新西兰假期制度迎来重大改革！《假期法》重写，员工年假病假计算方式将改变
编辑部 | 2026年7月30日
历经多年争议，新西兰《假期法》改革终于通过
新西兰职场人士期待多年的劳动法改革迎来重大进展。
新西兰政府宣布，《Employment Leave Bill（雇佣假期法案）》已通过国会三读，正式迈出取代现行《Holidays Act 2003》的关键一步。
工作关系与安全部长 Brooke van Velden 表示，新制度旨在建立一个更加简单、透明、容易计算的休假体系，让：
- 雇主能够准确计算员工假期权益；
- 员工能够确认自己的工资和假期支付是否正确；
- 企业减少因复杂法规产生的合规压力。
她表示：
“新西兰人多年来一直要求政府解决《假期法》的复杂问题，特别是希望建立以小时为基础的累计制度。这项改革终于实现。”
新制度核心变化一览
此次改革将对员工年假、病假、丧假及家庭暴力假等制度产生重大影响。
1. 年假、病假改为“按小时累计”
新制度将取消目前复杂的计算方式：
过去：
- 根据工作周年计算年假；
- 不规则工作时间员工计算困难。
改革后：
- 年假和病假按照员工正常工作小时数比例累计；
- 工作时间越多，累计权益越明确。
2. 入职第一天即可享有部分假期权益
新法规定：
员工从第一天开始工作，即可获得：
✅ 年假权益
✅ 病假权益
✅ 丧假权益
✅ 家庭暴力假权益
这将改变目前部分假期需要等待一定工作时间后才能享受的规定。
3. 假期工资采用统一小时工资计算方式
新制度将引入：
Single Hourly Rate（统一小时工资标准）
不同类型假期支付将采用更加一致的计算方式，减少目前工资部门经常遇到的复杂计算问题。
4. 增加临时及额外工作补偿机制
对于：
- 临时工作；
- 额外工作时间；
- 不固定工作模式员工；
政府将推出新的：
12.5% Leave Compensation Payment（12.5%假期补偿金）
取代部分情况下累计年假的方式。
5. 工资单必须清晰列出假期信息
未来雇主必须提供更加透明的工资记录，包括：
- 工资金额；
- 已累计假期；
- 使用假期情况；
- 剩余假期权益。
员工可以更容易了解自己的劳动权益。
6. 员工可兑现更多年假
改革扩大年假现金兑换灵活性。
员工未来可以：
- 每年兑现最多 25%的年假余额；
提高员工安排个人财务和休假的灵活性。
7. 调整“不定期工作日”判断标准
针对：
- 零工；
- 兼职员工；
- 工作时间变化较大的员工；
政府将引入新的：
Otherwise Working Day Test
帮助判断员工某一天是否应该获得带薪假期。
企业和员工将有两年过渡期
政府表示，新制度不会立即全面实施。
改革将设置：
- 24个月过渡期
给予：
- 企业；
- 薪资系统供应商；
- 人力资源部门；
足够时间调整系统和流程。
此外，在新法正式生效后，还将提供额外一年时间更新雇佣合同中的假期条款。
新西兰商业、创新与就业部（MBIE）将通过 Employment New Zealand 网站发布实施指南。
华人企业和员工需要关注什么？
对于新西兰华人企业，特别是：
- 餐饮业；
- 零售业；
- 建筑行业；
- 清洁行业；
- 华人小企业；
此次改革意味着：
企业方面：
✅ 需要升级工资计算系统
✅ 重新检查雇佣合同
✅ 培训管理人员了解新规则
员工方面：
✅ 更容易查看自己的假期权益
✅ 不规则工作者权益更加明确
✅ 工资单透明度提高
The Employment Leave Bill has passed its third and final reading, ushering in a long-awaited overhaul of the law that provides employees with employment leave entitlements, like annual and sick leave, Workplace Relations and Safety Minister Brooke van Velden announced today.
“This Bill delivers on the Government’s priority to replace the broken Holidays Act with a leave system which is simple and straightforward, so that employers have confidence in their calculations, and employees have confidence they are being paid correctly – a benefit to workers and businesses alike,” says Ms van Velden.
“Kiwis have been asking Governments to do something about this legislation for years, and in particular they have been asking for an hours-based accrual system. Successive governments have put it on the to-do list, but nothing came to fruition. This Government has listened, and I am proud that this reform has finally been delivered.”
Key aspects of the Bill include:
Annual and sick leave accrued in hours, in direct proportion to standard hours of work
Annual, sick, bereavement and family violence leave available from the first day of work
Use of a single hourly rate for paying leave, across all types of leave
A new 12.5% Leave Compensation Payment for additional and casual hours, instead of accruing annual leave and sick leave for those hours
Mandatory pay statements that itemise pay and leave in a way that’s transparent and easy to understand
Greater flexibility to cash up annual leave, with workers able to cash up 25% of their total annual leave balance each year
A new Otherwise Working Day test for those who work additional days or do not have a specified pattern of work
Removal of annual leave payment penalty for those returning from parental leave.
“Achieving this milestone for workplaces is thanks to the hard work and generous time of those who have shared the vision of a better leave system, and have contributed their expertise and experience to the policy process.
“We’ve already had decades of overcomplicated legislation so now that we’ve finally settled on a simpler path forward, I hope it will be enduring to give businesses and workers the simplicity and stability they need.
The changes to the new leave system will have a 24-month lead-in to allow time for a careful and managed transition by businesses and payroll providers, and there will be an additional year after the Act comes into force to update leave terms in employment agreements.
MBIE will provide comprehensive guidance to support implementation on its Employment New Zealand website. Initial guidance and a timeline for further guidance and resources will be available once the Bill receives Royal assent.
