Access the RA Emergency Information Hub here
We’re thinking of all our members and teams as severe weather continues to impact many parts of the country on Wednesday 21 January. While conditions are evolving nationwide, at this stage a State of local emergency has been declared for Whangārei, Thames Coromandel and Hauraki Districts and for Bay of Plenty due to severe weather in the North Island. Disruptions are widely expected everywhere.
Although this weather event is different, we recognise that the timing and nature of it may bring back difficult memories of Cyclone Gabrielle for many of you and your teams. We understand this can heighten anxiety and uncertainty, and we encourage you to check in on one another and prioritise wellbeing alongside safety – access our wellbeing tools here.
The safety of you, your staff, and your whānau is the priority. If you or your business are affected, it’s important to act early and stay informed. Below you’ll find key guidance, including employment considerations during emergency situations.
Our Emergency Information Hub brings together practical resources and links to external support and updates to help you navigate this period and support your people.
We’ll also continue to share important updates here as they become available. Please take care and look out for one another and if members need to access our Helpline support please contact us on 0800 737 827.
Overarching employment advice for businesses affected by an emergency situation
- Clear communication is essential. Like all emergency situations, you are faced with an unusual situation, and some of it is probably not covered by employment agreements. Employers and employees need to talk openly and early about what is possible and what support is needed.
- Be flexible and practical where you are able. This is a time for understanding and common sense, with a shared focus on safety and getting through the disruption together.
- Safety comes first. If employees are concerned about travelling to work or about the work they are being asked to do, they should raise this with, you, their employer. Those concerns must be taken seriously and discussed. Employees have the right to refuse unsafe work. Ideally, concerns should be discussed before it reaches that point. If you believe work is safe, clearly explain why and share the steps taken to manage risks.
- Any change in duties must be agreed and safe. If staff are asked to do work outside their normal role (such as clean-up), both sides should be comfortable with this and appropriate safety measures must be in place.
- Work collaboratively. In some workplaces, health and safety representatives or union representatives can help support good decision-making and communication.
- Recognise the human impact. This is a significant event and people will respond differently: Some may need extra reassurance or flexibility. Others may find purpose and stability in helping keep the business running.
- Where possible, keep a simple record of decisions and safety measures taken, and stay aligned with advice from local authorities and emergency services.
Employment FAQ’s
Who decides if workers have to go to work if the business is open?
Employers and employees should talk openly about what is happening at the workplace and reach a mutually agreed plan. Safety must always be the first consideration.
What if a staff member needs to stay home to care for family?
Flexibility is key. With school closures and other disruptions, employers should discuss staff needs and consider practical solutions such as alternative work, leave, or adjusted hours.
Whose responsibility is it to ensure the workplace is safe?
Employers (PCBUs) are responsible under the Health and Safety at Work Act. In extreme circumstances, employers may need expert advice to ensure safety and reassure staff.
What if the business is closed on a usual workday?
Whether employees are paid depends on their employment agreement. Employers should consult staff, consider alternative work or leave options, and document decisions. Any shift cancellations should respect agreed hours and employment agreements.
Can employees be asked to help with clean-up or work outside their usual duties?
This should be discussed openly. Employers must ensure staff are capable, properly supervised, and provided with protective equipment. Individual safety is the priority, and some tasks may need to be completed by trained professionals.
What if an employee feels unsafe or refuses work?
Employees have the right to refuse unsafe work. Concerns should be addressed early, with employers explaining why work is considered safe and the measures taken to protect staff.