Your employer has a general duty to protect your health and safety at work, as far as this is reasonably practicable. They also have some more specific duties, like making sure machinery and equipment is safe, and making sure you have the training and supervision you need.
These duties are set out in the Health and Safety at Work Act 2015, which deals with health and safety issues in all workplaces and during all work activities. The Act provides a range of enforcement methods for when someone doesn’t comply with the Act. It also requires employers to involve their workers in improving health and safety (“worker participation”)
The main responsibility for health and safety in your workplace lies with your employer, or whoever else is responsible for the work. The Health and Safety at Work Act gives them what it calls the “primary duty” for health and safety (see below, “What health and safety duties does my employer owe me?”).
This includes businesses, government departments, local councils and schools, and also not-for-profit organisations that employ staff.
But people other than your employer also have some health and safety duties in the workplace, like people who control or manage a workplace, such as the building owner.
However, employees and others doing work also have responsibilities to themselves and others (see below, “Your health and safety duties as an employee”).
The main protections of the Health and Safety at Work Act cover the following people:
Note: Volunteers who aren’t “volunteer workers” – either because they’re more casual volunteers or because they do one of the exempted activities – are owed a lesser health and safety duty by the organisation they’re working for. The organisation must make sure the health and safety of these volunteers isn’t put at risk by the organisation’s work. This is the same duty as applies to visitors, customers and others who don’t do any work for the organisation.
Your employer has a general duty to protect your health and safety at work, as far as this is “reasonably practicable” (see below for what “reasonable practicable” means).
They also have the following specific health and safety duties:
Under the health and safety laws, the employer’s obligation to do everything “reasonably practicable” means doing everything that they’re reasonably able to do at the relevant time. What is reasonable here will depend on:
If you’re working as an independent contractor rather than as an employee, the person you’re working for – called a “principal” – owes the same health and safety obligations to you as employers owes their employees (see above, “What health and safety duties does my employer owe me?”). This is because the health and safety laws bring employers, principals and some voluntary organisations all within the broad category of a “person carrying on a business or undertaking”. These “PCBUs” all owe health and safety duties to their workers, and “workers” here includes contractors and some regular volunteers.
Your principal also owes this duty to any employee or subcontractor that you, the contractor, hire to carry out the work you contracted with the principal to do. But in those cases you yourself will also have health and safety obligations as an employer or as a principal to your subcontractor.
Employers must make sure, as far as is reasonably practicable, that the health and safety of people other than their workers isn’t put at risk by the work of the business or organisation. They will owe this duty to:
Your employer has to notify WorkSafe New Zealand if there’s a serious injury at your work, or a dangerous incident like an explosion or gas leak. The employer must keep records of what happened.
Although the health and safety laws don’t specifically mention workplace bullying, they require employers to make sure you have a safe working environment, and this will include making sure it’s free from workplace bullying.
The courts have generally defined workplace bullying as:
The actions have to be more than just strong management.
WorkSafe New Zealand has released best practice guidelines for employers about how to prevent and respond to workplace bullying. Go to:
Note: For information about what you can do if you’re being bullied in the community or online, see the chapter, “Harassment and bullying”.
If you’re being bullied by your manager or employer, you could seek advice from your organisation’s Human Resources manager, from Mediation Services at the Ministry of Business, Innovation and Employment (MBIE), from WorkSafe NZ’s health and safety inspectorate, from your union, or from your local Community Law Centre.
If you’re being bullied by a co-worker, you need to tell your employer. Once an employer is aware of bullying they should take reasonable steps to ensure the workplace is safe. If your employer doesn’t do this, you may have grounds to raise a personal grievance for unjustified disadvantage (see above, “What does the duty to do everything “reasonably practicable” mean?”, and for personal grievances, see the chapter “Resolving employment problems”).
Because bullying can be hard to prove, and can involve a pattern of small or subtle actions over time, it is a good idea to keep a record every time you feel you have been bullied.
As an employee you must take reasonable care for your own health safety while at work, and you must also make sure you don’t harm anyone else.
You must follow, as far as you’re reasonably able to, any reasonable instructions that your employer or supervisors give you about health and safety, and cooperate with any reasonable policies or procedures around health and safety that your employer has told you about. For example, you must use protective clothing or equipment that your employer has provided.
Note: The fact that you have those responsibilities as an employee doesn’t affect or limit the health and safety duties of employers and others.
You should first raise the issue with your employer’s health and safety officer or committee, as soon as possible.
If that doesn’t resolve the problem, you can complain to Worksafe New Zealand. Their health and safety inspectors can investigate breaches of health and safety laws and enforce the laws. You don’t have to give your name when you complain.
You can refuse to do work if you believe it would expose you (or anyone else) to a serious risk. The risk has to come from an “immediate or imminent” exposure to a hazard.
You then have to raise the problem with your employer as soon as you can. If the problem isn’t resolved you can continue to refuse to do the work, so long as you have reasonable grounds for believing there’s a serious risk.
Note: You’ll have reasonable grounds for continuing to refuse to do the work if you’ve been told by your workplace’s health and safety representative that it would expose you or someone else to a serious risk.
If your employer fires you or disadvantages you in some other way for stopping work on health and safety grounds, you may be able to take a personal grievance against them to the Employment Relations Authority (see the chapter, “Resolving employment problems”, under “Personal grievances”).
Health and safety inspectors work for WorkSafe New Zealand, the government agency responsible for enforcing the health and safety laws. Inspectors have the legal right to enter any workplace to ask questions, gather information, and take samples.
Note: It’s a criminal offence to obstruct or delay health and safety inspectors when they’re doing their work.
Once an inspector has investigated a health and safety problem at your workplace, there are a range of options. The inspector can:
In the most serious cases WorkSafe New Zealand can bring a criminal prosecution (see below, “Criminal offences under the health and safety law”).
Employers can be given significant criminal penalties for breaching the health and safety laws:
Compensation for injuries caused by accidents is available under the accident compensation scheme, administered by ACC (see the chapter “Accident compensation”).
Employers who are convicted of breaching health and safety laws can be fined, and the judge will consider whether the employer should compensate any victim of the offence for any emotional harm or consequential loss that they’ve suffered (physical harm is covered by ACC).