Business and workplaces

We are pleased MBIE is looking at this important issue; and that the issues paper considers the impacts of bullying on populations that are more likely to experience overlapping and interdependent discrimination. 

Through this submission, the MHF emphasises the importance of employers supporting and protecting their workers' mental health, which is just as important as the obligations of workplaces to ensure physical health and safety. 

If a social insurance scheme is implemented by government, the MHF fully supports the coverage for health conditions and disability, including mental distress or ‘illness’. However, the MHF considers more discussion is needed about whether a social insurance scheme is the best approach to address job loss. Regardless of whether or not a social insurance scheme is introduced, the MHF endorse wider reforms to support employment (including job loss) such as centralised and intensive employment support and promoting mentally healthy workplaces to promote wellbeing, prevent mental distress and respond appropriately to employees experiencing mental distress. We strongly recommend faster progress to embed evidence-based integrated employment support in health and mental health and addiction services, and to eliminate discrimination and prejudice against people with experience of mental distress in the workplace to help them gain and maintain employment given that discrimination is one of the most significant barriers to employment for people with experience of mental distress.

MHF submission to Worksafe on their draft guidelines Mentally Healthy Work: Good practice guidelines for managing psychosocial risks at work. These guidelines will be an important part of the suite of supports available to create and promote mentally, and culturally, healthy workplaces.

Changes have been proposed to the Health and Safety at Work Act 2015, the WorkSafe New Zealand Act 2013, and the Health and Safety at Work (General Risk and Workplace Management) Regulations 2016, with the aim of streamlining the way Aotearoa’s workplace health and safety system operates.

However, the Bill risks weakening protections by narrowing small businesses’ responsibilities to only manage “critical risks”, which may exclude protecting workers’ mental health and wellbeing. Psychosocial risks (like bullying, burnout, and overwork) may not meet the “critical” threshold but can still cause serious harm, with the burden falling on workers, their whānau, and our health system.

This would affect most businesses in Aotearoa, as around 97% are small businesses – meaning the impact of reduced obligations could be widespread.

Mentally healthy workplaces are good for business. Investing in wellbeing improves productivity and reduces costs like absenteeism and turnover. We recommend supporting small businesses by providing them with practical, accessible guidance to manage risks, not removing their responsibilities.