2026 HR planning calendar 

Running a business in New Zealand involves balancing growth ambition with a long list of HR and payroll duties. From public holidays to PAYE filings and minimum wage updates, staying on top of your obligations is a full-time job. 

This is where our HR planning calendar comes in. It’s a simple resource that you can use for quick reference whenever you need it. It includes all New Zealand public holidays, PAYE deadlines and other key dates you need to build a successful year.

Download the ready-to-use calendar now by filling in the form on the right. 

Key New Zealand HR dates 

Every year, your workplace will have to consider the key dates of the New Zealand business calendar. Our calendar includes these compliance dates and public holidays so you don’t have to go searching for them.

Public holidays and regional anniversary days

Managing leave and pay for public holidays is a core HR function. New Zealand has several national public holidays and each region has its own anniversary day. Getting these dates wrong can lead to payroll errors and unhappy employees.

Our calendar lists all national holidays for the year, including Waitangi Day, King’s Birthday, Matariki and Labour Day. It’s important to have these in your system early to correctly calculate leave and pay for your team.

Minimum wage changes

Every year, usually on 1 April, the government announces updates to the minimum wage rates. This is a critical date for every employer in New Zealand. Failing to update your payroll system can result in incorrect pay for your employees and legal risk for your business.

Not only that, the annual minimum wage update is more than just a payroll task. It’s a strategic prompt to review your entire remuneration strategy. With the cost of living as a major concern for many Kiwis, competitive wages are a powerful tool for attracting and retaining talent. Use this time to benchmark your salaries against the market and make sure your pay scales are fair and competitive. Early communication with your team about any pay adjustments is also key to building trust.

PAYE and payday filing deadlines

Tax compliance is a significant responsibility. In New Zealand, employers must manage PAYE (Pay As You Earn) deductions and submit employment information to Inland Revenue (IRD) every payday through payday filing.

For most businesses, PAYE payments are due on the 20th of the month following the payday. If the 20th falls on a weekend or a public holiday, the payment is due on the next business day. Missing these deadlines can lead to penalties and interest, creating unnecessary costs for your business. Our calendar marks these recurring deadlines to help you stay organised and avoid any compliance slips.

Build your HR planning rhythm by quarter

Breaking the year down into quarters helps make planning more manageable. It allows you to create a strategic rhythm, focusing on different priorities throughout the year. Instead of being overwhelmed by an annual to-do list, you can move through the year with purpose.

Q1 – Strategic planning and year-end preparation

The first quarter, from January to March, is a time for fresh starts and strategic focus. With the summer holidays wrapping up, it’s the perfect opportunity to set the direction for the year. This involves finalising your business goals, headcount plans and budgets. It’s also when you prepare for the end of the financial year on 31 March.

Your focus should be on locking in your annual objectives and key results (OKRs). Clear goals set now provide direction for your team and make performance conversations later in the year much more straightforward. This is also a good time to review and update your HR policies. Are they still fit for purpose? Do they reflect current legislation and the way your team works?

Q2 – Minimum wage updates and mid-year check-ins

The second quarter, from April to June, is heavily focused on compliance and reflection. The new financial year begins on 1 April, bringing with it the updated minimum wage and any new tax code changes. Your priority is to ensure your payroll system is updated to reflect these adjustments accurately.

Beyond compliance, Q2 is an ideal time for a mid-year check-in. How is the business tracking against the goals you set in Q1? Are your teams engaged and motivated? This is a good time to run a pulse survey to get a quick snapshot of employee morale. With the Easter and Anzac Day long weekends, it’s also a great opportunity to organise team activities that boost connection and engagement.

Q3 – Learning, development and engagement

The third quarter, from July to September, is often a time to turn inward and focus on your people. Winter can bring a dip in energy, making it the perfect season to invest in learning, development and wellbeing initiatives. The Matariki public holiday provides a welcome mid-winter break and an opportunity to embed cultural celebrations into your workplace.

Consider launching a training program or offering development workshops. This not only upskills your team but also shows you are invested in their career growth. Q3 is also a logical time for a formal remuneration review. With the first half of the year complete, you have performance data to inform salary adjustments, ensuring your pay decisions are fair and transparent. Reviewing your employee benefits and wellbeing support is also a valuable exercise during these colder months.

Q4 – Workforce planning and risk audits

The final quarter, from October to December, is about finishing the year strong and preparing for the next one. As the holiday season approaches, focus shifts to managing annual leave, avoiding employee burnout and planning for the year ahead. This is the time to conduct workforce planning and forecast your hiring needs for the coming year.

A crucial task for Q4 is conducting a final compliance and risk audit. Review your health and safety processes, check your employment agreements are up to date and make sure all your HR records are in order. It’s also essential to manage holiday leave liability. Encourage your team to book their summer holidays early. This ensures they get a proper break and prevents a large leave balance from carrying over as a liability on your books.

People programs to layer into your calendar

A great HR calendar goes beyond compliance. It integrates activities that build a positive culture and drive performance. By scheduling these programs, you turn good intentions into consistent practice.

Performance and pay cycles

Formalising your performance and pay review cycles brings structure and fairness to how you manage your team. Whether you run them annually or twice a year, scheduling them in your HR calendar is key. A common approach is to hold goal-setting sessions in Q1, mid-year check-ins in Q2 and end-of-year performance reviews in Q4. This rhythm provides regular opportunities for feedback and aligns individual performance with business objectives. Linking pay reviews to these cycles ensures remuneration decisions are based on performance and contribution.

Engagement and recognition activities

Employee engagement isn’t something you can set and forget. It requires consistent effort. Use your HR calendar to plan activities that boost morale and strengthen your culture. This might include scheduling regular team lunches, organising a volunteer day or running an end-of-quarter awards ceremony to recognise great work. Planning to run an annual employee engagement survey in Q3 can provide valuable insights to inform your strategy for the following year.

Onboarding and offboarding milestones

A consistent and positive experience for employees joining or leaving your company is crucial. Use your calendar to schedule key onboarding and offboarding tasks. For new hires, this might mean blocking out time for induction sessions, training and manager check-ins during their first ninety days. For departing employees, schedule exit interviews and ensure a smooth handover process. Aligning these talent activities with your planning cycles helps create a reliable and professional experience for everyone.

Regional and cultural dates to add

Your company calendar should reflect the diverse culture of your team and your community. Including important local and cultural dates shows your employees that you value inclusivity.

Matariki

Matariki is a public holiday in New Zealand that marks the start of the Māori New Year. The date changes each year, falling on a Friday in June or July. It’s a significant cultural event and a wonderful opportunity for workplace celebration. You could host a team breakfast, share educational resources about te reo Māori or participate in local community events. Adding the official date to your calendar each year is a simple way to honour this important day.

Waitangi Day and ANZAC day

Waitangi Day (6 February) and Anzac Day (25 April) are two of New Zealand’s most important national days. They are also public holidays, which means you need to understand the rules for paying staff, particularly if they fall on a weekend. 

The rule is often referred to as ‘Mondayisation’. If an employee’s day of work falls on the public holiday, they get that day off. If they don’t normally work on that day and the holiday falls on a weekend, the public holiday is transferred to the following Monday. 

Payroll and compliance automations

Manually tracking all these dates and deadlines is time-consuming and prone to human error. A simple mistake can lead to significant headaches. The smart approach is to automate as much as possible using HR software. 

Set up recurring calendar reminders for your monthly PAYE payments and payday filing submissions. Schedule annual reminders to review your HR policies and prepare for the minimum wage update. Using technology to automate these administrative tasks frees you up to focus on more strategic work.

How Employment Hero supports your HR planning

An effective HR plan requires the right tools. Employment Hero is an all-in-one HR, payroll and recruitment platform designed to help New Zealand businesses streamline their processes and manage their people with confidence.

Our platform helps you automate the very tasks we’ve discussed. Public holidays and regional anniversary days are pre-loaded into our payroll system, which automatically calculates pay rates. You can manage performance reviews, set goals and run engagement surveys all in one place. 

Find out more about Employment Hero and book a call with one of our team today.

The information in this article is current as at 30 December 2025, and has been prepared by Employment Hero Pty Ltd (ABN 11 160 047 709) and its related bodies corporate (Employment Hero). The views expressed in this article are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional advice. Some information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. Employment Hero does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising directly or indirectly as a result of reliance on, use of or inability to use any information provided in this article. You should undertake your own research and seek professional advice before making any decisions or relying on the information in this article.