would not be, treated in such a way; and Retirement or being made to retire or resign by the employer While the Act in New Zealand covers women, trans persons and discrimination based on cultural grounds a number of barriers still exist in practice in relation to persons who fall within these socio-economic groups. The findings from The Inquiry into Discrimination Experienced by Transgender People conduction by the Human Rights Commission in 2008 found that the majority of submissions made describing some form of discrimination focused on the area of employment. Four out of five submissions described examples of discrimination that ranged from harassment at work to vicious assault and sexual abuse. In 2010 the Centre for Applied Cross-cultural Research at Victoria University published a meta-analysis of all research relating to the experience of discrimination by Asian New Zealanders. The results found that Asian people experienced significant discrimination both working at and applying for jobs, and had higher rates of unemployment and under-employment than other ethnic groups. If an employee has been unlawfully discriminated against during the course of employment they may pursue a person grievance under the ER Act through the MBIE or make a complaint under the Human Rights Act; however they cannot pursue both. If the discrimination occurs before employment, an individual can only pursue a complaint under the Human Rights Act. It remains difficult to gauge the levels of workplace discrimination in New Zealand nationally due to inadequacies in data recording and reporting. Other Other important labour related legislation includes: Health and Safety at Work Act 2015: This Act requires employers and employees to take steps to maintain a safe work place; Holidays Act 1981: This Act sets out minimum entitlements and requirements with regards to annual holidays, public holidays and special leave; Parental Leave and Employment Protection Act 1987: sets out entitlements of employees to parental leave. It currently gives employees 22 weeks of government funded parental (maternity) leave. Employees may also take an additional extended leave for child care (up to 52 weeks' extended leave—less the number of weeks primary carer leave taken, up to 22 weeks). There is a presumption that the job will be kept open for the employee taking leave; The Accident Compensation Act 2001: sets out the no fault scheme in New Zealand whereby employees who suffer an injury at work have an entitlement to compensation from a state-funded insurance