Health, Safety & Wellbeing Policy¶
| Code | PPL-005 |
| Domain | People & Culture |
| Owner | Chief People Officer |
| Status | Draft |
| Applicability | External — Health, safety, and wellbeing obligations for the operating entity's employees. External HR and workplace management processes. |
| Jurisdiction | NZ + AU |
| Business domain | BD11 |
| Review date | 2027-03-25 |
Outside platform boundary
Health, safety, and wellbeing obligations for the operating entity's employees. External HR and workplace management processes.
Regulations: NZ HSWA 2015 · AU WHS Act 2011¶
Purpose¶
This policy establishes the bank's obligations and commitments in respect of the health, safety, and wellbeing of all workers, in compliance with the Health and Safety at Work Act 2015 (NZ) and the Work Health and Safety Act 2011 (AU). It ensures the bank discharges its duty of care as a person conducting a business or undertaking (PCBU) and fosters a workplace where physical and psychological safety are actively managed.
Scope¶
This policy applies to all workers engaged by the bank, including employees, contractors, and temporary staff, in all work locations including offices, remote working environments, and any premises under the bank's control. The psychological safety and wellbeing obligations extend to all workers regardless of their working arrangement or location.
Policy statements¶
The bank SHALL take all reasonably practicable steps to ensure the health, safety, and welfare of its workers and any other persons who may be affected by its work activities. This obligation applies to physical safety in the workplace, psychological safety including protection from work-related stress and mental harm, and the provision of appropriate support resources.
The bank SHALL maintain a Health and Safety Management System that includes a hazard and risk register, documented incident and near-miss reporting procedures, emergency response plans for each physical location, and a programme for regular workplace inspections. The Health and Safety Management System SHALL be reviewed at least annually.
All workers SHALL report hazards, near-misses, and workplace incidents as soon as practicable after they occur. The bank SHALL investigate all reported incidents in a timely manner, implement corrective actions, and maintain records of outcomes. Where an incident meets the threshold for notifiable event under applicable legislation, the bank SHALL notify WorkSafe NZ, Safe Work Australia, or the relevant authority without delay.
The bank SHALL conduct a health and safety risk assessment for all new work activities, significant changes to existing activities, and the introduction of new technology or equipment. Risk assessments SHALL identify hazards, evaluate likelihood and consequence, and document the controls implemented to reduce risk to an acceptable level.
The bank SHALL provide and maintain a proactive wellbeing programme that supports the mental health of all workers. The programme SHALL include access to an employee assistance programme (EAP) with at least three free counselling sessions per year, mental health first aid training for people managers, and regular communication of available support resources. Utilisation data from the EAP SHALL be reviewed by the Chief People Officer and reported to the People & Culture Committee at least quarterly, with privacy protections applied.
People managers SHALL receive training in recognising the signs of work-related stress and psychological harm and in the bank's obligations under the applicable legislation. This training SHALL be completed within three months of a person taking on a management role and refreshed every two years.
The bank SHALL maintain a return-to-work programme for employees recovering from illness or injury. The programme SHALL be tailored to the individual's circumstances, developed in consultation with the employee and, where appropriate, their treating practitioner, and managed by HR with oversight from the Chief People Officer.
Health and safety performance, including incident rates, near-miss reports, and open corrective actions, SHALL be reported to the Board at least annually. Where a notifiable incident occurs, it SHALL be reported to the Board at the next scheduled meeting or earlier if required.
Satisfying modules¶
(No modules assigned yet — manual process)
Part of People & Culture · Governance overview
Compiled 2026-05-22 from source/entities/policies/PPL-005.yaml