Answer
Escalate or get payroll/legal confirmation before changing leave settings in high-risk cases.
- Possible Holidays Act remediation or historic underpayment.
- Pay-as-you-go holiday pay used for a worker who may have been continuous or regular.
- Unpaid leave longer than one week where anniversary or AWE treatment is disputed.
- Parental leave annual holiday valuation.
- Public holiday otherwise-working-day disputes.
- On-call public holiday entitlement disputes.
- ACC or work injury absences where statutory leave may have been deducted.
- Termination pay disputes or large manual overrides.
For these cases, support should gather the facts, preserve the ledger, and make the smallest dated correction once the correct treatment is confirmed.
