2026 kick-off: What you should be aware of

2026 is in full swing, the kids are back at school and the holiday period is over. As the focus switches, things ramp up, customers want fast turnarounds, and you need reliable hands on site. Here are the key updates worth having in mind as we head into the year.

 

Minimum wage changes will affect ATT charge rates

From 1 April 2026, the adult minimum wage increases to $23.95 per hour, and the starting-out and training minimum wages increase to $19.16 per hour.

Because ATT is the employer, we manage payroll and make sure wages stay compliant, but we will talk to you about how this specifically impacts your apprentices and of course you may have other apprentices that this will effect.

If you are quoting work now that will be delivered after 1 April, it is worth allowing a little room in your labour pricing so margins do not get squeezed.

 

Training system changes are happening, but ATT stays your main point of contact

From 1 January 2026, the vocational system moved to regional polytechnics and Industry Skills Boards, following the disestablishment of Te Pūkenga.

For host businesses, you shouldn’t need to manage provider relationships directly, because ATT coordinates the training and progress admin with the right organisations.

What you might notice is the occasional shift in how training is scheduled or communicated while the new system beds in during 2026.

 

‘Compliance’ in plain English

NZQA has updated multiple rules to align with the new quality assurance framework and wider vocational system changes, effective 19 January 2026.

In real terms, this can mean updated forms, slightly different wording, or new ways training providers record progress and evidence.

If anything needs input from you, it is usually simple and practical, for example confirming an apprentice’s on-job exposure or signing off tasks completed under supervision. ATT will guide you if anything changes.

 

Holidays Act reform is coming, but it is not in effect yet

You may have heard plenty of noise about Holidays Act reform. The Government has made policy decisions for a replacement employment leave system, but it is not live yet. There will be a 24-month implementation period after the Bill is passed before the new settings come into force.

Until that happens, the current Holidays Act rules still apply, so it is business as usual for leave and holiday entitlements right now.

 

It’s election year

As we all know, the election will be held on 7 November which means it will be a year of new policy reveals. We’re hoping to see support for the building and construction sector from all parties to support the industry as we look to recover from the economic downturn. 

Your ATT area manager is always available to talk through any questions you may have or our training, finance and HR team can answer more specialist questions.