24 September 2025
R S Bicknel
[FYI request #31985 email]
Tēnā koe,
Your request for official information, reference: HNZ00095821
Thank you for your email on 13 August 2025, asking Health New Zealand | Te Whatu Ora for the
following under the Official Information Act 1982 (the OIA):
How many instances of bul ying have been reported by staff at Hil morton Hospital in the
past 12 months? What action has been taken in relation to such reports?
Have any staff been investigated for for bul ying in the past 12 months?
Has disciplinary action been taken regarding bul ying allegations in the past 12 months?
Have any personal grievances been raised in the past 12 months relating to bullying been
raised?
What if any workplace surveys, consultations, or employee satisfaction assessments have
taken place at Hil morton Hospital in the past 12 months? What were the findings of these
assessments?
What has been the nursing staff turnover rate at Hil morton Hospital in the past 12 months
and the past 24 months?
Is Health New Zealand satisfied there is no systemic, ongoing bul ying issues occurring at
Hil morton Hospital?
Response
I apologise for the delay in providing our response. The time taken is not what we aspire to. This is
something we are working to get on top of as we deal with a high volume of requests and the
understandably high public interest in our work.
For the sake of clarity, I wil address each question in turn.
How many instances of bul ying have been reported by staff at Hil morton Hospital in the
past 12 months? What action has been taken in relation to such reports?
Specialist Mental Health Service (SMHS) staff, including those who work at Hil morton Hospital,
can report bul ying through several mechanisms. SMHS staff may report experiences of feeling
bul ied to colleagues or managers. The term bul ying is often used broadly and often reports are
related to interpersonal relationship issues and working in a high stress environment.
Where appropriate and possible, resolution wil be sought at the low, local level by the manager
through an informal process. This includes a restorative approach. Health New Zealand does not
hold data on low level resolution of these concerns.
SMHS staff may also make a formal report of bul ying, or the manager may instigate a formal
process where low level resolution is not effective or appropriate. Upon receiving a complaint, the
manager, together with support from our People and Capability team, decides the appropriate
pathway for the complaint, including whether low level resolution is appropriate, or a formal
employment process is necessary. This decision wil be made based on the unique facts and
circumstances of each case.
Have any staff been investigated for for bul ying in the past 12 months?
In the past 12 months for SMHS, Health New Zealand has undertaken fewer than five formal
employment investigations related to allegations of bul ying.
Has disciplinary action been taken regarding bul ying allegations in the past 12 months?
Due to the low number of formal investigations related to allegations of bullying within SMHS,
Health New Zealand this part of your request is withheld under section 9(2)(a) of the OIA in order
to protect the privacy of individuals, including those deceased. There is a risk that the individuals
involved would be identified if the outcome of the low number of investigations was released and
combined with other information.
Beyond the above, formal employment investigations are confidential processes between the
employee and Health New Zealand as the employer. The release of this information to you is
withheld under section 9(2)(ba)(i ) of the OIA as it is subject to an obligation of confidence, and if
released, would be likely to damage the public interest.
It is in the public interest for formal employment investigations and the outcomes of these
employment processes to remain confidential. Employment investigations in New Zealand are
confidential to protect parties' privacy, ensure a fair and unbiased process by preventing premature
disclosures, and foster trust between employees and employers to prevent retaliation.
Maintaining confidentiality is vital for a comprehensive and accurate investigation, as it ensures
that participants feel safe to share information without fear of judgement or reprisal, ultimately
upholding the principles of natural justice and the good faith obligations required by the
Employment Relations Act 2000.
Where information is withheld under section 9 of the OIA, I have considered the public interest in
releasing the information. However, I do not consider that this public interest outweighs the harm
identified above, in this instance.
Have any personal grievances been raised in the past 12 months relating to bullying been
raised?
For the reasons outlined above, this part of your request is withheld in full under the following
sections of the OIA:
• Section 9(2)(a), to protect the privacy of individuals, including those deceased; and
• Section 9(2)(ba)(i ), as it is subject to an obligation of confidence, and if released, would be
likely to damage the public interest.
Where information is withheld under section 9 of the OIA, I have considered the public interest in
releasing the information. However, I do not consider that this public interest outweighs the harm
identified above, in this instance.
What if any workplace surveys, consultations, or employee satisfaction assessments have
taken place at Hil morton Hospital in the past 12 months? What were the findings of these
assessments?
Two SMHS Clinical areas reported conducting anonymous staff surveys within the last 12 months.
Both areas identified a negative impact on staff morale related to staffing shortages and working in
suboptimal facilities. One service identified the need to improve the team culture for new and
casual staff. In response to the survey outcomes for one area, additional clinical leadership was
appointed, facilities improved, and additional staff training was provided to staff through the Active
Bystander Program. Orientation for new staff was also improved via a nurse educator.
What has been the nursing staff turnover rate at Hil morton Hospital in the past 12 months
and the past 24 months?
Period
New Nursing
Exits
New
Exits FTE
appointments
Appointments
FTE
31 August 2023 – 01
147
97
110.02
57.9
September 2024
31 August 2024 – 01
56
51
42.6
29.5
September 2025
Is Health New Zealand satisfied there is no systemic, ongoing bul ying issues occurring at
Hil morton Hospital?
Health New Zealand is committed to maintaining a safe, positive, and inclusive workplace for
everyone at Health New Zealand, including SMHS. There are policies and processes in place for
staff to feel comfortable and have safe and reliable mechanises to escalate concerns about
behaviour that does not meet our expectations. These policies and processes cover any form of
bul ying, harassment, or discrimination, and how Health New Zealand manages these and other
unacceptable behaviours. Health New Zealand ensures everyone is aware of their responsibilities
to keep our workplaces free of bul ying, harassment, and discrimination. Hil morton staff are
encouraged and supported to participate in the Active Bystander Program which provides skil s for
staff to be an active participant in supporting a nurturing a positive culture and addressing harmful
behaviours in a variety of situations.
How to get in touch
If you have any questions, you can contact us at
[email address].
If you are not happy with this response, you have the right to make a complaint to the
Ombudsman. Information about how to do this is available at
www.ombudsman.parliament.nz or
by phoning 0800 802 602.
Nāku iti noa, nā
Danielle Coe
Manager (OIAs) Government Services
TeWhatuOra.govt.nz
Health NZ, PO Box 793,
Wel ington 6140, New Zealand
