• All full time and part-time employees.
• Most casual, fixed-term and seasonal workers.
• Self-employed workers who “most resemble employees” will need to contribute.
• It is intended that contributions are made by as many types of workers as possible (including working holidaymakers, international students and other temporary work visa holders) to ensure there are no incentives to convert workforces to contractors or non-residents to avoid the levy.

• New Zealand citizens and residents who have been made redundant.

• Income insurance is received based on 80% of the workers' previous earnings, subject to a maximum prior earning level of $130,911.

• If an employer makes an employee redundant, they are required to provide 4-weeks’ notice of the redundancy. A further 4-week “bridging payment” is also required, based on 80% of the employee’s ordinary earnings.
• The employer may be able to get the bridging payment refunded if they assist former employees to find new work.
• If the employer is insolvent this payment may be covered by the scheme and later recovered from the employer or liquidator.

• New Zealand citizens and residents will be eligible to claim if they are displaced from their employment.
• An employee will not be eligible if they are dismissed for poor performance or misconduct, or they resign.
• A job must be lost in full rather than a reduction in hours. A worker with multiple jobs can claim if displaced from a position while continuing to work in other jobs.
• For non-standard workers, eligibility will be based on a “loss of reasonably anticipated income” based on an “established pattern of work”.
• A fixed-term employee may be eligible if their employment term finishes earlier than the planned end (any payments under the scheme will only run to the planned end date).

• The insurance scheme will pay out for up to 6-months (ceasing when alternative employment is found), so employees will receive close to 8-months of income (incorporating the 4-week redundancy period and 4-week bridging period).
• The 6-month claim period can be extended to up to 12-months where there is a need for approved training or vocational rehabilitation.

• Claimants will be assessed whether they can self-manage finding a new job or whether direct support is required (e.g. a case manager can be appointed).
• Claimants would be expected to be based in New Zealand, to show effort to search for suitable employment and to prepare for employment
• .Claimants would not be required to accept non-suitable offers of employment, such as those that do not offer pre-displacement wages and conditions. Claimants would be expected to accept suitable offers of employment.

• Yes, a claimant can earn up to 20% of prior income from personal exertion before having the insurance payments abate at 100%. This enables the employee to ‘top themselves up’ to their previous level of income.
• Only personal exertion income will be counted (i.e. any investment income is ignored).

• Contributions must have been made for 6-months in the 18-months preceding the claim. This includes any time on Paid Parental Leave.
• It is proposed to only allow one 6-month entitlement every 18-months.
• Insurance payments will be treated as income for welfare and tax purposes.
• Payments are not means-tested or linked to other household income.
• Paid Parental Leave can be received sequentially with the income insurance payments.
• A claimant will be able to spend up to 28 days outside New Zealand.

• All full-time and part-time employees.
• Most casual, fixed-term and seasonable workers.
• All forms of self-employed workers would also fully contribute.

• New Zealand citizens and residents who have at least a 50% reduction in work capacity that is expected to last for at least 4-weeks.

• Income insurance is received based on 80% of the workers' previous earnings, subject to a maximum prior earning level of $130,911.
• It is not clear in the document, but if an employee is still able to work part-time (up to 50%), the payment would be adjusted to reflect this.

• Employers are expected to take reasonable steps to support employees continuing to work.
• An employer will need to provide 4-weeks notice and make a 4-week bridging payment if an employee is dismissed on medical grounds.
• If the employer agrees to hold a job open for the employee then the bridging payment is not required.

• The claimant would need to provide a work capacity assessment, and where required, supporting evidence from the employer of the claimant’s capacity to undertake their job.
• Ongoing reviews would be guided by advice from the claimant’s health practitioner.
• There will be no restrictions on the types of conditions covered by the insurance scheme, other than they are expected to persist for at least 4-weeks.

The insurance scheme will pay out for up to 6-months.

• Claimants would provide subsequent work capacity medical certificates, if required.
• Claimants would engage in return-to-work activities (for example, rehabilitation, training, job search) where relevant and required.
• Any job search obligations could be deferred based on guidance from a health practitioner.

• Employees must have used all available paid sick leave before claiming under the scheme.
• Self-employed workers who are not eligible for the displacement insurance should only expect to have to pay for the health condition or disability insurance (being a levy of 1.36%).