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Envirocon Leave Policy

Purpose

This leave policy is designed to comply with the Holidays Act 2003, Parental Leave and Employment Protection Act 1987, Health and Safety at Work Act 2015, the Family Violence Act 2018, and other relevant New Zealand employment laws. The types of leave, entitlements, and service recognition rewards are outlined in your employment agreement and further detailed below.

All leave must be applied for through Smartly and discussed with your manager beforehand to ensure operational requirements are met.

Statutory Holidays

Envirocon recognises 12 statutory holidays each year, including Matariki (introduced in 2022). These holidays are observed on the calendar day they fall unless otherwise stated in the Holidays Act.
In rare instances, employees may be asked to work on a statutory holiday. If this occurs, Envirocon will consult with the employee, and the holiday may be transferred to another mutually agreed date. Employees working on a statutory holiday will be compensated according to the Holidays Act 2003, including time-and-a-half pay and, where applicable, an alternative holiday.

Annual Leave

Employees are entitled to 4 weeks of paid annual leave per year, accruing after 12 months of continuous service.

  • Annual Leave must be requested at least two weeks in advance.

  • Applications must be submitted via Smartly and discussed with the manager.

Leave Approval

Annual leave must be taken by mutual agreement. Approval is subject to operational needs and must be signed off by the employee's manager.

Leave Without Pay

If an employee does not have sufficient leave balance, leave without pay will be automatically applied. Leave without pay may also be granted at the discretion of a company director.

Buying Out Leave

Employees may request to cash out 1 week of annual leave per 12-month period, subject to the director's approval and as permitted under the Holidays Act.

Managing High Leave Balances

If an employee’s leave balance exceeds 20 days, Envirocon will work with them to schedule leave, as excessive leave accruals are discouraged.

Christmas Shutdown

Envirocon has a mandatory shutdown period over the Christmas holidays. Employees are required to take leave during this period unless otherwise agreed.

Bereavement Leave

Bereavement leave is available as per the Holidays Act 2003. Employees are entitled to:

  • Three days’ leave for the death of an immediate family member (spouse or partner, parent, child, sibling, grandparent, grandchild, or the parent of a spouse/partner).

  • One day’s leave for the death of any other person where the employee has a close association, at the employer's discretion.

Requests for bereavement leave should be made as soon as possible. Envirocon will consider such requests empathetically, recognising that short notice may apply.

Sick Leave

Employees are entitled to 10 days of paid sick leave per year after completing 6 months of continuous service, with entitlements renewing annually. Unused sick leave can be carried over, up to a maximum of 20 days.

Applications:

  • Sick Leave must be applied through Smartly.

  • If an employee does not have a sufficient balance, the request will be automatically declined and converted to Leave Without Pay.

Medical Certificates:

  • A certificate is required if sick leave exceeds 3 consecutive days or earlier at the employer’s discretion.

  • This must confirm the employee’s inability to work and may be required before returning to work.

Workplace Injuries:

  • The first week's leave is paid by Envirocon.

  • Subsequent leave is covered by ACC if the employee remains unable to work.

  • For non-work-related injuries, ACC entitlements apply from the second week.

Parental Leave

Employees expecting a child, or those whose partners are expecting, should consult with their manager to clarify entitlements under the Parental Leave and Employment Protection Act 1987.

Family Violence Leave

In line with the Family Violence Act 2018, employees who have completed 6 months of continuous service are entitled to up to 10 days of paid family violence leave per year.

This leave:

  • Is available in addition to other leave entitlements.

  • Can be taken in consecutive days or as individual days.

  • May be used to: attend court proceedings, relocate to ensure personal or family safety, seek medical attention, access counselling, attend support services, or make arrangements relating to the impact of family violence.

  • Does not require proof unless specifically requested by the employer. Where proof is requested, Envirocon will act reasonably and sensitively.

Envirocon is committed to supporting affected employees and ensuring their wellbeing.

Service Recognition Rewards

Envirocon recognises and rewards employees for their continued service and commitment:

1-Year Service Reward

  • One day of paid birthday leave.

  • Leave must be taken within 12 months of earning it and requested through Smartly at least two weeks in advance.

  • Applies to the birthday following the first anniversary of employment.

5-Year Service Reward

  • One-off $1,000 travel allowance.

  • One additional day of paid birthday leave.

  • Both must be used within 12 months of eligibility.

  • Birthday leave must be applied for via Smartly with two weeks’ notice.

10-Year Service Reward

  • One additional week of paid annual leave.

  • One-off $2,000 travel allowance.

  • Both must be used within 12 months of eligibility.

  • Leave must be requested through Smartly with sufficient notice.

Transition Period

  • Employees who have already passed a milestone will receive their reward at their next milestone.

  • Employees currently in their service term will become eligible upon reaching the milestone.

Process for Applying

  • Birthday leave should be applied for through Smartly (select “Birthday Leave” and include “Birthday Leave” in comments).

  • Leave approvals are subject to operational requirements and manager approval.

  • Rewards not used within the eligible 12-month period will be forfeited.

Review and Amendments

This policy is subject to review and may be updated in line with legislative changes or operational requirements. Employees are encouraged to contact their manager or HR for clarification regarding their leave and service recognition entitlements.