# Question 51: I run a café with a small team. Food and power costs are squeezing margins, customers are spending less, and we've experienced a break-in. I am considering my vote in the 2026 New Zealand general election. How do parties differ on minimum wages, employment rules and support for hiring and training staff?

Collected 31 October 2026

[NZ Election 2026 · Edition 7 study](https://nzbrands.ai/research/nz-election-2026/editions/7)

## ChatGPT

Answer ID: 7f5bae20-b712-4391-bcf9-5d9635885800

# 2026 New Zealand election: what employment policies could mean for your café

For a café with a small team, the employment debate matters in two directions:

- Your costs: minimum wages, holiday entitlements, KiwiSaver, sick leave and the cost of taking on another employee.
- Your ability to grow: apprenticeships, training subsidies, hiring incentives, staff availability and employment flexibility.

The main political divide in 2026 is between parties favouring higher wage floors and stronger collective employment protections, and parties favouring more flexibility for employers and lower costs or risks when hiring.

There are also important differences within those broad positions. Below is a comparison based on policies and statements available as at 31 October 2026, ahead of the 7 November general election.

## 1. Minimum wages: where the parties stand

The adult minimum wage increased from $23.50 to $23.95 an hour on 1 April 2026.

| Party | Minimum wage position |
| --- | --- |
| National | Prime Minister Christopher Luxon indicated increases would broadly follow inflation. |
| Labour | Supports annual increases at least in line with inflation. |
| Green | Wants to move the minimum wage towards the Living Wage. |
| ACT | Proposes freezing the adult minimum wage for three years. |
| NZ First | Promises annual increases of at least inflation for the next three years. |
| Te Pāti Māori | Supports increasing the minimum wage to the Living Wage. |

Sources: Retail NZ's October 2026 policy comparison and the parties' public commitments. [Minimum Wage](https://retail.kiwi/insights-media/election-hub/policy-positions-minimum-wage/)[Policy scorecards for working people NZCTU](https://union.org.nz/election-scorecards-26/)

What this means for your café

If you employ junior front-of-house staff, kitchen assistants or cleaners on or near minimum wage:

- National's approach would generally mean increases linked to inflation.
- Labour and NZ First have made clearer commitments to annual inflation-linked increases.
- Greens and Te Pāti Māori propose a higher wage benchmark, potentially increasing your wage bill more quickly.
- ACT's proposed freeze would limit increases to the adult minimum wage for three years.

There is an important distinction between the adult minimum wage and the training wage. ACT proposes a separate, lower training wage, while the Greens want to abolish the training wage.

## 2. Employment rules: flexibility versus worker protections

This is potentially just as important as the minimum wage for a small café.

| Issue | National | Labour | ACT | Greens / Te Pāti Māori |
| --- | --- | --- | --- | --- |
| 90-day trials | Retain | Abolish | Retain | Abolish |
| Fair Pay Agreements | Oppose restoration | Restore | Oppose restoration | Restore |
| Pay equity legislation | Does not support restoration | Restore | Does not support restoration | Restore |
| Employment disputes | More streamlined process | Restore previous protections | More employer flexibility | Restore previous protections |
| Contractor classification | Retain recent changes | Reverse recent changes | Retain | Reverse recent changes |

NZ First generally aligns with National and ACT on these particular employment-law questions: it does not support restoring Fair Pay Agreements or abolishing 90-day trials. [Policy scorecards for working people NZCTU](https://union.org.nz/election-scorecards-26/)[2026 General Election Policies: What they could mean for businesses | New Zealand](https://www.bdo.nz/en-nz/insights/new-zealand/what-could-the-2026-nz-general-election-mean-for-your-business)

Why these differences matter to a café owner

- 90-day trials: These allow eligible employers to dismiss a new employee during the trial period without the usual personal grievance for unjustified dismissal. Retaining them gives you an option when hiring someone whose suitability is uncertain.
- Fair Pay Agreements: These would allow minimum employment terms to be negotiated across an industry. Hospitality businesses could be affected by industry-wide pay and conditions rather than negotiating everything individually.
- Personal grievances: Labour, Greens and Te Pāti Māori want to reverse recent changes to employment protections. National and ACT support the current direction.
- Employment flexibility: ACT is particularly focused on making it easier for employers and employees to agree on employment exits and reducing the cost and uncertainty of disputes.

One important qualification: National and ACT declined to answer the NZ Council of Trade Unions' employment-policy questionnaire. The comparisons above therefore include positions inferred from their public statements and legislative record, rather than treating every position as a direct party response. [Policy scorecards for working people NZCTU](https://union.org.nz/election-scorecards-26/)[2026 General Election Policies: What they could mean for businesses | New Zealand](https://www.bdo.nz/en-nz/insights/new-zealand/what-could-the-2026-nz-general-election-mean-for-your-business)

## 3. Hiring and training: what help could you receive?

This is where some of the differences become particularly relevant if you want to take on another kitchen assistant, train a junior employee or develop a more experienced staff member.

### National

National's small-business programme includes:

- Making it easier for small businesses to hire their first employee.
- Simplifying employment administration.
- Making it easier to employ seasonal workers.
- Making it easier to take on apprentices.
- Speeding up employment dispute resolution.

It also proposes compulsory KiwiSaver or an equivalent scheme, with combined employer and employee contributions rising to 12% by 2032. [October AMM Comms: Election 2026 – What the Parties Are Proposing for Employers and Small Businesses](https://www.ammlaw.co.nz/october-amm-comms-election-2026-what-the-parties-are-proposing-for-employers-and-small-businesses)[2026 General Election Policies: What they could mean for businesses | New Zealand](https://www.bdo.nz/en-nz/insights/new-zealand/what-could-the-2026-nz-general-election-mean-for-your-business)

### Labour

Labour has made more specific commitments to training and apprenticeship support.

Its proposed measures include:

- Extending Apprenticeship Boost employer payments.
- Payments of $500 per month for up to two years from July 2028.
- A $1,000 toolbox grant.
- Five additional eligible trades.
- Structured mentoring for apprentices.
- A Māori-led trades training programme, with $21 million annually.
- Its Start Work Now programme, intended to support nearly 30,000 apprentices through construction and infrastructure projects.

Labour also proposes restoring Fair Pay Agreements and pay equity legislation. [Labour's 2026 Election Policies](https://www.labour.org.nz/our-policies/)[2026 General Election Policies: What they could mean for businesses | New Zealand](https://www.bdo.nz/en-nz/insights/new-zealand/what-could-the-2026-nz-general-election-mean-for-your-business)

### ACT

ACT's approach centres on reducing the risks and costs of employing people.

Its proposals include:

- A three-year freeze on the adult minimum wage.
- A new training wage at 60% of the adult minimum wage for eligible workers under 20.
- More flexibility in mutually agreed employment exits, with safeguards.
- A three-month timeframe for personal grievance proceedings.
- Simplifying employment law and reducing compliance burdens.

For a café considering employing younger, inexperienced workers, the proposed training wage is particularly relevant. It could change the starting wage costs for eligible employees. [Minimum Wage](https://retail.kiwi/insights-media/election-hub/policy-positions-minimum-wage/)[2026 General Election Policies: What they could mean for businesses | New Zealand](https://www.bdo.nz/en-nz/insights/new-zealand/what-could-the-2026-nz-general-election-mean-for-your-business)

### Green Party

The Greens' Good Jobs for All of Us package focuses on improving job quality and training opportunities.

Its proposals include:

- Abolishing the training wage.
- Moving the minimum wage towards the Living Wage.
- Providing more support for apprentices.
- Restoring Fair Pay Agreements.
- Strengthening collective bargaining and worker protections.

The practical implication is that training a junior employee would be subject to a higher wage floor, while additional apprenticeship support could help offset some training costs. [October AMM Comms: Election 2026 – What the Parties Are Proposing for Employers and Small Businesses](https://www.ammlaw.co.nz/october-amm-comms-election-2026-what-the-parties-are-proposing-for-employers-and-small-businesses)[Minimum Wage](https://retail.kiwi/insights-media/election-hub/policy-positions-minimum-wage/)[2026 General Election Policies: What they could mean for businesses | New Zealand](https://www.bdo.nz/en-nz/insights/new-zealand/what-could-the-2026-nz-general-election-mean-for-your-business)

### New Zealand First

NZ First's employment-related proposals include:

- Minimum wage increases of at least inflation annually for three years.
- A higher Working for Families in-work tax credit.
- Reducing company tax from 28% to 20% for businesses with turnover below $30 million.
- Changes to KiwiSaver, with employer and employee contributions eventually rising to 10%.

Its lower company tax proposal could be relevant to profitable café businesses, although the benefit depends on your business structure and taxable profits.

Its publicly announced employment programme is less detailed on direct apprenticeship subsidies than Labour's. [October AMM Comms: Election 2026 – What the Parties Are Proposing for Employers and Small Businesses](https://www.ammlaw.co.nz/october-amm-comms-election-2026-what-the-parties-are-proposing-for-employers-and-small-businesses)[2026 General Election Policies: What they could mean for businesses | New Zealand](https://www.bdo.nz/en-nz/insights/new-zealand/what-could-the-2026-nz-general-election-mean-for-your-business)[Minimum Wage](https://retail.kiwi/insights-media/election-hub/policy-positions-minimum-wage/)

### Te Pāti Māori

Its employment policies include:

- Raising the minimum wage to the Living Wage.
- Removing youth wage rates.
- Supporting collective bargaining and union access.
- Restoring pay equity legislation.
- Supporting Māori economic development and Māori-owned businesses.

It places more emphasis on wage equality, collective employment rights and Māori-led economic development than on reducing employers' hiring costs. [2026 General Election Policies: What they could mean for businesses | New Zealand](https://www.bdo.nz/en-nz/insights/new-zealand/what-could-the-2026-nz-general-election-mean-for-your-business)[Policy scorecards for working people NZCTU](https://union.org.nz/election-scorecards-26/)[Party policies, simplified: Employment](https://www.thedlist.co.nz/newsfeed/party-policies-simplified-employment/)

## 4. Side-by-side comparison for your café

Here is another way to look at the differences, focusing on the practical issues you raised.

| Your concern | Policies to pay attention to |
| --- | --- |
| Rising staff wages | ACT's proposed freeze versus Labour, NZ First and Greens' increases |
| Hiring inexperienced staff | ACT's proposed training wage versus Greens' abolition of it |
| Hiring your first additional employee | National's small-business hiring proposals and ACT's employment flexibility |
| Training kitchen staff | Labour's expanded Apprenticeship Boost and Green apprenticeship support |
| Employment disputes | ACT's proposed employer flexibility versus Labour and Greens' restoration of protections |
| Long-term employment costs | KiwiSaver proposals, particularly employer contribution increases |
| Retaining good staff | Pay equity, wage growth and collective bargaining policies |

## 5. What about your food, power and security costs?

These are not directly employment issues, but they matter when considering the overall impact of an election on your café.

Some other relevant business policies include:

- National: Simplifying regulation and increasing electricity supply and competition.
- Labour: A small-business action plan, faster payment of invoices by qualifying large businesses, and an immediate asset write-off of up to $10,000 for eligible small businesses.
- ACT: Reducing employment and business compliance costs, alongside changes to business tax rules.
- Greens: Competition measures aimed at supermarkets, banks and energy companies.
- NZ First: Reducing company tax to 20% for businesses with turnover below $30 million.
- Te Pāti Māori: Support for Māori business development and investment in Māori economic activity.

[October AMM Comms: Election 2026 – What the Parties Are Proposing for Employers and Small Businesses](https://www.ammlaw.co.nz/october-amm-comms-election-2026-what-the-parties-are-proposing-for-employers-and-small-businesses)[2026 General Election Policies: What they could mean for businesses | New Zealand](https://www.bdo.nz/en-nz/insights/new-zealand/what-could-the-2026-nz-general-election-mean-for-your-business)[Labour's 2026 Election Policies](https://www.labour.org.nz/our-policies/)

On the break-in, I would distinguish between employment policy and crime prevention. The parties' broader law-and-order policies, policing resources and support for crime-affected businesses are worth examining separately.

## 6. Questions worth considering before you vote

Given the pressures you describe, I would examine the following five questions rather than looking at minimum wages in isolation.

1. Can I afford another employee? Consider the minimum wage, KiwiSaver contributions, leave obligations and other employment costs together.

2. Can I afford to train someone? Look at whether apprenticeship or training subsidies are available to hospitality businesses, rather than assuming every trade-training subsidy covers café employees.

3. How much employment flexibility do I need? Consider the value of 90-day trials, employment dispute protections and the ability to manage poor performance.

4. Will the policies help my customers spend more? Higher wages can improve household purchasing power, but may also increase your operating costs. Both sides matter.

5. Will the policies improve my business's resilience? Consider electricity costs, food competition, small-business tax relief, security and the ability to invest in equipment.

## 7. Where to check the policies yourself

These are useful independent and primary sources:

- [Policy.nz – 2026 party policy comparison](https://policy.nz/2026/party-vote/policies/incomes-and-employment?utm_source=chatgpt.com) — compare policies across parties and topics.
- [Retail NZ – Minimum wage party positions](https://retail.kiwi/insights-media/election-hub/policy-positions-minimum-wage/?utm_source=chatgpt.com) — particularly useful for retailers and hospitality employers.
- [NZ Council of Trade Unions – Employment policy scorecards](https://union.org.nz/election-scorecards-26/?utm_source=chatgpt.com) — detailed comparison of employment protections.
- [BDO – What the 2026 election could mean for businesses](https://www.bdo.nz/en-nz/insights/new-zealand/what-could-the-2026-nz-general-election-mean-for-your-business?utm_source=chatgpt.com) — business and employment implications.
- [AMM Law – 2026 election policies for employers and small businesses](https://www.ammlaw.co.nz/october-amm-comms-election-2026-what-the-parties-are-proposing-for-employers-and-small-businesses?utm_source=chatgpt.com) — a useful employer-focused policy summary.

## My suggestion for evaluating the choices

I would keep three separate measures in mind:

- Employment affordability: What will it cost you to employ and retain another person?
- Business viability: What policies could help you retain more of each dollar of café revenue?
- Workforce development: What assistance is available to train staff and build a reliable team?

One final consideration: these are campaign commitments, not guaranteed changes to law. The eventual outcome will depend on election results, coalition negotiations, legislation and implementation.

I can also take this one step further and build a café-owner comparison of National, Labour, ACT, Greens and NZ First, estimating how their proposed wage, KiwiSaver and employment policies could affect the annual cost of employing 3–5 café staff.

## Gemini

Answer ID: 93c8b9ec-5b72-4128-b0ba-1204576af402

Running a hospitality business on tight margins while navigating cost pressures, consumer spending dips, and security incidents is a heavy load. In the context of the **2026 New Zealand general election**, political parties have drawn distinct lines around small business support, employment rules, and wage settings. 

The major parties approach these issues with differing philosophies on how to balance worker support with business viability.

---

### 1. Minimum Wages and Training Subsidies
How parties approach the minimum wage directly impacts your primary input costs:
* **ACT:** Proposes a **three-year freeze on the adult minimum wage** to ease pressure on margins. They also advocate introducing a **Training Wage set at 60% of the minimum wage** for workers under 20 during their first 12 months of employment to encourage hiring inexperienced staff.
* **National:** Has similarly overseen restrained minimum wage adjustments in recent years and focuses its policy on reducing compliance costs rather than mandated hikes.
* **Labour & The Greens:** Tend to support wage growth linked to inflation or living wage movements. The Greens, for instance, have policies supporting higher baseline living standards and aligning wages with living wage markers, while Labour focuses heavily on targeted cost-of-living and training supports. 
* **New Zealand First:** Proposes increasing the minimum wage by at least inflation levels, while also aiming to reduce small business company tax rates to 20% to offset cost pressures.

### 2. Employment Rules and Dispute Resolution
For a small team where a single personal grievance or dispute can disproportionately disrupt operations, employment law changes are a focal point:
* **ACT:** Focuses heavily on lowering the risk of employment. Their proposals include shortening the timeframe for employees to lodge personal grievances with the Employment Relations Authority (ERA) to encourage faster closure, allowing protected exit negotiations without triggering automatic personal grievances, and making the collection of union fees voluntary for employers rather than compulsory.
* **National:** Proposes a **First Employee Support Package** to help new or expanding business owners navigate payroll, employment agreements, and leave. They also champion a fast-track process for straightforward minor disputes within the ERA and streamlined repeat seasonal hiring frameworks.
* **Labour & The Greens:** Generally focus on strengthening worker protections and collective bargaining rights. For example, the Greens support default (opt-out) union membership for new hires, and Labour emphasizes worker security alongside small-business-specific administrative relief.

### 3. Hiring, Training, and Cash Flow Support
If you are looking to upskill staff or need financial breathing room against rising power and food overheads:
* **Labour:** Has proposed specific small business measures such as a **15-day prompt payment rule** for large companies dealing with small business invoices under $25,000, allowing small businesses to immediately write off up to $10,000 in new equipment from their tax bills, and lifting the GST registration threshold to $80,000. They also offer training support initiatives like expanding apprenticeship grants and tool-box grants.
* **ACT:** Targets productivity-boosting investments by proposing tax rule changes that make it easier for businesses to immediately deduct digital investments, software, and IT system costs.
* **National:** Focuses on cutting red tape through a "Tell Government Once" service utilizing the NZ Business Number across IRD, ACC, and local bodies, rewriting health and safety codes into plain English, and reviewing the compulsory GST registration threshold.

---

### Summary for Your Decision
* If your primary concern is **immediate cost containment (freezing wages and lowering employment legal risk)**, right-of-centre parties like ACT and National feature policies tailored around regulatory relief, freezing minimum wage benchmarks, and simplifying dispute resolution.
* If your focus is on **cash-flow assistance (tax write-offs, GST thresholds, prompt payment laws for suppliers)** paired with targeted workforce training grants, parties like Labour offer specific small-business structural relief packages alongside different approaches to worker remuneration.

<FollowUp label="Want a closer look at how specific tax and GST threshold changes compare across the parties?" query="Compare the specific tax, company rate, and GST threshold changes proposed by the major parties for small businesses in 2026."/>

## Google AI Mode

Answer ID: 9409eef2-9dc8-4a67-98a1-88e0f70fa04c

Running a hospitality business under current economic pressures—combining tight margins from food/power costs, subdued consumer spending, and the stress of a break-in—means employment rules, wages, and operational overhead are critical considerations.

The major political parties offer distinct approaches to minimum wages, employment regulations, and small business support.

* * *

**1\. Minimum Wages and Living Standards**

 * **Labour Party:** Focuses on boosting worker incomes. They support indexing minimum wage increases to track above inflation and aim to narrow the gap toward a living wage. For a café owner, this means higher baseline wage outlays, framed by Labour as a way to increase customer purchasing power overall.

 * **National and ACT:** Focus on restraint and reducing the cost pressures of employment on businesses. They favour moderation in minimum wage adjustments to prevent locking small businesses out of hiring or forcing staff cuts, arguing that lower business overhead keeps doors open.

 * **Green Party / Te Pāti Māori:** Align closer to higher baseline income standards, supporting living wage frameworks, robust pay equity, and strengthened statutory entitlements.

**2\. Employment Rules and Workplace Flexibility**

 * **National and ACT:** Champion employer flexibility and lower regulatory risk. National strongly supports 90-day trial periods for all businesses (making it easier to assess new hires without high dismissal risk) and streamlining personal grievance processes. ACT pushes further into labour market deregulation to reduce the friction and legal costs of managing staff.

 * **Labour, Greens, and Te Pāti Māori:** Focus on worker protections and collective rights. Labour supports repealing or opposing expanded trial-period rules, tightening contractor definitions to prevent misclassification, and restoring sector-level union bargaining structures like Fair Pay Agreements (FPAs). The Greens advocate for expanding full statutory employee rights into the wider gig/contractor space.

**3\. Support for Hiring, Training, and Small Business Resilience**

 * **National:** Features targeted small-business packages (such as their small business plan) aimed at cutting red tape, easing compliance costs, and offering more confidence to take on staff or invest in equipment.

 * **ACT:** Focuses on "letting small business get on with business" by cutting compliance burdens, reforming tax rules to encourage investment, and lowering the risk profile of taking on a new employee.

 * **Labour / New Zealand First / Greens:** Tend to emphasize industry training frameworks, vocational/apprentice support, or regional economic development packages, though they place heavier compliance expectations on how workplaces operate. _(Note: For specific security or crime concerns related to your break-in, parties also pitch varied law-and-order and retail-crime mitigation funding, which intersects with local business support)._

You can review a detailed breakdown of these positions on the Business Canterbury Employment Relations Overview or read the comprehensive employer analysis via AMM Law's Election 2026 Summary. Employment Relations Policies of New Zealand Political PartiesOctober AMM Comms: Election 2026 – What the Parties Are

Would you like to explore how specific party policies address **retail crime and security funding** for small businesses, or do you want to look into **tax and compliance relief** proposals?

## AI Overviews

Answer ID: a321f150-ab2b-43c9-8c0b-05b246998fba

For a small hospitality business navigating rising overheads and tighter consumer spending, labor rules directly impact your bottom line. Ahead of the **2026 New Zealand general election** , political parties have drawn sharp battlelines over minimum wage adjustments, trial periods, personal grievances, and training incentives.

Here is how the main political parties compare on the issues affecting your café team.

Quick Comparison Overview

Issue| National (Current Coalition Lead)| ACT (Coalition Partner)| Labour (Opposition)| Green Party / Te Pāti Māori
---|---|---|---|---
**Minimum Wage Approach**| Controlled increases keeping below inflation to manage business costs.| **Freeze the adult minimum wage** for three years.| Annual increases **at least in line with inflation**.| Shift baseline minimum wage to match the **Living Wage** ($29.90/hr).
**90-Day Trial Periods & Rules**| Maintain the extension of **90-day trials** for all business sizes.| Introduce "protected exit negotiations" to prevent personal grievances.| **Abolish 90-day trials** and restore worker-centered protections.| Abolish 90-day trials; introduce default union opt-ins for new hires.
**Staff Training & Apprentices**| Focus on welfare-to-work requirements to push jobseekers into employment.| Introduce a **Training Wage at 60% of the minimum wage** for under-20s.| Expand the **Apprenticeship Boost** and provide a $1,000 toolbox grant.| **Abolish the training wage** completely so apprentices get full minimum wage.

* * *

Minimum Wages and Labor Costs

 * **ACT:** Proposes an immediate **three-year freeze on the adult minimum wage** , arguing that further increases must be tied strictly to productivity gains rather than forcing up hospitality and retail overheads.

 * **National:** Favors moderation, continuing their approach of delivering incremental, sub-inflation minimum wage increases to give small businesses breathing room during high-cost cycles.

 * **Labour:** Commits to raising the minimum wage **at least in line with inflation** every year to prevent worker wages from slipping behind the cost of living. They also plan to ban "total remuneration" contracts so employer KiwiSaver contributions cannot be clawed out of base pay.

 * **The Green Party & Te Pāti Māori:** Push for aggressive wage increases, aiming to legislatively align the statutory minimum wage with the **Living Wage** (currently evaluated at $29.90 per hour). Te Pāti Māori explicitly calls for an immediate baseline bump to **$25 per hour**. ccsdisabilityaction.org.nz

Employment Rules & Grievances

Following the coalition government's sweeping changes under the _Employment Relations Amendment Act_ , workplace dispute rules are a major ideological divide: employment.govt.nz

 * **National & ACT:** Intend to keep the **90-day trial extension** that allows cafés of any team size to let staff go without facing an unjustified dismissal claim. ACT wants to go further by capping the timeframe to lodge a standard personal grievance down to three months and legally protecting individual, mutual exit negotiations. They also highlight their implementation of the _Employment Leave Act 2026_ to replace the complex Holidays Act by 2028. employment.govt.nz

 * **Labour & the Greens:** Promise a complete rollback of the current government's changes. Labour plans to **repeal the 90-day trial system** , make collective bargaining the default framework, and reinstate stronger contractor definitions so casual staff cannot be easily misclassified. businesscanterbury.co.nz

Hiring and Training Staff

 * **ACT:** Aims to lower your training risks by introducing a **specialized Training Wage set at 60% of the adult minimum wage**. This would apply to employees under the age of 20 during their first 12 months with a new employer, explicitly designed to offset the cost of upskilling raw hospitality staff. nzherald.co.nz

 * **Labour:** Focuses on employer incentives, offering an **expanded Apprenticeship Boost program** alongside targeted training linked to regional skill shortages, helping subsidize the costs of bringing on long-term trainees. labour.org.nzElection policy tracker: what the parties are promising

 * **The Green Party:** Takes the opposite approach to ACT, pledging to **abolish youth and training wages entirely**. They argue that apprentices deserve full base pay immediately to combat low industry completion rates.

 _(Note: Regarding the break-in you experienced, National and ACT are campaigning heavily on tightening law and order—specifically targeting commercial burglaries and retail crime with harsher sentencing—while Labour focuses on addressing the root cost-of-living drivers of crime.)_ national.org.nz

If you want to weigh how these changes impact your specific balance sheet, would it help to look closely at the upcoming **Holidays Act changes** or see the specific details of **ACT's proposed training wage**? employment.govt.nz