This article was co-authored with Arabella Cull.
Case update: Anthony Michael Gibson v Maritime New Zealand [2026] NZHC 813
On 31 March 2026, the High Court of New Zealand (HCNZ) dismissed the appeal of Anthony Gibson, the former CEO of Ports of Auckland Limited (POAL), and upheld his conviction and sentence by the District
Trauma‑informed interviewing shifts workplace investigations from what may be perceived by employees as adversarial questioning to a structured, supportive dialogue that prioritises psychological safety, enhances memory recall, and produces more accurate and reliable accounts. By applying the techniques outlined in this article to interviews as part of workplace investigations, employers
Procedural fairness and trauma‑informed practice are complementary approaches to investigations. By applying the three rules of procedural fairness, investigators create conditions for investigations that are both legally robust and psychologically safe. Employers should ensure investigators understand how trauma‑informed principles reinforce procedural fairness to deliver fair, transparent, and accurate outcomes.
In
What employers need to know:
By embedding the six core principles of trauma-informed practice to workplace investigations, employers can create respectful, effective processes that lead to more reliable outcomes and foster a culture of trust. We recommend that employers review and align their policies with psychological safety obligations, and ensure that their investigators are trained
The NSW Parliament has narrowly passed the Work Health and Safety Amendment (Digital Work Systems) Bill 2025, introducing the most significant update to the State’s WHS framework in more than a decade. The reforms, an Australian first, respond to the rapid expansion of AI‑enabled management tools, algorithmic scheduling, digital surveillance technologies and automated decision‑making systems
WARNING: Content that may be distressing
The recent sentencing of a Commonwealth government department (Department) for failing to manage psychosocial risks arising during performance management processes is a defining moment for Australian workplaces. It reinforces a point that regulators have been signalling for some time: management of psychosocial hazards are a core part of an
The author acknowledges the contribution of Scott Meagher.
Safe Work Australia (SWA) has published amendments to the model Work Health and Safety (WHS) Act and Regulations which expand incident notification requirements, update licensing arrangements for crane operations and align regulations with current practices. This article focusses on the amendments concerning incident notification.
Victoria’s Occupational Health and Safety (Psychological Health) Regulations 2025 (new Regulations) came into effect on 1 December 2025.
The new Regulations require employers to, so far as is reasonably practicable, identify psychosocial hazards and eliminate any risk associated with a psychosocial hazard. If it is not reasonably practicable to eliminate a risk associated with a
In another important decision regarding wage compliance, the Full Court of the Federal Court has handed down a ruling with major implications for franchisors. The decision confirms that franchisors can be held legally responsible for the wage theft of their franchisees, even where the case against the franchisee relies on a “reverse onus of proof”.
What employers need to know:
Adapting a trauma-informed approach to workplace investigations can greatly reduce harm, improve legal compliance, and lead to more accurate outcomes. By prioritising employees’ safety, trust, and fairness, organisations foster a culture of respect and accountability – ultimately strengthening employee engagement and reducing psychosocial risk.
For decades, the model for workplace