Psychosocial hazards: identified, measured, managed.
A web-based psychosocial hazard assessment for NZ workplaces. Independently validated. Aligned with NZS ISO 45003.
Trusted by the NZ Judiciary, MBIE, NZ Police and Kāinga Ora.
Most workplaces are guessing. You don’t have to.
What’s putting your people under pressure — and what’s already keeping them protected.
Under the Health and Safety at Work Act 2015, psychosocial hazards must be managed as rigorously as physical ones — and WorkSafe’s Good Practice Guidelines now spell out what that means. Boards are asking. HR, H&S and risk leaders need an answer.
Engagement surveys don’t give it. Wellbeing programmes don’t either. Neither was built to measure the work-design factors that create — or reduce — psychological harm.
Our psychosocial hazard assessment is built for exactly that. The factors creating risk, named. The protective factors already working, named. The information you need to do more than meet your duty — to build a workplace where your teams are engaged, motivated and at their best.
What the assessment is.
A ~10-minute online survey covering 24 work factors — both the hazards that create psychological harm and the protective factors that reduce it. Independently evaluated by Griffith University’s RISE Research Unit and judged a “very high-quality survey instrument.” ISO 27001:2022 certified. 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.
Both harms and benefits — the factors creating risk and the factors protecting your workforce — reported alongside each other so you know what to defend as well as what to fix.
Australian and global enterprise users. Rolls-Royce alone runs the platform across 45,000 employees in six countries.
What this delivers for your organisation.
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 protective factors already working in your workplace, named and ranked. Not just a deficit list.
A prioritised plan, not a dashboard
Registered psychologists interpret the data and tell you the three or four things that will move the needle. Not forty-seven metrics for you to triage.
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.
Built for how a real workplace runs.
We configure the assessment for your organisation, build the right reporting structure, and brief your managers. Two weeks, light touch on your people.
Your workforce completes the ~10-minute online assessment via email, SMS, app or QR code — confidential or fully anonymous. No IT integration required unless you want SSO. You see live participation tracking. 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 the risk is, where the protective factors are, what to be cautious about. You leave with a prioritised, board-ready picture.
The platform supports re-assessment cycles to track movement on what you’ve prioritised. We’re alongside you for the response — or you can take it from here. Either works.
The expectation isn’t aspirational. It’s already showing up in NZ courtrooms.
Awards for psychosocial harm now exceed $225,000 in a single case, and the precedent is clear: 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. New Zealand’s health and safety 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 we report on what’s actually changing.
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.
Proprietary analytics — the Harm-Benefit Ratio, Factor Influence Prioritisation, distribution analysis — surface the few levers worth pulling. Wellbeing outcomes (stress, anxiety, burnout, fatigue, sleep) benchmarked against normative data.
A risk register inside the platform tracks controls, owners, actions and effectiveness. Re-assessment cycles show your board what’s actually moved, what hasn’t, and where to focus next.
Organisation-level reporting is always aggregated and de-identified. Individual responses stay confidential.
Registered psychologists who already work in high-stakes New Zealand environments.
Registered psychologists, not consultants, not an app. A network of 45+ practitioners across 20+ locations in Aotearoa.
Kāinga Ora, the Judiciary, MBIE, NZ Police, UniMed and a wide range of New Zealand businesses.
The assessment platform has been independently evaluated by Griffith University’s RISE Research Unit (April 2025, n=598).
ISO 27001:2022 certified. Aligned with the New Zealand Privacy Act 2020. Aggregated reporting only.
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.
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 checklistWhat organisations ask us.
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.
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. That’s a different conversation than the one most wellbeing programmes can have.
What are our obligations under HSWA?
The Health and Safety at Work Act 2015 defines health as physical and mental health. PCBUs (the legal duty-holders) must eliminate or minimise risks to health and safety, including psychosocial risk, so far as is reasonably practicable. WorkSafe’s Good Practice Guidelines for Managing Psychosocial Risks at Work make the expectation explicit — proactive identification, assessment, control and review of psychosocial hazards. This isn’t aspirational. It’s the standard against which a regulator or court will assess whether you met your duty.
Let’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.