Requirements when transporting livestock
The Animal Welfare Act 1999 outlines the standards and guidelines when transporting all live animals.
All animals must be provided with reasonably comfortable and secure accommodation when being transported. Animals must not be transported in a manner that causes unnecessary pain or distress, and regular welfare checks must be completed.
The legislation is supported by the Animal Welfare Regulations 2018 that outline the regulations that must be followed at each stage of transporting an animal, including but not limited to:
- Requirements for a transportation vehicle
- Preparing animals for transport
- Loading and unloading
- The journey
- Special requirements depending on the mode of transportation, and
- Documentation required.
Animals must not be transported where they are unfit for travel unless a veterinary certificate is obtained. This includes where the animal has:
- Ingrown horns
- Bleeding horns or antlers
- Lameness
- Late-term pregnancy
- Injured or diseased udders, or
- Eye cancer.
In such cases, a veterinarian should be consulted. The veterinarian, at their discretion, may certify in writing that they consider the animal to be fit for transportation. The certification is only valid for seven days from the date of examination.
It is important to understand the requirements, as transportation of an unfit animal will constitute an infringement offence to the owner of the animal.
Recent NZ-UAE free trade agreement
The United Arab Emirates (UAE) is one of New Zealand’s largest markets in the Middle East, with goods and services exports totaling NZ$1.1 billion for the year ended 30 June 2024. Negotiations for a trade agreement, to be known as the Comprehensive Economic Partnership Agreement (CEPA), between New Zealand and the UAE concluded in Wellington on 26 September 2024.
The agreement will now undergo legal verification to prepare it for signature and public release. Once signed, both New Zealand and UAE will still need to take further steps before it becomes enforceable.
The key outcomes of the CEPA include:
- A significant expansion of New Zealand’s free trade
- New Zealand will have the best available access to the UAE market, with New Zealand goods exporters able to access the market duty-free. The CEPA will eliminate tariffs on 98.5% of exports to the UAE. This is planned to increase to 99% after three years. The initial access includes all New Zealand dairy, meat, horticulture and industrial products, and
- The UAE is a key export destination and hub in the Gulf region. It offers significant opportunities to enhance cooperation across many areas, including agriculture and sustainable energy.
The UAE’s high-value market offers export growth for New Zealand companies, aligning with the government’s ambitious goal of doubling export value to the region within the next decade. Importantly, this also benefits our rural sectors, driving economic benefits across the country.
Employment contracts for seasonal workers
In September, important changes were announced to the Recognised Seasonal Employee Scheme (RSE) to support the growth of New Zealand horticulture and viticulture.
A notable change is the increase for the 2024–25 season RSE cap where 1,250 more workers can obtain an RSE Visa, thus increasing the cap to 20,750 workers.
Changes for employers
Employers are no longer required to offer their employees an average of 30 hours per week. Instead, they must offer a 30-hour minimum week calculated over a four-week period, for example: 120 hours within a four-week period. This is to account for fluctuation of working hours for weather-dependent roles and to minimise the number of hours having to be paid for unworked hours.
Previously all workers had to be paid at least 10% above the minimum wage. This is now only applicable where the worker is returning for their third or subsequent season, otherwise RSE workers only need to be paid at least minimum wage.
Employers may now impose a temporary increase on accommodation costs of 15% or $15.00, whichever is lesser of the two, for a 12-month period. If, however, the RSE employee was offered an accommodation cost agreement before 2 September 2024, then an increase cannot be imposed.
An employee’s ability to move between employers/regions has now increased from 14 to 21 days either side of the worker’s current move date where it is approved by the Agreement to Recruit (ATR). This is beneficial for employers with multiple worksites.
Changes for employees
RSE employees are now eligible for multi-entry visas, allowing them to return home for important events without needing to apply for another visa.
RSE employees may also be able to train, study or develop their skills while living in New Zealand, even if it does not directly relate to their role. They will, however, need to ensure they still meet their employment agreement requirements.
There is also no longer a requirement to be screened for HIV.
In response to these changes, RSE employer/employee actions may differ, depending on where you are in the ATR process.
If you are unsure of your obligations, don’t hesitate to contact us.
DISCLAIMER: All the information published in Rural eSpeaking is true and accurate to the best of the authors’ knowledge. It should not be a substitute for legal advice. No liability is assumed by the authors or publisher for losses suffered by any person or organisation relying directly or indirectly on this newsletter. Views expressed are those of individual authors, and do not necessarily reflect the view of Edmonds Judd. Articles appearing in Rural eSpeaking may be reproduced with prior approval from the editor and credit given to the source.
Copyright, NZ LAW Limited, 2022. Editor: Adrienne Olsen. E-mail: [email protected]. Ph: 029 286 3650
