no agreement, then the breaks must be evenly distributed throughout the work period. Holidays and leave Employees are entitled to four weeks' paid annual holiday leave at the end of each year of employment. New Zealand also has 11 annual public holidays and an employee is entitled to these days off work on pay, if they are days when the employee would normally work. Where an employee does work a public holiday, the employee must be paid at least time-and-a-half for the time worked and is also entitled to an alternative paid holiday. After 6 months of employment an employee is entitled to 5 days' sick leave on pay and paid bereavement leave. The entitlement varies from: Three days' leave on the death of a spouse/partner, parent, child, sibling, grandparent, grandchild, or spouse/partner's parent (That is, three days for each separate bereavement, even if they all occurred simultaneously.) One day if their employer accepts they have suffered a bereavement involving another person not included above. Employees may also be entitled to paid and unpaid parental leave if they meet certain criteria. This paid leave is funded by the government, not employers. Common law The second major source of New Zealand labour law is found in the common law (principles developed by Courts, judiciary, and Tribunals). In the case of conflict between the common and legislation, legislation takes priority. However, there have been a number of landmark decisions in NZ employment law. In 2003, New Zealand decriminalised sex work with the introduction of the Prostitution Reform Act 2003. Following this, in DML v Montgomery and M & T Enterprises Ltd the plaintiff alleged that the owner of a brothel at which she worked had sexually harassed her, causing humiliation, loss of dignity, and injury to her feelings. The Human Rights Review Tribunal found in her favor and awarded the plaintiff NZD $25,000; issued a declaration and a restraining order (to prevent a continuing breach); and ordered that the brothel's management staff undergo training to understand why sexual harassment is unacceptable. In Talleys Fisheries Ltd v Lewis the New Zealand High Court found that a female employee had been the victim of gender-discrimination where her major employer Talleys Fisheries had segregated women into work which was paid less than a substantially similar position which was performed by men. In Ministry of Health v Atkinson and Ors, parents who were caring for family