Employer’s guide to stress leave entitlements in New Zealand

Nobody wants to be stressed at work — but unfortunately, it’s pretty common. Managing workplace stress as an employer can be complicated and challenging, and it’s not just a moral imperative, it’s a legal one too.

This guide is for New Zealand employers, managers and HR professionals who want a clearer picture of their obligations around workplace stress and stress leave — without creating compliance headaches down the track. We’ll walk you through what stress leave actually looks like, explain the differences that matter and help you build a practical approach to supporting your team.

What’s in this factsheet?

We’ll cover the practical areas that matter most:

• What stress leave is and how it differs from sick leave
• How long stress leave can last and what employees are entitled to
• The main causes of workplace stress employers should know about
• Your legal obligations and responsibilities as an employer
• Practical measures to prevent work-related stress
• How Employment Hero can support workplace health and safety management

The guide closes with practical steps you can take to review how your business currently manages workplace stress — and what to address next.

Fill in the form on the right to download the factsheet.

The information in this article is current as at 27 March 2024, and has been prepared by Employment Hero Pty Ltd (ABN 11 160 047 709) and its related bodies corporate (Employment Hero). The views expressed in this article are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional advice. Some information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. Employment Hero does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising directly or indirectly as a result of reliance on, use of or inability to use any information provided in this article. You should undertake your own research and seek professional advice before making any decisions or relying on the information in this article.