Combined wage-and-time record (section 130, Employment Relations Act 2000) and holiday-and-leave record (section 81, Holidays Act 2003) for one employee — both must be kept for 6 years, including after employment ends, and produced to a Labour Inspector on request.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
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WAGES, TIME, HOLIDAY & LEAVE RECORD
Employee: Age (if under 20): Start date: Employment type:
PART A — WAGES AND TIME RECORD (s 130 Employment Relations Act 2000)
1. HOURS WORKED 1.1.
2. PAY 2.1. Pay rate / pay for the period: . 2.2. Deductions: 2.3. Payment method:
PART B — HOLIDAY AND LEAVE RECORD (s 81 Holidays Act 2003)
3. ANNUAL HOLIDAYS 3.1. Entitlement, taken, and balance:
4. SICK LEAVE 4.1. Taken and balance:
5. ALTERNATIVE HOLIDAYS 5.1. Record of public holidays worked and alternative holidays earned/taken:
6. RATES USED FOR LEAVE CALCULATIONS 6.1. Otherwise Working Day (OWD) / Average Weekly Earnings (AWE) rate applied:
7. FINAL PAY 7.1. Final pay on leaving, including accrued/unpaid holiday pay (if applicable):
8. RECORD RETENTION 8.1. 8.2. Both parts of this record must be retained for at least 6 years, including after the employment relationship ends, and produced to a Labour Inspector on request. Historical Holidays Act miscalculations have been a major source of back-payments across New Zealand employers — keep these figures traceable to actual timesheets and rosters. 8.3. ⚠️ The proposed Employment Leave Bill would move annual holidays onto an hours-based accrual model (replacing the current weeks-based model), with a transition period after enactment — design any spreadsheet or system behind this record so it can switch to hours without losing history.
Recorded by ______________ Date ______________
This is a boilerplate template, not legal advice. New Zealand employment, privacy, consumer, food-safety, and work health & safety law combines the Employment Relations Act 2000, the Holidays Act 2003 (under active reform via the proposed Employment Leave Bill), the Privacy Act 2020, the Consumer Guarantees Act 1986, the Fair Trading Act 1986, the Food Act 2014, and the Health and Safety at Work Act 2015 — several of which are mid-reform as of mid-2026 and change on fixed dates that this template flags but does not resolve for you. Have it reviewed and adapted by a lawyer or Employment New Zealand before use, check current guidance and free official templates at employment.govt.nz (including the Employment Agreement Builder at eab.business.govt.nz), and confirm the minimum wage and any other statutory rate in force on the date of use (rates change every 1 April).
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1 of 14 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.