Marie Tovio Consulting

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Marie Tovio Consulting

Marie Tovio Consulting can assist with human resources and strategic planning. She has worked across a wide range of industries, businesses and sectors.

Marie has worked in the field of HR and employment relations for over 28 years (including the past 10 years as a Consultant). Marie is degree qualified, is a registered private investigator and also has governance experience. Marie assists businesses and organisations with all aspects of human resources, taking the stress out of meeting HR requirements for owners, managers and Board members. Contact her today to see how she might assist you.

30/04/2026

Delaying an investigation when investigating is appropriate doesn’t make the problem smaller - it just makes it older.

Workplace investigations need care, fairness, and structure - but they also need momentum. Because while things sit frustration builds, stories change, and risk increases…

And sometimes, the outcome gets decided for you before you even finish the process.
Timely doesn’t mean rushed.
It means intentional, structured, and moving forward.

𝙈𝙏𝘾 - 𝙃𝙪𝙢𝙖𝙣 𝙍𝙚𝙨𝙤𝙪𝙧𝙘𝙚𝙨 𝙖𝙣𝙙 𝘽𝙪𝙨𝙞𝙣𝙚𝙨𝙨 𝘾𝙤𝙣𝙨𝙪𝙡𝙩𝙖𝙣𝙘𝙮

📱 021 932 332
📧 marie@tovioconsulting.co.nz
🌐 www.tovioconsulting.co.nz/book-online

28/04/2026

April HR/ER News from Marie Tovio Consulting - https://mailchi.mp/50aad3fcfda6/marie-tovio-consulting-hrer-news-8336508
A quick catch-up on recent changes, what employers are seeing in practice, and answers to common questions.

27/04/2026

🎙 𝗡𝗘𝗪 𝗣𝗢𝗗𝗖𝗔𝗦𝗧 𝗘𝗣𝗜𝗦𝗢𝗗𝗘 𝗢𝗨𝗧 𝗡𝗢𝗪
𝗧𝗵𝗲 𝗛𝗥 𝗣𝗜 𝗣𝗼𝗱𝗰𝗮𝘀𝘁 𝘄𝗶𝘁𝗵 𝗠𝗮𝗿𝗶𝗲 𝗧𝗼𝘃𝗶𝗼
🕵️‍♀️ 𝘌𝘱𝘪𝘴𝘰𝘥𝘦 17: " 𝘛𝘩𝘦 𝘙𝘦𝘧𝘦𝘳𝘦𝘯𝘤𝘦 𝘛𝘳𝘢𝘱”

Ever been caught in “The Reference Trap”?

We’ve all been there - you’re hiring, and someone asks for a reference. Or you’re on the other side, asked to provide one. It seems simple enough, right?

But when it comes to giving and requesting references, there’s a fine line between being helpful and being liable. ⚖️

In this week’s episode of The HR PI Podcast with Marie Tovio, we dive into:
✅ Why references matter
✅ How to give feedback that’s fair, accurate and defensible
✅ What employers can - and shouldn’t - ask for
✅ Practical tips to protect your business and your people

Whether you’re a business owner, manager, recruiter, or HR professional - this is one you’ll want to hear.

🎧 Tune in now on YouTube: https://youtu.be/u6r8NS_bmL0

22/04/2026

Privacy breaches in the workplace can happen in an instant - but how you respond makes all the difference.

In our “Privacy Puzzle” podcast, we break down what every employer and manager needs to know when employee information is accidentally exposed, mishandled, or shared in error.
• What actually counts as a privacy breach in the workplace
• The first steps to take when a breach occurs (don’t panic — but act fast)
• How to minimise harm to employees and your organisation
• Practical ways to prevent repeat incidents

🎧 Watch the full episode here: https://youtu.be/nHxx4E54Xsc

20/04/2026

When managing employee information, HR and leaders are constantly balancing privacy with fairness - especially when handling sensitive matters like performance, conduct, or personal circumstances.

Confidentiality in the workplace is about purpose and proportionality:
✔️ Only collect information you genuinely need
✔️ Only use it for the reason it was gathered
✔️ Only share it with the right people, at the right time

In our “Privacy Puzzle” podcast, we explore how to get that balance right in real workplace situations, without overstepping privacy obligations or undermining good decision-making.

🎧 Watch the full episode here: https://youtu.be/nHxx4E54Xsc

19/04/2026

Most small businesses don’t struggle because of bad intent - they struggle because people are promoted into management without ever being shown how to manage.

Setting expectations, addressing underperformance early, and recognising great work consistently aren’t “nice-to-haves” in business. They’re the difference between a team that drifts… and a team that delivers.

That’s exactly what I’ll be covering in my upcoming half-day workshop:
Employment Relations Skills for Small Businesses
🗓 Wednesday 27 May 2026
🕘 9.00am-1.00pm
📍 Mahitahi Colab, Nelson

We’ll look at:
• How to clearly communicate expectations (so there’s no guesswork later)
• How to manage poor performance early, fairly, and constructively
• How to recognise and retain your high performers before they quietly disengage or leave

This training is also registered with the Regional Business Partnership Network (RBPN), so eligible participants may be able to access support for the programme.

This session is designed for business owners and managers who want practical, real-world tools they can use immediately - not theory, not legal jargon, but confident day-to-day leadership in the workplace.

To register or find out more - www.commerce.org.nz/event/employment-relation-skills-for-small-to-medium-businesses

𝙈𝙏𝘾 - 𝙃𝙪𝙢𝙖𝙣 𝙍𝙚𝙨𝙤𝙪𝙧𝙘𝙚𝙨 𝙖𝙣𝙙 𝘽𝙪𝙨𝙞𝙣𝙚𝙨𝙨 𝘾𝙤𝙣𝙨𝙪𝙡𝙩𝙖𝙣𝙘𝙮

Nelson Tasman Chamber of Commerce

16/04/2026

Policies without procedures are like a map without directions - pretty, but not helpful.

We see it all the time - businesses with solid policies… but no clear process to follow when things go sideways.

And that’s where risk creeps in.
✔️ Who leads the conversation?
✔️ What steps need to be followed?
✔️ What gets documented?
A policy sets the expectation - but a procedure protects the business.

If your team is “figuring it out as they go”… it might be time to tighten things up.

𝙈𝙏𝘾 - 𝙃𝙪𝙢𝙖𝙣 𝙍𝙚𝙨𝙤𝙪𝙧𝙘𝙚𝙨 𝙖𝙣𝙙 𝘽𝙪𝙨𝙞𝙣𝙚𝙨𝙨 𝘾𝙤𝙣𝙨𝙪𝙡𝙩𝙖𝙣𝙘𝙮

www.tovioconsulting.co.nz

14/04/2026

Employment issues don’t always move in a straight line.

What starts as a straightforward performance or conduct concern can, in reality, stretch out over weeks or even months. Not because things are being mismanaged, but because the process itself demands care, fairness, and procedural correctness at every step.

I’m seeing more and more organisations surprised by just how long these matters can take - investigations, consultation, responses, timeframes for employees to seek advice, and the need to ensure decisions are legally sound all add up.

The pressure for a “quick fix” is understandable. But rushing often creates greater risk - not just legally, but in terms of trust, culture, and long-term outcomes.

The key is not necessarily to move faster, but to stay steady:
• Be clear on process from the outset
• Document decisions and rationale properly
• Allow time for fairness at every step
• And keep communication consistent, even when there’s nothing new to report

Handled well, long-running issues don’t have to derail a workplace. But they do require discipline, patience, and a clear head when things feel stuck in motion.

I’ve unpacked the realities behind why these matters take longer than expected - and what employers can do to stay in control - in the full article below.

👉 Read the full article here: https://www.tovioconsulting.co.nz/blog

If you'd like a hand working through these conversations, get in touch:
📱021 932 332 I 📧 marie@tovioconsulting.co.nz I 🌐www.tovioconsulting.co.nz

𝙈𝙏𝘾 - 𝙃𝙪𝙢𝙖𝙣 𝙍𝙚𝙨𝙤𝙪𝙧𝙘𝙚𝙨 𝙖𝙣𝙙 𝘽𝙪𝙨𝙞𝙣𝙚𝙨𝙨 𝘾𝙤𝙣𝙨𝙪𝙡𝙩𝙖𝙣𝙘𝙮

13/04/2026

🎙 𝗡𝗘𝗪 𝗣𝗢𝗗𝗖𝗔𝗦𝗧 𝗘𝗣𝗜𝗦𝗢𝗗𝗘 𝗢𝗨𝗧 𝗡𝗢𝗪
𝗧𝗵𝗲 𝗛𝗥 𝗣𝗜 𝗣𝗼𝗱𝗰𝗮𝘀𝘁 𝘄𝗶𝘁𝗵 𝗠𝗮𝗿𝗶𝗲 𝗧𝗼𝘃𝗶𝗼
🕵️‍♀️ 𝘌𝘱𝘪𝘴𝘰𝘥𝘦 16: "𝘛𝘩𝘦 𝘗𝘳𝘪𝘷𝘢𝘤𝘺 𝘗𝘶𝘻𝘻𝘭𝘦”

Privacy in the workplace is a cornerstone of trust, respect, and effective people management.
In our latest episode, “The Privacy Puzzle”, we unpack one of the trickiest areas of employment relations: handling employee information correctly.

From recruitment and performance management to more sensitive personal data and confidentiality obligations - knowing what you can collect, how you should store it, and when you can use it is essential for every organisation, big or small.

What we cover in this episode:
🔍 The fundamentals of employee privacy in workplaces
🔍 Practical tips to avoid common pitfalls
🔍 How to balance operational needs with ethical and legal responsibilities
🔍 Real-world scenarios you’ll recognise from your own workplace

Whether you’re an HR professional, business leader, manager - or simply someone who wants to get privacy right - this episode will help you sharpen your approach and protect your people and your organisation.

🎧 Watch the full episode here: https://youtu.be/nHxx4E54Xsc

09/04/2026

In employment relations, timing matters.

Addressing things early doesn’t mean overreacting - it means creating space for fair, constructive conversations before positions harden.

“’Later’ is a common word of workplace problems. Let’s swap it for ‘today’.

𝙈𝙏𝘾 - 𝙃𝙪𝙢𝙖𝙣 𝙍𝙚𝙨𝙤𝙪𝙧𝙘𝙚𝙨 𝙖𝙣𝙙 𝘽𝙪𝙨𝙞𝙣𝙚𝙨𝙨 𝘾𝙤𝙣𝙨𝙪𝙡𝙩𝙖𝙣𝙘𝙮

www.tovioconsulting.co.nz

07/04/2026

On 21 February the Employment Relations Amendment Act 2026 came into force. More recently, attention has shifted to a broader set of changes that will directly impact how organisations manage people, risk, and compliance heading into the new financial year.

Key developments to be aware of:
The Employment Leave Bill has now been introduced, proposing a major overhaul of the Holidays Act framework. While still progressing through the legislative process, it would replace the current system with a simpler, hours-based approach where leave accrues from day one and calculations are standardised across leave types.
From 1 May 2026, new Privacy Act requirements will apply when personal information is collected indirectly from third parties. Organisations will need to take reasonable steps to notify individuals about that collection, reinforcing the need for employers to review their privacy policies and information-handling processes.
On 1 April 2026, we’ll also see the annual minimum wage increase and changes to KiwiSaver contribution rates take effect. These adjustments may appear routine, but they can have real flow-on effects for payroll planning, budgeting, and employment agreements.
And finally, the Health and Safety at Work Amendment Bill continues to progress through Parliament, with further refinements expected. The proposed changes aim to clarify duties and improve how the Health and Safety at Work Act 2015 operates in practice for businesses.

For employers, none of these changes sit in isolation. Together, they influence payroll systems, employment documentation, privacy practices, and health and safety responsibilities - and the organisations that stay ahead are the ones that plan early, not react late.

I’ve unpacked the key points and what they mean in practical terms in this month’s blog.

Read more here: www.tovioconsulting.co.nz/blog

06/04/2026

I often get asked, “who are the employers I work with who handle tough situations best?”
My answer? “They're not the ones who never have problems.”

Over the past year, working across a range of organisations here in New Zealand, one pattern has stood out clearly - the employers who navigate complex employment matters most confidently aren't those who avoid them.

They're the ones who've done the groundwork before things get hard.

Performance issues, interpersonal conflict, difficult exits - these happen everywhere. But there's a real difference in how organisations experience them depending on whether their foundations are solid or shaky.

So what are effective employers actually doing differently in 2026?
• They're investing in their managers - because promoting someone into a leadership role doesn't automatically give them the skills to manage people well.
• They understand the value of providing proper support - for managers dealing with difficult situations and for employees going through them.
• They're keeping employment documentation current and fit for purpose - reviewed on a schedule, not just when something goes wrong.
• And they're addressing issues early rather than hoping they'll sort themselves out.
None of this eliminates employment risk entirely. But it does mean that when things get complicated, these organisations can demonstrate they acted fairly and reasonably - and that matters enormously.

Read more about what effective employers are doing differently here - www.tovioconsulting.co.nz/blog

If your organisation's employment foundations could use a review, I'd love to have a confidential chat about where to start.

📱 021 932 332 | 📧 marie@tovioconsulting.co.nz | 🌐 www.tovioconsulting.co.nz

𝙈𝙏𝘾 - 𝙃𝙪𝙢𝙖𝙣 𝙍𝙚𝙨𝙤𝙪𝙧𝙘𝙚𝙨 𝙖𝙣𝙙 𝘽𝙪𝙨𝙞𝙣𝙚𝙨𝙨 𝘾𝙤𝙣𝙨𝙪𝙡𝙩𝙖𝙣𝙘𝙮

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Nelson

Telephone

+6421932332

Website

http://www.tovioconsulting.co.nz/

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