Mana Mahi Aotearoa
Model Code of Practice
Every workplace decision shapes people’s lives. Too often, harm, silence, and fear have been allowed to dominate.
We reject that.
This Model Code of Practice sets out ten principles that are clear, non-negotiable standards for safety, fairness, and dignity at work. They are not aspirations; they are obligations. By holding fast to them, we aim to end toxic cultures and build workplaces where people can thrive, leaders can be trusted, and organisations can be proud.
Our Ten Points for a Healthy Workplace in New Zealand
Protection from Harm
Every worker has the right to be safe — physically, mentally, and socially. Employers must identify and control risks to health and wellbeing, including bullying, harassment, overwork, and psychosocial hazards.
Leading with Integrity
Culture and accountability start at the top of an organisation. Leaders and boards must set the tone: clear expectations, visible accountability, and transparent decision-making.
Fairness as Standard
Pay, promotion, and opportunity must be based on merit, free from discrimination. Every person should feel valued regardless of gender, ethnicity, disability, age, or belief.
Respect and Dignity
There must be zero tolerance for bullying, harassment, or coercion. Disputes are handled with impartial processes, restorative approaches where appropriate, and consequences where necessary.
Speak Up Safely
Every workplace must have trusted, confidential channels for raising concerns. Whistleblowers are legally protected from retaliation, and their voices must be acted upon and not silenced.
A Fair and Just Culture
Workers will not be blamed for honest mistakes. Learning, improvement, and fair accountability guide responses that distinguish human error from misconduct.
Psychological Safety
All staff must be able to contribute ideas, raise concerns, and admit errors without fear. Teams that feel safe to speak are more productive, innovative, and resilient.
Balance and Wellbeing
Employers must support work–life harmony and provide access to wellbeing resources. Flexible arrangements and respect for cultural and whānau commitments are part of sustainable workplace practice.
Continuous Learning
Training, mentoring, and professional development are rights, not perks. Employers must invest in growth so that people can do their best work and prepare for the future.
Partnership and Participation
Workplaces thrive when decisions are shared. Employers must involve staff, unions, and — where relevant — iwi and communities in shaping policies, practices, and futures.
These ten points are not aspirations. They are obligations — the minimum every workplace in New Zealand must uphold for people to be safe, respected, and able to thrive.
References
Global Standards
ISO 45003:2021 Psychological health & safety at work
WHO Guidelines on Mental Health at Work (2022)
U.S. Surgeon General’s Framework for Mental Health & Well-Being (2022, updated 2025)
ISO 37002:2021 Whistleblowing management systems
ISO 30415:2021 Diversity & inclusion
OECD Guidelines for Multinational Enterprises (2023)
ILO Convention 190 & Recommendation 206 (2019)
New Zealand
WorkSafe NZ: Preventing & responding to workplace bullying (2017, refreshed guidance 2025)
WorkSafe NZ: Managing psychosocial risks (2025)
Health and Safety at Work Act 2015
Employment NZ: Bullying/harassment/discrimination guidance (2024)
Protected Disclosures (Protection of Whistleblowers) Act 2022
Public Service Commission: “Speaking Up” model standards (2025)
Te Whare Tapa Whā model; tikanga Māori employment guidance
MBIE Māori Employment Action Plan – Te Tiriti principles
Australia
Safe Work Australia: Model Code of Practice – Managing Psychosocial Hazards (2022)
Respect@Work: Australian Human Rights Commission (2020–)
NSW & Queensland approved psychosocial codes (2023–)
United Kingdom
HSE Stress Management Standards (updated 2025)
ACAS bullying/harassment guidance (2025)
Financial Conduct Authority non-financial misconduct proposals (2025)
United States & Canada
EEOC Enforcement Guidance on Workplace Harassment (2024)
CSA Z1003 (R2022): Psychological health & safety in the workplace (Canada)
Canada Bill C-65 (in force 2021)
Cross-cutting Concepts
Edmondson, A. C. (2019). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Hoboken, NJ: Wiley.
Dekker, S. (2012). Just Culture: Balancing Safety and Accountability (2nd ed.). Farnham: Ashgate.
Marx, D. (2001). Patient Safety and the “Just Culture”: A Primer for Health Care Executives. New York: Columbia University.
EU Whistleblowing Directive (2019)
