Call for Aid Relief Workers to be supported by the New Zealand Duty of Care Legislation

Aid relief workers face immense challenges within their fieldwork. These challenges include traumatic events, and as a result can cause detrimental impacts to the mental health of aid relief workers. It is pivotal that we see sufficient support systems implemented within every aid organisation to deliver adequate mental health support. This support is required so that aid relief workers can reciprocate help onto the beneficiaries in dire need.

Research shows that there is an issue of mental health within workers deployed within current crises: https://academic.oup.com/epirev/article/34/1/145/500710

Aid relief workers experience Post Traumatic Stress Disorder, confusion, anger, tiredness and depression, to name the least. Aid relief workers are proud to have helped others in a time of need, however, feel as though their needs are not being met, nor is their position respected and secure within the organisations that employ them: https://www.theguardian.com/global-development-professionals-network/2015/nov/23/aid-workers-stories-mental-health

Although this is not an overall reflection of the humanitarian worker population, as contact with two stakeholders suggests only positive affirmations regarding their career, and time spent with their respective organisations, a survery shows that it is still an issue for the larger part of the demographic: https://www.theguardian.com/global-development-professionals-network/2015/nov/23/aid-workers-stories-mental-health

The underlying problem facing New Zealand’s aid industry is that of the Duty of Care legislation.

The New Zealand legislation governing health and safety in the workplace is not comparable to that of the humanitarian aid workplace. Although it is partially framed, there does need to be a distinction and it needs to be explained. The Health and Safety at Work (General Risk and Workplace Management) Regulations 2016 legislation states that a business has a duty to their employees to implement and maintain a safe work environment: http://www.legislation.govt.nz/regulation/public/2016/0013/latest/whole.html?search=qs_regulation%40deemedreg_duty+of+care_resel_25_h&p=2#DLM6727530.

There are several areas of The Health and Safety at Work legislation that deserve distinction and explanation. Firstly, we need to consider the wording of organisations as well as NGO’s in addition to the use of PCBU (businesses) so that we have reassurance that these organisations and NGO’s are, too, required to follow the Duty of Care legislation. Secondly, there needs to be a distinction in the use of health care with the broadening of the provision including that of mental health. Further, the Duty of Care legislation mentions the duty to secure a health monitoring report. If the legislation is regulated to include the re-wording mentioned above, humanitarians will also be guaranteed a mental health history report. This is critical not only for the issue holistically, but also for the transition of an aid relief worker from one organisation or NGO to another.

Seeing distinction and explanation implemented within the re-wording of the legislation will see to it that by law each organisation and NGO within the field of humanitarian work has a duty of care to implement sufficient support systems for their employees. These support systems will provide the much-needed sustenance that aid relief workers require to be mentally capable to fulfil their duties.

Aid relief workers are critical to aid in the aftermath of traumatic events, and it is crucial that we see this supported by New Zealand’s Duty of Care legislation.

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