Notice period in New Zealand (2026)
Last reviewed: 7 November 2026
In short: Notice is whatever the employment agreement says, or reasonable notice, generally 2 to 4 weeks. A trial period is at most 90 days, and redundancy compensation is paid only if agreed or in policy.
| Rule | What applies |
|---|---|
| Notice from the employeeNotice period | An employee must give the notice stated in the employment agreement. If there is none, reasonable notice is required: no set timeframe, generally 2 to 4 weeks. [1] |
| Notice from the employerNotice period | An employer must give the notice in the employment agreement, or reasonable notice if there is none (generally 2 to 4 weeks). No notice is needed for serious misconduct dismissal. [1] |
| Longer notice for long serviceNotice period | There is no fixed longer notice for long service. How long the employee has been in the job is one of the factors in deciding what reasonable notice is. [1] |
| Probation periodNotice period | A trial period can last at most 90 calendar days and only for an employee who has not worked for the employer before. A probationary period can be any reasonable length and can be used even if they have worked together before. [2] |
| Severance payNotice period | An employer does not have to pay redundancy compensation. An employee can get it only if it is in the employment agreement or a workplace policy, or if it was agreed with the employer. [3] |
Notes
- Employees on a work visa tied to an accredited employer cannot be put on a trial period, according to Employment New Zealand.
Sources
- Employment New Zealand (MBIE): Notice periods (consulted 7 November 2026) · all sources
- Employment New Zealand (MBIE): Trial periods (consulted 7 November 2026) · all sources
- Employment New Zealand (MBIE): Redundancy (consulted 7 November 2026) · all sources
Related pages
General information, not legal advice. Rules change: check the official source before you fly or ride.