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Driving sunstrike is a road safety hazard caused by low‑angle sunlight blinding drivers, most commonly during sunrise and sunset. While the term is well understood among safety professionals, it is less familiar to the general public, which can lead to the risk being underestimated. In New Zealand, driving sunstrike is especially dangerous during winter months when the sun sits lower in the sky and commuters are more likely to be driving directly into it. What Is Driving Sunstrike? Driving sunstrike refers to the temporary but severe visual impairment caused by intense glare from low‑angle sunlight. This typically occurs when the sun is close to the horizon, such as early in the morning or late in the afternoon. Unlike sunstroke or heat‑related illness, driving sunstrike is not a medical condition. It is a visibility and perception issue that can leave drivers momentarily blinded, unable to see the road, traffic signals, pedestrians, or other vehicles. Even a few seconds of reduced vision at speed can be enough to cause a serious crash. When and Where Driving Sunstrike Is Most Likely Driving sunstrike most often occurs: During sunrise and sunset In winter months when the sun stays low for longer On east‑west roads where drivers face the sun directly In urban areas with reflective surfaces such as windscreens, buildings, and wet roads During peak commuting hours Because many people drive the same routes every day, sunstrike risk can repeat seasonally on the same stretches of road. Why Driving Sunstrike Is So Dangerous Low‑angle sunlight reduces contrast and depth perception. This makes it difficult for drivers to judge distance, speed, and movement. Driving sunstrike can: Completely obscure traffic lights and road signs Hide pedestrians, cyclists, and motorcyclists Reduce the visibility of brake lights and indicators Cause drivers to drift out of their lane Delay reaction times during critical moments Unlike fog or heavy rain, sun glare can appear suddenly and disappear just as quickly, leaving drivers little time to adjust. Who Is Most at Risk? Anyone can be affected by driving sunstrike, but risk is higher for: Commuters driving during early mornings or late afternoons Professional drivers who spend long hours on the road Older drivers whose eyes are more sensitive to glare Drivers with dirty windscreens or worn wiper blades Drivers travelling on unfamiliar roads For workplaces, driving sunstrike is a health and safety risk that should be considered when planning travel times and routes. How Drivers Can Reduce Sunstrike Risk While driving sunstrike cannot be eliminated completely, the risk can be managed. Practical steps include: Wearing quality polarised sunglasses Keeping windscreens clean inside and out Using sun visors correctly without blocking vision Increasing following distance in glare conditions Slowing down when visibility is reduced Avoiding sudden manoeuvres Being extra alert at intersections and pedestrian crossings If visibility becomes unsafe, drivers should slow down immediately and be prepared to stop if necessary. Managing Driving Sunstrike in the Workplace For employers, driving sunstrike should be considered alongside fatigue and weather risks. Good practice includes: Adjusting work schedules to avoid peak sun glare times where possible Providing driver safety education on sunstrike awareness Ensuring vehicles are well-maintained with clean glass Encouraging drivers to report hazardous routes or conditions Including sun glare in journey planning and risk assessments Recognising driving sunstrike as a legitimate safety risk helps prevent incidents before they happen. Why Driving Sunstrike Awareness Matters in New Zealand New Zealand’s road network includes many east‑west routes, and winter commuting often coincides with sunrise and sunset. Combined with high vehicle use and busy urban roads, this makes driving sunstrike a real and ongoing safety concern. Improving public understanding of driving sunstrike helps drivers recognise the risk, adjust their behaviour, and make safer decisions on the road.

Recent News Request a Consultation National Fuel Levels The government has announced their plans to mitigate the effects of the fuel situation and keep fuel flowing in NZ. Below is a brief outline of the 4 Phases: The government will monitor the situation and global developments, and work with fuel companies to keep fuel moving efficiently throughout NZ Active coordination between the government and the fuel industry to support increased efforts in demand reduction, a bigger push for voluntary reduction of fuel usage by households and businesses Prioritising fuel for freight and food supply chains, emergency services, and key industries of NZ’s economy Further prioritisation where necessary Amendment Bill Submissions Closed The public submissions for the Health and Safety at Work Amendment Bill (2026) closed at 11:59 pm on Wednesday, 18th March 2026. The NZ Parliament committee is now reviewing the proposals submitted. The Bill itself seeks to reduce compliance costs to improve the way New Zealand’s health and safety system operates, increase clarity for businesses and organisations, and support reductions in the incidence of workplace fatalities, injuries, and illnesses While there isn’t much to report yet, we’ll be sure to keep you informed once there is! A Safety Culture Built to Last A recent routine incident at NZ’s deepest gold mine highlighted the benefits of years of safety training through the team’s effective response. It can be easy to think that no incidents mean your workplace is safe, or that having a good response means you can loosen up, but it’s important to continue safety training and stay on top of possible hazards or incidents to keep your workplace as safe as possible. The Importance of Storing Fuel Safely With the price of fuel on the rise, WorkSafe NZ is reminding businesses of the dangers of petrol. Not storing petrol correctly puts your workers, property and the public at immense risk as petrol is extremely hazardous. The flammable vapours not only ignite easily, but exposure to them can cause respiratory irritation, loss of coordination, and dizziness. Extremely concentrated exposure can even lead to unconsciousness or death. Consultant’s Corner If I say “sunstrike”, what comes to mind for you? “For me, it’s the moment a ray of sun hits my windshield just so and leaves me momentarily blinded. With daylight savings past, a lot more of us are going to be driving during peak sunstrike hours. Sunstrike is a serious road safety hazard; even a few seconds of impaired visibility can cause intense damage. While we can’t eliminate this risk entirely, we can arm ourselves with the knowledge of what it is, when it’s most prevalent and take reasonable steps to mitigate its effects.”

With global fuel supply uncertainty making headlines across New Zealand, safe fuel storage is in the spotlight, and for good reason. Recent updates to the national fuel response planning highlight the importance of keeping fuel available for critical services, but at the workplace level, the priority remains clear: store fuel safely or risk serious harm. For businesses in Hamilton and across the Waikato, getting fuel storage right isn’t just good practice, it’s a core part of your H&S responsibilities. Why fuel storage matters more than ever Petrol and other fuels are highly hazardous substances. They release flammable vapours that can ignite from something as simple as a spark, a heat source, or even static electricity. Incorrect storage can lead to: Fires and explosions Harm to workers and the public Significant property damage Legal consequences for your business With potential supply disruptions on the horizon, some businesses may be tempted to store extra fuel. But storing more fuel increases your risk if it’s not done correctly. Key H&S rules for storing petrol at work Here are the essentials every Waikato business should follow: ✔ Use approved containers only Maximum 25 litres per portable container Fill to no more than 95% capacity to allow for expansion Ensure lids are secure and containers are in good condition ✔ Know your storage limits Storing more than 50 litres of petrol? You’ll need a Location Compliance Certificate This must be issued by a qualified compliance certifier ✔ Store fuel in the right place Fuel should always be kept: In a well-ventilated area Away from ignition sources (flames, sparks, electrical equipment) Out of direct sunlight Avoid storing petrol in: Garages or back rooms Shipping containers Vehicles (especially boots) Any enclosed or poorly ventilated space Common mistakes we see in Waikato workplaces As an H&S consultancy working with local businesses, these are some of the most frequent fuel storage risks we come across: Storing petrol in non-approved containers Keeping fuel too close to hot equipment or electrical gear Leaving containers in vehicles or direct sunlight Overfilling containers Storing fuel indoors without proper ventilation Even small oversights can quickly turn into serious hazards. Safe handling: just as important as storage Good H&S practices don’t stop at storage. Make sure your team knows how to safely handle fuel: Never refuel a running or hot engine (wait at least 10 minutes) Always refuel outdoors Use a funnel or a proper spout No smoking or open flames nearby Change clothing immediately if contaminated with fuel What the national fuel plan means for your business The Government’s updated fuel response plan outlines how fuel may be prioritised if supply becomes constrained. In more serious scenarios, fuel could be prioritised for: Emergency services Freight and supply chains Essential industries For Waikato businesses, this reinforces the need to: Use fuel efficiently Avoid unnecessary stockpiling Ensure any stored fuel is managed safely and legally How your business can stay compliant If you’re unsure whether your current setup meets H&S requirements, it’s worth reviewing: Your fuel storage quantities Container types and condition Storage locations and ventilation Staff training and procedures A proactive approach now can prevent costly incidents later. Fuel is essential to many businesses across Hamilton and the wider Waikato, but it comes with real risks. With global uncertainty and increased focus on fuel security, now is the time to make sure your H&S practices are up to standard. Safe storage isn’t just about compliance, it’s about protecting your people, your business, and your community.

4 Important Health & Safety Lessons We work to prevent accidents and mitigate their effects, but when they do happen, it’s important to look into what we can learn from them . Christchurch Worker Loses Finger Back in April 2023, a worker at a French bakery in Christchurch had his index finger amputated, his thumb partially amputated, and his middle finger crushed after his hand got pulled into the bakery’s machine rollers. The company has been sentenced after admitting work health and safety failures during a WorkSafe investigation following the accident. Three critical failures led to this accident: Gaps in training and supervision Lockout failures Incomplete risk assessments This accident highlights an unfortunate reality within New Zealand’s work health and safety, with WorkSafe saying these fundamental safety failures are far too common in our workplaces. This Year's Seminar: Under Pressure We all experience pressure , from weather delays to tight deadlines, but some teams still manage to work safely, calmly, and professionally at the worst of times. This year, our interactive seminar explores what exactly high-performing teams do differently when under pressure. Interested in attending? A Guide to Work and Safety in NZ There are four core pillars of workplace safety  in New Zealand: Leadership and due diligence Risk management Worker engagement and participation Incident reporting and notification Having a  living health and safety system   at work that incorporates these four pillars is the best way to meet HWSA requirements. Consultant’s Corner By Tracey Murphy. Health and Safety at Work Amendment Bill “In my opinion, some of the changes are simple and reasonable. Such as providing further explanation about what a notifiable injury or illness is, or even just defining critical risks. However, the biggest change causing concern regards small PCBUs, which are defined as those with fewer than 20 workers. The proposed change would mean small PCBUs are only required to manage the critical risks in their organisation. This raises considerable concern for the workers of these PCBUs, as harm from non-critical risks already makes up around 75% of ACC’s work-related claims . How much will this percentage increase when responsibility is removed from PCBUs entirely?” Continue reading Know someone who could use a hand with their health & safety? Get 5% off   your next service  when your referral makes their first booking with us! *Offer valid for 6 months after successful referral Connect with Us

By Tracey Murphy . The Health and Safety Amendment Bill was finally introduced in the second week of February this year, bringing months' long speculation to an end. In my opinion, changes like providing more explanation about what a notifiable injury or illness is and defining critical risks are simple and reasonable. The Health and Safety at Work Amendment Bill also clarifies the officer role as one of governance, not operation. PCBUs (person conducting a business or undertaking) who manage or control a workplace that includes open space do not owe any duties to those lawfully accessing the land for recreational purposes, unless the recreation is connected with the PCBU's work or the PCBU has other work happening at the same place and at the same time as the recreational users are present. The Bill's Biggest Change Causing Concern... The biggest change that causes concern regards small PCBUs. These have been defined as a PCBU with fewer than 20 workers (including casuals or seasonal workers, and contractors). PCBUs that use seasonal workers must have fewer than 20 workers for at least nine months of the year. The proposal is that small PCBUs are required to manage only the critical risks in their organisation. Whilst this sounds reasonable at first reading, it raises considerable concern for the workers of some of these PCBUs. Although we would like to believe that all employers and managers are responsible, the reality is that I still hear “people need to take responsibility for themselves” or “use common sense”, or even, “they’ll figure it out”. This approach almost certainly results in poor worker protection and poor quality. Harm from non-critical risks currently makes up around 75% of ACC’s works-related claims. How much might it grow when the PCBUs responsibility is removed?

From girlhood to adulthood, Tracey has always been interested in people’s health and safety, so it’s really no surprise that she ended up establishing a management consultancy firm that helps business owners, large and small, manage their health and safety systems. Back when she was 12 years old, she was eager to join the St John Brigade program and enjoyed every bit of it. She recalls attending a lot of concerts with the brigade, but whether or not she actually saw many performances depended on the drunk members of the audience. She also entered many competitions as a cadet, becoming a National Champion.  Tracey, early teens, in her St John Brigade uniform. During her time with the program, she rose to become a Division Superintendent and only left the organisation at the age of 24, when she moved to Melbourne. Before we follow her over to Australia, though, let’s explore her later years as a Division Superintendent. It was during this period that Tracey decided to train as a radiographer at Auckland Hospital while still with the St John Brigade. Tracey, late teens, standing with four other members of the St John Brigade. It was here at Auckland Hospital that Tracey recalls being the most challenging, yet most rewarding  time she spent as a radiographer. Specifically, the time spent working in the ICU department, working with unconscious patients. This presented the team with the challenge of getting the results they needed without the cooperation of the patient. "It was challenging work, but knowing that we were contributing to the hopeful recovery of the patients was extremely rewarding." It was after completing her training at Auckland Hospital that she decided to move to Melbourne, where she worked as a qualified radiographer at a private practice for a year. However, like many Kiwis, New Zealand was still her home, and she found herself being called back here. Excited to be back in Aotearoa New Zealand, she decided to move to Te Kūiti and work as a radiographer there . Before rescue helicopters became commonplace, Tracey and the team at the Te Kūiti hospital would receive all kinds of patients. Both the emergency and seriously injured patients presented the biggest challenge and added excitement to the otherwise routine job. As is the way with the passage of time, things always change, and once rescue helicopters and ambulances became the norm, all emergency or grievously wounded patients were rushed past Te Kūiti hospital and taken straight to bigger hospitals instead. And suddenly, the work lost the challenging aspect that Tracey valued . A little while after this, Tracey happened to meet her husband, Allan, while helping to look after a sick family member. They decided to co-found AMS Group Limited, a PTE for commercial driver training. A photo taken by Tracey of her husband, Allan, and some of their team from AMS Group. By this point, the Health and Safety in Employment Act 1992 (HSEA) had already come into effect. However, Tracey and her husband soon realised many businesses knew very little about it as they found themselves helping their clients with their health and safety management. Tracey witnessed many health and safety incidents during this time , ranging from one client having seven serious or potentially serious incidents within a span of six 6 months, to another client doing up a twitch incorrectly, which sprang back, hit him in the face, and caused him to lose an eye. Tracey recognised there were many dangerous but avoidable incidents  occurring because businesses couldn’t manage their health and safety properly, a topic she had become more and more passionate about over the years. It wasn’t too much later that a serendipitous flyer made its way into Tracey’s mailbox, advertising a Diploma in Health and Safety . Tracey went on to complete this Diploma, and then decided to establish Safewise, the health and safety management consultancy firm we all know and love today, in September 2008. The early days were hard; she worked from home alone and had very few clients, but she persevered, and in 2014, she had built up the business enough to warrant hiring her first employee to assist with administrative tasks. Tracey went on to complete a Graduate Diploma in Occupational Safety and Health . She also joined the New Zealand Institute of Safety Management (NZISM) and was on the Waikato branch executive committee for just over a decade. She has been graded as a Professional member of NZISM and is a member of the HASANZ register . And now, 12 years on from her first hire, Safewise consists of a small yet thriving team who are all passionate about helping New Zealand SMEs with their health and safety management systems . Just what will the next 12 years bring? The Safewise team wrapping the Christmas presents for their Management Clients, 2025.

The days are finally getting longer again, and we're out and about socialising more too. It's important to have fun in life but remember to consider whether you have to go to work soon after socialising or not. Make sure you have plenty of time to rest after partying before you have to head to work. What are the alcohol limits for drivers? For drivers under 20 years, the limit is zero For drivers 20 years and up, the limit is 250mg The blood alcohol is 50mg of alcohol per 100ml of blood (0.05) What happens if you fail an evidential breath test? If you fail an evidential breath test between 251 and 400 micrograms of alcohol per litre of breath, you'll receive an infringement notice with a $200 infringement fee and 50 demerit points. It's also important to note, you can still be over the limit the following day depending on how much you had to drink. Tips for staying safe at work this festive period Don't drink or use drugs before work Get enough sleep so that you can work safely and effectively Contact your manager if you aren't able to work safely

The NZ Herald recently had a couple of articles about a car versus a bus accident in Te Anau. The first photo I saw was the burnt wreck of both vehicles. However, the second article I saw showed the vehicles fully alight, flames leaping high, and black smoke filling the sky. The article read that the man inside the car was screaming for help. Around the same time, there was a fatal car versus train incident near Matamata. The photos, and story, about the Te Anau accident appalled me. There will be many people who see, and read, that article who are connected with the victims. These may be family, friends and work mates. The trauma of knowing a person has been burnt alive is huge, but becomes insignificant when the imagined becomes the reality, thanks to the photos. I know a person who was one of the first on the scene at the train incident. These are two examples of trauma which may not be work related. Regardless of this, as responsible employers or managers, we need to manage these situations. A worker who is traumatised is not going to be a safe, or productive, worker. One of the first things we can do is have an organisational culture which encourages workers to tell us when things are affecting them. Let them know that it’s okay to speak up, and they won’t be judged or ridiculed for “being soft”. Be clear about who workers can talk to. This may be their direct supervisor, or the health and safety, or HR manager, depending on the organisation. Workers need to be told that it is their responsibility to speak up, if they are suffering from trauma. They need to understand that their managers are not mind-readers and will not automatically know that the worker is having a problem. In the event of a workplace trauma, particularly a significant trauma, there will be a lot of options for worker support. Similar steps can be put in place for non-work related trauma. These can include giving them a person to talk to, assisting with finding counselling, giving them some time off. Possibly, a driver who has witnessed an horrific crash may benefit from having another driver with them for a period of time. As employers and managers, we can offer support, but it is up to the worker to accept it. Some workers will respond better to different types of support than others. It is in everyone’s best interests to listen to, and support, workers.