[{"data":1,"prerenderedAt":440},["ShallowReactive",2],{"nz-slugs-manifest":3,"nz-article-nz-protected-disclosures-act-2022":62,"nz-block-articles-related-nz-protected-disclosures-act-2022":199},{"article":4,"policy":30,"webinar":36,"alternative":45,"features":47,"use-cases":48,"solutions":55},[5,6,7,8,9,10,11,12,13,14,15,16,17,18,19,20,21,22,23,22,24,25,26,27,28,29],"cybersecurity-culture","signs-of-a-toxic-workplace","anonymous-reporting-for-schools","iso-37002","anonymous-employee-feedback","shirli-kirschner-game-changers","employee-engagement-survey-questions","dealing-with-workplace-misconduct","whistleblowing-software","what-is-unlawful-victimisation-in-the-workplace","respect-in-the-workplace","bystander-effect-in-the-workplace","person-centred-and-trauma-informed-approach","combating-virtual-harassment-in-remote-work","understanding-and-preventing-workplace-bullying","anonymous-reporting-advantages-disadvantages","culture-audit-guide","serious-misconduct","what-is-whistleblowing","psychologically-safe-workplace","mentally-healthy-workplace","case-management-software","nz-protected-disclosures-act-2022","nz-hsw-act-psychosocial","nz-privacy-act-2020-anonymous-reporting",[31,32,33,34,35],"cookies","privacy","anti-modern-slavery","terms","whistleblowing",[37,38,39,40,41,42,43,44],"psychosocial-safety-construction-and-mining","new-world-of-work","2024-august-live-demonstration-of-the-elker-platform","psychosocial-risks-leadership-and-tools","safety-culture-and-transformation-hospitality","addressing-psychosocial-issues-at-work-webinar","finishing-safe-between-now-and-january-webinar","dealing-with-sensitive-information",[46],"eqs-integrity-line-alternative",[],[49,50,51,52,53,54],"aged-care-disability-services","schools","peak-bodies","businesses","government","universities",[56,57,58,59,60,61,26],"speak-up-platform","anonymous-suggestion-box","workplace-investigation-software","whistleblowing-platform","whistleblowing-hotline","psychosocial-hazard-management",[63],{"id":64,"status":65,"date_updated":66,"title":67,"slug":27,"subtitle":68,"date":69,"locale":70,"suppress_legal_disclaimer":72,"dynamic":73,"categories":164,"image":173,"seo":179,"author_id":183,"reviewer_id":190},54,"published","2026-04-28T12:45:43.070Z","The NZ Protected Disclosures Act 2022: an employer's guide","Understand the Protected Disclosures (Protection of Whistleblowers) Act 2022. What counts as serious wrongdoing, who must have internal procedures, and how to protect workers who speak up.","2026-04-15",[71],"nz",false,[74,80,85,89,93,97,101,105,109,113,118,159],{"collection":75,"item":76},"content",{"id":77,"content":78,"highlight":72,"variant":79},415,"\u003Cp>If you run an organisation in New Zealand, the Protected Disclosures (Protection of Whistleblowers) Act 2022 shapes what you have to do when a worker raises a concern about serious wrongdoing. It replaced the Protected Disclosures Act 2000 on 1 July 2022. The 2022 Act broadens the definition of serious wrongdoing, clarifies worker protections, gives every public sector organisation a statutory obligation to maintain internal procedures, and gives workers more room to disclose outside the organisation when internal channels fail.\u003C/p>\n\u003Cp>This article is a practical walkthrough for employers. It is not legal advice; consult a qualified practitioner for advice on your specific circumstances.\u003C/p>",null,{"collection":75,"item":81},{"id":82,"content":83,"highlight":72,"variant":84},416,"\u003Ch2>TL;DR\u003C/h2>\n\u003Cul>\n\u003Cli>The Protected Disclosures (Protection of Whistleblowers) Act 2022 replaced the 2000 Act and applies to both public and private sector organisations in New Zealand. Worker protections apply to every organisation regardless of size.\u003C/li>\n\u003Cli>Every public sector organisation must have \u003Cstrong>internal procedures\u003C/strong> for receiving and dealing with protected disclosures (s 29). The Act imposes no equivalent obligation on private sector organisations, although adopting equivalent procedures is best practice and the only credible way to operationalise the Act's protections.\u003C/li>\n\u003Cli>\"Serious wrongdoing\" (s 10) includes any offence, any serious risk to public or individual health, public safety, or the environment, any serious risk to the maintenance of law, any unlawful, corrupt, or irregular use of public funds or public resources, and oppressive, unlawfully discriminatory, or grossly negligent conduct (or gross mismanagement) by an employee of, or someone acting on behalf of, a public sector organisation.\u003C/li>\n\u003Cli>Disclosers who make a protected disclosure are legally protected from retaliation (s 21). Retaliation gives the worker a personal grievance under s 103(1)(k) of the Employment Relations Act 2000.\u003C/li>\n\u003Cli>Disclosures can go internally, to an \"appropriate authority\" listed in or covered by Schedule 2 (such as the Ombudsman or a relevant regulator), or, where the receiver has not acted as required, to a Minister of the Crown (s 14). Ministers and members of Parliament are explicitly excluded from the appropriate-authority list under s 25(1)(e).\u003C/li>\n\u003C/ul>","tldr",{"collection":75,"item":86},{"id":87,"content":88,"highlight":72,"variant":79},417,"\u003Ch2>Who the Act applies to\u003C/h2>\n\u003Cp>The Act applies to every organisation in New Zealand: public sector, private sector, local government, Crown entities, and state-owned enterprises. There is no carve-out for small businesses when it comes to protecting the disclosure itself. A discloser who raises a concern about serious wrongdoing is protected regardless of the size of their employer.\u003C/p>\n\u003Cp>What changes is the obligation to have formal internal procedures. Section 29 places that obligation on every \u003Cstrong>public sector organisation\u003C/strong> alone. The Act imposes no equivalent obligation on private sector organisations of any size. Public sector procedures must be published widely and republished at regular intervals (s 29(3)). Private sector organisations are not legally required to maintain formal procedures, but doing so is best practice and the only credible way to operationalise the Act's confidentiality and anti-retaliation duties.\u003C/p>\n\u003Cp>The Act uses \"discloser\" rather than \"worker\", and the definition (s 8) is deliberately wide. A discloser is any individual who is, or was formerly:\u003C/p>\n\u003Cul>\n\u003Cli>An employee\u003C/li>\n\u003Cli>A homeworker (within the meaning given in s 5 of the Employment Relations Act 2000)\u003C/li>\n\u003Cli>A secondee to the organisation\u003C/li>\n\u003Cli>Engaged or contracted under a contract for services to do work for the organisation\u003C/li>\n\u003Cli>Concerned in the management of the organisation, including a current or former member of the board or governing body\u003C/li>\n\u003Cli>A member of the Armed Forces (in relation to the New Zealand Defence Force)\u003C/li>\n\u003Cli>A volunteer working for the organisation without reward or expectation of reward\u003C/li>\n\u003C/ul>\n\u003Cp>Trainees and interns qualify if they fit one of the above categories (typically as employees, contractors, or volunteers). A disclosure made by any of these people about the organisation they work (or worked) for qualifies for protection if the other requirements are met.\u003C/p>",{"collection":75,"item":90},{"id":91,"content":92,"highlight":72,"variant":79},418,"\u003Ch2>What counts as \"serious wrongdoing\"\u003C/h2>\n\u003Cp>This is the single most important concept in the Act. Not every workplace grievance counts as a protected disclosure. Only allegations about serious wrongdoing do. Section 10 of the Act says serious wrongdoing \u003Cstrong>includes\u003C/strong> any act, omission, or course of conduct in (or by) any organisation that is one or more of:\u003C/p>\n\u003Cul>\n\u003Cli>An offence\u003C/li>\n\u003Cli>A serious risk to public health, public safety, the health or safety of any individual, or the environment\u003C/li>\n\u003Cli>A serious risk to the maintenance of law, including the prevention, investigation, and detection of offences, or the right to a fair trial\u003C/li>\n\u003Cli>An unlawful, corrupt, or irregular use of public funds or public resources\u003C/li>\n\u003Cli>Oppressive, unlawfully discriminatory, or grossly negligent conduct, or gross mismanagement, done by an employee of a public sector organisation, or by a person performing or purporting to perform a function or duty (or exercising a power) on behalf of a public sector organisation\u003C/li>\n\u003C/ul>\n\u003Cp>Two things are worth noting. First, the s 10 list uses \"includes\", so it is inclusive rather than closed; conduct that fits the spirit of a limb may qualify even if not perfectly captured. Second, the \"oppressive, discriminatory, or grossly negligent\" limb is narrower than it looks: it applies specifically to public sector conduct. The other limbs apply to any organisation, so a private sector worker can blow the whistle on an offence committed by their employer.\u003C/p>\n\u003Cblockquote>\u003Cp>If a concern doesn't meet the threshold of serious wrongdoing (for example, an interpersonal grievance, or an allegation of unfairness that doesn't rise to oppression), it isn't a \"protected disclosure\" under the Act. That doesn't mean the concern should be ignored. A well-run speak-up programme will still handle it through a normal complaints pathway.\u003C/p>\u003C/blockquote>",{"collection":75,"item":94},{"id":95,"content":96,"highlight":72,"variant":79},419,"\u003Ch2>How a disclosure can be made\u003C/h2>\n\u003Cp>Under the 2022 Act, a worker has three routes for making a protected disclosure.\u003C/p>\n\u003Ch3>1. Internally, to their own organisation\u003C/h3>\n\u003Cp>This is the default. A worker can raise the concern directly with the organisation, typically following whatever internal procedure the employer has published. The Act doesn't require the worker to try the internal route first, but in practice most disclosers start here.\u003C/p>\n\u003Ch3>2. To an \"appropriate authority\"\u003C/h3>\n\u003Cp>Section 25 defines \u003Cstrong>appropriate authority\u003C/strong>. It includes the head of any public sector organisation, any officer of Parliament, the membership body of a regulated profession with the power to discipline its members, and the persons or bodies listed in the second column of Schedule 2. Schedule 2 maps types of concern to relevant authorities, including:\u003C/p>\n\u003Cul>\n\u003Cli>The Ombudsman (whistleblowing and protected disclosures generally)\u003C/li>\n\u003Cli>The Controller and Auditor-General (use of public funds and resources)\u003C/li>\n\u003Cli>The Commissioner of Police (criminal offences)\u003C/li>\n\u003Cli>The Director of the Serious Fraud Office (serious or complex fraud)\u003C/li>\n\u003Cli>The Inspector-General of Intelligence and Security\u003C/li>\n\u003Cli>The Inspector-General of Defence\u003C/li>\n\u003Cli>The Health and Disability Commissioner (health and disability services)\u003C/li>\n\u003Cli>The Privacy Commissioner (privacy of individuals)\u003C/li>\n\u003Cli>The Independent Police Conduct Authority (police conduct)\u003C/li>\n\u003Cli>WorkSafe New Zealand (work health and safety)\u003C/li>\n\u003Cli>The Financial Markets Authority and Reserve Bank of New Zealand (financial services and conduct)\u003C/li>\n\u003Cli>The Commerce Commission (competition and consumer law)\u003C/li>\n\u003Cli>The Human Rights Commission\u003C/li>\n\u003C/ul>\n\u003Cp>The discloser gets to choose. They do not need their employer's permission and they do not need to have exhausted internal channels first. Importantly, \u003Cstrong>Ministers and members of Parliament are explicitly excluded\u003C/strong> from the appropriate-authority list under s 25(1)(e).\u003C/p>\n\u003Ch3>3. To a Minister of the Crown, or in narrow cases the Speaker\u003C/h3>\n\u003Cp>Section 14 lets a discloser take a protected disclosure to a Minister where the discloser believes on reasonable grounds that the receiver of the original protected disclosure has not acted as required by s 13, or has not dealt with the matter so as to address the serious wrongdoing. In narrow cases involving an officer of Parliament, the Office of the Clerk, or the Parliamentary Service, the disclosure may instead go to the Speaker of the House.\u003C/p>\n\u003Cp>The Act does not list members of Parliament generally as appropriate authorities, and it does not create a direct public or media disclosure pathway. A discloser who goes to the media would need to argue they remain within s 14 or rely on general law.\u003C/p>",{"collection":75,"item":98},{"id":99,"content":100,"highlight":72,"variant":79},420,"\u003Ch2>Protections for the discloser\u003C/h2>\n\u003Cp>If a disclosure meets the Act's requirements, the discloser has several overlapping protections:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Confidentiality (s 17).\u003C/strong> Every receiver of a protected disclosure must use their best endeavours to keep confidential information that might identify the discloser. The narrow exceptions are: the discloser consents, or there are reasonable grounds to believe release is essential for an effective investigation, to prevent serious risk to public or individual health or safety or the environment, to comply with natural justice, or for law enforcement.\u003C/li>\n\u003Cli>\u003Cstrong>Protection from retaliation (s 21).\u003C/strong> An employer must not retaliate, or threaten to retaliate, against an employee because the employee intends to make or has made a protected disclosure. Retaliation gives the employee a personal grievance under s 103(1)(k) of the Employment Relations Act 2000, the same statutory pathway used for unjustified dismissal.\u003C/li>\n\u003Cli>\u003Cstrong>Less-favourable-treatment protection (s 22).\u003C/strong> Treating a discloser less favourably than other employees on the basis of the disclosure is also unlawful, even where the conduct does not meet the s 21 retaliation threshold.\u003C/li>\n\u003Cli>\u003Cstrong>Immunity from civil, criminal, and disciplinary proceedings (s 23).\u003C/strong> Neither a discloser who makes a protected disclosure nor a receiver who refers one under s 16 is liable to any civil, criminal, or disciplinary proceeding because of making or referring the disclosure. The immunity overrides any contrary law, contract, internal procedure, oath, or practice.\u003C/li>\n\u003Cli>\u003Cstrong>No contracting out (s 24).\u003C/strong> A confidentiality clause in an employment agreement, or any equivalent contractual mechanism, cannot be enforced in a way that prevents a worker from making a protected disclosure.\u003C/li>\n\u003C/ul>",{"collection":75,"item":102},{"id":103,"content":104,"highlight":72,"variant":79},421,"\u003Ch2>What public sector internal procedures must cover\u003C/h2>\n\u003Cp>If your organisation is in the public sector, s 29 sets out what your internal procedures must include. The procedures must:\u003C/p>\n\u003Col>\n\u003Cli>Comply with the principles of natural justice\u003C/li>\n\u003Cli>Set out a process consistent with s 13 (which prescribes how a receiver should respond to a protected disclosure within 20 working days)\u003C/li>\n\u003Cli>Identify who in the organisation a protected disclosure of serious wrongdoing in or by the organisation may be made to\u003C/li>\n\u003Cli>In relation to a protected disclosure, include: a reference to the s 21 prohibition on retaliation; a reference to the s 22 prohibition on less-favourable treatment; a description of when disclosures may be referred under s 16; a description of how the organisation will provide practical assistance and advice to disclosers; and a description of how the organisation will meet its s 17 confidentiality duty\u003C/li>\n\u003C/ol>\n\u003Cp>Section 29(3) also requires the organisation to publish information about the existence of the procedures and adequate information about how to use them widely, and to republish at regular intervals. In practice that means the intranet, the employee handbook, the induction pack, and a visible reminder at moments where speaking up is most likely (incident reviews, performance check-ins, exit interviews).\u003C/p>",{"collection":75,"item":106},{"id":107,"content":108,"highlight":72,"variant":79},422,"\u003Ch2>Practical steps for employers\u003C/h2>\n\u003Cp>If you already had a whistleblowing or speak-up policy under the 2000 Act, it probably needs a refresh rather than a rewrite. The practical actions that matter most:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Update the policy document itself.\u003C/strong> Align the language with the 2022 Act's definition of serious wrongdoing, update the list of appropriate authorities, and make sure the confidentiality and retaliation sections reflect the current law.\u003C/li>\n\u003Cli>\u003Cstrong>Name real people, not just roles.\u003C/strong> A policy that says \"you can make a disclosure to a manager\" is weaker than one that names the Chief People Officer, the Head of Risk, and a board-level protected disclosures officer by role and explains how to reach each.\u003C/li>\n\u003Cli>\u003Cstrong>Offer a channel that supports anonymity.\u003C/strong> The Act protects a discloser's identity, but in practice workers are most likely to speak up when they can choose whether to give their name at all. A dedicated anonymous reporting channel (a secure digital platform, a post box, or a phone line) makes the promise credible.\u003C/li>\n\u003Cli>\u003Cstrong>Train managers on how to respond.\u003C/strong> Most disclosures come through line managers, not formal channels. Managers need to know what to do when someone tells them something that might be a protected disclosure: how to preserve confidentiality, what not to promise, and who to escalate to.\u003C/li>\n\u003Cli>\u003Cstrong>Commit to a response timeframe.\u003C/strong> Section 13 provides statutory guidance that within 20 working days of receiving a protected disclosure, the receiver should acknowledge it, consider whether it warrants investigation, check whether the disclosure has been made elsewhere, and deal with it (by investigating, acting or recommending action, or referring under s 16). Where 20 working days is impracticable, the receiver should inform the discloser of the expected timeframe and provide updates. Section 13(3) makes clear this is guidance only and does not confer a legal right, but in practice it sets the operating standard you will be measured against.\u003C/li>\n\u003Cli>\u003Cstrong>Review case data annually.\u003C/strong> Board-level reporting on volume, themes, and outcomes of disclosures is the single most effective way to catch patterns early and show the workforce that speaking up leads somewhere.\u003C/li>\n\u003C/ul>",{"collection":75,"item":110},{"id":111,"content":112,"highlight":72,"variant":79},423,"\u003Ch2>How Elker supports compliance\u003C/h2>\n\u003Cp>Elker is a speak-up and case management platform that handles the full lifecycle of a protected disclosure: secure multi-channel intake with optional anonymity, structured investigation workflow, two-way messaging that preserves anonymity during follow-up, and board-level reporting on themes and outcomes. Cybersecurity and access controls follow secure-by-design and privacy-by-design principles, and Elker is ISO 27001 certified and SOC 2 attested. For NZ organisations subject to the Protected Disclosures Act 2022, Elker provides the practical machinery to run a compliant internal procedure and resolve disclosures quickly and fairly. The policy work itself still sits with your legal and people teams. Australian owned and operated, Elker serves clients globally across languages and cultures.\u003C/p>",{"collection":75,"item":114},{"id":115,"content":116,"highlight":72,"variant":117},424,"\u003Ch2>Key takeaways\u003C/h2>\n\u003Cul>\n\u003Cli>The Protected Disclosures (Protection of Whistleblowers) Act 2022 applies to every NZ organisation, not just the public sector. Worker protections operate regardless of organisation size.\u003C/li>\n\u003Cli>The legal obligation to maintain formal internal procedures (s 29) sits on public sector organisations only. Private sector organisations are not required to maintain formal procedures, but doing so is best practice.\u003C/li>\n\u003Cli>\"Serious wrongdoing\" (s 10) is defined as an inclusive list covering offences, serious risks to public or individual safety, serious risks to the environment or maintenance of law, unlawful or corrupt use of public funds, and (for public sector conduct) oppression, discrimination, gross negligence, or gross mismanagement.\u003C/li>\n\u003Cli>Disclosers can go internally, directly to an appropriate authority listed in or covered by Schedule 2, or, where the original receiver has failed to act, to a Minister under s 14. Ministers and MPs are explicitly excluded as appropriate authorities (s 25(1)(e)).\u003C/li>\n\u003Cli>Retaliation against a protected discloser (s 21) is a personal grievance under s 103(1)(k) of the Employment Relations Act 2000, and contractual confidentiality clauses cannot be used to suppress a valid protected disclosure (s 24).\u003C/li>\n\u003C/ul>","takeaways",{"collection":119,"item":120},"faq_block",{"id":121,"title":122,"subtitle":79,"faqs":123},104,"Frequently asked questions",[124,131,138,145,152],{"id":125,"faq_block_id":121,"sort":126,"faq_item_id":127},608,1,{"id":128,"question":129,"answer":130},665,"Does the Protected Disclosures Act 2022 apply to small businesses?","\u003Cp>The worker protections in the Act apply to every organisation regardless of size. The legal obligation to have formal internal procedures applies only to public sector organisations under s 29. Private sector organisations of any size are not legally required to maintain formal procedures, but doing so is best practice and the only credible way to operationalise the Act's confidentiality and anti-retaliation duties.\u003C/p>",{"id":132,"faq_block_id":121,"sort":133,"faq_item_id":134},609,2,{"id":135,"question":136,"answer":137},666,"Is anonymous reporting required under the Act?","\u003Cp>The Act doesn't require organisations to offer fully anonymous reporting, but it does require confidentiality. The receiving organisation must use its best endeavours to protect the discloser's identity. In practice, offering an anonymous channel is the most effective way to make the promise of confidentiality credible to workers.\u003C/p>",{"id":139,"faq_block_id":121,"sort":140,"faq_item_id":141},610,3,{"id":142,"question":143,"answer":144},667,"What's the difference between a protected disclosure and a personal grievance?","\u003Cp>A protected disclosure is about serious wrongdoing by or within the organisation, typically affecting others, the public, or the organisation itself. A personal grievance is about unfair treatment of the worker themselves (such as unjustified dismissal). The same facts can sometimes trigger both. For example, a worker dismissed because they made a protected disclosure has both a protected disclosure and a personal grievance for retaliation.\u003C/p>",{"id":146,"faq_block_id":121,"sort":147,"faq_item_id":148},611,4,{"id":149,"question":150,"answer":151},668,"How long does an employer have to respond to a protected disclosure?","\u003Cp>Section 13 of the Act provides statutory guidance that within 20 working days of receiving a protected disclosure, the receiver should acknowledge it, consider whether it warrants investigation, check whether the disclosure has been made elsewhere, and deal with it (by investigating, acting, or referring under s 16). Where 20 working days is impracticable, the receiver should inform the discloser of the expected timeframe and provide updates. Section 13(3) makes clear this is guidance, not a strict legal deadline, but in practice it is the operating standard you will be measured against.\u003C/p>",{"id":153,"faq_block_id":121,"sort":154,"faq_item_id":155},612,5,{"id":156,"question":157,"answer":158},669,"Can a worker go straight to the Ombudsman without raising the concern internally first?","\u003Cp>Yes. Under the 2022 Act, workers can choose whether to make a disclosure internally or directly to an appropriate authority such as the Ombudsman. They aren't required to exhaust internal channels first. That said, well-designed internal procedures encourage workers to start internally by making the process safe, fast, and transparent.\u003C/p>",{"collection":75,"item":160},{"id":161,"content":162,"highlight":72,"variant":163},425,"\u003Ch2>Sources\u003C/h2>\n\u003Col>\n\u003Cli>Protected Disclosures (Protection of Whistleblowers) Act 2022 (Act 2022 No 20), full text on the New Zealand Legislation website: \u003Ca href=\"https://www.legislation.govt.nz/act/public/2022/20/en/latest/\">legislation.govt.nz\u003C/a>\u003C/li>\n\u003Cli>Office of the Ombudsman, guidance for organisations on protected disclosures: \u003Ca href=\"https://www.ombudsman.parliament.nz\">ombudsman.parliament.nz\u003C/a>\u003C/li>\n\u003Cli>Ministry of Justice, background and policy materials on the 2022 reform of the Protected Disclosures Act\u003C/li>\n\u003Cli>Employment Relations Act 2000, personal grievance provisions that apply when a worker suffers detriment because of a protected disclosure\u003C/li>\n\u003C/ol>","sources",[165,169],{"category_id":166},{"slug":167,"title":168},"compliance","Compliance",{"category_id":170},{"slug":171,"title":172},"reporting","Reporting",{"id":174,"filename_download":175,"description":176,"width":177,"height":178},"bc85149d-38bd-4fa0-9d05-10cc55b59cce","nz-protected-disclosures-act-2022-article.png","The NZ Protected Disclosures Act 2022 - an employer's guide",1920,1080,{"meta_title":180,"meta_description":181,"meta_image":182},"NZ Protected Disclosures Act 2022: Employer's Guide | Elker","Plain-English guide to NZ's Protected Disclosures Act 2022: what counts as serious wrongdoing, who needs internal procedures, and how to protect workers.",{"id":174,"filename_download":175},{"id":184,"title":185,"slug":186,"position":187,"credentials":79,"schema_type":188,"linkedinUrl":79,"bio":189},22,"Elker Editorial Team","editorial-team","The Elker Editorial Team","organization","\u003Cp>The Elker Editorial Team writes Elker's articles and content. Every piece is reviewed by a named individual with relevant qualifications before publication. Our default reviewer is Jack Murray, Co-Founder of Elker (JD, BComn (Hons)). Topic-specific reviewers are attributed individually on the articles they have reviewed.\u003C/p>\n\u003Cp>See our Terms of Use for the full content disclaimer. Nothing published by the Elker Editorial Team is legal advice; for advice on your specific circumstances, consult a qualified legal practitioner.\u003C/p>",{"id":191,"title":192,"slug":193,"position":194,"credentials":195,"schema_type":196,"linkedinUrl":197,"bio":198},11,"Jack Murray","jack-murray","Co-founder & CIO","JD, BComn (Hons)","person","https://www.linkedin.com/in/jacklmurray/","\u003Cp>Jack co-founded Elker with Shirli Kirshner.\u003C/p>\n\u003Cp>Jack has degrees in Communications, Law and International Communication. He is an admitted Lawyer in NSW. He speaks five machine languages and four human languages. He has advised large multinationals, government and the not-for-profit sector on privacy, design and technology. He has assisted in implementing custom solutions for unique problems faced by each sector.\u003C/p>",[200,230,257,283,310,336,360,389,416],{"id":201,"status":65,"date_updated":202,"title":203,"slug":204,"subtitle":205,"date":206,"seo":207,"locale":208,"author_id":79,"reviewer_id":79,"suppress_legal_disclaimer":72,"dynamic":209,"categories":223,"image":226},59,"2026-05-05T12:59:04.297Z","The NZ Modern Slavery Bill 2026: what New Zealand employers need to know","nz-modern-slavery-bill-2026","\u003Cp>A practical guide to Bill 242-1 (the Modern Slavery Reporting Bill): the NZD 100 million threshold, the seven content criteria for a modern slavery statement, civil penalties, director liability, and what to do before the regime commences.\u003C/p>","2026-04-30",124,[71],[210,211,212,213,214,215,216,217,218,219,220,221,222],675,676,677,678,679,680,681,682,683,684,685,686,687,[224,225],105,106,{"id":227,"filename_download":228,"description":229,"width":177,"height":178},"b9e61aa2-1089-4f52-8f54-65c0a63beb96","the-nz-modern-slavery-bill-2026-what-you-need-to-know.png","The Nz Modern Slavery Bill 2026 What You Need to Know",{"id":231,"status":65,"date_updated":232,"title":233,"slug":29,"subtitle":234,"date":69,"seo":235,"locale":236,"author_id":184,"reviewer_id":191,"suppress_legal_disclaimer":72,"dynamic":237,"categories":250,"image":253},56,"2026-04-28T12:45:15.546Z","The NZ Privacy Act 2020 and anonymous reporting: what employers need to know","The Privacy Act 2020 governs how NZ employers collect and handle information about workers, including the information inside a whistleblowing disclosure. Here's how privacy and protected disclosures work together.",110,[71],[238,239,240,241,242,243,244,245,246,247,248,249],637,638,639,640,641,642,643,644,645,646,647,648,[251,252],99,100,{"id":254,"filename_download":255,"description":256,"width":177,"height":178},"3a94bbc5-ad2f-453c-b602-fa038e406054","nz-privacy-act-2020-anonymous-reporting-article.png","The NZ Privacy Act 2020 and anonymous reporting - what employers need to know",{"id":258,"status":65,"date_updated":259,"title":260,"slug":26,"subtitle":261,"date":262,"seo":263,"locale":264,"author_id":184,"reviewer_id":191,"suppress_legal_disclaimer":72,"dynamic":266,"categories":276,"image":279},53,"2026-04-22T11:36:35.986Z","Case management software for sensitive matters: a complete guide","How case management software works, what makes it different when the cases involve sensitive disclosures, and what to look for when you're comparing platforms or running a tender.","2026-04-01",107,[265,71],"au",[267,268,269,270,271,272,273,274,275],628,629,630,631,632,633,634,635,636,[277,278],93,94,{"id":280,"filename_download":281,"description":282,"width":177,"height":178},"be4ffc70-44ce-4ffe-9b52-7d3a9735a83f","case-management-software.png","Person on Computer using Case Management Software with text \"Case management software for sensitive matters: a complete guide\"",{"id":284,"status":65,"date_updated":285,"title":286,"slug":25,"subtitle":287,"date":288,"seo":289,"locale":290,"author_id":184,"reviewer_id":191,"suppress_legal_disclaimer":72,"dynamic":291,"categories":300,"image":304},51,"2026-04-22T11:36:35.684Z","Creating a Mentally Healthy Workplace: A Step-By-Step Guide","\u003Cp>With one in four Kiwis often experiencing workplace stress, supporting mental health has become a priority for many workplaces. In fact, mental health and stress topped the recent \u003Ca href=\"https://diversityworksnz.org.nz/media/5227/2022-diversity-survey-report-final.pdf\" target=\"_blank\" rel=\"noopener\">2022 diversity survey\u003C/a> into challenges in the workplace.\u003C/p>","2024-06-25",43,[71],[292,293,294,295,296,297,298,299],569,326,327,328,329,570,571,572,[301,302,303],88,89,90,{"id":305,"filename_download":306,"description":307,"width":308,"height":309},"6ac9e991-4f8e-4b47-a78b-ed845fccec8f","mentally-healthy-workplace-1.png","Creating a mentally healthy workplace: guide for employers",2500,1406,{"id":311,"status":65,"date_updated":312,"title":313,"slug":7,"subtitle":314,"date":315,"seo":316,"locale":317,"author_id":184,"reviewer_id":191,"suppress_legal_disclaimer":72,"dynamic":318,"categories":328,"image":332},13,"2026-04-22T11:36:23.403Z","Anonymous Reporting App for Schools to Enhance Safety","\u003Cp>Recent incidents at Australian schools have brought the issue of student safety and well-being to public attention. These cases highlight the need for school reporting systems that allow students, staff, and parents to voice their concerns safely and transparently. Anonymous reporting apps have been critical in detecting and preventing bullying, harassment, and safety issues in educational institutions.\u003C/p>","2024-04-03",48,[265,71],[319,320,321,322,323,324,325,326,327,77,82],413,70,71,72,73,74,75,76,414,[329,330,331],26,27,28,{"id":333,"filename_download":334,"description":335,"width":308,"height":309},"95e82cfb-04ea-4f76-8ee1-64f15a714c5a","anonymous_reporting_for_schools_1.png","Anonymous reporting for schools to enhance safety",{"id":337,"status":65,"date_updated":338,"title":339,"slug":8,"subtitle":340,"date":341,"seo":284,"locale":342,"author_id":184,"reviewer_id":191,"suppress_legal_disclaimer":72,"dynamic":343,"categories":352,"image":356},16,"2026-04-22T11:36:24.458Z","ISO 37002 & Certification FAQ: Whistleblowing Management System","\u003Cp>Learn about ISO 37002 and what makes an effective whistleblowing management system. See how your organisation can meet international standards and improve its organizational culture.\u003C/p>","2024-03-22",[265,71],[344,345,346,277,278,347,348,349,350,351],481,91,92,95,96,482,584,484,[353,354,355],34,35,36,{"id":357,"filename_download":358,"description":359,"width":308,"height":309},"cac2e30f-ae8f-427b-98d4-b31f710655dd","iso_37002_certification_1.png","ISO 37002: implementing an effective whistleblowing management system",{"id":361,"status":65,"date_updated":362,"title":363,"slug":20,"subtitle":364,"date":365,"seo":324,"locale":366,"author_id":184,"reviewer_id":191,"suppress_legal_disclaimer":72,"dynamic":367,"categories":380,"image":383},38,"2026-04-22T11:36:31.791Z","Anonymous Reporting In the Workplace - Advantages and Disadvantages","\u003Cp>Exploring the impact, rewards and challenges of workplace whistleblowing for a safer, more transparent work environment.\u003C/p>","2023-08-10",[265,71],[368,369,370,371,372,373,374,375,376,377,378,379],409,235,236,237,238,239,240,241,242,410,411,412,[381,382],66,67,{"id":384,"filename_download":385,"description":386,"width":387,"height":388},"3cb21258-85ed-49fc-b1c4-526bc3e98e56","anonymous-reporting-benefits.jpeg","The advantages and disadvantages of anonymous reporting in the workplace: guide",1970,1033,{"id":390,"status":65,"date_updated":391,"title":392,"slug":22,"subtitle":393,"date":394,"seo":395,"locale":396,"author_id":184,"reviewer_id":191,"suppress_legal_disclaimer":72,"dynamic":397,"categories":409,"image":412},44,"2026-04-22T11:36:33.604Z","Dealing With Serious Misconduct In the Workplace","\u003Cp>Serious misconduct disrupts trust and carries severe repercussions. What constitutes serious misconduct, and how should it be addressed? Learn about the nature of serious misconduct, its impact on employment, and the steps for addressing such issues, providing clear guidance for employees and employers.\u003C/p>","2022-08-01",80,[265,71],[398,399,400,401,402,403,404,405,406,407,408],525,267,268,269,270,271,272,273,526,592,528,[410,411,395],78,79,{"id":413,"filename_download":414,"description":415,"width":177,"height":178},"b104eb48-7468-4115-ab4b-9509bb2abaa1","serious-misconduct.png","Dealing with serious misconduct in the workplace: Guide",{"id":417,"status":65,"date_updated":418,"title":419,"slug":23,"subtitle":420,"date":421,"seo":422,"locale":423,"author_id":184,"reviewer_id":191,"suppress_legal_disclaimer":72,"dynamic":424,"categories":432,"image":435},46,"2026-04-22T11:36:34.281Z","What is whistleblowing? Understand the benefits and obligations","\u003Cp>Understand the benefits of a secure whistleblowing program and your obligations to protect those who speak up.\u003C/p>","2020-11-05",82,[265,71],[425,426,427,428,429,430,431],549,281,282,283,550,551,552,[433,434],83,84,{"id":436,"filename_download":437,"description":438,"width":387,"height":439},"be0f2beb-6985-49d8-8d88-6ba1b1d0f4f9","what-is-whistleblowing.png","What is whistleblowing - a guide for Australian employers",1108,1777986124618]