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Rest And Meal Breaks

March 3, 2021 | Author: Employsure

Rest And Meal Break Entitlements As of 06 May 2019 amendments to the Employment Relations Act (ERA) re-introduced strict requirements with...

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What Are The Steps In The Hiring Process?

March 3, 2021 | Author: Employsure

What Is A Hiring Process? A hiring process involves, as you might expect, the process of finding, selecting and...

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Vaccinations in the Workplace: Five Things Employers Should Know

March 2, 2021 | Author: Employsure

The vaccine rollout program has slowly commenced, starting with the vaccination of frontline workers who will be administering the...

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What Can I Do If an Employee Refuses to Get the COVID Vaccination?

March 1, 2021 | Author: Employsure

COVID brought with it countless unprecedented changes to arguably every facet of our lives, and none more so than work. Whether...

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The Importance Of Soft Skills In The Workplace

February 26, 2021 | Author: Employsure

The modern workplace is more demanding, complex, competitive, collaborative and diverse than ever. For an employee to thrive under...

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Cultivating A Corporate Look

February 22, 2021 | Author: Employsure

As a business owner, you want your employees to make a good impression on your clients as the ‘face’...

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Physical Appearance In The Workplace

February 19, 2021 | Author: Employsure

In today’s society, tattoos and piercings seem to be more prevalent than ever before. Long gone are the days...

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8 Ways to Improve Employee Engagement

February 16, 2021 | Author: Employsure

Employee engagement is the emotional commitment an employee has to your organisation and its goals. For years, organisations have...

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How to Conduct Effective One-on-One Meetings

February 16, 2021 | Author: Employsure

One-on-one meetings are known to strengthen relationships between managers and their direct reports. They encourage conversations and frequent check-ins,...

employer managing his remote working employees

How to Monitor And Manage The Performance Of Remote Employees

February 15, 2021 | Author: Employsure

One of the biggest challenges with remote working employees that workplaces and businesses face is the lack of face-to-face interaction.  Workplaces and work have been traditionally built...

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A safe system of work is the procedure or process you have in place to eliminate or minimise the risks involved in your workplace operations.

As a person conducting a business or undertaking (PCBU), it is your responsibility to provide a safe and healthy workplace, as far as is reasonably practicable, for your workers. The best way to do this is through conducting a risk assessment of your business and consulting with your employees.

Risk assessments

A risk assessments assists with building your knowledge and understanding of hazards and risks which have been identified in your workplace, so that a decision can be made on how best to eliminate or control them. The goal of a risk assessment is to either remove a hazard or reduce the chances of it occurring by adding additional precautionary or control measures. By doing so, you are creating a safer and healthier working environment.

Risk assessments are highly important as they assist to:

  • create awareness of hazards and risks
  • identify who may be at risk
  • determine whether there are existing control measures for the risk and whether these are adequate, or if more needs to be done

A risk assessment involves:

  • what level of injury or harm could occur
  • determining how the injury or harm could occur
  • assessing the likelihood that the injury or harm will occur
  • ensuring a safe method of working for high-risk work processes or procedures

Part of the new legislation are a set of six regulations that may apply to your operations and business. One of the regulations pertaining general risk and workplace management applies to all businesses and PCBUs. It is essential that you understand when you are required to conduct risk assessments to avoid unnecessary fines, which on conviction tend to be a maximum of $10,000 per failure to uphold a general obligation.


A PCBU must consult, as far as is reasonably practicable, with workers for the business or undertaken who are likely to be directly affected by a health and safety matter within in the workplace. Health and safety consultation is required when identifying hazards, assessing risks and deciding on the best practice to control them.

The duty to consult with your workers is based on the acknowledgement that worker input and participation raises risk awareness and helps to minimise work related injuries or harms to health.

Consultation with your workers is an essential part of managing health and safety risks within a workplace. A safe working environment is much more achievable when all workers are in communication regarding how to identify and appropriately respond to risks.

By involving your workers and requesting their input, more informed decisions can be made regarding how work and duties should be carried out.

Work health and safety consultation with workers should be conducted when:

  • introducing new equipment into the workplace
  • proposing changes which may affect the health and safety of workers
  • identifying hazards and risks which may result from the work being carried out
  • making informed decisions on the best way to minimise or eliminate risks and hazards which have been identified

What is considered ‘reasonably practicable’?

As mentioned above, a PCBU is required to provide and maintain a safe working environment, as far as is reasonably practicable. In simple terms, reasonably practicable means what could reasonably be done at a particular time to ensure health and safety measures are in place.

Employsure is a workplace relations specialist, who can answer any questions regarding safe systems of work for your business, contact Employsure on 0800 568 012. We can assist you in ensuring your workplace is a safe one.

About Employsure

Employsure is one of New Zealand’s largest workplace relations advisers to small and medium businesses, with over 5,500 clients. We take the complexity out of workplace legislation to help small business employers protect their business and their people.

Get Workplace Advice Now

Call Our Team of Expert Advisers Who Will Help You with Your Workplace Questions.

Sexual Harassment

Many people assume they would recognise sexual harassment immediately if they witnessed it in their workplace. However, it may not be as overt as you may think.

Sexual harassment is any unwelcomed conduct or advancement of a sexual nature. This is not limited to physical touching as it can also include any unwelcomed verbal or physical behaviour that causes a person to feel offended, humiliated or intimidated.

Examples of sexual harassment include, but are not limited to:

  • sexually suggestive comments or innuendos
  • intrusive personal questions
  • inappropriate staring or suggestive gestures
  • unwelcomed hugging, kissing, or other contact
  • sharing inappropriate images or videos, such as pornography
  • displaying lewd posters in the workplace
  • offensive comments based on a person’s sexual orientation or gender
  • persistent, unwelcomed social invitations
  • repetitive emails and phone calls

Sexual harassment applies to anyone in the workplace including an employee, a contractor, a prospective employee or a volunteer. It may also take place outside business hours, for example at work related events or between colleagues outside of work.

Sexual harassment can have a serious and damaging effect on a business. As an employer it is your responsibility to have an appropriate sexual harassment policy in place, to make sure your staff are trained on how to identify and react to sexual harassment, have an internal procedure for dealing with harassment complaints and ensure you take appropriate action if sexual harassment occurs.

Employsure is a workplace relations specialist and can assist in implementing sexual harassment policies and procedures into your workplace. Call us today on 0800 568 012.

About Employsure

Employsure is one of New Zealand’s largest workplace relations advisers to small and medium businesses, with over 5,500 clients. We take the complexity out of workplace legislation to help small business employers protect their business and their people.

Get Workplace Advice Now

Call Our Team of Expert Advisers Who Will Help You with Your Workplace Questions.

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