Lone Worker Policy (New Zealand)

Under the Health and Safety at Work Act 2015 (HSWA), all PCBUs (persons conducting a business or undertaking) have a primary duty of care to ensure, so far as is reasonably practicable, the health and safety of all workers — including lone workers (employees who work in isolation or without direct supervision). Lone working creates specific risks because: no colleague is immediately available to assist in an emergency; the worker may be less able to summon help quickly; and violence, medical emergencies, accidents, or environmental hazards may not be identified until it is too late. Under the HSWA 2015, PCBUs must identify and assess lone working risks, implement controls to eliminate or minimise those risks, provide information and training to lone workers, establish check-in and monitoring procedures, and ensure emergency procedures are in place. WorkSafe NZ has published guidance specifically on managing lone worker risks. Failure to adequately manage lone worker risks can constitute a breach of the HSWA primary duty of care and may result in WorkSafe investigation, improvement notices, and in serious cases, prosecution with fines up to NZD $1.5 million for bodies corporate.

Lone working in New Zealand encompasses a broad range of work situations where a worker performs their duties without direct supervision or support from colleagues. Common lone working scenarios include: health and social workers visiting clients in the community; real estate agents conducting property viewings alone; security guards and night watchpersons; cleaners working in buildings outside normal hours; rural and agricultural workers; construction workers on small sites or conducting preparatory work alone; delivery drivers; tradespeople working in occupied or unoccupied premises; retail workers opening or closing stores; and workers conducting remote or off-site inspections. Lone working is especially risky when: the work involves physical hazards (heights, machinery, electricity, hazardous substances); the worker may encounter aggressive or unpredictable people; the workplace is remote with limited communication coverage; the work is outside normal hours; or the worker is new, has a medical condition, or is at heightened risk. PCBUs should identify all scenarios in which workers may be working alone and include them in their health and safety risk assessment and lone worker policy.

Check-in procedures are a core component of any New Zealand lone worker safety programme. Effective check-in procedures should include: a pre-work check-in — the lone worker notifies a designated contact (supervisor, colleague, or automated system) before commencing the lone working activity, providing their location, expected duration, and any relevant risk information; regular scheduled check-ins — the lone worker checks in by phone, text, or lone worker app at agreed intervals (e.g., every 1–2 hours), appropriate to the risk level; a post-work check-out — confirmation that the work has been safely completed; and an escalation procedure — if a check-in is missed, the designated contact must follow a defined escalation process (attempting to contact the worker, contacting emergency services if the worker cannot be reached within a specified time, and providing the worker's last known location to emergency services). Technology solutions available in New Zealand include dedicated lone worker apps (e.g., those connected to GPS tracking), personal duress alarms, satellite communicators for remote areas, and automated check-in systems. The frequency and method of check-ins should be proportionate to the risk level of the activity. WorkSafe NZ recommends documenting check-in procedures and training workers in their use.

While the Health and Safety at Work Act 2015 does not contain a specific list of activities prohibited for lone workers, WorkSafe NZ guidance and industry established standards identify several activities that should not be conducted alone due to the level of risk involved. These include: work at heights where a fall could be fatal or cause serious injury without immediate assistance (e.g., roofing, scaffold erection, working on elevated platforms); electrical work involving live systems; confined space entry under the Health and Safety at Work (General Risk and Workplace Management) Regulations 2016 (confined space entry requires a permit system and standby person); work involving hazardous substances that could cause immediate incapacitation; tree felling and chainsaw work; and any work identified in the PCBU's risk assessment as presenting an unacceptable risk if performed alone. The determination of prohibited lone work activities should be made through the PCBU's hazard identification and risk assessment process, with input from workers under the HSWA 2015 worker engagement and participation obligations. Each PCBU should document prohibited lone work activities in their lone worker policy, based on the specific hazards of their industry and workplace.

A Lone Worker Policy (New Zealand) does not legally require a lawyer in New Zealand, and individuals and businesses may draft and execute the document independently. The Employment Relations Act 2000 does not mandate legal representation for the creation or signing of this type of document. However, seeking independent legal advice from a qualified New Zealand lawyer is recommended for transactions involving substantial financial value, complex regulatory requirements, or cross-border elements where multiple legal jurisdictions may apply. A lawyer can verify that the document complies with all applicable statutory requirements, identify potential risks specific to the transaction, and confirm that the terms adequately protect the interests of all parties involved. The High Court of New Zealand has jurisdiction over disputes arising from this type of document, and Companies Office may impose additional compliance obligations depending on the nature of the underlying transaction. Professional legal review is particularly advisable where the document will be submitted to government agencies or used as evidence in legal proceedings.