As part of its 2012 Youth Service package, the Government has introduced compulsory income management for recipients of the new Youth Payment and Young Parent Payment benefits. The scheme involves dividing beneficiaries’ payments between automatic redirections for rent and other bills, an electronic payment card that can only be used for food and groceries and a cash payment of no more than $50 per week The only other country to operate comparable programmes is Australia which introduced income management in 2007 as part of the Northern Territory Emergency Response. This paper presents a preliminary assessment of the income management scheme introduced in the Youth Service package. We examine the design of, and apparent rationale for, the policy and consider some of its implications. We also compare the New Zealand policy with the way income management operates in Australia. We conclude that there is no evidence of widespread poor expenditure patterns amongst the two target groups that might justify the blanket application of the policy; that the design of the scheme inhibits people’s ability to budget optimally; and risks a number of negative and perverse outcomes. It appears that the rationale underlying the use of income management is to deter benefit receipt rather than to assist with financial management. In our view, this is not an appropriate use of the policy, especially if in doing so the scheme also risks negative outcomes.

In 2008 there were approximately 3,500 registered commercial fishing vessels in New Zealand and 2,500 full­time employees working in the industry, a fraction of New Zealand’s two million plus labour force. However, in the Maritime New Zealand’s Annual Report 2000­2001 it was reported that New Zealand’s commercial fishing sector represented a disproportionately high number of maritime fatalities. With the exception of the 2007 fatality figures, the rate of Maritime New Zealand reported fatalities and accidents within the commercial fishing sector have remained fairly static. As a result, there have been a variety of initiatives implemented in this hazardous industry, for example, FishSAFE, and a number of reviews undertaken. However, unlike other sectors, implementing OHS interventions in the fishing industry has to account for a number of unique features such as the employment strata, geographical isolation of job, precariousness of employment, increasingly a diverse workforce and social issues such as substance abuse, and. This paper reports on preliminary findings based on interview data of employers and employees in the New Zealand fishing industry. In particular, it exposes a number of barriers to implementing and maintaining OHS measures, for example, increasingly tight profit margins, time pressures, and confusion around regulatory requirements. The initial findings also indicate that the command and control structure of managing staff in the fishing industry can influence individual and group perception and acceptance of risk. Finally, the paper highlights areas requiring further investigation.

The 2020 election campaign has been divisive and extended, with the election date delayed in August by a month (from 19th September) to 17th October. The Covid-19 pandemic has influenced public policies to an unprecedented degree as well as playing havoc with the political parties’ voter support.  While there, initially, did not seem to be many major policy differences between the two main parties, a clear choice has been established during the election campaign. Aside from National’s crucial choice of promising tax cuts and stronger debt reduction targets, a clear distinction in employment relations policies has also been established.  Labour continues its policy priorities, which include new employment relations initiatives and large employment support policies, while National pledges more employer-determined flexibility and employee choice in respect of statutory minima and educational opportunities.  However, although there have already been many election promises, there appears to be no comprehensive plan from either party of how to establish a sustainable, high skill and highly productive economy along with associated workplace relationships.

While the rights of New Zealand adult workers have been the primary concern of successive governments and their agencies, the rights of child workers have often been overshadowed.  With the recent Government report to the United Nations on New Zealand released, the issues surrounding New Zealand young workers have come to the fore and now require further investigation. The purpose o f this paper is to report on Phase One o f ongoing research into the working lives and experiences of New Zealand children (thoseunder18years). Drawing on existing academic literature as well as government and non-governmental organisations' (NGO) reports and statistics, the paper will present an overview of the status of New Zealand children in terms of the minimum working age; the minimum wage rates; and occupational health and safety standards. Finally, the paper will outline areas of future research.

New Zealand provides a unique comparative case with its well‐embedded, comprehensive and flexible public dispute resolution services. Changes from collective to individual disputes and a resulting rise in institutional caseload have occurred since 1990, culminating in increased public information, enforcement and dispute resolution efforts. However, debates exist about improving access to justice, reducing legalism and providing proactive conflict resolution.