From the examples that we'd had—I'll go back to that initial section 4 of the Employment Relations Act—there is still that good faith working arrangement. I would see that to be working in a way that an employer would want a good, reliable employee who is in a good, fit mental and physical state to be able to continue at their duties, and that may mean taking some time for bereavement leave. While that might be a short-term cost for a small business at an incredibly difficult time in New Zealand's history, the long-term benefits of having a steadfast and loyal employee would pay off in the long term.