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223: Labour Inspectors
or “Special workers who check if employers are following the rules to protect employees”
You could also call this:

“Labour Inspectors check and help make sure people follow work rules.”

A Labour Inspector has several important jobs. You should know that their main tasks are to make sure that the rules in employment laws are being followed. They do this by checking if people are obeying these laws. If they find that someone isn’t following the rules, they take steps to make sure the laws are followed.

Labour Inspectors also keep an eye on employment standards and make sure they are being met. This means they watch out for things like proper pay and work conditions. If they see that these standards aren’t being met, they can take action to fix the situation.

Lastly, Labour Inspectors might have other jobs given to them by the employment laws. These could be different depending on what the laws say, but they’re all aimed at making sure workplaces are fair and follow the rules.

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Next up: 223B: Enforceable undertakings

or “A promise made by an employer to fix problems or pay money owed, which can be enforced by law.”
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Part 11 General provisions
Labour Inspectors

223AFunctions of Labour Inspector

  1. The functions of a Labour Inspector include—

  2. determining whether the provisions of the relevant Acts have been complied with; and
    1. taking all reasonable steps to ensure that the relevant Acts are complied with; and
      1. monitoring and enforcing compliance with employment standards; and
        1. performing any other functions conferred by or under the relevant Acts.

            Notes
            • Section 223A: inserted, on , by section 37 of the Employment Relations Amendment Act 2010 (2010 No 125).
            • Section 223A(c): replaced, on , by section 30 of the Employment Relations Amendment Act 2016 (2016 No 9).
            • Section 223A(d): replaced, on , by section 30 of the Employment Relations Amendment Act 2016 (2016 No 9).
            • Section 223A(e): repealed, on , by section 30 of the Employment Relations Amendment Act 2016 (2016 No 9).