It would be easy to read that as a lesson for farmers, forestry crews and people working somewhere beyond the last bar of mobile reception - but the risk is broader than that.

A Worksafe inspector can visit your premises and issue an improvement notice with a fine – and people fear this scenario…. But so can a labour inspector?

Recent Employment Relations Authority decisions provide a timely reminder that employment liabilities do not always stop with the company. We look at four recent cases where directors were pursued personally — and one where they successfully defended the claim.

Health and safety law changes taking effect next year will place greater emphasis on critical risks. What does that actually mean, and should businesses start treating their everyday risks differently?

A good workplace culture does not mean everyone is happy all the time. If it did, managers would need to approve every request, overlook every missed deadline and provide a steady supply of Friday muffins - possibly with gluten-free, vegan and “I’m trying to be good” options!

Strong workplace cultures are built on three more substantial foundations…

Regular communication is essential to running a safe and effective business. Meetings allow teams and contractors to discuss what is happening, raise concerns, identify risks and agree on what happens next. Rob Thomson looks at different kinds of workplace meetings, why minutes matter and how SBS is improving the way client discussions are recorded.

Not all forklifts look like your classic LPG machine, but all operators need the right training, competency and authorisation for the equipment they are using.

It starts innocently enough - You send a quick text because it is faster than an email. You message a staff member on Insta because that is where they actually reply. You set up a group chat because the team is out on site and photos are easier to send that way.

So, what is the problem?

When work happens away from a business’s usual workplace, health and safety responsibility does not simply transfer to the landowner, client, principal contractor or host site. More than one PCBU can hold duties in relation to the same work, workplace, workers or risk.

White Ridge Holdings Ltd has been a Safe Business Solutions client for 7 years. Our (SBS) team has been there to support and observe as the business has grown, helping strengthen its health, safety and compliance systems along the way.

Recently, we were talking about staying hydrated and keeping sunblock handy. Now we’re talking about keeping warm and staying dry. It’s time to turn our attention to the seasonal shift in H&S risks.

Employers are often unsure where they stand when tools, plant or workshop space are used after hours for private jobs, favours or the odd ‘homer’. In many trades, that kind of flexibility is almost part of the culture. Access to gear, workshop space or the occasional helping hand can be seen as a privilege of the job and in the right circumstances it can be a reasonable one.

The answer often surprises employers… If an employee has verbally abused a client, damaged a business relationship and embarrassed the company in the process, dismissal can feel like the obvious and immediate response.

Best case scenario, you’ve got eye contact, a bit of back and forth, and people legitimately thinking about the job ahead. Worst case, you have to hold the meetings standing up, to keep your team awake.

As we move further into 2026, a number of significant employment law changes have now come into force, with more on the horizon. None of these changes will come as a surprise, but the practical implications are hitting the coalface. While some have been signaled for a while, we’re now at the point where employers need to start taking action.

A recent Court of Appeal decision has confirmed that trusts can be prosecuted under the Health and Safety at Work Act 2015. While that may not come as a complete surprise, it does sharpen the focus on how health and safety responsibilities sit within trust structures.

Following recent reforms to both the Health and Safety at Work Act 2015 and the Employment Relations Amendment Act 2025, it feels like a timely moment to address something rarely discussed openly: Health & Safety and Human Resources are often treated as separate disciplines in New Zealand, yet their overlap is becoming more significant every year. Issues such as psychosocial hazards, impairment, fatigue and fitness for work sit squarely across both realms. As regulatory focus expands in these areas, the relationship between H&S and HR cannot remain siloed.

2026 will be a year of change for workplace legislation in New Zealand. Across both Health & Safety and Employment legislation, expectations are evolving - for better or worse, time will tell. In Health & Safety, proposed changes to the Health and Safety at Work Act, a pivot in regulatory focus by WorkSafe and clear signals from the Government that it intends to cut red tape for small businesses are creating a climate of optimism, confusion and concern.

People get sick and people get injured – there is no avoiding that fact of life. That is why New Zealand has sick leave provisions, ACC weekly compensation payments and insurance options to help support good employees through their absence from the workplace as they walk the road to recovery - however long it may be. Medical incapacity is a minefield for employers and unfortunately conversations around the management of this issue are arising more and more frequently from our clients.

As a business manager, director or owner you are likely accountable only to yourself for time management and in tough times it is so tempting to prioritise operational matters over Health and Safety. Payroll, invoicing, quotes, purchasing… these seem like tasks which just can’t wait.

But I challenge you to take the first step right now. Can you spare 10 minutes?