Fair Pay Agreements aren't all that fair, and in reality, they will take control away from Kiwi workers and employers.

Get behind the petition against Fair Pay Agreements and sign our open letter now!

Thanks for signing the open letter against Fair Payment Agreements!

Oops! Something went wrong while submitting the form.

About Your Work, Your Way.

The Fair Pay Agreements Bill is fundamentally flawed.

Your Work, Your Way is a campaign saying no to Fair Pay Agreements.

Why? Because despite their name, they simply aren’t fair. They create a one-size-fits-all model where decisions about your pay and working conditions are taken out of your hands.

We urge all Kiwis to join our campaign rejecting Fair Pay Agreements and calling for a smarter way of working.

Find out more

Know the facts on Fair Pay Agreements

Controlled by the few

The threshold for initiating a Fair Pay Agreement is 10% of workers or 1000 employees in the identified group, whichever is smaller.

Blanket coverage

Once a Fair Pay Agreement is agreed, all employers and employees across an entire industry or occupation will be locked into the conditions of that Fair Pay Agreement.

Loss of flexibility

Because of the one-size-fits-all nature of Fair Pay Agreements, it will be virtually impossible to negotiate flexible conditions with your employer.

Test your knowledge on Fair Pay Agreements!

Next question

1. Who is going to be most affected from the government's Fair pay Agreements?

The mature working student

The parent juggling work & kids

The small business owner

All of the above

Under the Fair Pay Agreements, working conditions are set and almost impossible to change, meaning there is a possibility that everyone will be negatively impacted.

2. Under Fair Pay Agreements, would you still be able to keep previously negotiated flexible working hours to pick up your child from school each day?

Yes

Under the Fair Payment Agreements system there will be set conditions of working, meaning that flexible working is in no way guaranteed.

3. What percentage of workers does it take to initiate Fair Pay Agreements in any sector?

Just 10%

Only 20%

A fair 51%

A majority of 90%

The threshold for initiating a Fair Payment Agreement is 10% of workers or 1000 employees in the identified group, whichever is smaller.

There is a smarter way.

We agree that the current system needs to improve. Higher wages come from improved productivity but Fair Pay Agreements won’t do anything to achieve that.

A far better option is to identify sectors facing wage challenges through a market test and if there is an issue in a particular sector then let’s fix that. We don’t need a one-size fits all, bureaucratic, sledgehammer of a solution across all sectors.

‍Here is our open letter rejecting Fair Pay Agreements and calling for a smarter way of working - Your Work, Your Way.

Learn more Sign the open letter

See how Kiwis are affected

Simon Pope, The Local, Waiheke

"We definitely oppose this government’s fair pay agreement plan. As a small business owner we are in constant communication with our staff and everyone we employ has different needs/wants etc which we try our hardest to sort out for them.

We also try and have a work life balance for everyone that works for them and them alone which we believe simply can’t happen with a blanket approach which this government is wanting to implement.

We have come out of Covid with an increase in a number of things that we have to pay for and another layer of bureaucracy which we have to contend with makes our lives that much more difficult given staffing shortages which only makes the hours we have to work much longer!"

Ron Trigg, Director of Mike's Brewery Bristro

"This proposed legislation will fundamentally undermine the trust that has been cultivated and built up between our staff and us, as employers."

Dana Noye, Gillbert's Fine Foods

"If the last few years have taught us anything, it should be that we need flexibility of working conditions if we hope to survive, not only as businesses but as employees - our jobs should work around our lives, not the other way around. To have someone remote and anonymous making decisions about that for us, people that know nothing of the industry, the employer or the teams involved – that’s not only unfair but archaic."