Dismissals are never easy—for either party. But under New Zealand law, there’s one scenario where employers can lawfully end a new employment relationship without the risk of a personal grievance for unjustified dismissal: the 90-day trial period.As of 23 December 2023, any New Zealand employer, regardless of size, can include a 90-day trial clause in their employment agreements. If this clause is valid and correctly applied, employers may dismiss an employee within the first 90 calendar days without having to justify the decision or worry about a personal grievance for unjustified dismissal.But there’s a catch: one legal misstep and the protection disappears. What is the 90-day trial period?The 90-day trial period is designed to give employers a chance to assess a new hire’s fit without full commitment. It’s particularly helpful where interviews alone don’t paint the full picture, especially in industries or regions where every hire carries financial or operational weight.Employers can dismiss during the trial period without giving reasons, but the clause must comply with very specific legal conditions. It's not a "free pass" it's a tool with limits. When is a trial period clause legally valid?To rely on a trial clause, employers must get the process right from the beginning. The key legal requirements are:The clause must be in writing, in the employment agreement.The agreement must be signed by the employee before any work begins. Even a few minutes of unpaid work before signing will invalidate the clause.The employee must be genuinely new to the business. Prior casual work or previous employment with the same employer disqualifies them.The clause must state that the trial period is for up to 90 days, and clearly explain that dismissal during that period may occur without the ability to bring a personal grievance for unjustified dismissal.The employee must be given a reasonable opportunity to review the agreement and encouraged to seek independent advice.Failure to meet any of these conditions means the clause cannot be relied upon, and a dismissed employee may lodge a grievance for unjustified dismissal. Why is this clause allowed? What’s the purpose?The trial period is intended to reduce the risk of hiring mistakes, especially for small or regional businesses where a poor hire could have outsized consequences.For example, a local business in Cromwell might need to hire quickly, but won’t know until the employee starts whether they’re a good fit. The trial period offers flexibility and encourages more open hiring, even of those without conventional experience or credentials.However, trial periods aren’t without criticism. Some worry they can be used to exploit workers or sidestep fair process. That’s why the law imposes strict rules and insists that employers still act in good faith, even if they don’t have to justify a dismissal. How does dismissal work during a trial period?While no justification is required, employers must still give notice of dismissal, and that notice must be:Given within the 90-day period (not on day 91 or later); andIn line with the employment agreement, or, if unspecified, “reasonable” (usually one to two weeks).Even though there’s no legal obligation to explain why the employee is being dismissed, employers must still act respectfully and fairly, consistent with their duty of good faith. Are dismissals under the trial period legally binding?Yes. Provided the clause is valid and the dismissal process meets legal standards. When the requirements are met, the dismissal cannot be challenged as unjustified.But any slip-up like failing to provide proper notice or signing the agreement after work begins, invalidates the clause. In that case, the employee gains full protection and can bring a personal grievance. What rights do employees still have?The 90-day trial period only blocks grievances for unjustified dismissal. Employees still retain the right to bring personal grievances on other grounds, including:Discrimination (e.g. race, gender, disability, pregnancy)Sexual or racial harassmentUnjustified disadvantage (e.g. bullying or systemic mistreatment)Union-related retaliation or pressureBreach of contract, such as failure to give proper notice or access to a support person during meetingsTwo notable cases demonstrate this:In McClelland v Schindler Lifts NZ, an employee with a hand tremor was dismissed during the trial period. The court ruled the dismissal discriminatory, and therefore unlawful.In Farrelly v Advance Office Products, a worker dismissed due to a stutter was similarly found to have been treated unlawfully.In both cases, the trial clause did not shield the employer from liability. What happens if the trial clause is invalid?If a trial clause is found to be invalid, any dismissal under it is treated like a regular termination. The employee may then bring a personal grievance for unjustified dismissal.Common reasons a clause might fail include:The agreement was signed after work began.The trial period was not clearly stated or explained.The employee had previously worked for the employer.Proper notice of dismissal was not given.In these cases, an employee may be entitled to reinstatement or financial compensation. Final thoughts: What employers and employees need to knowThe 90-day trial period is a powerful tool when used correctly but it must be applied with care.Employers should ensure that their contracts are watertight and their processes meticulous. Good faith remains essential, and one administrative slip can open the door to legal exposure.Employees, even during a trial period, still have significant rights. If you suspect you’ve been dismissed unfairly or unlawfully, it’s worth seeking legal advice.At Checketts McKay Law, we regularly help businesses and individuals across Central Otago understand and navigate the 90-day trial period. Whether you're onboarding new staff, reviewing your employment agreements, or facing an unexpected dismissal—we're here to help. FAQs: 90-Day Trial Period ExplainedCan I be dismissed without reason during the trial period?Yes, but only if the clause is valid and all legal steps have been followed.Does my employer need to explain the dismissal?No, but they must give proper notice and act in good faith.What if I signed the contract after starting work?The clause is automatically invalid, and you’re protected under normal employment law.Can I be dismissed for being pregnant or having a disability?No. That would breach the Human Rights Act, and you may have grounds for a grievance.Is a trial period suitable for all jobs?Not necessarily. For high-skill or fixed-term roles, other arrangements may be more appropriate. Checketts McKay Law – Works for You.Proudly serving Cromwell, Alexandra, Ranfurly, Wanaka, and beyond. Whether you're drafting an employment agreement or challenging a dismissal, we’re ready to help you unpack the problem and adapt the solution.

Human Resources (HR) and Health & Safety (H&S) haven’t always been best mates. HR is often busy wrangling contracts, recruitment, and culture-building, while the safety team is out in the yard running toolbox talks and chasing reports. But here’s the kicker: under New Zealand’s Health and Safety at Work Act 2015 (HSWA), these two functions are most definitely on the same team.So, let’s unpack where HR and H&S intersect, pull up a seat at the same lunch table, and, more importantly, look at how they can work better together.Mental health and wellbeingHSWA defines health as both physical and mental, meaning psychosocial risks (stress, bullying, fatigue) fall squarely into H&S territory. But who handles that in most businesses? HR.This is where the partnership matters. HR might roll out an Employee Assistance Programme (EAP), but without risk assessments around workload, unrealistic KPIs, or toxic leadership, it’s just treating the symptoms. Safety professionals bring the structure: hazard identification, risk management, and controls. Together, HR and H&S can design safer, healthier work from the outset.Employment agreements & health and safety dutiesEvery employment agreement in NZ must include a section on health and safety responsibilities. Why? Because every worker, manager, and officer has duties under HSWA, and these need to be clearly understood from day one.If your employment agreements are silent on safety, you’re missing a chance to set expectations early. Onboarding isn’t just about showing new staff where the coffee machine is, it’s about making sure they understand how they contribute to a safe working environment. HR sets the tone, and H&S backs it up with systems and processes.Performance management & safetyHere’s where things can get tricky. Say someone keeps ignoring a critical safety procedure, what happens? HR gets involved, usually with a performance management lens. But under HSWA, ignoring known safety protocols isn’t just poor behaviour, it could be reckless conduct.HR and H&S need to work together here. Is it a competency issue? A training gap? Or a wilful breach? A joined-up approach ensures the response is fair, legally sound, and proportionate.Why the intersection mattersWhen HR and H&S work in silos, things fall through the cracks. Stress goes unreported. Training gets missed. High-risk behaviour gets handled like a simple HR issue instead of the safety red flag it is.But when they work together?Investigations are more thorough.Inductions are smarter.Culture is stronger.And ultimately? People go home safe and retire healthy.So HR and H&S, slide your trays down to the same end of the lunch table. When you work together, it’s not just the business that wins. It’s the people.For independent advice in the areas of HR and Health & Safety, contact our Business Partners today.

The 28th of August is coming up fast, and if you’re a business owner, that likely means provisional tax is on your radar.For some, it’s just another item on the calendar. For others, it can trigger a bit of a cash flow juggle, especially if paired with a winter slowdown. So, let’s take a moment to unpack your options and help you decide what’s right for your business.First up: What is provisional tax?In a nutshell, provisional tax is income tax paid in advance, in instalments, rather than as one big lump at the end of the year.You’ll need to pay it if your residual income tax from your most recent return was over $5,000. This generally includes:Self-employed incomeRental incomeContractor or freelancer incomeBusiness income from partnershipsOverseas incomeOr even one-off lumps sums that didn’t have the right amount of tax deducted (like from bonuses or employee share schemes)So, if your latest filed tax return showed you owed more than $5,000, then this 28 August kicks off your 2026 provisional tax year.Option 1: Pay now, in line with IRD expectationsFor many, the simplest option is to pay what IRD expects, based on your last return + 5%. If your income this year is tracking similarly (or up), this makes sense. It keeps your tax tidy and avoids use-of-money interest or penalties.But (and it’s a big but) what if this year is shaping up differently?Option 2: Adjust or delay using tax poolingMaybe business is slower this winter, or you're holding off until a busy summer season to generate real income.Instead of overpaying now, you can pay less based on your expected actual profit, but with that comes the risk of IRD’s higher interest rate later if you underpay.That’s where tax pooling comes in.Tax pooling lets you pay an intermediary instead of the IRD directly, and they’ll hold the funds in trust until you need them transferred. That means:You can still have the payment counted as “on time” by IRDYou stay compliantYou get flexibility with your cash, especially if it’s better used gearing up for summer growth. You pay interest, at a rate which is lower than IRD’s cost of penalties + interestTax pooling is especially handy if you are experiencing first year or high growth, or you need a way to manage the overall cost of IRD penalties + interest.But let’s be real: Delaying without a plan can backfireWe’ve seen it happen. Deferring tax now only to hit a wall later ( often in a year’s time), when other payments pile up. It sounds appealing and is easy to get into, harder to get out of. Paying on time doesn’t cost interest, tax pooling does.  So if you're considering tax pooling or underpaying, make sure you've got:A clear picture of your year-to-date earningsSolid cash flow forecasts for the next 6-18 months so you know you can get out of it, it is a temporary cash flow solutionA specific cash flow plan to settle the balance so it doesn’t become a burdenBecause putting it off without a plan would cause more stress than it saves. The latest date you could pay the August 2025 instalment would be June 2027. So although that may sound appealing, the interest cost can really add up. It works very well for businesses which have a high seasonal element.Is your cash flow summer-ready?If you’re in a seasonal business, you might already be preparing for a summer uplift, ordering stock, hiring staff, investing in systems.Paying provisional tax now might tie up funds you need for growth but ignoring it entirely could trip you up later.This is also the time to check in with your bank. Do you have support lined up for seasonal cash flow? Could you renegotiate a facility to help smooth the bumps?Smart growth means knowing your runway, not just your sales.So what should you do?There’s no one-size-fits-all here. For most, paying tax now is definitely the right move. For others, allowing the delayed benefits of tax pooling creates some breathing room, needed for your business to recover.Before making any call, ask:Are your 2026 earnings tracking ahead, behind, or flat compared to last year?What’s your real cash flow position right now?Do you have a plan to catch up if you pay less or delay?Have you discussed cash flow options with an advisor who knows exactly how this works and what is best for you within IRD’s rules and your ability to pay. Tax pooling is good idea sometimes. Certainly not always.And if you're not sure, now’s the time to talk to your accountant or adviser.Final wordAugust provisional tax isn’t just about ticking a box, it’s about making sure your business is on the front foot, with enough cash to move forward safely and sustainably.Because real growth doesn’t come from reacting to tax bills. It comes from making smart, informed decisions based on your full financial picture.Want to talk through what’s right for your situation? We’re happy to have a no-obligation chat, whether you’re ready to pay on time, or thinking of delaying payment via tax pooling, or just need a second opinion / sounding board for your business circumstances.Love to you, from Love to Grow.

Thinking about selling your home but not sure if winter is the right time? Don’t rule it out just yet. In Central Otago, winter can actually be one of the best times to list your property, and here’s why.1. Less competition means more eyes on your propertyWinter typically sees fewer homes on the market, which means your listing won’t be lost in the crowd. Serious buyers are still out there and often more motivated.Many are looking to buy quickly so they can move in before spring or summer.2. Central Otago looks magic in winterSnow-capped ranges, bluebird skies, and quiet, scenic vineyards… Central Otago really knows how to show off in the colder months. Let cosy features like fireplaces, double glazing, and quality insulation take centre stage this winter, it's the perfect time to highlight the warmth and comfort your home offers.3. Winter buyers are thinking aheadMany winter buyers want to secure a home now and move later, whether it's to beat the spring rush, get ahead of interest rate changes, or plan around the school year.It's also a key time for investors who are on the lookout before the traditional spring upswing.4. Create a feel-good first impressionIn winter, it's not just about what a home looks like. It’s how it feels.Warm lighting, heating, and thoughtful staging can make your home feel like a welcoming retreat. Buyers will imagine themselves relaxing by the fire or coming home to comfort on a frosty day.“Recently, on a newly renovated older home in Alexandra, we had professional staging done as the home was empty, creating a cosy, welcoming feel that suits the season; the results were outstanding, our owner was delighted, and the sale price was $25,000 above expectations on a tough market.”5. Show off year-round valueHighlight how your home performs no matter the season.Talk about efficient heating, sun-soaked living spaces, and frost-smart landscaping. Features like reduced condensation, well-placed insulation, and sunny winter mornings are a real bonus.6. Sell the Central Otago lifestyleThis region isn’t just about property, it’s about lifestyle.Think nearby ski fields, wine trails, snow-dusted walks, and winter festivals like the Clyde Wine & Food Harvest or the Alexandra Blossom Festival (just around the corner).Many buyers are searching for a holiday base or a lifestyle change, and winter is when they start dreaming.7. Digital-first buyers are active nowShorter days and cooler weather mean more time spent browsing online.Make your listing stand out with strong, engaging visuals.For example, we use our new Digital Reach Campaign (already performing better than online platforms) for:Quality professional photographyA walk-through video or virtual tourA description that sells the lifestyle, not just the specs. Help buyers see the full pictureHelp buyers see the full picture.Yes, it’s winter, but many are already picturing spring.Talk up the garden, fruit trees, sunny outdoor spots, and summer potential. If there’s land or lifestyle appeal, show how it works year-round.Ready to sell this winter?If you're considering selling in Central Otago, now could be the perfect time. A well-presented home with strong digital marketing and messaging can stand out even more in winter – and I’d be happy to help you make the most of it.Let’s chat and get your home in front of the right buyers, right now.

Understanding the Shifting Landscape of Health and Safety on Your LandRecent events and reporting around the Health and Safety at Work Act 2015 (HSWA) have caused some uncertainty among landowners in Central Otago and across New Zealand. We understand that concerns about potential liability for recreational activities on your property have led to questions and, in some cases, the closure of private land access. This article aims to clarify the proposed reforms and what they truly mean for you."Freeing the Great Outdoors": What's Changing?Workplace Relations and Safety Minister Brooke van Velden recently announced proposed reforms aimed at clarifying health and safety responsibilities, particularly regarding recreational activities on private land. The core intention behind these changes is to alleviate the perceived "climate of fear" among landowners, which has reportedly discouraged them from allowing public access to their land for recreational pursuits.The key takeaway is this: If the reform proceeds as announced, landowners will generally not be held responsible by WorkSafe New Zealand if someone is injured during a recreational activity on their land, provided the landowner is not actively managing or controlling that specific recreational activity.Instead, the responsibility for health and safety will rest with the organisation or individual running the recreational activity. For example, if a commercial horse trekking business operates on your farm, the horse trekking business, not you as the landowner, will bear the primary health and safety duties related to that trekking activity. You would however be responsible for risks related to your own farming operations in the immediate vicinity of the activity.The Minister has stated that the proposed reforms are intended to apply to both public and private land, including farms, parks, and school grounds. It's important to note that these changes would not affect your private property rights; you retain full discretion to grant or deny access to your land.Was Liability for Landowners Ever a Widespread Issue?The reforms largely address a perception of widespread legal risk. The HSWA places obligations on a "Person Conducting a Business or Undertaking" (PCBU) who controls or manages a workplace. Recent case law has focused on the concept of "active control" as the trigger for liability under HSWA. Mere ownership of land, without active involvement in the management or control of a specific activity, has generally not been sufficient to establish PCBU duties in relation to that activity.The high-profile Whakaari (White Island) case, while tragic, highlighted that liability under HSWA for the company owning the island was ultimately overturned on appeal. The High Court concluded that mere ownership was insufficient; active management or control of the activity causing harm was required. This decision reinforced the principle that liability follows control, not just land ownership.Why the Fear?The fear among rural landowners often stemmed from the broad wording of the HSWA and the perceived risk of being caught in complex investigations over incidents during recreational use. While the existing legal framework largely protected landowners who weren't involved in operating the activity, the anxiety led some to restrict access to their properties. The government's proposed reforms aim to rebuild confidence and encourage landowners to reopen their land for recreational use by providing clearer legal boundaries.In Summary for Central Otago Landowners:If passed into law as announced, the proposed reforms aim to clarify that if you are not actively managing or controlling a recreational activity on your land, your health and safety liability for participants in that activity is significantly reduced, with the responsibility resting with the activity's operator. These proposed changes are designed to provide greater certainty and encourage the continued availability of New Zealand's beautiful outdoors for recreational purposes.This article provides general information only and the proposed reforms have not yet been passed into law. Every situation is unique, and you should consult with a qualified legal professional for advice tailored to your circumstances.

Very few professional roles that are more misunderstood than that of a financial planner. For example, people often confuse financial planners with financial advisors. First and foremost, an advisors job is to help you manage your money. They advise you principally on your investments. Indeed, many advisors refer to themselves as investment advisors. Financial Planning however, is about far more than that. Fundamentally, it's not about money at all.It's about you, your aspirations, your priorities and your circumstances.A planner begins by identifying your life goals and assessing how these objectives relate to your finances.Planners assist in providing a clear overview of your financial situation.Do you want to carry on working? What do you value most? What does your ideal future look like?How would you like to spend your time? What have you always dreamt of doing? A financial planner will help you to establish your priorities for your future and produce a plan to help you live the life you want to lead. Then, and only then will they devise a suitable strategy that will help you achieve your unique aspirations and goals. These are all vital questions to consider. Because life is so hectic, many of us don't take time to think about them. Another misconception is that financial planners and advisors have unique market insights.As useful as that would be sadly, it is not the case. What a good financial planner does have is a thorough understanding of how the financial markets work and how to maximise the expected return for the level of risk you take that will generally entail using low cost solutions that aim to capture the market return. A planner will also get to know your personality and to recognise the particular behavioural biases that each of us is prone to. Over the years they will need to reassure you during periods of market volatility and prevent you doing things that put your plan in jeopardy.Again, though, it isn't just about investing. A financial planner will also help you with for example insurances, tax, estate and succession planning. Most important of all, they will work with you to help you, reviewing your progress along the way to ensure you fulfil your most important aspirations.Can you manage without a financial planner? The answer is that you probably can. A good financial planner can help you reach your goals. Most of our clients said they wish they had come to us sooner, regardless of whether they'd previously worked with an adviser.  If you would like a clearer understanding of your retirement outlook, we would be pleased to discuss your vision for the future with you.

As with many industries, life and health insurance providers sometimes change their names, particularly following acquisitions or structural shifts. Here’s a helpful breakdown of recent insurer name changes and what they mean for your policy.Why are insurance companies changing names?In recent years, several life and health (L&H) insurers in New Zealand have been bought or sold. This trend is especially noticeable where banks have chosen to focus on lending and outsource insurance to dedicated providers, rather than handling policies in-house.For policyholders, this can create confusion, especially when you receive a letter from a company you don’t recognise. And with the rise in insurance scams, you might even question if the correspondence is legitimate.Recent life & health insurer name changesHere’s a list of recent life insurance company name changes to help clarify who your policy may now be with:Asteron Life (previously owned by Suncorp Australia) was sold to Resolution Life in 2025.BNZ Life was acquired by Partners Life in 2022.Westpac Life NZ was sold to Fidelity Life in 2022.AMP Life, including the AXA Life brand, was sold to Resolution Life in 2020.OnePath Life NZ was sold by ANZ to Cigna in 2018.Cigna Life Insurance NZ was later sold to Chubb Life in 2022.AIA acquired Sovereign in 2018, and Sovereign policies were rebranded to AIA. Note: ASB Life is also part of the AIA NZ group.What happens to my policy if the insurer changes names?If your insurance provider changes name, your policy remains valid. In all transitions listed above, the original policy terms were honoured. Often, it's the same team operating behind the scenes, just under a different brand.Could this be a good thing?In some cases, joining a specialist life insurer may bring added value, such as improved claims processes or even enhanced cover options. Consolidation can mean better service and innovation.Unsure who your policy is with?If you’re unsure who your life or health insurance policy is now with, or if you're concerned about any unfamiliar correspondence get in touch. We’re here to help.Contact our Life & Health team

With effect from 22 May 2025, the Government launched a new tax incentive called Investment Boost. It made headlines at the time, but as is often the case with policy changes, the initial noise dies down and life goes on.Now that things have settled a bit, it’s a good time to take a second look, to check in re whether it’s something that fits into your business strategy.So, what is Investment Boost?In simple terms, if you buy an eligible asset, say a new piece of machinery, a vehicle, or some tech equipment, you can immediately deduct 20% of its cost from your taxable income, on top of the usual depreciation you’d claim.That means a lower tax bill in the year you make the purchase, which sounds like a win. The Government says this is about encouraging growth and boosting productivity and for some businesses, it could do just that.But here’s the thing...This is about cash flow, not just taxA lower tax bill can be helpful, sure. But it doesn’t magically make a new purchase affordable.Let’s say you want to spend $10,000 on new equipment. With Investment Boost, you are allowed $2000 extra depreciation on that spend, plus you are allowed the normal depreciation on the remaining $8000 portion, so let’s say another $2,400 for example at a 30% rate. But remember, that’s not money in your pocket. It results in a reduction in cash income tax payable of say $1200- $1700 depending on your circumstances. The net effect of $10,000 less reduced cash tax payable $1200- $1700, is an after tax cost of around $8,300 - $8800 on that $10,000. Another thing to remember, is an income tax benefit now, will impact your March 2026 year income tax to pay, so there is a time lag for the associated tax payments to roll around.So a key question becomes; Is this something you were planning to buy anyway? Or are you buying it mostly because there’s a tax break attached? Don’t overcommit because the numbers “look good”If a new asset genuinely moves your business forward, you both need and can afford it, then this incentive is a win and more power to it. That said, we’ve also seen businesses trip up by chasing tax perks without thinking about the longer-term impact on their cash flow.Consider whether you would be stretching your budget now, and whether that would mean you're struggling to pay suppliers, hire staff, or weather a quiet month later. Sometimes the tax saving might come at too high a cost. Knowing your future cash flow projections is crucial for your decision making.It’s not a one-size-fits-all opportunitySome businesses are in growth mode and/or still have solid cash flow. Others are still rebuilding after a tough few COVID years. For some, this tax break will exactly what is needed for their pre-existing plans. For others, it could create stressful cash flow 10-12 weeks down the track. This is why understanding your specific business context, matters.So, what should you do?We always say, before you make any big spending decisions, especially off the back of new tax policy, have a chat with your accountant or adviser. Not just to crunch the numbers, but to talk about your goals, your cash flow, and the timing of any major investments.Even if you’ve already bought something and you’re wondering how this change affects you, it’s still worth checking in.The bottom line:Investment Boost is a useful tool, and is better than having no stimulus, but it’s not a magic fix. Like anything in business, the value lies in how and when you apply the changes. So now that the noise has died down, let’s sit down, look at the big picture, and figure out if this is the right time, and the right move, for you. Because good business isn’t just about saving on tax. It’s about making smart, sustainable decisions that keep your business moving forward, one step at a time. To achieve the type of life you want.Want some complimentary business or tax advice? Reach out to us for a no-obligation, no charge chat. Love to you, from Love to Grow

ne of the most common questions we hear from business owners is: “How do I know when it’s the right time to grow my team?”Whether you're stepping out of the solo operator phase or expanding an existing team, hiring someone new is a big decision—and one that can have a lasting impact on your business.There’s no one-size-fits-all answer, but there are a few key things to consider before you take the leap.1. Align Growth with Your Business StrategyBefore you post that job ad, take a step back and ask yourself: Why are you in business? What are your goals? What are your values?Hiring should be a strategic move—not just a reaction to being busy. Think about what success looks like for your business in the next 6–12 months. What skills or roles are missing that could help you get there? What kind of person would thrive in your environment and align with your values?When your hiring decisions are grounded in your long-term vision, you’re more likely to bring in the right people—and set them (and your business) up for success.2. Timing Matters—A LotYes, you need enough work to justify a new hire. But timing isn’t just about cash flow—it’s also about capacity.If you wait until you’re completely overwhelmed, you may not have the time or energy to properly onboard and support a new team member. And that can backfire.The first 90 days are critical. If someone feels unsupported or unclear about their role, they’re more likely to leave—and you’re back to square one.Pro tip: Plan ahead. Build in time to train, mentor, and integrate your new hire into your systems, culture, and way of working.3. Understand the Full Cost of HiringHiring isn’t just about wages. To make a smart decision, you need to understand the true cost of bringing someone on board.Here’s what to factor in:Leave entitlements and KiwiSaver contributionsTraining time (including the productivity lost from whoever is doing the training)Tools, equipment, and workspace needsTime to full productivity—even experienced hires need time to learn your systemsHiring the wrong person—or hiring at the wrong time—can be costly. But with the right planning, it can also be one of the best investments you make.So, When Is the Right Time?There’s no magic formula. But if you’ve:Clarified your business goalsIdentified a clear gap or opportunityPlanned for onboarding and trainingRun the numbers on the full cost…then you’re in a strong position to grow your team with confidence.At EASI NZ, we help businesses across Central Otago make smart, people-first decisions. If you’re thinking about hiring—or just want to talk through your options—we’re here to help.Need support with recruitment, onboarding, or workforce planning?Let’s chat. Email the team at Easi NZ

Budget 2025 introduced a range of changes to KiwiSaver that aim to boost long-term retirement savings, particularly for younger workers.At Central Financial Planning, we believe these changes present both opportunities and challenges. Now more than ever, it’s essential to understand how the rules affect you, your ideal future, and your finances.What’s Changing?1. Contribution Increases (Phased In):From 1 April 2026, the default employee and employer contribution rates will increase from 3% to 3.5%, and then to 4% by April 2028. While employees will have the option to remain at 3% in the short term, this change represents a shift in the default savings culture, nudging all working New Zealanders to put more toward their retirement.2. Government Contributions Adjusted:The Government’s contribution will be halved from $521 to $261 per year starting 1 July 2025.High-income earners (those earning over $180,000) will no longer be eligible for this annual top-up.But good news for younger workers, 16- and 17-year-olds will now become eligible for both government and employer contributions, starting July 2025 and April 2026 respectively.A Mixed Bag for Savers and EmployersAt Central Financial Planning, we support initiatives that help New Zealanders build better financial futures. Increasing the default contribution rate is a step in the right direction for long-term retirement security.A 4% contribution, from both employee and employer, can make a significant difference over a 30–40 year working life.However, reducing the government’s contribution and removing it altogether for higher earners sends a mixed message. Many clients have come to rely on that top-up as part of their savings strategy.The reduction may also disproportionately affect lower- to middle-income savers, who benefit most from the relative boost it provides.For employers and small businesses, the phased increases in compulsory contributions may present budgetary challenges, especially in tighter economic environments.We recommend business owners factor these changes into their long-term payroll and cashflow planning early.Don’t Miss Out on Your Government ContributionWith the government contribution reducing from 1 July, now is a great time to review your KiwiSaver account to make sure you’ve contributed enough to receive the full entitlement this year.To receive the full $521.43 government top-up, you need to contribute at least $1,042.86 of your own money between 1 July and 30 June. If you haven’t hit that target yet, there’s still time to top up before the deadline.Young Savers Benefit, and That’s a Good Thing!One of the most encouraging shifts is the inclusion of 16- and 17-year-olds in the KiwiSaver incentives.This change gives young people a genuine head start — not just in financial contributions, but in cultivating good saving habits early.With employer and government support, the compounding benefits of long-term investment can start making a real difference from a younger age.What’s Next? A Possible Shift in the Retirement AgeWhile not part of this Budget, there’s ongoing conversation about raising the age of eligibility for NZ Superannuation.If the retirement age shifts from 65 to 67 or beyond in future years, this may also influence when you can access your KiwiSaver funds.It’s important to understand how these broader policy moves could interact with your retirement planning.Now is the Time to Get AdviceAt Central Financial Planning, some of our core values are transparency, trust, and proactive engagement to equip people with knowledge to help them make confident, wise and informed decisions.These changes mean more of your income will be going into your KiwiSaver. That makes it even more important to ensure you’re invested in the right solutions, with the right strategy for your goals and life stage.Ask questions. Check your settings. Top up your account if needed.Understand your fund type. If you’re unsure where to start, reach out. We’re here to guide you, because it’s your future, and it’s worth getting right.

Family violence is a prevalent issue in New Zealand. It affects a significant population of our country; including women, men, children, and the elderly. When you are experiencing family violence, it can be hard to know where to turn or what your options are. But this is not just a personal issue; it’s a legal one. New Zealand has specific legislation in place to provide protection for people impacted by family violence.What is Family Violence?The Family Violence Act 2018 defines this. It is violence inflicted on a person by somebody they are in a family relationship with, including partners/spouses, parents, children, and siblings. Violence does not only refer to physical violence; it includes sexual, verbal, psychological, and financial abuse. This can be behaviors like name- calling, swearing at you, putting you down, threats (express or implied), intimidation, isolating you from friends or family, controlling your movements, controlling your finances, or withholding money.Protection OrdersIf you have experienced family violence and believe you are still at risk from the perpetrator, you can apply to the Family Court for a protection order. If a protection order is in place, it would be a criminal offence for the perpetrator to contact you without your consent. This would apply to not only you but also any children living in your home with you.There are two ways to apply for a protection order; ‘on notice’ or ‘without notice’. The presumption in Family Court is that you apply on notice. This means the Respondent would be served with your application and have an opportunity to respond to your allegations. A Judge would then make the decision on whether a protection order should be made or not. This process typically takes several months or longer.If you feel that your safety is at immediate risk from the Respondent and you cannot wait months for your application to be considered, you can apply without notice. This means the Court may grant a temporary protection order immediately; to protect you during the time until a hearing can be allocated to decide your application. What if I have been served with an application for a Protection Order, or a temporary Protection Order If you are served with an application for a protection order, and/or a temporary protection order, you have the right to defend the making of a final order. You can do this by filing a Notice of Response or Notice of Intention to appear to the Court, along with an affidavit.If a temporary protection order has been made against you, it is important that you comply with the conditions of this order, even if you are defending the making of a final order. A breach of a protection order is a criminal offence, and you may be subject to criminal charges if you do breach it. A breach of protection order includes any unconsented contact with the Applicant, even if the contact is not violent in nature; or if the Applicant previously consented to the same contact. If you do not understand the conditions of the order you are served with, or you need to contact the Applicant regarding care of shared children or other necessary matters, you should seek legal advice.Can’t afford a lawyer?Legal Aid is available for proceedings under the Family Violence Act, depending on your household’s annual income and assets. The income and asset thresholds are set out in the Legal Services Regulations 2011. These vary depending on whether you have a partner and how many children you have. You may still be eligible for a grant of Legal Aid if you exceed these thresholds, if special circumstances apply to your situation. If you aren’t sure whether you are eligible, we can advise you and assist you in filing an Application for Legal Aid.How can we help?At Checketts McKay Law, our team is experienced in representing clients in proceedings under the Family Violence Act, including applying for on notice and without notice protection orders, responding to applications and orders, and representing both parties at defended Hearings. We can also advise you on how family violence may relate to other matters, such as the care of your children. We understand what a difficult time it is for people and families being impacted by family violence. The legal services we deliver are clear and empathetic; informing and guiding you through this process with our expertise.

Last night, after a long day, I found myself aimlessly scrolling TikTok just like many of us do.One video caught my attention: a street interview, the kind where someone walks up to strangers and asks deep or silly questions. It seemed real enough, until I glanced at the comments.Everyone was saying the same thing: “This is AI.”I looked a little closer and sure enough, they were right.Turns out, Google recently released a new version of its AI video generator Veo 3, and it's shockingly realistic. The facial expressions, the tone of voice, the body language it all felt so human. I ended up going down a rabbit hole, watching video after video trying to figure out which ones were real and which were AI-generated. At a glance, they’re nearly impossible to tell apart.Once you know what to look for, unnaturally smooth movements or slightly off audio, you can spot them. But if you’re casually scrolling? You probably won’t notice. That’s the unsettling part.AI is everywhere and that’s the problemAI-generated content isn’t limited to video. It’s showing up everywhere from Facebook, Instagram, Pinterest, and TikTok, to TV ads and even non-media spaces like toothbrushes.Ads are using superimposed faces and voices to sell products at a mass scale.I even saw an ad the other day from Skinny where a woman’s face was digitally placed into different scenes, urging people to buy into their next plan.At first glance, it’s clever. But at what cost?On Pinterest, I’ve seen AI-generated products advertised with glowing reviews only for people to receive scam items, if anything at all. Fake crystal mugs for sale on Pinterest On Facebook, AI images go viral with tens of thousands of likes and shares, fooling people into believing they’re looking at reality.Look at the number of comments and shares on these Facebook posts!AI bots are also boosting comments and engagement, responding to content and mimicking real users. TikTok now has interviews where the interviewer and interviewee are both AI-generated.It’s starting to feel like we’re not watching people anymore. We’re watching simulations of them.So what does this mean for you?We’re now living in a time where it’s getting harder to trust what we see online. People are frustrated. They feel tricked, misled, and disconnected. There’s growing resentment toward AI not because it’s not impressive, but because it’s replacing something important: effort, authenticity, and human connection.Consumers are becoming more aware of AI-generated images and videos. And when they suspect something is AI? Trust evaporates. Even big companies are feeling the heat. Duolingo, the language learning app, recently faced backlash after its CEO said the company was going to be “AI forward,” which led to staff cuts. The result? Thousands of users deleted the app, feeling let down by the brand’s shift away from people. And internally, the decision sparked resentment among staff on often overlooked cost that can weigh heavily on a business over time.The fear isn’t just about job loss. It’s about identity. Work, creativity, storytelling these are core parts of who we are. So when a business replaces those things with automation, it can feel like a dismissal of human value.Where do we go from here?AI is only going to get better. It will soon create more realistic, more human-like content than ever before. But just because it can, doesn’t mean it should replace everything.As businesses, we need to be selective and intentional about how we use AI. There’s a fine line between enhancing productivity and eroding trust.Here’s what not to do:Don’t rely on AI for all communication. Mass-generating emails that sound generic or robotic might save time, but it strips away the personal touch. If customers feel like they’re talking to a machine, they’ll disconnect.Don’t use AI-generated art or visuals without transparency. People are becoming increasingly wary of digital imagery that feels “off.” If your product or brand identity is tied to visuals, using AI art without care can make your brand feel impersonal, or worse deceptive.Avoid fully automating reporting and insights without context. AI can crunch numbers, but it doesn’t understand nuance. Reports that are purely AI-generated often lack the strategic interpretation your clients or teams actually need. Add human commentary to make insights meaningful.Don’t let AI become your brand’s voice. Customers crave real connection. They want to feel heard, understood, and valued. If every touchpoint your captions, emails, ads, support is written by AI, it can start to feel like no one’s really behind the brand.Ultimately, what will set businesses apart isn’t how efficiently they can implement AI it’s how well they preserve their humanity while doing so.Use AI to support your work, not to replace the essence of it. Let it handle the repetitive tasks so your team can focus on what matters most: building relationships, telling real stories, and showing people that they still matter in a world that’s becoming increasingly automated.

After a very mild Kings Birthday weekend, it sounds like we are about to see our first really cold weather of the winter.This usually means some extra work for those of us who live in Central Otago.Some tasks to think about, if you haven’t already prepared for winter.At home:Winterise your outdoor taps & irrigation system (cover or wrap taps & drain hoses where possible).Check that your water mains tap moves freely and that everyone at home knows where this is. If you have a water leak, turn off the mains as quickly as possible before calling a plumber. Mop up what you can as quickly as possible, but do not try to dry things out by turning your heat pump up. Damage caused to your house or contents by water leaks is usually covered by your insurance policies, but you usually need to pay the plumber for repairs & an excess on your policy.It's possibly too late to get up and ensure your gutters are clean, but doing so reduces the chances of blockages from heavy rain or snow. Also where possible, secure or remove shade sails, awnings & umbrellas.Protect your outdoor furniture. This may include putting cushions away safely and ensuring that furniture is anchored against high winds (especially trampolines).If you are using electric blankets, check these each time you change your sheets to ensure that there are no kinks, twists or hot spots. Vacuum dust from electric heaters whenever you get a chance and turn them off if anything smells odd.Hopefully you have checked your smoke alarms already (at daylight saving), but if you haven’t its worthwhile giving them a test by pushing test button (gently use a broom if the alarm is out of your reach).Car:Tyre Maintenance: Wet and slippery roads can be hazardous. Check your tyre thread and pressure regularly to ensure optimal grip and safety. Battery Check: Cold weather can affect battery performance. Have your car battery checked to avoid being stranded in the cold. Emergency Kits: Keep an emergency kit in your vehicle, including items like blankets, a torch, a first-aid kit and basic tools.Drive to the conditions, using your lights, especially when its foggy. The auto settings on headlights typically do not turn lights on when it is foggy.Check your insurance - Check that your cover is up to date, and that you’ve got the right level of cover for you. If in doubt, talk to us! C & R Insurance - Your local broker and adviser.Winter brings a unique set of challenges, but with proper preparation, you can feel secure and protected. By following these tips, you can navigate the season with confidence.

As we sail into the second quarter of 2025, the financial seas have proven to be both turbulent and enlightening.Central Financial Planning's latest economic commentary provides a comprehensive overview of the first quarter, highlighting key market movements and the broader economic landscape.A Challenging Start to the YearFresh off the back of an excellent year in 2024, the first three months of 2025 ushered in a more difficult investment environment.While some markets performed creditably, others, including the influential US share market, were down for the quarter, contributing to reduced portfolio valuations for many investors.Investor Sentiment TestedInvestor sentiment was put to the test as the quarter progressed, with much of the uncertainty centered on key policy initiatives within the globally important US economy.The directives coming out of the White House in early 2025 clearly contributed to market wobbles throughout the first quarter and into April.The most telling of these was the adverse global reaction to the US’s ever-evolving plans to implement widespread new international trade tariffs.President Trump initially announced tariffs on certain countries (notably Mexico and Canada) and on some goods (cars, steel, and aluminium) Global Market ReactionsThe market reaction to these tariff announcements was swift and significant. International share markets experienced volatility, with some sectors being hit harder than others.The uncertainty surrounding these policies created a ripple effect, impacting investor confidence and market stability New Zealand's Housing Market: A Silver Lining?Amidst the global economic turbulence, there was a potential silver lining for New Zealand's housing market.The commentary suggests that lower mortgage interest rates could benefit housing values in New Zealand, providing some relief to homeowners and investors alike Long-Term Strategy: A Timely ReminderIn this feature article, we share key insights from four Nobel Prize-winning economists—a timely reminder that when times get tough,it's more important than ever to stay focused on long-term strategies and not get caught up in short-term market ‘noise’. This advice feels especially relevant right now, with all the market ups and downs making it tempting to react too quickly.Looking AheadAs we move forward into the rest of 2025, it will be essential for investors to remain vigilant and adaptable.The insights provided by Central Financial Planning offer valuable guidance for navigating these uncertain times.By staying informed and maintaining a long-term perspective, investors can better weather the economic storms and seize opportunities as they arise.You can find the detailed market commentary on our news page on our website at Centralfp.co.nz

Booking a winter escape? Make sure you lock in your travel insurance as soon as you book your tickets.Your policy covers you from the day it starts until the end of your trip so the earlier, the better.Why Travel Insurance Matters: Medical Claims in 2024New data from Cover-More Travel Insurance shows that New Zealand travellers could face serious financial consequences if medical emergencies arise overseas.In their review of top travel insurance claims for 2024, Cover-More revealed that the largest payouts were all for medical-related issues. The biggest claim—nearly $1 million—came from treatment in the United States. Other six-figure claims occurred in Nepal, Singapore, Canada, Japan, and the UK.Will Ashcroft, Cover-More New Zealand Managing Director, said that while the US remains the most expensive destination for medical treatment, other countries are now contributing to high-cost claims.“The US continues to dominate as the most expensive destination for medical emergencies, but the appearance of these other destinations underscores the importance of medical cover, regardless of where you're going.”Medical issues made up about 40% of all Cover-More claims in 2024. Common problems included pneumonia, broken bones, foodborne illness, altitude sickness, cellulitis, and severe viral infections. Even minor illnesses like a cold sometimes led to serious hospitalisation.Other Insurers Report Similar TrendsTravel Insurance also reported significant payouts in 2024 for medical emergencies, cancellations, and lost property. CEO Jo McCauley highlighted that surgeries and air ambulance transfers were among the most complex and expensive cases.“We’ve had flus, respiratory illnesses, and many falls, but our top claims involved complex medical issues. These situations are distressing and extremely costly. Most people couldn’t afford the care we’ve covered.”Southern Cross Travel Insurance (SCTI) also noted recurring claims in 2024 for illness, accidents, and even unusual events such as animal-related injuries in Asia.Travellers Still Wary of CostDespite the risks, price remains a key reason some travellers choose to go uninsured. The Kantar Travel Insurance Market Monitor, conducted in late 2023, found that cost was still the leading factor in this decision.Ashcroft noted that while the average travel insurance premium in 2024 was $317, the highest medical claim surpassed $900,000.Importance of Choosing Policies That Address Specific Health NeedsTalk with your broker to get help choosing the best travel insurance policy for your specific health needs. If medical cover is a concern, this could mean paying a slightly higher premium for a more comprehensive policy or paying extra to cover existing medical conditions.When travelling to countries known for particularly high medical costs, insurance premiums may also be higher but this generally reflects the level of risk.Insurers also recommend that travellers stay vigilant, practice good hygiene, and ensure their policy suits both their destination and planned activities.

ecent changes to New Zealand’s Equal Pay legislation have sent a strong signal: relying on government action alone is no longer enough to close the gender pay gap.Employers must lead the way.Change starts within organisations, driven by business leaders ready to take responsibility. This is your opportunity to ask: Are you ready to stand up and say “Fair Pay” with pride?Fair pay isn’t just about compliance. It’s a strategic advantage that strengthens workplace culture, helps attract and retain top talent, and builds lasting trust with your team.Leading by Example: What Does Fair Pay Look Like?1. Conduct proactive pay auditsDon’t wait until legislation forces your hand. Regularly review pay structures, identify disparities, and make adjustments. Be transparent about what you find—this builds credibility.2. Start conversations about payCreating a culture of pay transparency helps normalise the discussion. Use initiatives like the government’s Mind the Gap to guide your efforts. Their pay gap registry features organisations committed to reporting and improving pay equity.3. Promote your valuesShowcase your “No Gender Pay Gap” stance in your employer branding. Consider joining the Mind the Gap Registry as a public declaration of your commitment to fair pay and equity.4. Support others and lead industry changeLead industry-wide change. Celebrate businesses taking action, share your own journey, and collaborate to create systemic change. A collective approach drives faster progress.While recent legislative changes may have limited some legal pathways to achieving pay equity, they also serve as a catalyst for a different approach: courageous, values-led leadership. Organisations that prioritise fairness and transparency are not only doing the right thing — they’re also positioning themselves for long-term success. Fair Pay Leads to Business SuccessWhen women and other underrepresented groups feel valued and paid fairly, they’re more engaged, more loyal, and more likely to thrive in your organisation. This improves retention, boosts innovation, and builds a stronger, more sustainable business.This isn’t merely about compliance — it’s about cultivating a culture of fairness that becomes embedded in your organisation’s identity. It’s your legacy in the making. Will Your Business Say “Fair Pay Starts Here”?Now is the time to take action. Be a leader in fair pay—not just because it’s the right thing to do, but because it’s good business.Whether you’re starting or scaling your commitment, EASI NZ is here to help.Learn more at mindthegap.nz/just-ask or get in touch to embed fair pay in your organisation’s culture.

If you’re watching the property market closely, one thing is clear: velocity is here today. The pace of change is already shaping Central Otago’s real estate landscape, and it’s moving faster than many expected.In a world of instant news and quick takes, it’s worth pausing for perspective. Yes, markets react quickly, and headlines can be loud, but the real story lies in what’s sustained, not what’s shouted. So let’s dig into what’s really happening beneath the surface.A Quiet Confidence in Rural and Regional StrengthWhile bigger cities have felt the pinch in recent months, Central Otago remains steady and, in some cases, quietly thriving. Farming hasn’t been affected by the property slowdowns seen elsewhere, with rural confidence remaining intact. Horticulture is having a good run too, with grapes, apples, and cherries reporting strong seasons. In fact, some farms have seen growth of 40 to 50 percent. It’s a good reminder: this region doesn’t ride the same wave as the metros. It has its own rhythm, and right now, that rhythm is strong.Momentum is Building and Buyers are ComingIn just the last two months, buyer interest has doubled, especially from semi-retirees, remote workers, and international investors. Many are drawn to the lifestyle, and with good reason. The bike trails, scenery, and settled autumn weather make Central Otago feel like a permanent holiday. And when something feels like home and holiday rolled into one? That’s when people stay.Major Developments on the HorizonThis year alone, we’ll see five new residential developments launched across Central Otago, not including the ongoing growth around The Lakes. Cromwell, in particular, is buzzing. Its industrial area is expanding rapidly, with national suppliers moving in and turning it into a key commercial hub between Queenstown and Dunedin. The completion of the Roxburgh Gorge Trail and the growing connectivity from Cromwell to Queenstown only adds fuel to this momentum. Cromwell is quite literally in the middle of it all, and that’s attracting buyers and businesses alike.Infrastructure, Investment and a Fast-Tracked FutureBehind the scenes, infrastructure is quietly evolving. One upcoming mine project drew over 800 applicants, a clear sign of how resource and energy sectors are contributing to local growth. Allied industries—diesel, supply chain, and trades—are also on the rise. With a winter economic update on the way and signals of fast-tracked government investment, there’s reason to expect even more movement in the months ahead, especially in the rental market.Tourism is Back and So is SpendingAfter the high domestic numbers during COVID, international tourism is climbing again. For local businesses, that’s a big deal. More visitors means more spend, not just on activities, but on real estate, rentals, and land. And as Central Otago’s trails, lakes, and hospitality offerings grow, so does the case for putting down roots here.Final Word: Stay Grounded, Stay ReadyChange is moving fast, but that doesn’t mean it’s unpredictable. With more developments coming, infrastructure catching up, and tourism revving up again, Central Otago isn’t just holding steady—it’s accelerating. So if you're thinking about buying, selling, investing, or just watching, keep your eyes on what’s building, not just what’s buzzing.

Most of us don’t love feeling like we’re being “sold to,” and chances are your customers don’t either. But if you’re running a business, you still need to let people know what you offer and why it matters. The key is to connect with them in a way that feels real and helpful, not pushy.Here are a few simple but effective ways to do just that:Talk About the Problem FirstRather than diving straight into what you do, start by showing you understand what people are struggling with. What’s annoying them, costing them time, or stopping them from getting ahead? Once you’ve shown you get it, you can explain how your product or service fits in as a genuine solution. People are more likely to trust you if they feel you’re on their side, not just chasing a sale. And if you’ve helped others in a similar situation, share that too. Real stories go a long way.Let Your Customers Do the TalkingPeople trust other people far more than they trust brands. So if you’ve got happy customers, let their words and experiences take centre stage. Online reviews, testimonials, or even a quick quote can build more credibility than a slick sales line ever could. Social proof isn’t about bragging, it’s about helping others feel confident they’re making a good decision.Make It PersonalNobody wants to feel like just another number. Tailor your messages when you can. Whether you’re running a campaign, sending an email, or posting on socials. Think about who you’re speaking to and what matters to them. When your content speaks to their situation, people are more likely to stop, read, and connect.Share What You KnowYou don’t need to save all your best knowledge for paying customers. If you’ve got tips, insights, or ways of working that could genuinely help someone, share them. People will appreciate the openness, and it shows you know your stuff. Over time, this kind of honest, helpful content builds trust and trust leads to sales.Stick in People’s MindsSometimes the simplest ideas are the ones people remember. Try to get clear on what makes you different and explain it in a way that’s easy to understand. Avoid overthinking it. Just say what you do, who it’s for, and how it helps. If you can say it in a way that sticks, even better.Shift the FocusIf your content is all about “we do this” and “we’re great at that,” it might be time for a shift. Put the focus back on your customers – their needs, goals, and experiences. It’s not about you; it’s about how you can make life easier or better for them. This shift in focus often makes people feel like you actually care, not just trying to make a quick sale.Start with ValueBefore you ask for anything (whether it’s time, money, or attention) think about what you can give. Share helpful info, answer a common question, or offer a free resource. It shows you’re here to help, not just to sell. If people get value from you early on, they’re more likely to stick around and want more.

Buying a house in Central Otago isn’t just a financial decision — it’s a lifestyle one. Whether you're settling in Alexandra, eyeing a section in Cromwell, or upgrading to a lifestyle block near Omakau, purchasing property here comes with its own unique quirks.In a fast-paced and competitive market like ours, it’s more important than ever to get solid legal advice right from the get-go.Get legal advice before you sign anythingEven if it’s “just a conditional offer,” always check in with your lawyer before signing any Agreement for Sale and Purchase.You’d be surprised how many buyers skip this crucial step and get caught out later.If you're buying at auction or making an unconditional offer, it's even more vital — once your name is on the dotted line, you're committed.We’ve seen enough local deals go sideways to know that reviewing the agreement upfront can save you a mountain of stress (and cost) down the line.What conditions should you include?If you're making a conditional offer, your lawyer will help you include smart conditions to protect your interests, such as:Finance approval (especially if you're working with a bank or mortgage broker)A building inspection, to check for hidden problems like dampness or poor workmanshipA LIM report, so you know what the Council knows about the propertyDue diligence, giving you time to review title issues, insurance, zoning or even sun hours!These clauses are your safety net — they give you time to make sure the home fits your needs and doesn't come with any nasty surprises.Understanding the title and what comes with itEvery property in Central Otago comes with its own history — and that includes legal baggage.Our property lawyers will review the record of title and check for:Easements (e.g. shared driveways or accessways across neighbouring land)Land covenants, which can limit things like what you build or even what colour you paint your homeConsent notices, especially common on newer subdivisions, requiring you to follow Council-imposed rulesCross-lease or unit titles, which come with extra documents and legal responsibilitiesIf you’re buying a unit in Cromwell, or considering a home in an older subdivision in Clyde, these details can make or break the deal. We’ll walk you through the fine print so nothing’s left to chance.Using KiwiSaver for your first home? We’ve got you coveredIf you’re a first home buyer (and good on you — it’s a big step), you might be eligible to use your KiwiSaver funds toward your deposit or final settlement.We’ll guide you through the process and liaise with your provider to make sure everything is squared away on time.Avoiding local pitfalls: know what to watch forIt’s not just about ticking boxes — it's about knowing what can go wrong, especially here in Central Otago. We regularly help clients steer clear of issues like:Unconsented building work, which can delay settlement or require expensive fixesBoundary issues (common in older Alexandra properties)Vague or outdated easements, which can lead to future disputes with neighboursDefective cross-leases or incorrect flats plans, which may affect finance and insuranceBy involving your lawyer early, you avoid last-minute headaches and ensure you’re buying what you think you’re buying.Local lawyers who know Central Otago inside outAt Checketts McKay Law, our team has walked thousands of locals through the property buying process. We understand the local Council rules, the quirks of Otago land titles, and even the seasonal pressures of the market.Whether you’re buying:a house in Alexandra close to the Rail Trail,a new build in Clyde,or a rural lifestyle block around Earnscleugh or Chatto Creek,We're here to give you straightforward, friendly legal support that makes the process less stressful and more successful.