• As of April 1, 2010, minimum pay in New Zealand is $12.75 for adult employees.map of new zealand image by patrimonio designs from Fotolia.com
  
  In New Zealand, there are three minimum wage standards: the adult minimum wage, the new entrants minimum wage and the training minimum wage. These wage rates and the laws that surround them are administered and enforced by the New Zealand Department of Labour. Minimum wage rates are reviewed every year.
  
  

Minimum Pay

• The adult minimum wage is paid to employees over the age of 16. Employees 16 or 17 years old receive the new entrants minimum wage, except those who have been employed for more than 200 hours or three months (whichever is shorter) or those who supervise or train other employees. There is no minimum wage law for employees under the age of 16. A training wage may be paid to those employees over 16 years old who are in a training program with at least 60 credits per year.
  
  

Rates as of April 1, 2010

• On April 1, 2010, adult minimum pay in New Zealand was set to $12.75 per hour. New entrants' minimum wage moved to $10.20 per hour. New Zealand employees must be paid minimum wage even if they are paid commission. This applies to all employees in New Zealand, including those working from home, part-time, or on temporary appointments. Some employers may apply for an exemption permit which allows them to pay less than minimum pay for some positions.
  
  

Filing a Claim

• Employees who feel their rights have been violated by their employer can file a claim with a Labour Inspector. The Department of Labour recommends that both the employer and the employee review New Zealand's minimum pay laws as well as any employment agreements before proceeding with a claim. They also recommend that employees meet with union representatives, employers' associations, lawyers or the Citizen's Advice Bureau to ensure the validity of the claim. The Labour Inspector oversees minimum pay claims independently and investigates the claim before sending it on to the Employment Relations Authority for a decision. If no understanding is reached, the claim moves on to Employment Court to be heard before a judge.