WorkSafe NZ reduced its workforce by around 120 roles in 2024 as part of government-directed public sector cost reductions. The restructure changed how the regulator operates — fewer inspectors, a shift away from proactive low-risk workplace visits, and a stronger focus on high-risk industries and systemic failures.
For most NZ businesses, this means less chance of a WorkSafe inspector walking through the door unprompted. It does not mean the legal obligation has changed.
What WorkSafe Actually Changed
The restructure had three practical effects on how WorkSafe operates day to day.
Fewer proactive inspections for low-risk workplaces. Before the restructure, WorkSafe conducted proactive visits across a wide range of industries including retail, hospitality, and office environments. After it, proactive inspection activity is concentrated on the industries with the highest rates of serious harm: construction, agriculture, forestry, manufacturing, and healthcare.
More emphasis on guidance over prosecution for minor breaches. WorkSafe publicly signalled a shift toward education and improvement notices rather than infringement notices for less serious compliance gaps, particularly for smaller businesses engaging in good faith. Prosecutions continue for serious harm events regardless of business size.
Reduced advisory capacity. WorkSafe previously offered direct advisory support — site visits to help businesses improve their H&S systems. That capacity was significantly reduced. Businesses that relied on WorkSafe to identify issues for them need a different approach.
What Has Not Changed
The Health and Safety at Work Act 2015 remains unchanged. The duty of care has not been relaxed. Employers are still required to:
- Identify and manage hazards in the workplace
- Engage workers in health and safety decisions
- Provide adequate information, training, and supervision
- Maintain a record of incidents, near-misses, and hazard reports
- Elect or facilitate the election of Health and Safety Representatives where workers request them
Importantly, the penalties have not changed either. A body corporate can still face fines of up to $3 million for a reckless act causing serious harm, and up to $1.5 million for failing in its primary duty of care. WorkSafe's reduced inspection frequency does not reduce these consequences when something goes wrong.
The Self-Management Gap
The restructure creates a gap for businesses that previously relied on external intervention to identify compliance issues. When inspectors were visiting regularly, many employers treated inspection findings as their primary feedback mechanism on H&S performance. That feedback loop is now less frequent for most.
Businesses that fill this gap with internal processes are better positioned regardless of whether WorkSafe ever visits. Businesses that do not are exposed — because when WorkSafe does respond, it is typically after a serious incident, and the question they are asking is whether the employer had adequate systems in place before the event.
An employer who can demonstrate a functioning hazard register, regular toolbox talks, completed training records, and documented risk assessments has a materially different conversation with WorkSafe investigators than one who relied on the absence of prior enforcement action as evidence of compliance.
The H&S Rep Function Becomes More Important
Health and Safety Representatives are an internal oversight mechanism. Where WorkSafe has reduced external touchpoints, HSRs fill some of that function — they conduct workplace observations, raise hazard concerns, and ensure worker voices reach management.
Businesses with 20 or more workers must facilitate HSR elections if workers request them. Smaller businesses are encouraged to have the conversation with their team regardless of the legal trigger.
Critically, HSRs who have not completed accredited training are less effective. The training equips them with the skills to investigate near-misses, engage with WorkSafe if needed, and issue Provisional Improvement Notices where a serious risk is present and management is not acting. See our guide to Health and Safety Representative training in NZ for what the accredited training covers and how to get your reps qualified.
What to Do in Response to the Restructure
The most practical response to WorkSafe's reduced proactive presence is to build the internal systems that a WorkSafe inspector would have previously prompted you to build.
- Conduct a hazard review. When did you last systematically review the hazards in your workplace? If it was more than 12 months ago, do it now.
- Check your training records. Do you have evidence that all workers in high-risk roles have completed relevant training? Gaps in records are treated as gaps in compliance.
- Establish a regular H&S meeting cadence. Monthly toolbox talks or safety meetings create a paper trail of ongoing engagement.
- Review your incident and near-miss reporting process. Workers need to be able to report without fear of consequences. If your reporting rate is unusually low, investigate why.
- Facilitate HSR elections if you have not already. If your team requests it, it is a legal requirement. If they have not asked, consider raising it proactively.
WorkSafe will still respond to serious harm notifications. When they do, your documentation is what demonstrates whether you met your duty of care. Build those records now, not after an event.
Manage your team's H&S training and records with WyzAZ