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By Sara Crawford. Winter can bring extra challenges for many workplaces, particularly where workers are outdoors, moving between sites, working early starts, or exposed to cold, wet or windy conditions. Even when temperatures are not extreme, winter weather can affect concentration, visibility, energy levels and overall wellbeing. This can increase the likelihood of mistakes, slips, trips, manual handling injuries, equipment damage and workers taking shortcuts to get the job finished faster. Under New Zealand’s health and safety framework, businesses have a duty to manage risks to workers’ health and safety so far as is reasonably practicable. Cold, wet and windy working conditions should be treated as workplace hazards and managed through planning, consultation, effective controls, suitable personal protective equipment, and ongoing monitoring. Plan the Work Around the Weather Good winter health and safety starts before the work begins. Supervisors and workers should check forecasts, consider wind chill, review ground and access conditions, and plan high-risk or weather-sensitive tasks for the safest, and most practical time. Where workers cannot be adequately protected from cold, wet or windy conditions, work may need to be modified, delayed, rotated or stopped until it can be completed safely. Practical steps for Winter risk management: Check the weather forecast and site conditions before starting work Schedule outdoor work for warmer, drier parts of the day where possible Provide shelter from wind, rain and cold during breaks Allow additional warm-up breaks or rotate workers exposed to cold conditions Provide drying facilities so wet clothing and PPE can be dried between breaks or shifts Review lighting, visibility, ground conditions and access routes, especially during early starts or late finishes Clear procedures for working in cold or wet conditions help ensure tasks are carried out safely and consistently. Need a hand assessing your workplace risks? We can help with a one-off consultation or, if you'd like on-going continuous support, as a management client. Winter Wellness Matters Winter wellness is about more than staying warm. Cold conditions can place additional stress on the body and may contribute to fatigue, reduced concentration, slower reaction times and reduced manual dexterity. Workers who are tired, cold, hungry or dehydrated are less likely to recognise hazards early and more likely to make errors. Tips for workplace wellbeing: Encourage workers to keep dry and change out of wet clothing as soon as practical Provide access to warm areas for rest breaks Remind workers to stay hydrated, even when they do not feel thirsty Encourage regular food intake to help maintain energy levels Train workers and supervisors to recognise signs of cold stress, including shivering, numbness, clumsiness, confusion or unusual tiredness Use a buddy system for workers who are exposed to cold, wet, remote or isolated conditions. Encourage workers to speak up if conditions become unsafe or if they are not feeling fit for the task Is It All About Correct PPE for the Task? PPE is an important part of winter work planning, but it should not be the only control. Before relying on PPE, businesses should first consider whether the risk can be eliminated, isolated or reduced through better planning, shelter, heating, task rotation, equipment selection or changes to work procedures. If you need a hand with your Winter risk management, we can help. Whether it's through a one-off consultation service specifically for risk management support, or as a management client, we can work together to ensure your workplace is safe and that your risks are effectively managed. Once those controls are in place, PPE should provide additional protection and be suitable for the task, the weather, the work environment and the worker. Some key considerations for suitable PPE are: Visibility: Ensure outer clothing remains high visibility where workers are exposed to vehicles, mobile plant or low-light conditions Hands: Select gloves that keep hands warm while still allowing safe grip, touch sensitivity and control of tools or equipment Feet: Provide footwear with suitable tread, ankle support, insulation and water resistance for wet or slippery ground conditions Head protection: Where hard hats are required, use compatible thermal liners or close-fitting beanies that do not affect the fit or performance of the helmet Task compatibility: Confirm PPE does not create new hazards, such as loose clothing becoming caught in machinery, bulky gloves reducing control Condition and fit: Inspect PPE regularly and replace items that are damaged, worn, no longer waterproof, poorly fitting or not being used correctly Talk to Workers and Review What Works Workers are often best placed to identify whether winter controls are practical. They can provide feedback on whether PPE fits properly, whether gloves allow enough movement, whether breaks are long enough to warm up, or whether wet clothing can be dried between shifts. Consultation also helps identify tasks where controls need to be adjusted as conditions change. Winter controls should be reviewed throughout the season, especially after incidents, near misses, worker feedback, weather changes or changes to the work being completed. A quick seasonal review of risk assessments, PPE, emergency plans and worker training can help prevent winter conditions from becoming a source of harm. Not sure what a near miss is or what to do after one? Read our blog on this exact issue here. Key Takeaway Working safely in winter requires a combination of planning, worker wellbeing, suitable risk management and the right PPE for the task. When businesses plan around the weather, support workers to stay warm and well, and ensure PPE is suitable, maintained and used correctly, they are better placed to keep people safe, healthy and productive throughout the colder months. These controls should form part of your broader health and safety systems, ensuring they are applied consistently across all sites. If you’re unsure whether your current approach is practical, we can support you with reviewing your health and safety systems to help ensure winter risks are being managed effectively. For one-time assistance, check out our One-Off Consultations service page. For ongoing health and safety support, check out our Health & Safety Management page and explore what becoming a management client gets you!

For many New Zealand businesses, contractor prequalification is becoming a standard requirement rather than an optional extra. Whether you are tendering for work, managing contractors, or trying to streamline your own processes, choosing the right prequal system can feel confusing. Tōtika, SiteWise, and IMPAC PREQUAL all take slightly different approaches, and the best option will depend on how your business operates and who you are working with. In this guide, we step through each option to help you make a practical, informed decision. What Is Contractor Prequalification? Before comparing the systems, it is useful to clarify what contractor prequalification actually involves. Contractor prequalification is the process of assessing a contractor’s health and safety capability before they begin work. This typically includes reviewing: Health and safety policies and procedures Risk management processes Training and competency records Incident and hazard management systems The goal is to ensure contractors can manage risks effectively and meet workplace health and safety expectations. Want support getting contractor prequalification? Explore how we can assist you with this, regardless of which path you take. Tōtika Prequalification: A Streamlined, Industry-Led Approach Tōtika is designed to reduce duplication across the industry, making prequalification more efficient. Tōtika allows contractors to complete one assessment that can be recognised by multiple clients, reducing the need to complete multiple prequal processes. Where it works well: Businesses working across multiple clients or sectors Contractors wanting a single, streamlined process Organisations looking to reduce repeated admin What to consider: Adoption is still growing. Some clients may not yet accept Tōtika, so you may still need to meet other requirements. Key benefit: Reduces repeated prequalification effort and saves time SiteWise: Graded Contractor Health and Safety Assessment SiteWise is one of the more established contractor prequalification systems in New Zealand, and it is widely used, particularly in construction and higher-risk industries. SiteWise assesses and grades a contractor’s health and safety systems, providing a score that clients can review when selecting contractors. Where it works well: Businesses working in construction or infrastructure Contractors needing a recognised grading system Situations where principals specifically require SiteWise What to consider: A good grade helps, but it does not always replace client-specific requirements. Some organisations will still ask for additional information. Key benefit: Provides a clear, visible score of health and safety capability IMPAC PREQUAL: Comprehensive System-Based Assessment IMPAC PREQUAL focuses on a detailed review of a contractor’s health and safety systems and documentation. This can be useful if you are looking for a clearer understanding of how well your systems are working and where improvements are needed. Where it works well: Businesses wanting structured feedback on their systems Organisations committed to improving their overall approach Contractors working with clients who prefer a more detailed review What to consider: The process can take more time and effort compared to other options. Key benefit: Provides detailed insights into system strengths and gaps Tōtika vs SiteWise vs IMPAC PREQUAL: Key Differences Feature Tōtika SiteWise IMPAC PREQUAL Focus Reducing duplication Grading capability Detailed system review Best for Multi-client contractors High-risk industries System improvement Output Recognised certification Score/grade Detailed assessment Time investment Moderate Moderate Higher Which Contractor Prequalification Path Is Right for Your Business? There is no single “best” option. The right choice depends on your work, your clients, and your internal capability. You might lean toward: Tōtika if you want to reduce duplication and simplify the process SiteWise if your clients require it or you need a recognised grade IMPAC PREQUAL if you want deeper insight into your systems In some cases, businesses end up working across more than one system, especially when client requirements vary. Still not sure which path is best for you? Follow through our flowchart below for further guidance or request a consultation for help getting your prequal. Where Many Businesses Get Stuck A common challenge is not knowing where to begin or trying to manage multiple prequalification requirements at once. This can lead to: Repeating the same information in different formats Spending time on paperwork that does not add real value Gaps between what is documented and what actually happens in practice The key is to focus on building systems that are practical first. Once those are in place, prequalification becomes much easier to manage. Read our practical guide for contractor prequalification here, for further insight and guidance. How Contractor Prequalification Supports Better Health and Safety Systems Regardless of which option you choose, contractor prequalification plays an important role in strengthening your overall health and safety systems. It helps you: Identify gaps in your processes Improve documentation and clarity Strengthen your hazard management approach Demonstrate capability to clients and principals Most importantly, it helps ensure your systems work in real conditions, not just on paper. Need Help Navigating Tōtika, SiteWise, or IMPAC PREQUAL? Choosing the right path and getting through the process can take time, especially if you are balancing other responsibilities. We work with businesses to: Decide which prequalification approach makes the most sense Prepare and organise the required documentation Improve systems so they are clear, practical, and aligned with real work If you would like support, learn more about our contractor prequalification support and how we can help you move through the process with confidence.

As we reach the middle of the year, many New Zealand businesses naturally shift into reflection and planning mode. With Matariki encouraging renewal and forward thinking, it is the perfect time to reset your approach to health and safety management. Rather than treating workplace health and safety as a compliance exercise, a mid-year review gives you the opportunity to check whether your system is actually working for your team. Keep reading for seven practical questions to help you assess your health and safety system and identify where improvements can be made. 1. Is Our Health and Safety System Actually Being Used? A common issue we see is businesses having well-documented health and safety systems that are rarely used in practice. A system only delivers value if it is part of daily operations. Ask yourself: Are staff actively using your procedures and checklists? Do they know where to find key documents? Is safety part of everyday conversations? If your system sits in a folder untouched, it may need simplifying. Make it practical and user-friendly. Want to learn more about health and safety systems? Read our blog on management systems here. 2. Is Our Documentation Clear, Current, and Relevant? Under the Health and Safety at Work Act 2015, businesses must manage risks effectively. This includes keeping documentation up to date and usable. Check: Are your policies easy to understand? Have they been updated recently? Do they reflect your actual work processes? Clear documentation supports better decision making and reduces confusion across your team. 3. Are We Managing Risk Effectively in Our Workplace? Risk management is at the core of workplace health and safety. Risk management means identifying hazards, assessing their likelihood and impact, and putting controls in place to reduce harm. Consider: Is your hazard and risk register up to date? Have new risks emerged this year? Are controls being followed consistently? If your risk management process is outdated, your business may be exposed to unnecessary incidents. Below are six different types of the most common risks found in workplaces, do you know which ones are present in your workplace? 4. Do Our Team Members Understand Their Role in Health and Safety? A strong health and safety system relies on shared responsibility. Ask: Do staff know what is expected of them? Have they received training recently? Are they confident in reporting hazards or incidents? Engaged teams are essential for effective health and safety management. If you're needing some health and safety training for your team, learn more about our training here. 5. Are We Proactively Preventing Incidents or Reacting to Them? Many businesses fall into a reactive pattern, only addressing issues after something goes wrong. A proactive approach focuses on prevention. Check: Are you reviewing near misses? Are safety meetings happening regularly? Are improvements being made before incidents occur? Proactive systems reduce downtime and protect both people and business operations. Make sure near misses get reported properly; read our blog for more information on this here. 6. Do We Have Enough Time and Expertise to Manage Health and Safety Internally? For many New Zealand businesses, health and safety responsibilities are added onto existing roles. This can limit how effectively systems are managed. Consider: Do you have dedicated health and safety expertise? Is there enough time to maintain and improve your system? Are you confident in your compliance with current regulations? If the answer is no, it may be time to explore additional support. Ongoing health and safety support can make a big difference; learn more about how we can support you here. 7. Is Our Health and Safety Management Approach Supporting Business Growth? Health and safety should not be seen as a barrier. It should support productivity and sustainable growth. Ask: Does your system adapt as your business grows? Are safety processes slowing work down unnecessarily? Are you creating a positive safety culture? A practical, well-designed system should enable your team to work safely and efficiently. Why a Mid-Year Health and Safety Management Reset Matters Taking time to review your health and safety system mid-year allows you to: Identify gaps before they lead to incidents Improve compliance with NZ regulations Strengthen team engagement Reduce costs associated with injuries or downtime Build a safer, more productive workplace This aligns with WorkSafe guidance, which emphasises managing risks, keeping systems current, and ensuring documentation remains practical and usable. Need Support With Your Health and Safety Management? If your review highlights gaps in your system, you are not alone. Many businesses across Waikato and wider New Zealand need additional time, knowledge, or support to manage health and safety effectively. At Safewise Info, we provide: Health and safety management support Practical health and safety systems tailored to your business Guidance to improve risk management and compliance Explore how we can help you build a system that works in practice, whether you want ongoing health and safety support or a one-off consultation to get your system updated.

Most businesses treat health & safety as a one-off “We’ve got our policies sorted.” “We did that last year.” These are things we hear often from NZ business owners and managers when health and safety comes up. On the surface, it makes sense. You’ve created documents, completed a risk assessment, and inducted your staff. It feels like a job that has been ticked off the list. But this is where a common misunderstanding comes in. Health and safety is often treated like a checklist, when in reality it is something that needs to be managed continuously. Many businesses believe they are “done” with health and safety when they have actually just put the basics in place. What people think “done” looks like Most businesses aren't ignoring health and safety. In many cases, they have already taken important first steps. It often looks something like this: Policies written ✅ Risk assessment completed ✅ Staff inducted ✅ At that point, it feels complete. There is documentation in place, expectations have been communicated, and there is a sense that compliance has been covered. These are all essential parts of a good foundation. The gap is that this setup is only the starting point, not the finished result. Why health & safety is never “finished” The reality is that businesses do not stand still. And when a business changes, its risks change with it. Over time, you may experience: New staff joining Changes in roles and responsibilities Different sites or locations New equipment or processes Even if nothing major changes, expectations around health and safety continue to evolve. Clients, contractors, and industry standards shift over time. This is why a key principle is worth keeping in mind: Health and safety is something you manage, not something you complete. A system that worked well a year ago may no longer reflect how your business operates today. Without regular review, even well-written documents can quickly lose relevance. What happens when it’s treated as a one-off When health and safety is treated as a one-time task, the effects are usually gradual rather than obvious. You might start to notice: Documents becoming outdated without anyone realising Staff engagement dropping because systems feel disconnected from real work Procedures existing on paper but not being followed in practice Uncertainty about what to do when something unexpected happens This is not about negligence. In most cases, it is simply the result of a system not being actively maintained. Over time, this can create confusion and unnecessary stress, especially if an incident occurs or a client asks for evidence of how health and safety is being managed. What ongoing health & safety support actually means Ongoing health & safety support is simply a practical way of keeping your system current, relevant and usable as your business evolves. Rather than a one-off setup, it focuses on how health and safety works over time. Typically, this includes: Regular system reviews Checking that your processes, responsibilities and controls still match how your business operates. Updating policies and procedures Making sure documentation reflects current risks, roles and expectations. Identifying new hazards Spotting risks that come with changes in work, staff, or environment. Ongoing advice and guidance Having someone to ask when questions come up, rather than guessing or delaying decisions. Support with incidents or compliance questions Helping you respond in a calm and structured way if something happens. Keeping everything aligned as your business grows Ensuring your system scales with you, rather than falling behind. The key point is that this support is designed to be simple and practical. It is not about adding complexity. It is about making sure your system continues to work in real life. If you want to see how this works in practice, you can explore our approach to ongoing health and safety support here: https://www.safewise.co.nz/health-safety-management One-off setup vs ongoing support It can be helpful to look at the difference side by side. One-off approach Set up once Often reactive Can become outdated over time Limited support after initial setup Ongoing health & safety support approach Continuously maintained More proactive Adapts as the business changes Access to ongoing guidance and input Neither approach is “wrong”. It depends on the stage and needs of your business. However, when businesses grow or take on more complexity, ongoing health and safety systems support tends to provide far more clarity and confidence. Read our blog on developing health and safety systems: DIY vs consultants here for more information. When ongoing support makes the most sense Some businesses naturally reach a point where a one-off setup is no longer enough. Ongoing support is often most useful when: The business is growing or changing There are multiple teams, sites, or locations Contractors or subcontractors are involved There is uncertainty about compliance requirements There have been previous incidents or near misses A simple way to think about it is this: If your business is changing, your health and safety needs to change with it. This is where ongoing health and safety management becomes less about documents and more about keeping everything aligned and working together effectively: https://www.safewise.co.nz/health-safety-management A simple way to check your current approach If you are unsure whether your current setup is still working for you, it can help to ask a few simple questions: These are not audit questions. They are just a way to reflect on whether your system is living and active, or sitting in the background. Health & safety works best when it’s maintained Health and safety does not need to feel overwhelming or overly technical. At its core, it is about having a system that fits your business and keeping it aligned as things evolve. The difference between a system that exists and one that actually works usually comes down to consistency and support over time. If you are not sure whether your current approach is still fit for purpose, it may be worth stepping back and looking at how your system is managed on an ongoing basis. And if you want a clearer picture of what that could look like in practice, you can learn more about our approach to ongoing health and safety support here: https://www.safewise.co.nz/health-safety-management

Why “health & safety” feels confusing for many NZ businesses If you run a business in New Zealand, you have probably been told you “need health and safety”. What that actually means, however, is often far less clear. For many business owners and office or operations managers, health and safety feels like a mix of paperwork, policies, templates and vague obligations. You might have a folder of documents, or something a previous manager put together years ago, but still feel unsure whether it is enough or even relevant to how your business really operates. A common source of stress is the confusion between having health and safety documents and having a health and safety management system. They are not the same thing, but the difference is rarely explained in plain language. In this article, we explain what a health and safety management system actually is, how it works in real NZ businesses, and when a basic setup may no longer be enough. We keep it practical, non‑technical and focused on what genuinely helps reduce risk and uncertainty. What is a health & safety management system? A health and safety management system is the way a business identifies, manages and reviews health and safety risks as part of its normal operations. In simple terms, it is not just paperwork. It is a framework made up of clear responsibilities, practical processes and everyday habits that help keep people safe over time. The key word is ongoing. A health and safety management system is not something you create once and forget about. It needs to reflect how your business actually works and change as your business changes. Rather than sitting on a shelf, a good system supports decision‑making, guides staff behaviour and provides confidence that risks are being managed in a consistent, sensible way. What a health & safety management system usually includes Every business is different, but most health and safety management systems include a combination of the following elements. Roles and responsibilities Clear understanding of who is responsible for what, from directors and managers through to workers and contractors. Hazard identification and risk assessment A practical process for identifying hazards, assessing risks and deciding how those risks will be managed or controlled. Policies and procedures Written guidance that supports the system, not replaces it. These documents explain expectations and processes but only work when they reflect reality. Incident reporting and investigation Simple ways to report incidents, injuries and near misses, and a process for reviewing what happened and preventing repeat issues. Training and inductions Making sure staff and contractors understand the risks relevant to their role and how health and safety is managed day to day. Regular review and updates Checking that controls are working, documents are current and responsibilities still make sense as the business evolves. An important point is that scale matters. A small, low‑risk business does not need the same level of complexity as a large organisation or a high‑risk operation. There is no single “standard system” that suits everyone. The right system matches the size, risk profile and structure of the business. Do all NZ businesses legally need a health & safety management system? This is one of the most common questions we hear, and it is where a lot of unnecessary worry comes from. In New Zealand, businesses are required to manage health and safety risks, not necessarily to hold a branded or certified “health and safety management system”. In practice, however, a management system is how most businesses demonstrate that they are doing this in a structured and consistent way. It shows that risks are identified, responsibilities are clear and controls are reviewed over time. There is also the real‑world factor. Clients, principal contractors, insurers and prequalification schemes often expect to see evidence of a health and safety management system. Even when it is not strictly required by law, it is commonly required to win work, retain clients or operate on certain sites. This is how health and safety usually works in real life. A system provides confidence, both internally and externally, that risks are being taken seriously and managed properly. When a basic setup is no longer enough For some businesses, a simple health and safety setup works well for a period of time. For others, certain changes trigger the need for more structured and ongoing oversight. Common examples include: Business growth More staff, more work or new roles can quickly outgrow a basic system. Higher‑risk work Activities involving machinery, vehicles, working at height or hazardous substances often need closer management and regular review. Multiple sites or mobile workforces When work happens across different locations, consistency becomes harder to maintain without a clear system. Contractors and subcontractors Managing overlapping duties and responsibilities adds complexity that documents alone do not solve. Client or prequalification requirements Many schemes expect evidence that systems are reviewed, used and supported over time. Previous incidents or near misses These are often signs that controls need strengthening or that the system is not being followed in practice. In these situations, health and safety usually requires more than a one‑off document set. It needs active oversight, regular check‑ins and someone keeping an eye on how things are actually working. One‑off setup vs ongoing health & safety support One‑off document creation can be helpful, especially when a business is starting out or needs a foundation in place. Policies, registers and procedures all have a role. The challenge is that health and safety does not stay still. As businesses change, so do risks, roles and expectations. Without regular review and advice, systems can quietly become outdated or disconnected from day‑to‑day operations. This is when uncertainty creeps back in. Ongoing support focuses on: Keeping systems aligned with how the business actually operates Reviewing risks as work changes Updating documents so they stay relevant Providing advice when questions or incidents arise This approach reduces stress because business owners and managers are not left guessing whether their system is still fit for purpose. For many NZ businesses, ongoing health & safety support is what turns a set of documents into a working management system. It provides continuity, clarity and confidence over time. You can learn more about our approach to health & safety management systems support here. How to know if your system is actually working A working health and safety management system is usually noticeable in everyday operations. Signs it is working include: Staff understand their responsibilities and what to do if something goes wrong Hazards and incidents are reported without hesitation Health and safety is discussed as part of normal business, not only after an incident Documents are reviewed and updated when work changes On the other hand, warning signs often look like: A set‑and‑forget approach to documents Uncertainty about who is responsible for health and safety tasks Procedures that do not reflect how work is really done Documents that are clearly outdated or unused These observations matter more than ticking boxes. A system that is understood and used is far more effective than one that simply exists. Clear systems, less stress, better outcomes A health and safety management system does not need to be complicated or overwhelming. The right system fits the business, reflects real risks and supports people to do the right thing consistently. For many NZ businesses, the difference between a system that exists and a system that works is support over time. Health and safety is not static, and systems need maintenance just like any other part of the business. If you are unsure whether your current setup still makes sense, it can be helpful to step back and reflect on whether it truly supports how your business operates today. If you would like to understand how ongoing support can make health and safety simpler and more effective, you can explore our approach to ongoing health & safety support here.

Last updated April 2026. In 2015, the Health and Safety at Work Act (HSWA) replaced the old concept of serious harm with notifiable events. While the language changed, the purpose did not. To ensure WorkSafe is informed when serious work‑related harm or risk occurs. More than ten years on, notifiable events are still an area of confusion for many businesses. This is often because people rely on outdated examples or focus on injury outcomes rather than the legal test. This blog explains what a WorkSafe notifiable event is, what actions to take, and how to make better decisions when incidents occur. What is a WorkSafe notifiable event? A WorkSafe notifiable event is any of the following that arises from work: The death of a person A notifiable injury or illness A notifiable incident (a serious near miss) These definitions come directly from HSWA and are supported by WorkSafe guidance. Your health and safety system should reflect these definitions, but WorkSafe guidance should always be treated as the source of truth, as it is updated more regularly than internal documents. What to do when a notifiable event occurs The required actions remain consistent: Look after people first Preserve the scene, so far as is reasonably practicable Notify WorkSafe as soon as possible If you are unsure whether an event is notifiable, WorkSafe encourages businesses to call and discuss the situation rather than delay or guess. Understanding notifiable injuries and illnesses A notifiable injury or illness is one that is serious and work‑related. The key factors WorkSafe considers include: The severity of the injury or illness Whether the person was admitted to hospital as an inpatient Whether the injury matches a specified category in the legislation The following examples help clarify common areas of confusion. Common questions about notifiable events What about cuts that require stitches? Stitches alone do not determine notifiability. A cut may be notifiable if it involves: Serious damage to muscles, tendons, nerves, or blood vessels Permanent impairment Admission to hospital as an inpatient Cuts treated by a GP or emergency department and discharged the same day are often not notifiable, even if stitches are used. Are fractures, sprains, or strains notifiable? Only specific fractures are notifiable, including: Fractures to the skull Fractures to the spine Fractures to long bones Minor fractures, sprains, and strains that do not require hospital admission are not notifiable. The focus is on injury type and severity, not simply whether treatment was required. What if a worker gets something in their eye? Eye injuries may be notifiable if they: Involve serious penetration or exposure Result in, or are likely to result in, permanent loss of sight Require specialist medical treatment Minor irritation or discomfort alone is not notifiable, but any eye injury with potential for serious harm should be assessed carefully. Notifiable incidents: serious near misses A notifiable incident is an unplanned or uncontrolled event that exposes people to serious risk, even if no one is injured. Examples include: Uncontrolled releases of substances Structural collapses Failures of plant or equipment that could have caused serious harm Near misses matter because they indicate high‑risk failures in systems or controls. When in doubt, notify or call WorkSafe’s guidance is clear. If you are unsure whether an event is notifiable: Notify WorkSafe, or Call and discuss the situation Early notification is always preferable to failing to notify when required. How Safewise can help Safewise supports businesses across New Zealand to: Understand notifiable event requirements Review incident reporting and escalation processes Train leaders and workers on decision‑making Align internal procedures with current WorkSafe guidance Clear systems and confident decision‑making reduce confusion when incidents occur. Notifiable events are not about blame. They are about ensuring serious harm and risk are identified, responded to, and learned from. By understanding the principles behind notifiability, rather than relying on outdated examples, businesses can meet their obligations and better protect their people.

Recent News Request a Consultation In case you missed it... New ACC regulation updates could impact how workplace injuries and illnesses are covered. Recent changes expand recognised occupational diseases, adjust hearing loss assessments, and increase support for travel and review costs. It’s a good time for businesses to stay informed and ensure their health and safety processes reflect current expectations. Contractor Prequal Contractor prequalification is a key step in creating safer workplaces. Before engaging a contractor, it’s important to assess their health and safety systems, capability, and experience. Done well, prequalification helps identify risks early, set clear expectations, and reduce incidents on site. Workplace Pressure Workplace pressure doesn’t always look like a hazard, but it can be. When demands, deadlines, or poor support become excessive, they can impact both wellbeing and safety. These psychosocial risks can contribute to stress, fatigue, and even incidents if left unmanaged. Consultant’s Corner Continuing professional development. “When work is well designed and people feel supported, everyone benefits. But when psychosocial hazards at work go unmanaged, stress, fatigue and mistakes can quickly follow. Our latest blog looks at what a healthy psychosocial working environment really means, common risks to watch for, and how leaders and workers can address concerns early before harm occurs.”

Pressure is part of modern working life in New Zealand. Tight deadlines, shifting priorities, weather disruptions, staff shortages and increasing client expectations are familiar to many of us. In some industries, pressure is not the exception; it is the baseline. However, while pressure itself is not inherently dangerous, unmanaged and sustained pressure can become a workplace hazard. Understanding where that line sits is increasingly important for businesses, especially as psychosocial risks are now clearly recognised within New Zealand’s health and safety framework. This article explores when workplace pressure crosses into harmful territory, what organisations are expected to manage, and why high-performing teams approach pressure differently. Workplace pressure versus work-related stress Pressure and stress are often used interchangeably, but they are not the same thing. Pressure typically refers to demands placed on people by the job. This could include deadlines, complex tasks, variability in workload or the need to make decisions quickly. In small doses, pressure can sharpen focus and support performance. Work-related stress occurs when those demands exceed a person’s ability to cope, particularly when they are ongoing and unsupported. According to WorkSafe New Zealand, work-related stress is a psychosocial hazard that can lead to mental and physical harm if not managed appropriately. The critical difference is not the presence of pressure, but how it is designed, distributed, and responded to within the system of work. When does workplace pressure become a health and safety risk in New Zealand? Workplace pressure becomes hazardous when it is prolonged, uncontrolled, or combined with poor work design. This is supported by guidance from both WorkSafe and the New Zealand Government’s Mentally Healthy Work programme. Pressure is more likely to become harmful when it is combined with poor work design. This can include ongoing high workloads, unclear roles, limited control over how work is done, inconsistent leadership support, and workplace cultures where people do not feel safe to speak up. These factors often interact and build over time, increasing psychosocial risk. In these environments, people often respond by taking shortcuts, suppressing concerns, or pushing through fatigue. Over time, this increases the likelihood of errors, incidents, burnout and psychological harm. From a health and safety perspective, this matters because New Zealand employers have a duty to identify and manage risks, whether they're psychosocial or physical hazards. Common questions about work-related stress in New Zealand workplaces Is all stress at work considered a hazard? No. WorkSafe is clear that not all stress is harmful. Short-term pressure, challenging tasks, or busy periods can be normal features of work. Stress becomes a hazard when it is unreasonable, sustained, or preventable through better work design. What does “managing stress” actually mean for employers? Managing work-related stress is not about making work pressure-free. It is about designing work systems that support people to meet demands safely. This includes reasonable workloads, clear expectations, supportive leadership, and opportunities to recover. Can high performance exist without excessive pressure? Yes. In fact, research and practice consistently show that chronic pressure undermines performance over time. Errors increase, decision quality drops, and engagement suffers. High performance is more sustainable when people feel supported, capable, and psychologically safe. A crucial distinction: removing pressure versus building capability This is where many conversations about stress and performance become confused. Pressure cannot always be eliminated. Markets shift, situations change, and work can be unpredictable. However, unsafe levels of stress are not inevitable. High-performing teams do not rely on people simply coping better. Instead, they: Anticipate pressure and plan for it Support clear decision-making when things get tight Encourage speaking up before small issues escalate Focus on learning rather than blame Build capability and confidence at all levels of the organisation This distinction matters. Managing psychosocial risk is about preventing harm, while building performance capability is about how teams respond when pressure exists. Both are necessary, but they are not the same thing. How teams can perform safely when pressure is present This distinction is at the heart of our upcoming seminar, Under Pressure: What High-Performing Teams Do Differently, led by business performance coach James Marris from Aurora Zone Coaching. Rather than focusing on mistakes or compliance alone, the session explores: How work really gets done under pressure Why good people sometimes make unsafe decisions The difference between “I have to” and “I want to” How leaders, supervisors and frontline teams can be better supported when deadlines tighten The focus is not on tolerating unhealthy stress, but on building the capability and psychological safety needed to make clearer, safer decisions, even when the pressure is real. Interested in attending? Register now. Pressure may be unavoidable, but unsafe systems are not Workplace pressure in New Zealand is part of many roles and industries. What matters is whether that pressure is managed thoughtfully or allowed to accumulate unnoticed. Stress becomes a workplace hazard when systems fail people. High performance, on the other hand, comes from environments where people are supported to respond well when things get tough. Understanding the difference is a critical step in creating safer, healthier and more effective workplaces.

Over the course of the past six years, data from WorkSafe NZ shows there has been a gradual increase in notifiable incidents being reported (see graph below). This blog explores the best methods to prevent notifiable incidents at work, as well as a range of possible reasons behind this increase in New Zealand. Reported Notifiable Incident Yearly Totals What are the Best Methods to Prevent Notifiable Incidents at Work? There are a range of ways to combat notifiable incidents occurring within your workplace, and SME business owners would all benefit from incorporating these into their business management strategy. Cultivating a Strong Safety Culture in Your Workplace Having a robust safety culture within your organisation will help to reduce the likelihood of notifiable incidents occurring, as your team will have confidence knowing they can communicate whether a situation or process doesn't seem safe. A safety culture starts with management, as they need to lead by example and prioritise safety as a core value within the organisation. When you lead by example, it helps ensure that your team will feel more comfortable reporting issues without fear of repercussions. Identify and Manage Hazards Proactively When you have a robust health and safety management system, you'll have clear policies and procedures for managing your organisation's health and safety. Ensure you are systemically identifying and managing the risks and hazards within your workplace to best prevent notifiable incidents from happening. Involve your team when assessing potential hazards and the associated risks, as they'll often have first-hand knowledge of potential problems area. Provide Thorough Health & Safety Training Ensure your team has all been properly inducted and trained for their role. Make sure your team know how to perform their jobs safely and understand how to use necessary equipment and personal protective equipment (PPE) correctly. If you don't have a health and safety officer within your workplace, you can employ the services of a health and safety consultant to orchestrate and run a training session for your team as necessary. We offer a range of training services for our management and one-off clients and personalise the training specifically for your team's needs. Clearly Communicate Health & Safety Information It goes without saying that a safe workplace is one with clear signage of hazards and PPE requirements, but it's also important to communicate safety information with your team regularly. Whether it's a full-blown safety meeting or touched on in a toolbox meeting, make safety a routine part of workplace discussions. Utilising clear health and safety communication, such as clear signage and markings, as well as encouraging safety to be an everyday awareness, you can greatly reduce the risk of a serious incident occurring. By implementing some or all of these health and safety management strategies, your organisation can significantly reduce the chances of a notifiable incident occurring, making your workplace a safer environment for everyone. Why Has There Been a Rise in Notifiable Incidents Occurring in New Zealand? There are a few potential reasons behind why notifiable incidents have seen an increase in the last few years. Namely, COVID-19's impact on New Zealand's workforce and the economic hardship experienced by many in 2024 and 2025. How Did COVID-19 Impact Workplace Notifiable Incidents? With the whole of New Zealand going into lockdown back in March of 2020, and parts of New Zealand going into lockdown again in 2021 (Beehive, 2025), many people weren't going into their workplace as usual. When looking at the graph above, we see a drop coming into 2020 of notifiable incidents occurring (1485 reported). Considering that 2018 had 1700 notifiable incidents and 2019 had 1800 notifiable incidents, it's safe to say 2020 saw a drastic decrease in reporting. During lockdown level 4 in New Zealand, only essential services remained open (RNZ, n.d.), while we did see a bit more freedom in lockdown level 3, many people still weren't having to go into work like normal. However, it would take years for remote work to decrease. The ability to work from home (WFH) became a common component of many jobs, with hybrid roles being a happy compromise for some. Data shows that from 2020 to 2023, WFH continued to climb and only started to fall at the end of 2023 in December (Seek, n.d.). This reduction in notifiable incidents reported in 2020, 2021, 2022, and even 2023 can be explained by the increase in WFH roles for many people, which significantly lowered the likelihood of notifiable incidents occurring. How Does the Economy Affect Workplace Notifiable Incidents? It's no secret that the last couple of years have been financially challenging; economic hardship can impact the number of notifiable events, as business owners may try to cut corners and workers face concerns of job security. The mantra of 2024 was to "survive to 2025", and then the economy would be better, but this unfortunately wasn't the case, with the economy in 2025 remaining poor (Newsroom, 2025; RNZ, 2025) Businesses may be tempted to try to cut corners when faced with financial hardship, and not seek expert advice when they should; studies show that throughout different economic cycles, workplace incidents themselves do rise and fall too, but it's more likely that this is a result of how companies engage health and safety systems within their organisation, rather than an unavoidable truth of specific economic cycles (The Business Leaders Health and Safety Forum, 2023). It's important for leadership to be understanding of the pressures that many of their workers will be experiencing due to financial hardship; be mindful of the impact this can have on their mental and physical health, too. Workplace Wellbeing (2024) conducted a survey, which found that two in every five employees' wellbeing was affected due to concerns of cost-cutting and restructuring, as well as job security in general. Make wellbeing a routine part of your conversations with your team, allow them to express if they're struggling, and then you can better understand what you can do to support them. Maintaining a thorough and consistent health and safety management system throughout all cycles of the economy will help SMEs prevent notifiable incidents from occurring. Make health and safety a routine part of daily discussions or meetings, have management lead by example and encourage the cultivation of a health and safety culture at work, proactively identify and manage hazards and risks before they can become a serious problem, and ensure your team is trained properly and feels capable of performing their roles, utilise the support of outside experts if you need help with your health and safety systems, and last but not least, ensure health and safety information is clearly and consistently communicated through signs and markings. All of these work together to cultivate a strong health and safety environment at work.