Requires the safe use and distribution of electricity.
This clause requires any electrical installations in buildings to be safe against outbreak of fire and personal injury for their intended use.
It provides for certain buildings to have accessible plug sockets, outlets and light switches to allow people with disabilities to carry out normal activities.
Record of amendments is a record of changes to the acceptable solutions, verification methods and handbooks.
The Building Code is published in Schedule 1 of the Building Regulations 1992.
The Building Code clauses include objectives, functional requirements and performance criteria. These are mandatory provisions that all new building work must comply with.
The acceptable solutions and verification methods provided on this page are deemed to comply with Building Code clause G9.
MBIE has historical versions of the code clause documents which can be located under 'Previous Versions' and 'Version History'. Alternatively if you cannot find the document you are looking for, you can send an email with the year and code clause you are after to info@building.govt.nz.
Acceptable Solutions and Verification Methods (AS and VMs) were called compliance documents. Some still have the “compliance document” title but the AS or VMs they contain are valid and unaffected by the name change.
These documents are provided for assistance. They are not intended as a means of establishing compliance with the Building Act or Building Code, and they do not have the same status accorded to Acceptable Solutions and Verification Methods under the Act.
Determinations are made by MBIE on matters of doubt or dispute to do with building work. Rulings are legally binding in relation to each case. Circumstances in one case may differ to others.
All building products and building methods that have current CodeMark certification will be listed with their most up to date certificate in the Product Certificate Register on Te Pae.
This information is published by the Ministry of Business, Innovation and Employment’s Chief Executive. It is a general guide only and, if used, does not relieve any person of the obligation to consider any matter to which the information relates according to the circumstances of the particular case. Expert advice may be required in specific circumstances. Where this information relates to assisting people:
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