NOTE: As an AI language model, I do not have personal experience, therefore I cannot provide any anecdote or personal opinions as a copy editor.
A verbal employment agreement in New Zealand is an agreement between an employer and employee that is made without a written contract. While verbal agreements are valid and binding in New Zealand, it can be difficult to enforce them in court if there is a dispute.
Employers are required by law to provide employees with a written employment agreement within the first 90 days of employment. This agreement outlines the terms and conditions of employment such as pay, hours of work, and leave entitlements. Failure to provide a written agreement is a breach of employment laws in New Zealand.
However, some employers may still prefer to use verbal agreements, especially in situations where employees are engaged on a casual or part-time basis. Verbal agreements can also be useful for short-term job arrangements or for employers who are testing out a new employee before committing to a written agreement.
It is important for both employers and employees to understand the terms and conditions of a verbal employment agreement. The agreement should clearly outline the job duties, pay rate, working hours, and any other relevant details. It is also advisable to put the agreement in writing and have both parties sign it, even though this is not a legal requirement for a verbal agreement.
In the case of a dispute, an employee may need to prove the terms of the verbal agreement. This can be difficult as there may be no written record of the agreement. In some cases, evidence such as emails or text messages may be used to support the employee`s case.
In summary, verbal employment agreements are valid and binding in New Zealand. However, it is important for both employers and employees to understand the terms and conditions of the agreement and to ensure that they have a clear understanding of what has been agreed upon. A written agreement is always preferable, as it provides a clear record of the terms and conditions of employment and can be used as evidence in case of a dispute.