8/18/2019 Content of MBIEs Pre Audit Letter

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Content of MBIE PRE- Audit Informationrequest

PRE-AUDIT INFORMATION REQUEST

The Labour Inspectorate is currently undertaking a programmeof compliance audits in respect of the requirements of theHolidays Act 2003. In doing so, it will priorit ise audits based onthe following:

• number of employees;

• nature and type of payroll systems, includingwhether outsourced etc; and

• work patterns of employees (shift work, fluctuationsin hours etc.).

To help with prioritising, it would be appreciated if you couldprovide electronically (via email, flash drive or uploaded to acloud drive) the following information before [DATE] :

• Name of the legal entity that employs the staff inyour organisation, and all trading names for that

legal entity.• Number of all current employees.• Number of employees that have ceased employment

(for whatever reason) with your organisation in thepast 12 months from the date of this letter.

• Name of payroll system / software used in yourorganisation.

• Name of the payroll system provider.• How the system is serviced, i.e. in-house or out-

sourced (and to whom).•

Whether some or all employees have/had fluctuationsin the hours they work.• Whether employees receive variable pay either due to

variable/flexible hours or additional pays on top oftheir normal wages such as allowances, shift work,bonuses.

• Whether you have undertaken any formal review ofyour compliance with the Holidays Act 2003 in thelast three years. If so, the name of the person ororganisation who carried out the review and the

outcome of it.• Name and contact details for the person you wish usto deal with in regards to this matter.

8/18/2019 Content of MBIEs Pre Audit Letter

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If you are concerned about providing the requested information tothe Inspectorate, section 229 of the Employment Relations Act2000 provides that every Labour Inspector has the power to require

the production of, and to inspect and take copies from any wageand time record or any holiday and leave record whether kept underthe Act or any other Act. Pursuant to section 229, a LabourInspector has the power to interview any employee an employerand to question any employer about compliance with employmentlaws.

If the Inspectorate does not hear from you by [DATE], we willassume your organisation fits within the priority criteria for audit