政府公布的关于劳工法修订的报告——包括90天试用期 及加入工会权利——不但引起很深的担忧而且再次证明雇佣法的修改对工薪阶层非常恶劣。
商业、创业及雇佣部公布的报告显示，有27%的雇主——超过1/4——在试用期过程或即将结束的时候解雇过一个员工。去年同时期这个比例只占19%，报告显示更多的雇主实际上只是利用这个条款作为试而不用的工具，而不是真正地引用这个条款来试用新员工。
接受调查的员工表示，在试用期间雇主并没有考核他们的工作表现和业绩。工党劳工事务发言人指出，这份报告进一步显示，原本用作试用的法律条款更多的被雇主当作试而不用的工具。
此法修订之初就已经被预测这个条款会使招聘员工的过程变得不合常理。这份报告进一步确认了这个预估的正确性。
非常吃惊的是，颁布这份报告的官员却表示试用期的法律修改创造了更多的就业机会，但是这份报告本身没有任何迹象表明这个条款对创造就业机会有任何实际的正面影响。
现实是涉及到试用期的条款，我们曾经有过并且仍然有一个很好的雇佣法，所不同之处是这则好的立法，只是要求雇主在雇员试用期内给雇员一个反馈并告诉员工他们的表现是不是达标。
经国家党政府这样一改，就变成了90天任意解雇法。我们不需要90天任意解雇法。工党执政后会废止这项立法。
可以预料的是雇主们会说减少工会介入之权利对他们来说无伤大雅，但是接受调查的7个工会表示这项法律的修改使他们与工会会员接触更加困难。并且在和雇主协商过程当中变得愈加困难，这意味着在雇佣法层次的“诚意条款” 无疑受到了影响。
新西兰需要一部适合21世纪工作条件的劳工法， 而这样的劳工法，只会促进高质量的劳资关系，提高生产力并且确保工作人员的政绩能得到肯定。工党执政后会制定这样的立法。

来源：霍建强国会议员办公室

（英文原文如下）
Andrew 
LITTLE
Labour Spokesperson                      
  11 June 2014                                                          MEDIA STATEMENT 
   
90 day law sees more workers shown door
A Government report on employment law changes, including the 90-day trial period and union access rights, not only raises serious concerns but confirms some policies are positively bad for working people, Labour's spokesperson on Labour Issues Andrew Little says.
"The MBIE survey shows 27 per cent of employers – more than a quarter - dismissed at least one employee during or at the end of the trial period, up from 19 per cent a year ago, with many employers using the law as a standard employment term rather than to genuinely try out a new staff member.
"No employee interviewed said their performance was monitored or reviewed while they were on their trial period, so it is clear that many employers use this law regardless.
"It was always predicted that the law would encourage poor recruitment practices. This report confirms it. 
"Surprisingly the Ministry official releasing the report suggested the trial periods resulted in more employment opportunities, yet the report itself stated there was no evidence the law had an impact on net employment.
"The reality is we had, and still have, a perfectly good law that allows probationary periods but which require an employer to give feedback and notify the worker if they are not meeting the required standard.
"We don't need the 90-day law and under Labour it will go.
"It was predictable that employers would say the reduction in union access rights made no difference to them. However, seven unions said it made it harder to contact members and communicate during bargaining, which means good faith rights were almost certainly affected.
"New Zealand needs a workplace law fit for the 21st Century; one that promotes high quality relationships, encourages productivity and ensures workers are fairly rewarded. This is what Labour's workplace law will seek to achieve.”