In Aotearoa New Zealand’s third-ever national state of emergency, businesses and organisations up and down the motu have been affected by Cyclone Gabrielle.
Flooding, power cuts, building damage, and disruption to roads, transport and supply links are all disruptive and challenging to deal with.
Beyond the disruption to business as usual, these difficulties are also challenging on a personal level, and after 3 years of the COVID-19 pandemic, many people are experiencing heightened anxiety, concern, anger, sadness, and worry about what’s happening right now.
We’ve put together this resource to quickly troubleshoot the most common questions we’re receiving from our MyHR clients.
Note: In all cases, refer to the individual or collective employment agreement that you have with your staff members, review your policies before taking action, and seek professional guidance where appropriate.
Updated: 27 February 2023.
This will depend on what's in the employment agreement that you have with your employees.
Here are some options:
There's no straight answer to this. Force majeure clauses are typically only used when circumstances beyond your control have affected your business so badly, you are forced to close down and will never re-open.
However, it all depends on your specific situation, taking into account the event, extent of damage, and the inability for employment to continue due to circumstances outside the business' control.
If you want to look at using your force majeure clause, contact MyHR or seek other professional advice.
If your employee can work remotely, then discuss this plan with them, and pay them as usual.
If your employee can’t work remotely, then offer them the option of annual leave or unpaid leave to cover their time away.
If there’s the option for them to make up the hours later in the week, fortnight or month, then you can agree for them to be paid as usual and for them to make up the hours later.
These are stressful circumstances, and, understandably, some people will be nervous about venturing out and about.
If your employee can work remotely, then discuss this plan with them, and pay them as usual.
If your employee can’t work remotely, then offer them the option of annual leave or unpaid leave to cover their time away.
If there’s the option for them to make up the hours later in the week, fortnight or month, then you can agree for them to be paid as usual and for them to make up the hours later.
There is a Civil Defence Payment available to anyone who’s had to leave their home, can’t return to their home, or can’t go to work.
The payments range from $205.78 per week to $1,336 per week, and there are one-off payments available to help with food, bedding etc. Note, your employee(s) will have to apply for this directly.
Ask your employee to call Work and Income on 0800 400 100 to figure out what additional support they may be eligible for.
If they or their family need accommodation, the government's temporary accommodation services are available to people displaced by recent storms.
The government announced $25 million in grants for businesses in cyclone-affected regions to help meet immediate costs, further assist with clean-up, and boost support and advice services.
Businesses will be able to claim up to $40,000, with the funds being distributed by these local agencies:
Farmers, growers, whenua Māori owners, and rural communities can also access government funding to support the immediate response and recovery efforts - find out more on the Ministry for Primary Industries website.
For NGOs and community organisations, there is an $11.5 million Community Support Package - read more about it in the government press release.
The IRD and banks are also working to provide support - visit the IRD website, and speak to your business manager at your bank to see what help is available.
MBIE also has advice and resources on the Business.govt.nz website.
You’re not alone. We’re all in this together, and there is support available.