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Health and Wellbeing policy

Health and Wellbeing Policy

Why we have this policy

We want our workplace to have a positive and healthy culture.

To achieve that our workplace policies, practices and environments are designed with your wellbeing in mind.

Global Marketplace will, as far as practicable, provide a safe work environment for the health, safety and welfare of our team members, contractors, visitors and members of the public who may be affected by our work.


This policy applies to all team members at our workplaces, and to anyone who comes into our workplace.


Ultimately, everyone is responsible for ensuring health and safety within our workplace. Our goal is to provide a safe and healthy work environment that is free from workplace injury and illness. This will only be achieved through the participation, co-operation, and commitment of everyone at work.

Team members

  • Take reasonable care for their own health and safety.
  • Follow safe work procedures, work instructions and rules.
  • Participate in safety training.
  • Report health and safety hazards.
  • Report all injuries and incidents.
  • Use safety equipment and personal protective equipment as instructed.


  • Ensure the Company complies with all legislation relating to health and safety.
  • Eliminate or minimise all workplace hazards and risks as far as is reasonably practicable
  • Provide information, instruction, and training to enable all workers to work safely.
  • Supervise workers to ensure work activities are performed safely.
  • Consult with and involve you on matters relating to health, safety, and wellbeing.
  • Provide appropriate safety equipment and personal protective equipment.
  • Provide a suitable injury management and return to work program.


Depending on the seriousness of the breach, if you are found to have breached this Policy we:

  • will talk with you to make sure you know the terms of the policy you have breached, including what appropriate support we can offer (such as counselling, quit smoking support).
  • will make sure you know the required behaviour expected from now on.
  • may take disciplinary action if necessary.

Please refer to the Company Code of Conduct and your Employment Agreement for more information about what behaviour is expected and what action may be taken for breaches.

Mental wellbeing

Our workplace has a role in promoting, protecting, and supporting our teams mental wellbeing.

We aim to create a healthy and happy workplace and want everyone to feel supported, appreciated and to be treated fairly. We believe that the mental health and wellbeing of our team is key to the success and sustainability of our business. Mental health is just as important as physical health. Mental illness may be detrimental to a person, as it impacts happiness, productivity, and collaboration.

The Company goals in support of mental health are to:

  • Encourage a culture of openness – you can speak up about any concerns at any time and know you will be heard.
  • Increase everyone’s knowledge and awareness of mental health and wellbeing issues and behaviours.
  • Reduce stigma around depression and anxiety in the workplace.
  • Facilitate team members active participation in a range of initiatives that support mental health and wellbeing.
  • Keep information about any health conditions or disabilities confidential (unless you have agreed to make them known), and only disclose these where absolutely necessary to ensure your wellbeing and safety as well as those around you.
  • Make sure you feel supported to seek help for any issues or distress, including using our Grievance Complaints Policy and the guidelines set out in your Employment Agreement.
  • Make sure you understand what is expected of you at work – in your work tasks and acceptable behaviour.
  • Check in with you at agreed times to ensure your workload is manageable, and to discuss any issues.
  • Offer flexible work practices wherever possible and/or legally required.
  • Employ and promote you based on your abilities, rather than any perceived disabilities.
  • Not tolerate bullying, harassment, or discriminatory behaviour.
  • Provide a free Employee Assistance Program (EAP) to support you.


What are mental health issues?

Mental health issues in the workplace are any conditions that affect someone’s state of mind. These conditions may include mild depression, stress and severe anxiety which may result in burnout and nervous breakdowns. Substance abuse may also perpetuate mental health issues. Mental health problems manifest in different ways. Some people may suffer with no physical side effects, while others may experience physical symptoms (e.g., increased blood pressure, lethargy, changes in eating habits.)


Factors that cause mental health issues

People may experience mental health issues for various reasons that the Company cannot control (e.g., hereditary, family conflicts, general health.) however, there are also work-related reasons for mental health problems, including:

  • Job insecurity.
  • Excessive pressure.
  • Work-life imbalance.
  • Lack of appreciation.
  • Hostile workplace conditions.
  • Unsatisfactory job or workload.
  • Unpleasant relationships with colleagues or Leaders.

 Our expectations of you

You can do a lot to protect your own mental wellbeing at work. As a team member, we expect you to:

  • treat everyone with respect and civility.
  • speak up if you need help or support.
  • speak up about any bullying, harassment, or discriminatory behaviour you notice happening in our workplace.
  • take your own steps to stay mentally healthy at work (e.g., taking rest breaks, speaking up if stressed).
  • support workmates to speak up if they need help for anything affecting their mental health.
  • access support if you need it.
  • ask about options (e.g., flexible working arrangements, special leave) if you feel you need time away from work to manage your mental health.

Identifying and supporting mental health

Managers should be constantly mindful of and proactively identify mental health issues among their team. If they perceive that a team member is in a state of emotional or psychological distress, they should reach out to them and offer support including:

  • Position/duties related issue – assist the team member in devising a solution to any challenges with their position or work-related duties.
  • Work relationship issue – if a team member has issues collaborating with colleagues, their Manager could meet with concerned team members and serve as a mediator. If the problem is severe (e.g., violence, harassment, victimisation), Managers should contact the People & Culture Consultant for support.
  • Personal issue – if a team member’s problems are personal or they refuse to discuss them, their Manager should encourage them to contact a mental health professional and/or use the Uprise program.


To support each team member to boost their resilience and mental health the Company provides a free, confidential, counselling service through the Uprise program to all team members and their immediate family. Team members may reach out to a network of professionals via this program when they need help and to access training on mental health.

Alcohol and drugs

We are concerned by factors affecting your ability to safely and effectively do your work to a satisfactory standard. The Company recognises alcohol or other drug abuse can impair short-term or long-term work performance and is an occupational health and safety risk.

We will not store or consume any alcohol on-site at any GrabOne office locations.

Our workplace culture does not put alcohol at the centre of how we socialise, celebrate and say thank you.

We have a zero-tolerance policy regarding the use of, or being under the influence of illicit drugs:

  • on Company premises,
  • while attending other business-related premises (e.g., client offices),
  • at official workplace events.

If you contravene any of the above, we may consider you to have breached our Code of Conduct and you could face disciplinary action up to and including dismissal.

Our expectations of you

We expect you not to come to work under the influence of alcohol/drugs or affected by alcohol/drugs in a way that could impact on health and safety or your work performance (e.g., hungover, sleep deprived).

Official workplace events

We take our host responsibilities seriously when hosting work functions and work events.

We expect that all team members will act responsibly and respectfully when attending any industry event or official workplace event where alcohol is served and be aware that they are representing the Company.

Displays of excessive drinking, or inappropriate behaviour under the influence of alcohol or illicit substances, will not be tolerated and may result in disciplinary action, up to and including dismissal. You are responsible for understanding your own personal limitations with respect to the consumption of alcohol and its effect on you.

At some events alcohol may be served. The decision to serve alcohol must be made by CEO. If we allow alcohol at our workplace or at any work-related events, we will always supply alcohol in a responsible manner. This includes:

  • not supplying alcohol when drinking could increase the risk of injury.
  • ensuring no one drinks alcohol and then drives or operates machinery.
  • refusing to serve anyone we believe has already had too much alcohol
  • not supplying alcohol to anyone under 18.
  • having drinks served rather than having alcohol freely available.
  • serving substantial, nutritious food.
  • providing low alcohol and alcohol-free drinks.
  • ensuring everyone can get home safely.

Smoke-free workplace

We are a smoker-Free workplace. If you work with us, we expect you to follow our smoke-free policy. Our smoke-free policy is about protecting everyone against the effects of second-hand smoke while they are at work.

This means you cannot smoke:

  • anywhere inside our workplace, at any time.
  • in a company-owned vehicle you share with others, unless you have the written permission of others who use the vehicle.
  • anywhere we have placed smoke-free signage outdoors, including workplace entrances and exits.

Help to stop smoking

We recognise smoking is an addiction and that it kills more than 5000 New Zealanders a year. If you smoke, you will be regularly asked if you would like support to quit or become smokefree at work.

Support may include:

  • easily accessible stop smoking information and resources available in communal work areas.
  • time off during work to call or visit a stop smoking service.
  • time off during work to visit a doctor – for a nicotine replacement therapy prescription (NRT) or medication.
  • subsidising quit-smoking costs (such as doctor’s visits, pharmacy costs for prescriptions), to be decided by your manager.
  • setting up support groups or mentors.
  • supporting and promoting smokefree events, such as World Smokefree Day.
  • reviewing your work tasks during periods you have strong withdrawal symptoms.
  • educating other employees to understand addiction and how they can support others to stop smoking.

You can access support to quit at any time by talking to Quitline (, calling 0800 778 778, or text 4006) or visit for the details of your local stop smoking service.


As your employer we are required to protect you from workplace risks.

If work functions are held outside, we will make sure you are protected from too much solar UV radiation.

Because exposure to solar ultraviolet (UV) radiation can cause cancer, we will take steps to minimise your exposure during work hours. Ways you could do that may include:

  • wearing long-sleeved shirts with collars, long trousers or knee-length skirts or shorts.
  • wearing a wide-brimmed hat that shades your face, head, neck and ears.
  • wearing close-fitting sunglasses.
  • a water-resistant, broad-spectrum sunscreen that is at least SPF30, applying it 20 minutes before going outside, and reapplying it every two hours.
  • regularly drinking water to stay hydrated.

Stay at work/return to work

We understand there are many reasons why you may need support coming back to work after time away from the workplace. We also understand there may be times when some extra support or flexibility from us could help you stay at work during these times.

If you are away from work for any reason, we will keep communicating with you.

We will talk to you in ways you are comfortable and will work alongside your support people and health professionals (where appropriate) to see what changes we can make to help you come back to work, or to stay at work.

What we agree will be supported by a return-to-work/stay-at-work plan. This might include changing or being flexible about your work, including:

  • allowing you time off to get ongoing treatment/therapy
  • your work location – if possible.

Based on our discussions, we will agree a return-to-work/stay-at-work plan that could include:

  • building up your hours gradually.
  • swapping your usual work tasks to jobs you can manage.
  • allowing you to work from another work location, including your home, if possible.
  • regularly checking in with you to make sure you are okay and/or if we can improve anything further.

 When you are back at work

When you have returned to work, we will continue to talk to make sure the plan is working for both of us.

All details will be treated in confidence. We would share your information only after discussions with you, only with your consent, and only to ensure the wellbeing and safety of you and those around you.

First aid

We will provide first aid facilities, equipment, and access to a first aider. As part of your induction, as well as if there is a change or at regular intervals, as required, we will show you the location of first aid kits, introduce you to the first aiders and explain the procedure to follow if you need first aid. We will complete an OHS Induction Checklist with you to ensure you have received all the necessary training.

Please refer to the Emergency Evacuation Point Map for locations of first aid kits and along with the current First Aid Officers.

Infection control

To keep the workplace as free as possible from bacteria and viruses, team members are requested to use routine infection control practices including washing hands after going to the toilet, keeping the sink area clear of dirty dishes, covering coughs and sneezes, and regularly cleaning out the refrigerator.

The recommended length of time for hand washing is at least 30 seconds and includes washing up to the wrists. Paper towel is preferred for hand drying as hot-air dryers are only effective to dry to 55%. Paper towel should then be disposed of in an appropriate bin. Turn taps off with the elbows, where possible, to reduce the risk of recontamination.

Personal cleanliness is important in helping to prevent illness and the spread of infection. Wash your hands before eating, immediately after using any chemicals and before and after going to the toilet.


We all need to work together to slow the spread of COVID-19, protect New Zealand and keep each other safe. This means that normal obligations to keep in regular contact and to act in good faith are more important than ever.

Site access and Emergency Evacuation Points

Please refer to the Emergency Management Plan for more details on what to do in the event of an emergency. Please also refer to Emergency Evacuation Point Map.

We will have 2 designated First Aid Officers and Fire Wardens, who will receive formal training in the correct procedures to follow. The entire team will also be briefed on what to do in the event of Fire and Emergency to maximise coverage in such events.

Office lifestyle


We want you to enjoy where you work and to enable this everyone needs to take responsibility for keeping our communal areas neat, tidy, and clean. Everyone needs to please clean up after themselves in the communal areas, including pitching in to empty the dishwasher when needed.

Please also be sure to wash your hands regularly and also to sanitise any communal areas you use to prevent the spread of disease.

Pets at work

We are a dog friendly workplace! This means that you can bring your dog to work provided certain etiquettes are followed including:

  • Only dogs less than 20kg can come to work.
  • Ask your Manager before you bring your pet in.
  • Be respectful of any co-workers pet allergies.
  • Please only bring your dog to work if they are well-trained and socialised.
  • Attend to any accidents or messes as soon as possible – we may ask you to contribute toward the cost of professional cleaning if accidents occur.
  • Respect any dog free areas – this includes the kitchens and bathrooms.
  • Avoid bringing your dog to work on days when you are busier than usual.
  • Keep your dog on a lead or in a gated area.
  • Please be mindful of the frequency your pet comes to work and use common sense i.e. everyday is probably a little too much!
  • Take your pet home if they aren’t behaving well. We have a zero tolerance to aggressive behaviour of your pet, for the safety of our team members. This includes behaviour such as biting, growling, lunging.
  • You are responsible for providing access to food and water for your pet as per the Animal Welfare At 1999.

Please be mindful that pets are unpredictable, and so we may need to amend this Policy from time to time.

Workplace injuries, incidents, and hazards

The Company will maintain records of all hazards, near misses, incidents, and injuries for the purposes of minimising risk of injury and ill-health or the recurrence of an incident. All team members are expected to report hazards, near misses and incidents and Managers are expected to address these in consultation with team members. Please use the Incident Report Form to report any issues.

Weekly compensation

In the event of injury, you may be eligible for weekly compensation payments through the Accident Compensation Corporation (ACC). To apply for weekly compensation from the ACC you should do the following:

  1. Visit your doctor
  2. Your doctor will then send a medical certificate to the ACC when they lodge your claim.
  3. You can then register for MyACC and apply for weekly compensation payments using MyACC

Manual Handling

The Company is committed to protecting you from the risk of musculoskeletal injuries. We will provide all team members with a safe and healthy workplace by identifying, assessing, and controlling manual handling risks. While Managers are responsible for the health, safety and welfare of all team members, all team members must report potential and actual manual handling hazards.

The usual practices of lifting heavy objects by bending the knees and seeking assistance, if the item is too heavy to lift alone, please seek help. Never lift or manually handle items larger or heavier than you can easily support. If you are in any doubt, do not hesitate to ask for help.

Office chairs are not to be used as step ladders.

Help finding support

There may be times you need support to deal with difficult issues or to help someone close to you deal with theirs. If you need support, we will:

  • encourage you to ask for help as early as possible to reduce the chances of problems growing – all disclosures will be treated confidentially.
  • do what we can to help you find the support you need.
  • allow you time off work to deal with issues, as set out in the sick leave section of your employment agreement.
  • encourage you to seek appropriate help if you know or strongly suspect an employee might harm themselves or needs help – or if you need help yourself.
  • encourage you to use the free EAP program – Uprise – for confidential and professional support.

You could also find support by:

  • talking to your manager or a colleague for advice and support.
  • going to see your doctor or another health professional.
  • calling or texting 1737 to talk to a trained counsellor. This service is completely free and available 24/7.
  • calling 111 if there is an immediate crisis.


  • Code of Conduct
  • Grievance Complaints Policy
  • Emergency Evacuation Plan
  • Emergency Evacuation Point Map.
  • OHS Induction Checklist
  • Incident Report Form

Version control

Author:People & Culture
Effective date:8 June 2022
Approved by:Belinda Lush
Review date:2 years


This document is uncontrolled when printed.


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