New Zealand Implements Legal Fee Support for Harassment Complainants

New Zealand’s public sector agencies are now required to consider covering legal fees for employees who file complaints of serious misconduct, including sexual harassment. This initiative is part of a broader reform aimed at enhancing support for public servants who report wrongdoing. Public Service Minister Judith Collins and Commissioner Sir Brian Roche unveiled this significant change on March 15, 2024, highlighting the government’s commitment to addressing issues of bullying and harassment within public institutions.

The announcement follows a review prompted by the 2025 Public Service Census, which revealed that 12.1% of respondents reported experiencing bullying or harassment in the past year at their current workplace. Alarmingly, 37% of these individuals chose not to report their experiences. In response to these findings, Roche indicated that a new resource titled “Your Complaint, Your Rights” has been developed to guide complainants through the process of reporting misconduct.

Collins emphasized the importance of providing adequate support to individuals who come forward with complaints. “We asked the commissioner to look at how we can better support people who come forward with complaints of sexual harassment, and this new resource and the strengthened Speaking Up model standards are the result of that work,” she stated.

This initiative aims to create a safer workplace environment and to set clear expectations for public sector agencies in handling complaints effectively. By considering the coverage of legal fees, the government hopes to alleviate some of the barriers that employees face when deciding whether to report misconduct.

The reforms are part of a wider effort to rebuild trust in public sector processes and ensure that employees feel empowered to speak up about their experiences without fear of retaliation or inadequate support. The focus on legal fee support also aligns with global trends in workplace equality and protection for whistleblowers, emphasizing the need for transparent and fair treatment of all employees.

As the public sector prepares to implement these changes, it is expected that greater awareness and education regarding employee rights will follow. The goal is not only to respond to complaints but also to prevent harassment and bullying before they occur, fostering a culture of respect and accountability throughout New Zealand’s public institutions.