Identify where psychosocial risk sits across your organisation.
A web-based psychosocial hazard assessment for NZ workplaces. Independently validated. Aligned with NZS ISO 45003.
Used by leading organisations: Rolls-Royce · EY · Suncorp · Glencore · University of Sydney
What’s actually creating risk in your workplace?
Under the Health and Safety at Work Act 2015, psychosocial hazards must be managed as rigorously as physical ones. WorkSafe NZ’s Good Practice Guidelines now spell out what that means: identify the hazards, assess the risks, implement controls, monitor and review.
Most organisations don’t currently have a structured way to demonstrate they’re doing this. Engagement surveys measure how people feel about work; they don’t measure the work-design factors that create psychological harm. Wellbeing programmes support individuals; they don’t tell you where the organisational risk sits.
A psychosocial hazard assessment closes that gap. It identifies the work-design factors driving harm, ranks them by influence, and gives leaders a defensible, board-ready view of where to act first.
What it measures.
The assessment measures both the hazards that create psychological harm and the strengths that reduce them. Independently evaluated by Griffith University’s RISE Research Unit and judged a “very high-quality survey instrument.” Maps directly to the hazard categories in WorkSafe’s Good Practice Guidelines.
Psychosocial safety climate
How seriously psychological health is treated at the top.
Work design
Workload, role clarity, autonomy, control, support.
Work environment
Physical conditions, technology, resources.
Work relationships
Manager and peer support, fairness, cohesion.
Work experiences
Meaningfulness, recognition, growth.
Harmful behaviours
Exposure to bullying, harassment, discrimination.
Outcomes
Burnout, distress, intent to leave — benchmarked against normative data.
Harms and benefits reported alongside each other, so you know what to defend as well as what to fix.
Griffith University RISE Research Unit · April 2025 · n=598. One of the most thoroughly evaluated psychosocial assessment instruments available — strong on reliability, validity, ethical design and practical applicability.
What this delivers for your organisation.
Different audiences want different answers from the same data. Choose the lens that fits.
For the people running the assessment and answering for it.
Visibility you can trust
A live dashboard with custom analytics, showing where psychosocial risk sits across your organisation — by department, by team, by work type — without compromising individual confidentiality.
Strengths you can defend and scale
The strengths already working in your workplace, named and ranked. Not just a deficit list.
A prioritised plan, not just a dashboard
The three or four work factors that will actually move the needle, ranked and explained. Not forty-seven metrics to triage. And we work alongside your team to support implementation of the plan, not just hand it over.
Defensible evidence
A board- and audit-ready record that you’ve assessed psychosocial risk to the WorkSafe standard. Aligned with NZS ISO 45003. Quoted in the language a regulator uses.
Movement you can show
Re-assessment cycles let you track what’s actually changing, so you can show your board the investment is working, and adjust where it isn’t.
For directors and executives who carry the duty.
Assurance that the duty is being met
A defensible, audit-ready record that psychosocial risk has been assessed to the WorkSafe standard. Aligned with NZS ISO 45003. The evidence you’d want in front of you if a regulator or court came asking.
Risk in dollars, not adjectives
The platform calculates the estimated financial impact of job-stress-related absenteeism, presenteeism and turnover intent — expressed in dollars for your specific workforce. Risk you can compare against any other line on the board paper.
The few levers worth pulling
Three or four work-design factors that will actually move the needle, ranked by influence and explained. Not forty-seven metrics for the executive to triage.
Strengths to defend, not just risks to fix
The protective factors already at work in your organisation, named and ranked. Useful where the conversation is too often only about deficit.
Movement you can show
Re-assessment cycles let you demonstrate the investment is working, and adjust where it isn’t. The basis for a credible assurance update each year.
For the people whose experience the assessment is built to surface.
Your experience is heard, in confidence
Ten minutes online, between meetings or at the end of a day. Confidential or fully anonymous. Your individual responses stay between you and the platform — never shared with your employer.
Pressure named, not blamed
The assessment looks at how the work is designed — workload, role clarity, support, fairness — not at how you’re coping. Pressure isn’t a personal failure to be fixed; it’s a work-design factor to be measured.
The strengths recognised, too
What’s working well in your team and organisation is named alongside what’s not — so the things that protect you don’t get accidentally undone.
A clear basis for action, not another report
Findings flow into a structured plan with named owners and timeframes. You see what’s being done in response — and a re-assessment shows whether it actually helped.
Privacy that earns trust
Aggregated reporting only, with minimum group sizes to prevent anyone being inferred. ISO 27001:2022 certified platform. Aligned with the New Zealand Privacy Act 2020.
The international standard for managing psychological health and safety at work. Currently the most credible framework against which a New Zealand regulator or court will assess whether you have met your duty.
The expectation isn’t aspirational. It’s already showing up in NZ courtrooms.
Awards for psychosocial harm in NZ now exceed this in a single case. Courts are already acting on it.
Under the Health and Safety at Work Act 2015, employers must assess and plan proactively, not respond after the harm is done.
In December 2024, Australia delivered its first conviction of a Commonwealth employer for failing to manage psychosocial risks. NZ’s legislation is modelled on the same framework.
“It seems only a matter of time before there is a similar prosecution in relation to a failure to manage psychosocial risks in a New Zealand workplace.”
Buddle FindlayHow it works.
A clear sequence from setup to action. Light touch on your people.
We configure the assessment for your organisation, build the right reporting structure, and brief your managers. Comms templates, intranet copy, manager talking points and a launch playbook included.
Your workforce completes the ~10-minute online assessment via email, SMS, app or QR code, confidential or fully anonymous. Live participation tracking. No IT integration required unless you want SSO. Aggregated, privacy-preserving reporting only — never individual responses.
A registered 3 Big Things psychologist sits with you and walks through what the data is saying, where to act first, what to defend, and what to be cautious about. You leave with a prioritised, board-ready picture.
Findings flow into the platform’s risk register where controls, owners, actions and effectiveness are tracked over time. Re-assessment cycles show your board what’s actually moved. We’re alongside you for the response, or you can take it from here.
Designed for leaders to read. Not analysts to decode.
A live dashboard, proprietary analytics, and evidence of movement over time.
Real-time participation tracking. Drill-down from organisation to region, site, department and team. Heat maps at any level. Configurable by role, so executives, managers and HR each see what they need.
Proprietary analytics — Harm-Benefit Indicator, Harm-Benefit Ratio, Factor Influence Prioritisation, distribution analysis — surface the levers worth pulling. Wellbeing outcomes (stress, anxiety, burnout, fatigue, sleep) benchmarked against normative data. Estimated financial impact of job-stress-related absenteeism, presenteeism and turnover intent expressed in dollars.
A risk register inside the platform tracks controls, owners, actions and effectiveness. Re-assessment cycles show your board what’s actually moved.
Aggregated, de-identified, never individual. Reporting at organisation, department and team level only, with minimum response thresholds to prevent inference of individual answers. Individual responses stay between the participant and the platform.
Our psychologists working alongside your team. When the assessment surfaces priorities, our team works alongside yours to design and implement the changes — manager training, intervention sprints, governance briefings, or coaching. You get a partner, not a report dropped on your desk.
Registered psychologists who already work in high-stakes New Zealand environments.
Registered psychologists, not consultants, not an app. Work that meets a clinical standard, not a software vendor’s.
Kāinga Ora, the Judiciary, MBIE, NZ Police, UniMed and a wide range of New Zealand businesses.
A network of 45+ practitioners across 20+ locations in Aotearoa. National coverage, local presence where you need it.
An ISO 27001:2022 certified platform interpreted by a clinical team, aligned with the NZ Privacy Act 2020. The data is the start of the conversation, not the end of it.
Te Whare Tapa Whā. Mind, body, environment.
Our approach is informed by Te Whare Tapa Whā, recognising that wellbeing draws on mind, body and environment working together. Delivered by registered psychologists who work in New Zealand workplaces every day, and understand the regulatory and cultural context that comes with that.
What organisations ask us.
What are our obligations under HSWA?
The Health and Safety at Work Act 2015 defines health as physical and mental. PCBUs — almost always the organisation itself — must eliminate or minimise risks to both, so far as reasonably practicable. WorkSafe’s Good Practice Guidelines for Managing Psychosocial Risks at Work spell out what that looks like in practice: identify the hazards, assess them, put controls in place, monitor and review. Not reactive. Not satisfied by an EAP.
The bar is higher than most boards realise. Once a hazard is reasonably foreseeable — and psychosocial harm in the modern workplace clearly is — the duty engages. Saying “we didn’t measure it” isn’t a defence.
HSWA also imposes a personal duty on company officers (s44). Directors and senior executives must exercise due diligence: know what your hazards are, what controls you have, and how you know they’re working. A psychosocial hazard assessment is the most direct way to be able to answer that.
How is this different from an engagement survey?
Engagement surveys measure how people feel about work. They don’t measure the work-design factors that create or reduce psychological harm, and they’re not validated against NZS ISO 45003 or WorkSafe’s Good Practice Guidelines. They also don’t quantify what any of this is costing the organisation. A psychosocial hazard assessment does. Different instrument, different conversation, defensible to a different audience (your board, your auditor, a WorkSafe inspector). The two complement each other. They don’t substitute.
Who is Mibo, and what’s your connection to them?
Mibowork Pty Ltd is the Australian software company that develops the assessment platform. They’re an enterprise SaaS provider used by Rolls-Royce, EY, Suncorp, Glencore, the University of Sydney and a wide range of other Australian and global organisations. Rolls-Royce alone runs the platform across 45,000 employees in six countries. The platform itself is ISO 27001:2022 certified, hosted on Microsoft Azure with regional data residency, and the survey instrument has been independently evaluated by Griffith University’s RISE Research Unit.
How it works in practice: your organisation contracts directly with Mibowork for the platform itself; 3 Big Things delivers the New Zealand-side implementation, interpretation, clinical layer and ongoing support. You get an enterprise-grade platform with the analytics, security and validation that come with it — and a registered NZ psychologist sitting alongside your team to make sense of what it surfaces. Two organisations, one engagement, one accountable partner you talk to.
Is it confidential? What does our organisation actually see?
Individual responses are never shared with your organisation. Reporting back to you is aggregated only, at organisation, department and team level, with minimum response thresholds to prevent inference of individual answers. Trust is everything in this category. The moment it’s compromised, the data isn’t worth measuring.
How long does it take?
The assessment takes about ten minutes per person, completed online, between meetings or at the end of a day. The full first cycle (setup, assessment, interpretation, board-ready summary) typically takes six weeks. There are no workshops to block out and no half-days off the floor.
How is this priced?
It’s an annual per-seat subscription, with a one-off implementation in year one. Our 3 Big Things consultation and interpretation is scoped on top. Most New Zealand organisations land in a clear range; we’ll talk you through it on the discovery call once we understand your size and context.
Does the assessment quantify financial impact?
Yes. Alongside the work-factor data, the platform calculates job-stress-related estimates of absenteeism, presenteeism and turnover intent, expressed in dollars for your specific workforce. So when you take the findings to the board you’re not just showing where the pressure sits; you’re showing what it’s likely costing your organisation now, and what addressing it is likely to save.
How ready is your organisation to run a psychosocial hazard assessment?
An honest 5-minute self-check for HR and H&S leaders. 12 questions, no email required to see your result. Use it before — or instead of — talking to us.
Start the checklistLet’s have a conversation.
Book a 30-minute call — no obligation, no pitch. We’ll talk about what your organisation is facing, where the assessment would fit, and what good would look like for your people.
Book a 30-minute callTihei mauri ora. Changing minds, lives and workplaces for the better.