SEARCH RESULTS

The Beginning of Givewise With all of Aotearoa New Zealand suffering from the aftereffects of COVID-19 back in 2020 and 2021, many charities went above and beyond to help support their local community. It was seeing this that the founder of Safewise, Tracey, finally came to a decision. For quite a while, leading up to this, Tracey had been wanting to figure out a way for the Safewise team to give back to the community. Through seeing all these amazing charities out there doing their best, she realised Safewise could do its part in giving back by supporting them. And so, Safewise's charitable arm, Givewise, was started. At the beginning of each year, Safewise holds a team strategy meeting. It's at this meeting that each team member nominates a local charity for Givewise to support for the year. While the selected charity was initially drawn at random from a hat, it's now decided on through amiable discussion. This Year's Chosen Charity Givewise is excited to be fundraising for Rainbow Place ! Rainbow Place does amazing work providing specialist care to children and young people who are living with advanced or life-limiting health conditions. All families are different, and so are their journeys. Rainbow Place strives to provide palliative care that will improve the quality of life for both the child and their family. Rainbow Place is currently working on building a sensory room for the kids and young people in their care, and we're hoping our fundraiser can help with that. This Year's Fundraiser To fundraise for Rainbow Place, this year's seminar in collaboration with James Marris ( Aurora Zone Coaching ), will be free to attend with a Koha donation. The seminar explores the topic under pressure: what high-performing teams do differently in an interactive workshop style, and a representative from Rainbow Place will come along to say a few words about the charity, too. What can I donate? As Rainbow Place cares for children and young people with advanced or life-limiting conditions, their needs are a little more specific: Sensory Sam gift card Sensory sack items If you aren't able to make the purchase yourselves, you can give the money to the Safewise team, and we will go make the purchase for you. Past Local Community Support Activities As we've gone over the charity we'll be supporting this year, let's give a little love to the charities we've supported over the last few years. Kids in Need Waikato Givewise has worked with Kids in Need twice now. We initially supported them back in 2022 and more recently in 2025. In 2025, we held a Wellbeing in the Workplace seminar, where entry was free with a Koha donation. We also had clients making donations outside of the seminar, too. Attendees arriving at the seminar. The Koha donations received at the seminar. Ann, Sara, Tracey, and Michélle handing over the final donations not gathered at the seminar. Bellyful In 2024, we ran a pasta drive. We collected packets of dry pasta and donated them to Bellyful. Tracey and Michélle , our office manager, handing over the pasta we collected. The Cake Detective Back in 2023, we ran an icing sugar drive and also donated $500 to the Cake Detective. The Safewise team handing over the donated goods and their donation cheque to Laura from The Cake Detective. Kids in Need Waikato In 2022, we ran the Undie 500 fundraiser, where we aimed to raise 500 pairs of underwear. With the help of our clients, we managed to donate more than 500 pairs. We also donated $500. Some of the goods that were collected along with our donation cheque. Paws 4 Life In 2021, we ran a Gingo night (read gin tasting and bingo). This was held at Windy Ridge and also included a raffle/auction among other games, where all proceeds went to Paws 4 Life. Guests enjoying Gingo night. One of the raffle winners with Tracey . Huggable Hearts - 2020 The very first charity we fundraised for after establishing Givewise . We ran a quiz night where proceeds went to Huggable Hearts; in total we donated $1800, 60.5kg of rice, and 30kg of fabric, as well as 10 hours of volunteer time and some of the team helping to paint rocks. Some of the donations raised alongside the hearts Huggable Hearts creates. One of the products Huggable Hearts creates. The Joy in Giving Back We love being a Waikato-owned and operated business, so being able to help give back to the community through helping out the local charities is a great joy of ours. Each year since starting Givewise, we've been able to learn more about the local charities here in Waikato and have really enjoyed getting to know their teams and helping them on their mission. While this year is still quite young, we're excited for what it and the following years will bring! The Safewise Team

Workplace Safety in New Zealand: Why It Matters Workplace safety in New Zealand is more than just a legal requirement; it is an essential part of running a responsible and successful business. When organisations prioritise health and safety ( H&S ), they protect their people, strengthen team morale, and reduce costly disruptions caused by injuries or incidents. Across industries such as construction, manufacturing, agriculture, hospitality, and offices, having strong safety operating procedures and a proactive safety culture helps businesses operate smoothly while keeping workers safe. Whether you are a small business owner, site manager, or team leader, the following tips can help you strengthen workplace safety in New Zealand in practical and achievable ways. 1. Build a Strong Health and Safety Culture One of the most effective ways to improve workplace safety is to create a culture where safety is part of everyday work , not just a checklist. Encourage open communication about hazards and safety concerns. When employees feel comfortable reporting risks, near misses, or unsafe conditions, problems can be addressed before accidents occur. Ways to build a positive H&S culture include: Regular team discussions about safety Encouraging workers to report hazards Recognising safe behaviour Leading by example from management When safety becomes part of daily routines, employees are more likely to look out for both themselves and their colleagues. 2. Develop Clear Safety Operating Procedures Safety operating procedures provide clear instructions on how to perform tasks safely . These procedures reduce confusion and help ensure that everyone follows the same safe practices. Well-written procedures should be: Easy to understand Accessible to all staff Specific to the task or equipment Regularly reviewed and updated For example, machinery operation, chemical handling, working at heights, and manual handling tasks should all have documented safety operating procedures. These guidelines help workers know exactly what is expected and how to minimise risks. 3. Provide Regular H&S Training Training plays a critical role in workplace safety in New Zealand. Employees need to understand the hazards associated with their work and know how to manage them. Effective training might include: Site-specific safety inductions Equipment training Emergency procedures Hazard identification First aid awareness Training should not be a one-time event. Regular refreshers help keep safety knowledge current and ensure new workers understand the organisation’s H&S expectations. Give us a call to organise some H&S training for your team! 4. Identify and Manage Workplace Hazards Every workplace has hazards, but identifying them early makes them easier to control. Common workplace hazards in New Zealand include: Slips, trips, and falls Heavy machinery Hazardous substances Electrical risks Manual handling injuries Conducting regular hazard assessments allows businesses to evaluate risks and take steps to reduce or eliminate them . We talk more about the importance of hazard identification and reporting here . A simple process often works best: Identify the hazard Assess the level of risk Implement controls to reduce the risk Monitor and review the solution This approach helps maintain consistent workplace safety standards . 5. Encourage Employee Participation Employees are often the people most familiar with day-to-day work tasks, which makes their input extremely valuable. Encourage staff to participate in H&S initiatives by: Involving them in safety meetings Asking for feedback on safety operating procedures Including workers in hazard assessments Creating health and safety committees When employees feel involved, they are more likely to support and follow safety practices. 6. Keep Safety Documentation Up to Date Good documentation helps organisations stay organised and demonstrate compliance with requirements for workplace safety in New Zealand. Important H&S documents may include: Hazard registers Incident reports Training records Safety operating procedures Emergency plans Reviewing and updating these documents regularly ensures they remain accurate and relevant as the workplace evolves. 7. Prepare for Emergencies Even with strong safety measures in place , emergencies can still happen. Having a clear response plan helps protect workers and reduce confusion during stressful situations. Emergency preparedness should include: Clearly marked evacuation routes Fire safety equipment First aid kits Trained first aid personnel Emergency contact procedures Regular drills help ensure employees understand what to do if an emergency occurs. Final Thoughts on Workplace Safety in New Zealand Improving workplace safety in New Zealand does not require complicated systems. Often, the most effective approach is a combination of clear communication, strong H&S practices, and well-defined safety operating procedures. By focusing on practical steps, such as training employees, identifying hazards, encouraging participation, and maintaining clear documentation, businesses can create safer environments for everyone. A commitment to workplace safety protects not only employees but also the long-term success and reputation of the organisation. When safety becomes part of everyday operations, both people and businesses thrive. Not sure where to start or need a hand taking your H&S to the next step?

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?

In the world of workplace safety in New Zealand , real-life incidents provide an opportunity for us to learn more about risk management than any manual could ever teach us. A recent case highlighted by WorkSafe New Zealand  shows how even straightforward risks can lead to serious harm when basic health and safety principles are overlooked. Here’s what your business should take away from it, and how effective health and safety management  and workplace health and safety  support can make all the difference. A Preventable Incident Back in March of 2024, a forklift incident in Papatoetoe, Auckland, led to a gas explosion  that left the driver with burns and the inability to work for nine weeks. WorkSafe New Zealand ’s investigation concluded this was not an unforeseeable freak accident; it was preventable. The company involved had systems and procedures on paper, but failed to enforce them in practice. The hazard could have been eliminated entirely with a simple adjustment, separating forklift operations from gas cylinder degassing. This incident underscores a crucial point: Identifying a risk isn’t enough; controlling and eliminating it is what keeps people safe. What This Means for Your Business Here are the key takeaways for anyone committed to improving health and safety management  in New Zealand workplaces: Don’t Mistake Paper for Action Many businesses tick boxes, from safety plans to written procedures, and assume that’s enough. But if procedures aren’t monitored, enforced, and reviewed regularly, they’re just paper and provide no value to workplace safety in New Zealand. Real safety comes from consistent implementation and follow-through. Simple Solutions Can Have Big Impact Not all hazards require complex engineering fixes or massive investment. Often, risk elimination or control is as simple as re-sequencing tasks, improving planning or strengthening supervision. Act on Identified Risks Promptly In the Papatoetoe case, the company eventually bought better equipment after  the incident. That same decision before  the work could have prevented the explosion entirely. Proactive risk control saves lives. Compliance Doesn’t Replace Management Having a compliance certificate doesn’t mean your workplace is safe. Ongoing workplace health and safety   management requires daily attention, leadership commitment, and a culture that supports safe behaviour. Why Health and Safety Support Matters Workplace accidents hurt both people and businesses. Beyond the immediate human impact, workplace incidents can lead to legal action, fines, reputational damage, and lost productivity. The WorkSafe  case highlights that regulators expect more than paperwork: they expect leadership that demonstrates health and safety practices. That’s where specialised health and safety support  comes in: Independent reviews of your hazard controls Practical training that engages your team Up-to-date documentation and auditing Mentoring and ongoing strategic guidance At its core, excellent workplace health and safety is a strategic advantage. It helps protect your people, builds trust with clients and regulators, and supports long-term business resilience. Closing the Gap Between Knowing and Doing for Workplace Safety in New Zealand The landscape of workplace safety in New Zealand  is shaped by incidents like the Papatoetoe explosion, not because risks are unavoidable, but because the right controls were never fully put into action. Health and safety leaders have a duty to close that implementation gap. If you’re wondering whether your current systems are truly protecting your workforce, now is the time to ask: Are our procedures enforced every day? Are hazards eliminated where possible? Do our people understand and embrace safety? Effective health and safety management is more than just compliance; it’s care in action. If you’d like personalised support improving your organisation’s health and safety systems, Safewise   is here to help. Contact us for practical guidance and peace of mind.

Understanding work and safety in NZ  requirements is essential for every New Zealand business, whether you’re running a construction company in Auckland, managing a manufacturing site in Whakatāne, or leading a small professional services team in Hamilton. At Safewise, we work alongside organisations in Aotearoa to simplify health and safety compliance and turn it into something practical, effective, and people-focused. In this guide, we break down what “Work and Safety in NZ” really means, how the system works, and what your business needs to do to stay compliant and safe. What Is Work and Safety in NZ? When people search for work and safety NZ , they are usually referring to New Zealand’s national workplace health and safety framework, governed by the Health and Safety at Work Act 2015 (HSWA) . The primary regulator responsible for workplace safety in New Zealand  is: WorkSafe New Zealand WorkSafe NZ is the government agency that: Enforces health and safety laws Provides guidance to businesses Investigates workplace incidents Promotes safer work practices across all industries Why Work and Safety in NZ Matters for Your Business Every business in New Zealand has legal obligations under HSWA. If you are a Person Conducting a Business or Undertaking (PCBU), you must ensure, so far as is reasonably practicable, the health and safety of: Workers Contractors and subcontractors Visitors Anyone affected by your work Failing to meet your H&S  responsibilities can result in: Significant fines Enforceable undertakings Prosecution Reputational damage Harm to workers and their families More importantly, strong workplace safety systems create healthier teams, better productivity, and stronger business performance. The Core Pillars of Workplace Safety in New Zealand To meet work and safety NZ (HWSA) requirements, your organisation needs more than a policy folder. You need a living system. Here are the essential pillars: 1. Leadership and Due Diligence Officers (directors and senior leaders) must exercise due diligence. In a broad sense, that means: Knowing about work health and safety matters Understanding your operational risks Ensuring appropriate resources and processes are available to manage the risks Having processes to know about and respond to health and safety information, including incidents, hazards and risks Complying with their health and safety duties Verifying that the processes are in place and that they are used Strong leadership drives a strong safety culture. 2. Risk Management Under workplace safety New Zealand law, businesses must identify hazards and manage risks using the hierarchy of controls: Eliminate Substitute Isolate Engineer Administration PPE Risk management should be ongoing — not just completed during audits. 3. Worker Engagement and Participation Work and Safety NZ legislation requires businesses to actively involve workers in health and safety matters. This includes: Health and Safety Representatives (HSRs) Worker participation practices Consultation on hazards and changes Engaged workers are one of your strongest safety controls. 4. Incident Reporting and Notification Certain incidents must be notified to WorkSafe New Zealand, including: Serious injuries or illnesses Serious incidents Work-related deaths Having clear reporting processes ensures compliance and continuous improvement. If you’re unsure what qualifies as notifiable, our consultants can guide you through the requirements. Common Gaps in Work and Safety NZ Compliance Many organisations believe they are compliant — until something goes wrong. Common weaknesses we see include: Generic health and safety manuals that don’t reflect real operations Outdated risk registers Poor contractor management Limited leadership visibility in safety Inadequate training and/or training records Lack of regular system reviews If any of these sound familiar, it may be time for a structured H&S review. Book a health and safety systems review with Safewise to ensure your business meets work and safety NZ standards confidently and practically. Industry-Specific Workplace Safety in New Zealand Work and safety NZ requirements apply across all sectors, but risk profiles vary significantly. For example, high-risk industries face increased regulatory scrutiny and often require: Site-specific safety plans Contractor prequalification Regular toolbox meetings Stronger risk controls Safewise provides tailored support to ensure your safety system matches your actual risk environment . The Role of H&S Consultants in Safe Work New Zealand Navigating workplace safety in New Zealand can be complex, particularly for growing businesses or those without internal H&S expertise. An experienced consultant can help with: Health and Safety Management System development Site audits and gap analyses Risk assessments Training and workshops Contractor management frameworks Incident investigations Ongoing advisory support At Safewise, we focus on practical, implementable solutions, not paperwork for paperwork’s sake. If you're looking for hands-on support with safe work New Zealand  compliance, explore our consulting services or speak directly with one of our consultants . Creating a Proactive Safety Culture Compliance is the minimum standard. The most successful organisations go further by building a proactive safety culture. That includes: Visible leadership commitment Regular safety conversations Learning from near misses Continuous improvement Integrating H&S into business strategy Strong culture reduces injuries, improves morale, and strengthens brand reputation. For more insights, explore our related blog on the best ways to prevent notifiable incidents . How Safewise Supports Work and Safety NZ Compliance At Safewise, we partner with businesses across New Zealand to make work and safety NZ  manageable and effective. We help you: Understand your legal obligations Identify and control risk Build practical safety systems Train your team Prepare for WorkSafe NZ engagement Improve continuously Whether you need a full system build, an independent audit, or targeted advice, we can tailor support to your business size and industry. Frequently Asked Questions About Work and Safety NZ What work and safety in NZ requirements do I need to meet? You need to meet the Health and Safety at Work Act 2015, which is regulated by WorkSafe New Zealand, as well as regulations specific to your business and industry. Is workplace safety in New Zealand mandatory for small businesses? Yes. All PCBUs, regardless of size, have duties under HSWA. What happens if I don’t comply with H&S requirements? Your team may be at greater risk of harm. Penalties can include fines, prosecution, enforceable undertakings, and reputational harm. How often should I review my H&S system? We recommend it annually, and whenever there are significant operational changes or incidents. This ensures that your system is up-to-date for your practices and for compliance. Take the Next Step Toward a Safer Workplace Understanding work and safety in NZ  is the first step. Implementing it effectively is the next. If you want practical, tailored support for your organisation: Work and safety in NZ is about protecting people and strengthening your business. With the right systems, leadership, and support, workplace safety in New Zealand becomes a strategic advantage rather than a regulatory burden. Safewise is here to help you build safer, smarter workplaces across Aotearoa.

By Sara Crawford . Last week, during some site reviews, I found myself getting asked about what exactly a near miss is   and when it's best to report it . In my opinion, near misses are valuable opportunities to identify and address underlying issues before they cause harm. So, what is a near miss? A near miss is simply an incident that happens but doesn’t result in any injury, illness, or damage.  Sometimes, it’s described as that racing heartbeat, a sudden uneasy feeling in the stomach, or even some colourful language coming out unexpectedly. While it didn’t cause damage, injury or negative health effects this time, it has the very real potential to do so. The reality is, many injuries happen because hazards, or near misses in safety, go unreported. This can even sometimes be over a long, extended period of time. But unfortunately, one day, the luck will run out, and the near miss turns into an actual notifiable incident . If only those hazards or near misses had been reported sooner, the right people could have had the chance to step in, control the situation, and prevent any injuries from happening.  Why don’t near misses in safety get reported? Both psychological safety and the system set up for reporting near misses play a big role in whether near misses in safety get reported or not. Common psychological concerns  workers face when deciding to report a near miss or not: Fear of blame  – workers aren’t as likely to report an issue or near miss if they think they’ll be blamed for it, which could feel like a threat to their job security Poor role modelling  – if a large part of the team or the higher-ups consistently stay quiet about near misses, workers are more likely to follow this lead and stay quiet as well Fear of embarrassment  – workers could feel that admitting they made a mistake will make them look incompetent, which can be psychologically taxing and create anxiety Strict hierarchies  – when a workplace has a strict hierarchical culture, reporting safety concerns or near misses can feel like challenging the authority, which can make workers feel uncomfortable and worry for their job security   Common reporting system issues  workers face when deciding whether to report a near miss or not: Overly complicated processes – if reporting a near miss is overly complicated, workers are less likely to find the time needed to make a report and will instead let it fall to the wayside Not recognising near misses  – workers may not see every near miss as being a near miss , or may assume they don’t need to report it if they ‘correct’ the issue themselves Lack of value in reporting – if workers don’t understand why it’s important to report near misses in safety , they’re unlikely to go out of their way to do so How to encourage workers to report near misses? The answer to how to increase reporting near misses isn’t always easy. And we don’t want to receive reports for the sake of reports. If your workplace has a blaming culture, for example, if there’s a focus on fault instead of fixes, you’ll need to address this at its root. Try to implement and nurture a learning culture instead; this can drastically improve your workplace health and safety practices and reporting of near misses. It’s important for everyone to understand that reporting is actually a helpful tool that can reduce risks. When injuries happen, proper reporting ensures that the injured receive the care and support they need, the right procedures are followed, and we can prevent similar incidents from happening again . This way, we all contribute to a safer and more supportive environment.   Steps to improve reporting near misses in safety Introduce your team to the differences between an incident vs accident, as well as near misses. Do they understand the difference between a hazard, risk, and control? Providing training on accident management and hazard risk will help clarify these concepts and explain the procedures your company has in place. Offering training on both topics gives your team a comprehensive, 360-degree understanding of how they are interconnected and part of one unified process. Contact us to discuss how we can help with training your team Discuss these reports during team meetings, daily pre-starts, or weekly toolbox talks. For example, reassure the team that the injured member is getting the proper care and support, that the hazard has been effectively managed to prevent future injuries, and that continuous measures are in place and being maintained to ensure a safe workplace. Although it might seem straightforward, it's important to give the team the space to report these events and encourage open discussion . And the culture at your workplace plays a big role in the likelihood of near misses getting reported consistently and correctly.

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.