may be regarded as a disability for the purposes of anti-discrimination laws.

Under the Human Rights Act, an employer is prohibited from treating an employee less favourably than others by reason of a disability and is obliged to reasonably accommodate an employee’s disability. This means you are required to provide special services or facilities that enable an employee with arthritis to perform their duties satisfactorily if it is reasonable to expect an employer to provide those services or facilities. The Human Rights Act does not specify what special services or facilities an employer must provide. However, depending on your employee’s disability, this could include:

• special travel arrangements to and from their place of work;
• specially designed chairs, desks or work stations;
• a secretary or assistant;
• a palliative or therapeutic device; or
• an auxiliary aid.

For people with mild or moderate arthritis, the earlier adjustments in the workplace are made, the easier it will be for them to remain productive.

What amounts to reasonable accommodation depends on a number of factors. Your obligation will be determined on your employee’s unique case. Some exceptions apply: see below Is it reasonable to accommodate my employee’s disability? and My employee’s arthritis could cause harm to them or others in the workplace. What rights do I have?

In Atley v Southland District Health Board (2009), accommodation of an employee’s disability was also consistent with the employer’s contractual obligation. The employee’s collective employment agreement provided that the employer would “ensure disruption, personal health effects and fatigue associated with shift work are minimised for the group of workers involved”. Employers should check employment agreements when considering what duties they and their employees owe one another.

3. Is it reasonable to accommodate my employee’s disability?

There are exceptions in the Human Rights Act to an employer’s duty to accommodate an employee with a disability. You may treat an employee differently on account of their disability if they can only perform the duties of their position satisfactorily with the aid of special services or facilities where it is not reasonable to expect you to provide those services or facilities.

Some other exceptions apply. Every case is different and your situation will be considered on its own facts.

In Atley v Southland District Health Board (2009) an emergency department nurse was required to work rostered night shifts. She suffered from bipolar disorder and began to experience difficulties at work. A medical professional confirmed that the employee’s condition was not compatible with working intermittent night shifts, and suggested that a mixture of morning and afternoon shifts instead of night shifts would allow her to continue her work in the emergency department. Several nurses offered to cover her night shifts. The Employment Relations Authority found that limiting the employee’s roster to day and afternoon shifts and having other employees cover her night shift duties, would not be an unreasonable disruption for the employer.

4. My employee’s arthritis could cause harm to them or others in the workplace. What options do I have?

You may also treat an employee differently on account of their disability if the working environment or duties are such that their arthritis means that they could only be employed with a risk of harm to themselves or others, and it is not reasonable to take that risk. However, this does not apply if you could, without unreasonable disruption, take reasonable measures to reduce any health and safety risk that your employee’s arthritis poses to a normal level.

Some other exceptions apply. Every case is different and your situation will be considered on its own facts.

In Wilson v Sleepyhead Manufacturing Co Ltd (1992) an employer dismissed an employee who had an epileptic seizure at work. He had had one other seizure at work a few weeks earlier. The seizure took place on the work floor while the machinery was operating. The employer was concerned at the danger to the employee, and to other employees, should he have another seizure without warning, near moving machinery or while working at height. The Employment Tribunal found that the employer’s concern about safety was justified, and that dismissal on notice was within the range of justifiable actions that the employer could have taken

In Lealaogata v Timata Hou Ltd (2013) an employee with severe arthritis of both knees and heart problems was dismissed from employment. The employee’s arthritis prevented him from heavy lifting, any fast activities, walking long distances or going up or downstairs. This lack of mobility made him unable to undertake the essential duties of his job, including tracking and restraining clients (who all had intellectual disabilities). His employer was concerned about his health and wellbeing and the safety of the people he was supporting.

The employer considered there was no realistic prospect of any alternative duties being available to the employee. The employer decided to terminate his employment after a fair and extensive process (seven months’ long). The Employment Relations Authority found that the employee’s inability to undertake the full range of duties of his position compromised his own safety and that of his co-workers. The employer could not, without unreasonable disruption, take reasonable measures to reduce the risk to a normal level.

5. Recruiting

The Human Rights Act protects the interests of people who have a disability from discrimination in the workplace. A prospective employee is not required to disclose any health problem or disability to you, unless it could cause health and safety problems, and/or if it could prevent them from suitably performing the responsibilities and duties of the job.  All jobs should have a well-defined job description setting out the job requirements, under which it can be established whether an employee can perform the role satisfactorily.  Use the recruitment process to determine if an employee meets the requirements of the job by asking whether the employee has any disabilities or physical conditions that might prevent them from performing the job satisfactorily.  Only ask questions that directly address the specific job requirements.  If a prospective employee discloses that they have arthritis, you cannot discriminate against them if the prospective employee can perform the job satisfactorily, even if you have to make some reasonable accommodations for them.

In Imperial Enterprises Ltd v Attwood (2003) the Employment Court found that a question in a job application form that asked the applicant to disclose any medical conditions was discriminatory on the grounds of disability and therefore breached the Human Rights Act.
When a prospective employee discloses their arthritis and how it affects their ability to work, a prudent employer should make inquiries as to what reasonable adjustments the employer can make to the recruitment process or to support that individual in the workplace.

6. Can I ask my employee for a doctor’s certificate to prove their illness?

An employer may request a medical certificate to prove sickness or injury when an employee takes sick leave.  If the sick leave has been less than 3 days, you must inform the employee as early as possible that a medical certificate is required (this is typically set out in the employment agreement), and pay reasonable expenses in obtaining the certificate. If the sick leave has been more than 3 days, you are not obliged to inform your employee early or to pay the expenses. There may be additional requirements for proving health in the relevant employment agreement. For example, an employment agreement may require an employee to establish that there are no relevant health or safety reasons that prevent him/her from working.

7. Can the employee leave the workplace for doctor’s appointments?

An employee may use sick leave to attend medical appointments in relation to arthritis.
In Labour Inspector v Bakehouse Investments Ltd t/a Westside Bakehouse (2004) the Employment Relations Authority determined that an employee who had to go for regular check-ups in relation to a chronic health condition could claim sick leave for the time spent going to the medical appointments.

All employees in New Zealand are entitled to five days’ sick leave per year after they’ve worked for six months for one employer, and individual employment agreements may provide for more than this.  Up to 15 days of sick leave may be carried over from one year to the next, to a maximum entitlement of 20 days’ sick leave entitlement in any one year. If the terms of an individual’s employment agreement provide more than these statutory entitlements, the terms of the agreement apply over and above the statutory entitlement.

Once an employee has used up all their sick leave and annual leave, you are not obliged to provide further leave for medical appointments. However, employers are obliged to be reasonable and act fairly towards employees. It is important to seek information from your employee about their medical situation, in order to fully understand their needs and how you can reasonably accommodate their disability.  It is important to be open and responsive if your employee approaches you about flexible working arrangements.

8. Where can I get further advice and information?

• Arthritis New Zealand, phone 0800 663 463 and ask to speak to an Arthritis Educator

Ministry of Business, Innovation and Employment. Email: info@mbie.govt.nz Tel: 04 915 4400

Human Rights in New Zealand

National Equal Opportunities Network

Office of the High Commissioner for Human Rights

Disclaimer
This publication is a general guide is necessarily brief in nature. It does not constitute an authoritative description of the law, nor does it replace professional legal advice. You should seek professional advice before taking any action in relation to the matters dealt with in this publication.

Employment issues – for employees and employers

Accommodations in the workplace can reduce work disability from arthritis and can help to retain the employment of those with arthritis. A supportive work environment such as one that allows flexible working hours, and adjusted job demands, provides accessibility and includes the presence of supportive co-workers and employers can all help to reduce withdrawal from the labour force by people with arthritis. Early clinical, policy and employment interventions can support job retention and a return to work.

In September 2012 the Fit for Work Musculoskeletal Disorders and the New Zealand Labour Market, developed by The Work Foundation was released. Read the report here – https://www.arthritis.org.nz/pdfs/fitforwork.pdf. This reveals that disability and chronic health conditions are two of the main obstacles to maintaining employment for millions of New Zealanders and represents a huge financial burden to the New Zealand economy. The focus is on early clinical, policy and employment interventions which can support job retention and return to work. Investment in preventive health is recognised as essential to overcoming the detrimental impacts of ill-health on labour force participation. The impact of people leaving the workforce early is significant in terms of:

  • Taxation foregone by the government
  • Additional social security payments
  • A decrease in personal incomes –often meaning people living many years in poverty, and
  • Associated impacts on savings and lifetime living standards

Flexible hours, Modified equipment in workplace, Colleagues who “got it” and a Positive lead from management are things that work well.

Problems – Getting time off to go to specialist appointments is a problem, using up all sick leave and having to take leave without pay is common, Perceptions by work colleagues can be negative

  • Impaired mobility identified as a problem
  • Physical demands of work-especially standing and lifting
  • Colleagues not understanding how arthritis affected them

Ideas for encouraging a healthy, safe and productive workplace

  • Ensure that workplaces have at least one person with experience in managing disability and/or long term conditions
  • Affirmative Action programme
  • Government Departments working together
  • Clients of Work & Income have assigned case managers who understand disability issues and long term conditions
  • Need to incentivise employer and public employment services

References: http://www.employmenttoday.co.nz/databases/modus/hrmag/etmagazine/JRNL-210-ET-43?tid=131867534&si=1878974471 https://www.racp.edu.au/advocacy/division-faculty-and-chapter-priorities/faculty-of-occupational-environmental-medicine/health-benefits-of-good-work

Home Help

Access to Home Support Services will depend on your age, personal circumstances and how your disability impacts you. You will need to have an assessment to determine eligibility.

If you are over 65:
Support services for people over 65 are funded by district health boards (DHBs). They are services or things that help you to stay in your home for as long as you can.
They may include:
· Personal care (eg, getting out of bed, showering, dressing, medication management)
· Household support (eg, cleaning, meal preparation)
· Carer support (help for the person who lives with you and/or looks after you for 4 hours or more each day)
· Equipment to help with your safety at home.

 

If you are under 65
You can get Home and Community Support Services if you:
· Meet Disability Support Services’ eligibility requirements
· Have had a needs assessment saying you need home-based support services.
Household management is only available to:
· People who have a Community Services Card
· Children under the age of 16 whose parents/caregivers have a Community Services Card.
Whether or not you can get a Community Services Card depends on income and family size. Visit the Work and Income website to find out more.
Follow this link for information about assessments for Home Support.

Note these services are NOT provided by Arthritis New Zealand.

Work & Income

If you have arthritis you may be eligible for assistance from Work and Income. It depends on your circumstances. Your eligibility may vary depending on whether you have a partner, your age and residency here, the income you earn and whether you are able to work. Talk to Work and Income.

You can contact them on 0800 559 009 or there are more options here: https://www.workandincome.govt.nz/about-work-and-income/contact-us/phone-numbers.html

Main benefits:

Work and Income A to Z Benefits and Payments:
https://www.workandincome.govt.nz/products/a-z-benefits/index.html

Benefit fact sheets:
http://www.msd.govt.nz/about-msd-and-our-work/publications-resources/statistics/benefit/

There are also a lot of other payments that can help if you need extra support:

The Community Services Card can help you and your family with the costs of health care. You’ll pay less on some health services and prescriptions simply by showing your card.

MyMSD lets you login and check your payments, manage your appointments, tell them about any changes and apply for a benefit or NZ Super: https://my.msd.govt.nz/login

If you need help – the Citizens Advice Bureau offers a Benefit Advocate Service: http://www.cab.org.nz/vat/money/ben/Pages/BeneficiaryAdvocacy.aspx

Disclaimer
This publication is a general guide is necessarily brief in nature. It does not constitute an authoritative description of the law, nor does it replace professional legal advice. You should seek professional advice before taking any action in relation to the matters dealt with in this publication.

“I found the employment information on the website very useful – great to find this advice!” – Anonymous 

Translate »

Share This

Share this post with your friends!