Worker rights restored under Greens

The Green Party has proposed that we should make union membership automatic, with the ability to opt out. This a no brainer to restore some balance to the employment relationship.

The 1991 Employment Contracts Act effectively deregulated our labour market by abolishing compulsory unionism, making bargaining voluntary, and nullifying nationwide industry awards, it stripped away widespread collective rights and shifted the balance of power heavily toward individual contracts and employers.

Union membership has plummeted from almost 50% in the 1980s to around 18% today. Disinformation has always existed about unions because employers have the most power and influence. I note the headlines that the Green union policy will drag NZ back to the "dinosaur age".

Sadly many workers have been convinced that their interests are best met outside of unions and collectivism is promoted an evil 'communist' concept. The neoliberal economic system we have embraced is one of individual responsibility, in other words 'everyone out for themselves, the winner takes all'.

HERE ARE 12 REASONS WHY I THINK AUTOMATIC UNION MEMBERSHIP MAKES SENSE:

1) Under international law collective bargaining is considered a fundamental human right. While it is discouraged for workers, collective representation is strong for employer groups. Federated Farmers, Business NZ, Employers and Manufacturers Association (EMA) and Business South are all collective organisations that lobby and promote their interests. By making union membership automatic, with the option to leave afterwards, it becomes the workers choice to retain their human right. An employer shouldn't be able to dictate to their workers whether they join one or not.

2) Most current worker rights have been fought for and achieved through unions. In 1840 NZ carpenters were able to achieve the 8 hour working day. In 1889 a women's union was formed in response to the sweatshop conditions in Dunedin's clothing factories. The 1908 the Blackball miners went on strike when their lunch break was reduced from 30min to 15 mins (this action was seen as the start of the NZ union movement). Union lobbying also led to paid sick leave which only really became law in 2004 and its value became clearer during the COVID epidemic.

3) There has been a growth in slave labour in NZ where many workers are forced to accept shocking work conditions because worker support is not readily accessible to the most vulnerable. Compulsory unionism would provide an immediate protection. It is estimated that around 8,000 people are living in conditions of modern slavery across the country on any given day. Contemporary slave labour involves migrant exploitation, forced labor and debt bondage. Because much is hidden and those impacted are fearful of seeking help, numbers could be much greater.

4) Prior to the beginnings of neoliberal economics in the 1980s and 1991 Act, increases in worker productivity was largely shared with workers. Since then more and more of the profits generated by workers instead go to employers and shareholders. New Zealand’s labour income share fell steeply after the 1980s – one of the sharpest falls in the OECD. The share going to wages and salaries is low compared to most other developed countries. Collective bargaining would enable workers to be more aware of the profits they have generated and a fairer share could be established.

5) NZ has experienced the worst wage drop in the OECD, when adjusted for inflation real wages have dropped by 6.4% since 2021. Effective union collective action would have at least kept wages inline with inflation.

6) The threats that greater union participation will trash our economy is not reflected in the countries with the highest level of union membership. Iceland has 90% of its workforce unionised, Denmark 67%, Sweden 65.2%, Finland 59%, Norway 50.5%, Belgium 49.1%. These are not failing economies and they also have amongst highest average standard of living when ours is dropping.

7) Low household incomes and a growing lack of discretionary spending has crashed NZ's domestic economy 55,000 business folded last year. Effective collective bargaining for highly profitable large employers, like supermarkets, would make a huge difference to lifting our domestic economy with much needed spending. Most of the discretionary spending of ordinary households goes to local businesses, this isn't the case for the very wealthy.

8) The New Zealand Living Wage is calculated independently by the Family Centre Social Policy Research Unit, based on the income required for a family of two adults and two children to live with dignity and actively participate in society on 1.5 full-time incomes. It is a highly reputable benchmark for what the minimum wage should be. On the 1st of September the Living Wage will be increased to $29.90 per hour. The current minimum wage, which hasn't been inflation adjusted, is sitting on $23.95 - almost $6 an hour less. For a 40 hour week the living wage would provide $238 more per week before tax.

9) Restoring fairness to industrial relations would also reduce the cost to taxpayers of having to support struggling households. $3 billion a year is needed to provide the Working for Families tax credit that is essentially a wage subsidy. It recognises that many working families with children struggle to make ends meet. 350,000 families received the credit last year. 400,000 households struggled to afford rent in 2025 and $2.3 billion was spent in providing the accommodation supplement - virtually a subsidy for landlords.

10) The disruptive Maritime Union ferry worker and freezing worker strikes of the 1980s are often held up as examples of why we should stop unions from getting a foot hold again. There is a lot of legislation now that limits possible strike action and forces mediation to resolve ongoing industrial action. Most modern unions seek to keep the public onside as much as possible. While the main media emphasis is often on what is deemed 'bad' union behaviour the incidences of bad employer behaviour is actually far more common. While there are some good legal protections for worker rights, they are only effective if they are enforced. Strong unions ensure compliance. The Pike River mine management were able to exclude the union and refused to listen to worker concerns.

11) We have near the worst stats for child wellbeing and domestic violence in the OECD. Despite efforts to address child poverty it has changed little and recently got worse. Poverty only occurs if household incomes are not sufficient to meet basic needs. What other organisations other than strong unions have the potential to support workers rights and lift the incomes of hard working families?

12) Over recent years workers have been reduced to commodities within a business plan and often not recognised as people with families and wider responsibilities. Many employers want to turn the labour stream on and off at a whim. Contracted workers, who used to be regarded as employees, is a way to absolve an employer from previous responsibilities. A good example would be the NZ post couriers. They drive a NZPost van, wear an NZPost uniform, can't work for anyone else, but are contracted with no rights to holiday or sick leave etc. A relative recently resigned after working for the same large business in a highly skilled role for 35 years. There was no leaving function or recognition of long service. A union's role is to ensure the employer recognises that workers are people who deserve to be treated with respect and dignity.

This government claims that supporting the 'wealth creators' will benefit everyone, but the reality is different. We have never been wealthier as a country, our richest have never been richer, but 30% of our families struggle to afford food. The trickle down effect never happens...we need strong unions!