Northland Chamber of Commerce chief executive Tony Collins said it was unclear how the bill would affect local employment relations.
"However the majority of the Northland businesses are very small businesses which relied/survived on having good relationships with their employees.
"Some of those things around collective bargaining and around entering employment are certainly going to be a bit more transparent.
"It's going to be less complex, and that's got to help, so long as everyone knows where they stand."
It was always hard to strike a balance of fairness for both employees and employers, and the bill would put frameworks in place for when things weren't working well, Mr Collins said.
"I suppose it's like all these things, it's only when something goes wrong we're going to see how good it is."
Introducing the Bill on Friday, Labour Minister Simon Bridges said the Government would fast-track employment disputes by placing a three-month timeframe on cases before the Employment Relations Authority.
Other changes include extending flexible working arrangements to any employee, not just caregivers.
Extending flexible working relationships would depend on the nature of the business, but for some, it was another way they could reward their staff by improving their work/life balance, Mr Collins said.
With the ultra fast broadband roll-out, flexible working relationships could be a "win-win for everybody".
Labour's spokeswoman for labour issues, Darien Fenton, said the changes could not have come at a worse time for workers who were already struggling
"The New Zealand labour market needs hands-on policies that help create decent work and fairness, not this return to failed policies of the past."
Other proposals in the bill include allowing up to 10 per cent of pay to be docked when workers refuse to carry out duties in protest at conditions, and the end of employees having to be covered by a collective agreement for their first 30 days in a new job.
About 13 per cent of New Zealand workers are covered by a collective agreement - 9 per cent of private sector workers and 58 per cent in the public sector.
Business New Zealand chief executive Phil O'Reilly said the changes would allow more flexibility and certainty for businesses, allowing for more growth and job creation.
Changes include employers being able to determine when rest breaks are taken if an agreement cannot be reached with employees.
FACT FILE
Changes to the Employment Relations Act include:
Employers could cut pay in the case of partial strike action
An option to opt out of multi-employer agreements
Removing the requirement on employers and workers to conclude a collective agreement
Removing the 30-day rule that forces non-union members to take union terms and conditions
