carried out an in-depth review to identify the issues that led to non-compliance with the Act
agreed on an approach to become fully compliant with the Act
planned our processes to make remedial payments.
In 2018, we:
engaged a specialist payroll consultant to help calculate the extent of our historic leave pay and entitlement errors
voluntarily signed up to a legally binding agreement with the Labour Inspectorate to address our current non-compliance with the Act
continued to work with the State Services Commission, other Government agencies, and unions to ensure consistency.
In 2019, we:
received sign-off from the Labour Inspectorate on our approach to calculations
made our first remediation payments to current employees
purchased a new payroll system, and plan to implement this during 2020
started to make payments to former staff.
In 2020, we:
continued to contact and remediate our former employees
welcomed our new payroll system to correctly manage our people, pay and leave
have been correctly paying employees each fortnight since 25 June 2020 following the transition to our new payroll system, meaning we're now considered compliant with the Holidays Act.