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.
This template has no optional clauses: the text is the same for everyone. Field placeholders are shown as labels — on the site the template is read-only, values are entered inside the system.
WAGES, TIME, HOLIDAY & LEAVE RECORD
Employee: Employee name Age (if under 20): Age (if under 20) Start date: Start date Employment type: Employment type
PART A — WAGES AND TIME RECORD (s 130 Employment Relations Act 2000)
1. HOURS WORKED 1.1. Hours worked each day
2. PAY 2.1. Pay rate / pay for the period: Pay rate / pay for the period. 2.2. Deductions: Deductions 2.3. Payment method: Payment method
PART B — HOLIDAY AND LEAVE RECORD (s 81 Holidays Act 2003)
3. ANNUAL HOLIDAYS 3.1. Entitlement, taken, and balance: Annual holidays: entitlement / taken / balance
4. SICK LEAVE 4.1. Taken and balance: Sick leave: taken / balance
5. ALTERNATIVE HOLIDAYS 5.1. Record of public holidays worked and alternative holidays earned/taken: Alternative holidays record
6. RATES USED FOR LEAVE CALCULATIONS 6.1. Otherwise Working Day (OWD) / Average Weekly Earnings (AWE) rate applied: OWD / AWE rate used for leave calculations
7. FINAL PAY 7.1. Final pay on leaving, including accrued/unpaid holiday pay (if applicable): Final pay on leaving (if employment ended)
8. RECORD RETENTION 8.1. Record retention note 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).
Fields that belong to a switched-off clause are dimmed — they are not asked for.
Record only if the employee is under 20
Recurring daily hours record
PAYE, KiwiSaver, student loan
4 weeks per year
10 days per year once entitled
Public holidays worked → alternative holidays earned/taken
Otherwise Working Day / Average Weekly Earnings
Must be retained 6 years, including after employment ends
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.