# Union membership Official source: https://www.employment.govt.nz/fair-work-practices/unions-and-bargaining/unions/union-membership Scanned: 2026-06-07T03:31:31.402Z Use this as a current official guidance reference, not as a substitute for legal advice. ## Page Text Home Fair work practices Unions and bargaining Unions Union membership Unions Unions and bargaining Unions Union membership Workplace access Screen industry workplace access Employment Relations Education: courses and criteria Collective agreements Collective bargaining Strikes and lockouts Employees Union membership Learn about joining a union, how to set up or find a union, and going to union meetings. A union An organisation that supports and advocates for employees in the workplace. Unions bargain for collective agreements and help employees with information and advice about work-related issues. is an organisation that supports employees Any person, whatever their age, who is employed by an employer to do any work for hire or reward under a ‘contract of service’ (commonly called an ‘employment agreement’). in the workplace by advocating for them collectively (and individually with the consent of the employee). If a union has negotiated a collective agreement The employment agreement between 1 or more unions and 1 or more employers and 2 or more employees. Also see ‘Employment agreement’. with an employer An individual or organisation that hires 1 or more employees and contracts them to work in exchange for wages or salary under a ‘contract of service’ (commonly called an ‘employment agreement’). , employees who choose to join that union can be covered by that collective agreement. They can also choose to be covered by the collective agreement and agree individual terms with their employer. If there’s no collective agreement in place, employees are covered by individual employment agreements The employment agreement between an employee and an employer. Also see ‘Employment agreement’. . If the work of a new employee is covered by a collective agreement, the employer must tell them: there is a collective agreement and give them a copy they can join the union that is party to the collective agreement that if they join the union, or are already in the union, they will be bound by the collective agreement how to contact the union. When there is more than one collective agreement, the employer must tell the employee this. The collective agreement that applies to the job is the one that covers most of the other employees who do the same work in the workplace. The employer must give the employee the above information for this collective agreement. A new employee can choose to join the union and be covered by the collective agreement, or not join the union and be covered by an individual employment agreement. Collective and individual agreements Collective bargaining Union membership is a choice As an employee, you have the right to choose whether to become a union member. No one (employers, managers, colleagues, union members or union officials) can threaten, or directly or indirectly pressure you: to join, not join, or leave a union not to undertake union activities on behalf of other employees to leave your job because you are, or are not, a union member. A contract, agreement or other arrangement cannot: require anyone to be or not to be a union member or a member of a particular union give a person, just because they are or aren’t a union member or a member of a particular union, any preference: for getting or keeping employment relating to terms or conditions of employment, benefits, or opportunities for training, promotion, or transfer. An employer cannot discriminate against an employee in their employment because they’re involved in union activities. Union activities include: being an officer, management committee member, delegate, representative or official of a union being a collective bargaining negotiator or representative participating in a lawful strike being involved in forming a union submitting a personal grievance An action that an employee can take against a current or former employer when they have an employment issue they cannot resolve. being involved in making or supporting a claim for some benefit of an employment agreement applying for or taking employment relations education leave. Discrimination Finding or setting up a union There are unions for different kinds of workplaces and jobs, so if you’re thinking about joining or setting up a union you should find out about the ones that cover the type of work you do. Not every type of job is covered by a union. CTU-affiliated unions – NZCTU Te Kauae Kaimahi (external link) Searching for a registered union – New Zealand Companies Office (external link) A registered union has to: have at least 15 members if it was formed before 5 October 2023 under the Incorporated Societies Act 1908 have at least 10 members if it was formed on or after 5 October 2023 under the Incorporated Societies Act 2022 become an incorporated society register as a union. The Registrar of unions provides industry coverage data on all registered unions. Registered unions – Companies Office (external link) The Companies Office website can help you with union registration. Registering as a union – Companies Office (external link) Cost to join a union You have to pay a fee to be a union member. Each union sets its own fees, so membership fees can vary from one union to another. Usually, the fee for union membership is deducted from your pay and passed on to the relevant union by your employer. Deductions Union meetings Union members can go to at least 2 union meetings every calendar year. If the meeting is during an employee’s normal working hours, the employer must pay them their ordinary pay for up to 2 hours while they’re attending the meeting. Employers do not have to pay employees for any time over 2 hours unless agreed otherwise. Notice of union meetings The union and employer should act in good faith to try to agree on a meeting time that works for them both, thinking about the employer’s operational requirements. The union must give the employer at least 14 days' notice of the date and time of a union meeting. The union must make arrangements with the employer to maintain the employer's business during union meetings (which may include enough union members not attending the meeting so the employer’s operations can continue). After the meeting, the union must give the employer a list of members who attended and confirm how long the meeting was. The employees must be back at work as soon as practicable after the meeting. Employment relations education leave Some union members may be entitled to paid leave to attend approved employment relations education courses. Employment relations education leave Published: 11 March 2024 Last modified: 21 February 2026 Written for: Employees Share this page: Print this page: