FYI Autumn 2025

Government Updates 2025 Employment law changes ahead pg 13

Sustainability

Auckland’s familyfriendly bike rides pg 26

Community Cancer Society Relay for Life pg 30

IN THE

THE CHANGE ISSUE

MENOPAUSE WORKPLACE

Succession underway at Benefitz

Change is in the air at Benefitz, Gold Partners of Business North Harbour. The company’s succession programme is well underway, with the retirement of two long-serving shareholders in 2024, along with the emergence of two new shareholders.

DURING 2024, BOTH Dallas Bennett and Robert Johnson retired from the business. Dallas had spent 35 years in the business, and Robert also had over three decades of involvement with the company, which is based in Parkway Drive.

As a result of these retirements, Blake Douglas and Rob Gunston have become shareholders in the business. They join founders Aidan and Michelle Bennett and long-term shareholder Mike Nolan as owners.

Rob Gunston has been with Benefitz for 14 years. He has a strong creative and IT background in the UK and New Zealand. Rob became general manager of Benefitz in 2016 and plays an important part in the day-to-day manage-

ment of the company that includes 70 people. Rob is married to Kay. They have one daughter, Emily, who is studying at Auckland University.

Blake Douglas has been with Benefitz for over 20 years, starting as a driver and working in just about every production area of the diverse business before becoming an account manager. He now leads the sales team at Benefitz and plays an important part in the overall management of the company. Blake is married to Kellie, and they have two young children: son Rocco (7) and daughter Stevie (4).

“It is an exciting time for our business with younger people starting to take the helm,” says founder and managing director Aidan Bennett. “Both Dallas

and Robert played an integral part in the success of the business over a long period, and they will be missed. But the injection of the fresh energy that both Rob and Blake are providing is important for our future. They know our business inside and out, and as they have been with us for a long time, they share our ethos and values. As such, we will remain a family business that is committed to integrity and innovation, as well as to our people and community.”

Rob Gunston (left) and Blake Douglas

benefitz.co.nz

Business North Harbour

General Manager

Kevin O’Leary kevin@businessnh.org.nz

Advertising Bernadette Roberts comms@businessnh.org.nz

Editor Lizzie Brandon lizzie@writesphere.co.nz

Design Lewis Hurst lewis@hurstmedia.nz Printer

PrintLounge printlounge.co.nz

The

Business

Welcome from the GM

FOR WAY TOO long now, all I can remember noting in this quarterly offering is the financial pressure that members have been facing due to a plethora of reasons with which you are all too familiar. Consequently, you will no doubt be relieved to read that I’m changing tack and going off-piste in this edition without any further mention of economic gloom and/or interest rates.

Instead, whilst we’re still in the early stages of what I hope will be a positive year for members, I’d like to encourage you, as far as is practicable and with the assistance of Business North Harbour (BNH), to shine a light on you, your business and your team. BNH offers members several different ways to showcase themselves, their business, and their people, some of which are completely free, such as the business directory on our website or entering our annual Business Excellence Awards. There are also numerous opportunities to network and start new relationships with other organisations at our many in-person events, the details of which are available on the website or via our fortnightly newsletter.

In addition to these free options and activities, BNH offers a myriad of paid partnership and promotional options for members to explore, with solutions that can be individually tailored to meet the specific needs of each business. We’re here to help, so please get in touch if you want to find out more.

In this issue, our cover story focuses on menopause, and having myself attended a Menopause and its Effects In The Workplace seminar, I would strongly advise that you read on. Menopause is a natural phase of life - just like puberty or pregnancy - so why are some people still reluctant to acknowledge it and talk about it? With so many women holding pivotal roles these days, forward-thinking businesses are seeking to support perimenopausal and menopausal employees, rather than risk that exceptional talent walking out the door.

And in Community, would you and your team like to honour someone with a cancer journey whilst also raising money for cancer research? Auckland’s Relay For Life is on Saturday, 5 April at AUT Millennium. You’ll find all the information you need to get involved on page 30.

The BNH team and I look forward to our continued engagement with you and your team as we all look to navigate whatever challenges may lie ahead.

Kia kaha

Kevin O’Leary General Manager,

Looking after your wellbeing while setting goals for the year ahead

SETTING GOALS CAN be fun and exciting or completely overwhelming. Remember, it’s also optional. Following a tough year, someone’s only goal might be to make no goals. And that’s okay.

But, if you are motivated to set a goal – whatever that might be – but want to champion your wellbeing while you do so, the Mental Health Foundation of New Zealand has five handy tips. If one of your goals is to boost your wellbeing, mīharo – that’s a double win! Here are just the basics:

1. Understand who your support group is

2. Reflect

3. Be realistic

4. Combine your goals

5. Have fun!

Read them in detail and sign up to receive monthly wellbeing tips and advice at

mentalhealth.org.nz/wellbeing-hub/ looking-after-your-wellbeing-whilesetting-goals-for-the-year-ahead

Upper Harbour gets new tool to help prepare for emergencies

A NEW PLAN is helping the Upper Harbour community to better prepare for and respond to emergencies.

The Upper Harbour Local Board Emergency Readiness and Response Plan, created with Auckland Emergency Management (AEM), offers practical guidance to help residents and businesses stay safe before, during, and after an emergency. The plan responds to lessons learned from the devastating Auckland floods and Cyclone Gabrielle in 2023, which highlighted the importance of local preparedness and community support during emergency events.

Upper Harbour Local Board chairperson Anna Atkinson is heartened to see the strides made to strengthen emergency preparedness in households, businesses and communities. “We are seeing local groups come together in Hobsonville and Greenhithe and engage in resilience-building projects. Their efforts are encouraging others to come together, share knowledge and develop plans specific to the risks and hazards present in their neighbourhoods.

“Understanding hazards is essential to making informed decisions that will protect you, your family and your property. This plan will guide you through creating your own emergency plan, ensuring you have the resources and knowledge necessary to act swiftly and effectively when disaster strikes,” she says.

Developed through consultation with diverse community and faith-based groups, subject matter experts, and key agencies, the plan is designed to reflect

the unique needs of the Upper Harbour area. It identifies the area’s top hazards and provides tips on reducing risk, preparing for emergencies, and navigating the recovery process.

Ms Atkinson adds, “The more prepared we are as individuals, the stronger we become as a community. Together, we can build a resilient future that keeps our loved ones safe and secure, no matter what challenges lie ahead.”

Printed copies of the Upper Harbour Local Board Emergency Readiness and Response Plan are available in libraries and community centres.

A digital version is available on the Upper Harbour Local Board pages of the Auckland Council website: aucklandcouncil.govt. nz/about-auckland-council/howauckland-council-works/localboards/all-local-boards/upperharbour-local-board/Pages/ default.aspx

NZ Post to return mail with no private bag address

NZ POST HAS announced that letters addressed to a business’ physical address when a PO box is available will be returned to sender. Staff are no longer permitted to look up the PO box number and add this to the envelope.

According to NZ Post chief customer officer Bryan Dobson, this is “a hugely time intensive process”.

In a statement, Mr Dobson said: “Most big businesses, government agencies, shops, etc have both a physical address (where the building is located; and not usually eligible for mail delivery) and a postal address (usually a PO box where their mail gets sent).

“NZ Post will no longer be offering this free readdressing service, and will instead be asking New Zealanders to address their mail to an address that qualifies for mail delivery.”

He conceded that this change may inconvenience customers, but it was part of a broader response to “New Zealanders choosing to communicate more online”.

However, the Postal Workers Union has expressed concern and says this move represents a “downgrade in services”.

Do your clients, suppliers, contractors, tenants, etc, know your correct postal address? It may be prudent to ensure it is easily accessible – perhaps via your website or an EDM mailout– to ensure no interruption in communication.

Photo credit: Auckland Council

Get ready for new requirements for hazardous substances

IF YOU IMPORT or manufacture certain hazardous substances, you need to be aware of new annual reporting requirements from the Environmental Protection Authority (EPA).

The substances include:

1. Agrichemicals

2. Timber treatment chemicals

3. Anti-sapstain chemicals

4. Antifouling paints

5. Parasiticides used as veterinary medicines in large animals

You should now be keeping records of which hazardous substances you are importing or manufacturing before submitting your annual report in 2026. These requirements will help EPA better understand and manage hazardous substances in New Zealand.

More details, as well as guidance for recording annual informa-

Yesterday’s North Harbour

OUR REGION HAS evolved massively in the last 50 or so years. Just look at these images from the Auckland Libraries Heritage Collections!

Clockwise from right: From 1973, an aerial view of orchards around Bush Road and Rosedale Roads, and the Rosedale Sewerage ponds. From 1960, an aerial view of the North Shore Sewerage Scheme ponding areas under construction. The Rosedale sewerage ponds under construction in the 1960s.

Do you have any photos from the early days of your business and/or premises?

BNH would love to see them. Email them to FYI’s editor: lizzie@writesphere.co.nz

tion, are on the EPA website: epa. govt.nz/hazardous-substances/ rules-notices-and-how-to-comply/ epa-notices-rules-you-must-follow/ importers-and-manufacturers-notice

Updated packaging and labelling requirements

From 1 May, importers, manufacturers, and suppliers will also need to follow updated labelling, safety data sheet, and packaging requirements. For example, some substances will need their labels and safety data sheets updated, and

some substances may require different packaging. These requirements were introduced in April 2021, and relevant parties were given four years to comply.

To check the details, go to epa. govt.nz/hazardous-substances/ classification/hsno-classificationcodes-and-moving-to-ghs-7

If you are unsure whether the product you are importing or manufacturing is hazardous, visit the EPA’s website for guidance: epa.govt.nz/hazardoussubstances/help-you-can-get

SATURDAY DECEMBER 7

Upcoming Events

14 The Hatters Pink Tea Party!

Proudly supported by PHONE PLUS Call Centre and Customer Service Solutions

10.00 am-12.30 pm

North Harbour Stadium, Stadium Drive, Albany

Join us for an extraordinary event in support of the Breast Cancer Foundation.

Hosted by the brilliantly funny Urzila Carlson, with inspiring appearances by Ah-Leen Rayner (CEO, Breast Cancer Foundation) and Hon. Erica Stanford, this is your chance to come together, bring your team, and make a real difference.

Let’s raise our glasses (and don our finest hats!) to hope, community, and a brighter future. We can’t wait to see you there! Book your tickets at businessnh.zohobackstage.com/ TheHattersPinkTeaPartyABreastCancerFoundationFundraiser

21-22 Inorganic Rubbish Collection (see pg 7 for more details)

Save the Date - more details to follow

Learning Lab: Work Smart, Stay Healthy. Unlocking Wellness with Professor Ajmol Ali

Guest speaker: Prof Aj Ali, Professor of Sport and Exercise Science/Associate Dean – International, Massey University

April

3 BNH Asian Business Group: 5th Anniversary Celebration Proudly supported by RSM NZ (Auckland North)

For the latest events information, go to businessnh.org.nz/whats-on

Menopause’s significance is finally being acknowledged – but

not by everyone (yet)

By Gil Sewell, Kaihautū Tikanga / Chief People & Culture Officer

IT’S OKAY; THE taboo has been broken. We can now say “menopause” and “period” at work. Not everyone is cool with it yet, though.

Previously, we used euphemisms like “the change” to cover our embarrassment and rarely spoke it aloud. I vividly remember my mum whisper-mouthing, “They’ve put me on the Pill” to her sister so that her daughters wouldn’t hear (but we did) and wouldn’t ask questions (which we did, without getting any answers). It was problematic in personal life and completely absent from any mention in business life.

Now, women make up almost half of the workforce, and all menstruators will experience what used to be a private embarrassment in a far more public environment.

Only since the turn of the 21st century have we started to see increased openness, awareness and advocacy, conversation and policy initiatives for menopause. Even though roughly 2 billion people across the world menstruate (a quarter of the global population, including girls, women, transgender men, and non-binary people), not everyone is okay with it yet.

Menopause has gradually moved from being something to be hidden or stigmatised to being recognised as a natural phase of life for almost half the workforce. It has helped to hear celebrities and public figures like Angelina Jolie, Davina McCall, and Michelle Obama speak openly about their experience of menopause. Media reporting of their accounts has made it more acceptable as a topic of discussion everywhere –including the workplace.

The average age of menopause is 51, with perimenopause starting anytime from late thirties to late forties. For some, the entire perimenopausal and menopausal period can take about 15 years. That’s a lot of working life. With this shift in attitudes, some forward-thinking organisations have more recently brought in specific initiatives, policies and training to support employees during menopause and perimenopause. But not all organisations.

The change in perception has brought menopause into the wellbeing arena. Organisations have introduced a menopause policy, included a clause in their wellbeing policy specifically about menopause, or have a stand-alone toolkit,

Even though roughly 2 billion people across the world menstruate (a quarter of the global population, including girls, women, transgender men, and non-binary people), not everyone is okay with it yet.

training and guide for this issue. Scripts are frequently included so that younger (often male) managers can have the conversations authentically and safely with their older, menopausal team members.

Ember Korowai Takitini was among the earlier adopters of these approaches. Our mission to support people to live the lives they choose and challenge the systems that hold them back not only speaks to those who have experienced mental distress and/or addictions in our communities but holds good inside the organisation, too. We challenged the thinking that said menopause is “just” a part of life that some people go through and now offer a dedicated approach to support. Sixty-two per cent of our employees identify as female, and 43 per cent of them are aged between 40 and 60 – so around a third of our workforce is either already experiencing menopause or about to.

Menopause benefited in some ways from Covid. Finding that working from home or online was not counter-productive during the pandemic has meant that, when needed due to menopausal symptoms, there is a big difference from the days when you had to be present and visible whilst experiencing significant symptoms. Hot flushes, sweats, sleep disturbance, poor memory, aches and pains and increased anxiety are not thrown into such strong relief when you are behind a screen and have the opportunity to turn the camera off. Flexibility of working hours can also help in some organisations, as can, for example, the provision of desk fans.

Covid also starkly focused organi-

sations on productivity. Since menopause also carries risks of osteoporosis, diabetes, and cardiovascular disease, if a quarter to half of your organisation was going to experience something that impacted their everyday ability to perform, you might want to pay attention. But not everyone does yet.

There are many factors that impact mindset and attitude, like culture, gender, age group, philosophical or political leaning, and the ubiquitous influence of social media. So, clearly, not everyone is talking fluently and unselfconsciously about menopause or the provision of period products just yet. We are on the path towards supporting employees through all phases of life. As populations age, we all need to step into conversations and offer support for people experiencing menopause.

With more than three decades’ experience in organisational design and development, Gil Sewell has held senior, executive and chief people officer roles at large, complex organisations in New Zealand, including Fonterra, Auckland and Waikato District Health Boards, and PwC. Gil focuses on transforming HR functions into contemporary People and Culture teams.

Contact Karyn Munday Karyn.Munday@ember.org.nz

Have Your Say on Auckland Council’s Annual Plan 2025-2026

ALTHOUGH OPPORTUNITIES FOR BNH to make formal submissions to Auckland Council (AC) have remained sparse, an extremely important topic is now taking centre stage, with consultation on its Annual Plan 2025/2026 (Annual Budget) open for submissions until Friday 28 March. AC is still facing significant budgetary challenges, proposed solutions to which will be included in the consultation process, so it’s important that BNH members have the opportunity to speak up.

There are several items within the Mayoral Proposal that could impact you and your property or business, so please make sure you have your say before consultation closes.

Read the Mayoral Proposal at aucklandcouncil.govt.nz/plansprojects-policies-reports-bylaws/ our-plans-strategies/budget-plans/ annual-plan-2025-2026/Pages/mayoralproposal-annual-plan-2025-2026.aspx

BNH will be making a joint submission with some of the other Business Improvement Districts across the city, as well as an individual submission on behalf of our members. But it is impera-

tive that as many members as possible also make their own submissions. Please go to the Council website akhaveyoursay.aucklandcouncil.govt.nz/ annual-plan-2025-2026

to ensure that you take this opportunity to voice your opinion.

BNH continues to make the most of any informal advocacy opportunities as they become available to ensure that our members are well-represented across a wide range of topics. I continue to attend regular meetings with a variety of key stakeholders, including:

• Our ward councillors, John Watson and Wayne Walker, to discuss issues affecting members, such as congestion charging and AC’s Annual Budget

• Auckland Transport Strategic Business Reference Group to discuss their proposals on topics, e.g., central government advocacy, and roading and transport budget expenditure

• Upper Harbour Local Board (UHLB) to discuss possible collaborations on economic development opportunities and other initiatives

• Albany Community Resilience Group to support the development

of localised Emergency Readiness and Response Plans to enhance the regional plan developed by UHLB in response to the extreme weather events of 2023

• North Harbour Stadium working group to support the development of a strategy and detailed business case to secure the future of the stadium and improve its operational performance

Additionally, BNH ambassador and stakeholder liaison, Sandra Craze, engages regularly with Auckland Transport, Watercare, Vector, and other organisations as we attempt to minimise the effects of infrastructure and roading works on our members and their businesses. Whilst we generally can’t directly affect the projects, being able to provide prior warning to members at least enables those affected to prepare for any disruption.

In closing, I can again confirm that BNH continually advocates for members by encouraging people to keep supporting our local businesses by buying locally and utilising locally available services.

Kevin O’Leary GM, Business North Harbour

2025 Isuzu D-Max X-Terrain review: a capable and featurepacked ute

At Ingham North Harbour, we’re passionate about helping our customers find the right ute for their needs. So, we took the 2025 Isuzu D-Max X-Terrain on a road trip over the holiday season to see how it performs in real-world conditions. Is the X-Terrain the best choice, or is the standard D-Max better for you? Let’s find out.

Tough looks with practical additions

One thing the X-Terrain does well is stand out. While some utes feature plenty of chrome, Isuzu has taken a different approach with dark grey and blacked-out trims, giving it a sportier, more aggressive look. This extends to the front grille, wheel arch extensions, side steps, roof rails, and the sailplane-style sports bar at the back. It’s a design that rivals other contenders, especially in Namibu Orange Mica, a colour that turns plenty of heads.

One of the standout features is the hard roller lid, which provides better security than a soft vinyl cover. The cover retracts neatly, but it reduces the load space in the tray, as the roller housing takes up some room. Also, it’s not 100% waterproof, so if you’re needing waterproof, other accessories might be better!

The 18-inch wheels come standard, but our test model was fitted with optional 20-inch black alloys.

It also has a towing capacity of up to 3,500kg braked—meaning it can tow boats, caravans, and pretty much anything else that Kiwis love to take with them!

How it drives

The X-Terrain shares the same 3.0-litre turbo-diesel engine as the rest of the D-Max range, producing 140kW and 450Nm of torque. It’s paired with a six-speed automatic transmission, which provides smooth and predictable shifts.

On the road, the D-Max feels stable and solid, with a commanding driving position that gives you great visibility.

With the 20-inch wheels fitted to our test vehicle, the ride is a bit firmer, so if ride comfort is a priority, we’d recommend sticking with the standard 18-inch wheels, which offer a more forgiving experience over bumps.

One of the X-Terrain’s strongest features is its safety package. It comes with a full suite of advanced driver aids, including:

• Adaptive cruise control – excellent for long-distance driving

• Lane-keeping assist – to keep you centred

• Blind-spot monitoring – useful in city traffic

• Rear cross-traffic alert – handy when reversing out of tight spaces

Over our test period, we averaged 9.2L/100km, which is respectable for a 4x4 ute of this size. The 76-litre fuel tank means you can cover long distances between fills, making it a great option for road trips and work alike.

Interior: Well-equipped and comfortable

Inside, the X-Terrain gets some premium touches, including:

• Leather-trimmed seats with electric adjustment for the driver

• A large 9-inch touchscreen infotainment system

• Wireless Apple CarPlay and wired Android Auto

• Plenty of storage compartments for drinks, snacks, and gear

The X-Terrain’s cabin offers a blend of comfort and practicality. The rear seats offer plenty of legroom, and air vents in the back keep passengers cool on hot days. Storage is ample, with deep door bins, a large centre console, and a double glovebox. Also, remember the tailgate doesn’t lock with the central locking system—you have

to use a physical key hidden inside the smart key fob.

Final Verdict:

The X-Terrain, currently $66,990 +ORC (limited time only – usually $76,990 +ORC), is well-equipped, looks fantastic, and has an excellent safety package, but for some, it’s also worth considering the rest of the D-Max range—which might be the better value option if you need different customisations.

Buy the X-Terrain if:

• You love the aggressive styling and premium features

• You want the best-equipped D-Max on offer

• Safety tech is a top priority

Consider the rest of the D-Max range if:

• You want to save money without sacrificing too much

• You prefer a softer ride (especially if you opt for 18-inch wheels)

At Ingham North Harbour, we think the X-Terrain is an excellent ute, but whether it’s the right choice for you depends on your budget and priorities. If you’re considering the D-Max range, we’d be happy to help you test drive both to see which suits you best.

Interested? Visit Nic, Ryno and the team at Ingham North Harbour today and experience the D-Max X-Terrain for yourself!

The Isuzu D-Max X-Terrain is a striking sight on the road.

Summer is in full swing

Automated irrigation keeps your lawn lush and water bills low

By Joseph Waddingham, Marketing Manager, Parkland Products

IN AN ERA when every drop of water counts, homeowners are increasingly turning to automated irrigation systems to maintain healthy lawns while reducing both water waste and water bills. Gone are the days when tending to a garden meant spending time manually adjusting sprinklers and hoping for the best. Today’s advanced systems deliver precise watering to every corner of your outdoor space.

At the heart of these irrigation systems is a sophisticated controller that functions much like a computer, storing detailed instructions on when and how long to water each section of your garden. For example, it can be programmed to operate early in the morning or late in the evening. This careful scheduling not only improves the overall health of the turf but also staves off common issues, such as fungal diseases, which can arise from overwatering.

Taking automation a step further, Rain® introduces Vision™ Irrigation Systems, a wi-fi-connected smart watering system that redefines convenience. With Vision™, homeowners can:

• Monitor remotely Adjust settings from anywhere using your smartphone or computer, ensuring your garden is cared for even when you’re away.

• Leverage weather forecasts Integrated weather data allows Vision™ to automatically modify or delay watering schedules if rain is on the horizon, ensuring your lawn never receives unnecessary water.

• Conserve resources

By optimising watering times and water flow, Vision™ saves water and minimises the risk of plant stress and disease, keeping your landscape in peak condition throughout the summer. Beyond these core features, modern irrigation systems truly shine in their capacity for integration with sensor technology. One standout is the rain sensor, which stops watering during or after a rain event by seamlessly communicating with other components. Additionally, you can power your system entirely off-grid, which is espe-

cially useful when it’s not near a power source. The option to use Rain® solar panels, along with Rain® water turbines capture energy from the water flowing through your irrigation system, ensuring continuous operation without external power or frequent recharging. This integration of renewable energy technology guarantees reliable performance even in remote or hard-to-reach locations.

Notifications from local councils regarding water conservation highlight the importance of these systems for anyone wishing to enjoy a lush outdoor area. By automating the watering process, homeowners not only save time and money but also help conserve water, a resource that is becoming increasingly critical in our changing world.

Ready for a greener, smarter garden?

If you’re considering the installation of new irrigation, Rain® Irrigation Systems provide an innovative and sustainable approach to garden care, contact us today to learn how our tailored solutions can help you enjoy a thriving garden this summer while keeping your water bills low and your environmental impact to a minimum.

irrigation@parkland.co.nz irrigation.co.nz

Minimum wage is increasing on 1 April

BUSINESS OWNERS AND managers need to be ready for changes taking effect at the start of the 2024/25 financial year.

The adult minimum wage increases from $23.15 to $23.50 per hour. The starting-out and training minimum wage goes up from $18.52 to $18.80 per hour.

These rates are before tax and any lawful deductions, e.g., PAYE tax, student loan repayment, and child support.

The Employment New Zealand website has five recommendations to help prepare for these increases, such as advising your team and checking your payroll systems and processes.

Find these at employment.govt.nz/ news-and-updates/minimum-wage-isincreasing-on-1-april-2025-are-youready

There are several other significant changes to employment law due in 2025. Three are summarised here. More information about these and other legislative updates can be found at beehive.govt.nz under Workplace Relations and Safety.

‘More flexible dismissal process for high-income employees’

AN INCOME THRESHOLD of $180,000 per annum is being introduced for unjustified dismissal personal grievances, meaning employees earning above that will be unable to raise an unjustified dismissal claim.

Workplace Relations and Safety Minister Brooke van Velden said: “This policy is about offering workers and employers more choice when negotiating contracts. Employers and employees are free to opt back into unjustified dismissal protection if they choose to or negotiate their own dismissal procedures that work for them.

“Highly paid workers such as senior executives or technical specialists can have a significant impact on organisational performance and culture. Having a poor-performing manager or executive can have big flow-on effects for the entire business and increase the risk of poor culture and low morale.

“I know there will be many hardworking Kiwis who have had to work under a manager who might not have been up to the task, and whose leadership might have harmed the morale or productivity of their team.

“This change will provide greater labour market flexibility, enabling businesses to ensure they have the best fit of skills and abilities for their organisation.”

The change will be progressed through the Employment Relations Amendment Bill later in the year.

‘Removing

rewards

for poor employee behaviour’

THE MINISTER HAS also announced that the Employment Relations Act will be amended to “give more consideration to an employee’s behaviour when awarding remedies as a result of a personal grievance”.

This would include removing all remedies for employees whose behaviour amounts to serious misconduct, removing eligibility for reinstatement in a role, and compensating for hurt and humiliation when the employee’s behaviour has contributed to the issue, for example, repeated instances of poor performance.

..these changes aim to “strike a better balance and increase certainty for employers so they can focus on their business.”

“I’ve heard of personal grievance cases where employees have engaged in serious misconduct such as violence, fraud and theft, yet their former employer has had to pay them financial remedies or reinstate them into their roles,” said Ms van Velden.

She added that these changes aim to “strike a better balance and increase certainty for employers so they can focus on their business”.

Holidays Act reform

MS VAN VELDEN says she has directed officials to change the proposed direction of Holidays Act reform. This follows consultation feedback, which suggested the existing draft Bill “is not going to solve the issues of the Act”.

“Not only have I heard from submitters that further simplification is possible, but there were some who believed that what we put out for consultation was more complex and had higher compliance costs than the legislation we have now.”

Consequently, Ms van Velden is asking officials to look at an hoursbased accrual model for annual leave.

“I have also asked them to consider whether greater simplicity can be achieved for the core system if other models can be used for more complex work arrangements.

“While shifting to hours-based accrual may require drafting a fundamentally different Bill, I believe investing the time and effort to do this will deliver superior improvements to both employers and employees.”

Ms van Velden confirms that the government still aims to pass a new Act by the end of its current term.

“I have tasked officials to begin work immediately on this new approach. I will be seeking Cabinet decisions in 2025.”

By Lizzie Brandon

THE CHANGE ISSUE

Menopause in the workplace

RESEARCH SUGGESTS THAT as many as one in four women consider quitting their job due to menopause-related issues1, and one in ten actually do so2

In the United States, a Mayo Clinic study estimated that menopausal symptoms result in approximately $1.8 billion in lost work time annually. In the United Kingdom, the economic impact is even more pronounced, with a report from the UK Parliament indicating that menopause costs the economy about 14 million working days each year, equating to £1.88 billion in lost productivity.

Although fewer NZ-specific statistics are available, a 2023 study by the New Zealand Institute for Economic Research (NZIER) found that three-quarters of women experiencing menopause symptoms reported a negative effect on their work, with 25 per cent of respondents saying they felt their ability to work was reduced by at least half. Furthermore, that same year, an article in the New Zealand Herald highlighted that, while employers are generally open to discussing menopause-related issues, only 11 per cent of women had talked to their manager about it – suggesting a significant gap in communication and support.

What are the problems that perimenopausal and menopausal women experience in their workplace, and what are the barriers to them receiving the appropriate support?

Aj Ali is a professor in exercise science at Massey University, Albany campus. Through his research and his company, Imago Wellness Coaching (imagowellness.co.nz) his primary focus is “promoting wellness to prevent illness” – with wellness through menopause as a key component.

EVEN THOUGH NEARLY half the world’s population go through menopause, Aj says he was surprised by the lack of specific research on this topic. “There’s not as much science in this space as what you’d hope.” He suggests this is because – at least for previous generations – it was something that women dealt with individually “behind closed doors”.

In a potentially positive move, however, he confirms that, in the course of numerous conversations with CEOs and HR managers, the topic of menopause keeps cropping up.

“We all go through challenges in life, and menopause is part of that journey.

“If you don’t understand what’s going on with yourself, what’s ‘normal’, and that some things can be very individualised, you might just want to keep away from other people. That can be physically and mentally debilitating. It can lead to feeling disempowered.”

What facilitates many of these challenges is the drop in oestrogen levels. This hormone impacts many different aspects of the body, not just the menstrual cycle phase. “For example, it helps with temperature regulation, blood flow to the brain, and managing dopamine (aka ‘the feel-good hormone’).”

But if reduced oestrogen is the problem, should every woman simply march off to their GP demanding HRT (hormone replacement theory)?

“I can’t give you an answer,” Aj concedes. “There is no magic bullet, I’m afraid. It’s on an individual, case-by-case approach.

“Certainly, talk to your GP. But realise that HRT may not be right for you. Some research suggests there’s only a short window of time where it may be effective,

On that basis, a manager sending menopausal staff members to see an EAP (employee assistant programme) counsellor may not necessarily be the best approach. In Aj’s opinion, this is comparable to trying to brush it under

“...we have to normalise conversations around menopause. They need to be frank, without judgement or denigration.”

and even then, it’s not effective in every instance.”

Aj says he would encourage people to fall in love with the problem, not the solution – to recognise that everyone’s experience will be slightly different and to speak to the relevant specialists.

the carpet – and focused on a “one-sizefits-all” solution.

“The journey through menopause is unique to each individual. That’s why we have expert coaches at Imago to help women gain a greater understanding of all the physical and mental functions

“It’s

that may be affected. We want to help them navigate this phase with grace and resilience.”

Aj concludes with this astute observation. “A few years ago, there was sometimes a dismissive attitude towards bullying in the workplace: ‘Toughen up. If you don’t like it, go somewhere else’. Now, anti-bullying is integral to health and safety practice.

“Similarly, we have to normalise conversations around menopause. They need to be frank, without judgement or denigration.

“We have to support menopausal women in the prime of their careers. Help them recognise their own unique challenges, and get the right support around them to feel empowered, safe, and in control.

Perimenopause is the transitional phase leading up to menopause. During perimenopause, levels of oestrogen and progesterone, two key hormones, start to fluctuate and reduce. This can cause women to start to experience menopausal symptoms whilst they are still having periods. Perimenopause can last for years (sometimes up to a decade) before menopause. menopause.org.nz

You are said to have reached menopause after you have had no more periods for 12 months in a row. The usual age is between 45 and 55 years. The average in Aotearoa New Zealand is 52 years. healthify.nz

Don’t risk losing your people at that peak in those senior roles. You don’t want all that knowledge, experience and creativity walking out the door.

hard because menopause comes packaged up with ageing, and you can’t separate the two. It’s a turbulent time! But you’re not failing or doing it wrong. This is just how it is – and it will get better.” – Niki Bezzant.

Niki Bezzant (nikibezzant.com) is a renowned writer, journalist, and advocate for menopause, perimenopause, and midlife. She spends much of her time on menopause education and awareness, speaking in workplaces and communities. She has written two bestselling books on menopause and midlife health: This Changes Everything: the honest guide to menopause and perimenopause and The Everything Guide: Hormones, health and happiness in menopause, midlife and beyond.

NIKI IMMEDIATELY PICKS up on Aj’s final comments. “My vision for the future is one where talking about menopause is perfectly commonplace, and not at all stigmatising, icky or weird, but just totally normal in the same way we talk about other life stages, like puberty and pregnancy.”

Niki also echoes Aj’s observation that no two women’s menopause experience will be the same. “I’ve got a list of 42 symptoms in my books. It’s huge! We’ve got oestrogen receptors everywhere, not just in our ovaries.”

About one in five women will have no noticeable symptoms. Conversely, another one in five will have really debilitating symptoms that seriously interfere with their quality of life.

“And the rest of us,” says Niki, “are somewhere in the middle.”

She remarks that, looking back, many women realise “their sleep going a bit south” was the first sign they were entering perimenopause. “Plus, of course, if you’re struggling with sleep, everything is harder.”

Disturbed sleep would certainly exacerbate any neurological changes. “It’s like a rewiring of the brain. It’s not losing capacity, but it is doing a bit of a reboot. It’s like when your computer is downloading a new operating system: glitchy along the way but ultimately coming out better in the end!”

The most common menopausal symptoms are:

• Hot flushes and night sweats

• Mood disturbance (e.g., depression, anxiety, mood swings, flare-ups of rage)

• Cognitive issues (e.g., brain fog, problems with concentration, poor memory and recall)

• Sleep issues

• Joint pain and muscle pain

• Genitourinary syndrome of menopause (GSM) (e.g., pelvic floor issues, increased UTIs, change in libido)

• Weight shift and/or weight gain

Supporting menopausal employees

All types of companies from all manner of sectors approach Niki for help. “It’s interesting when I look at the range of organisations where I’ve done talks or workshops. It’s hard to pinpoint an industry because it’s across the board.

Last year, I worked with many infrastructure-type businesses – engineering, mining, power, and ports – which are very male-dominated. But they’re recog-

Organisations that do not offer menopause support will lose essential talent. "This is the price that women, businesses, the economy, and society are paying."

nising they want to attract more women into their organisations and keep and support the women they already have. That is fantastic!”

Not every business or manager, however, is open to supporting all their employees. Occasionally, Niki will receive an enquiry from someone within an organisation, which is then rebuffed by someone higher up the management ladder. “I’ve heard, ‘My manager didn’t

think it was worth talking about’. Clearly, there’s still a lot of work to do and a lot of ground to break, but it is really satisfying to see the growth in interest over the past three years.”

Organisations that do not offer menopause support will lose essential talent. “This is the price that women, businesses, the economy, and society are paying.”

“The first step is to start a conversation. You want to aim to create an environment where talking about this is encouraged. I spend a lot of my time starting that conversation with people.

“Often, a company will survey its people, who say, ‘Yes, we want to know about menopause’. But it’s tricky to know how to do that. If an external person like me comes in and does a sort of ‘Menopause 101’, explaining what the words mean, how to talk about it, how it impacts people – the real core basics for everyone there, not just the women, that can break the ice. In fact, it usually opens the floodgates!”

Step two is keeping the conversation going.

“Not everybody needs support. Not everybody wants to talk about it, and that’s fine too.

“But for those who do, keep asking, ‘What can we do? How do we support our women, our people with ovaries, through this?’”

“What can you do to support these women in the prime of their careers? As Richard Branson said: ‘Train people well enough so they can leave. Treat them well enough, so they don’t want to.’”

There are, she says, loads of practical options, and suggests that business owners begin by looking at their policies around flexible hours and remote working. “Being able to come to work a bit later, stay on a bit longer or work from home can make a big difference if someone is struggling with sleep or having physically debilitating symptoms.”

Uniform policy is another important factor. “Imagine having to wear a heavy uniform made of polyester, or even a synthetic-fibre polo shirt. These aren’t very breathable and can be incredibly uncomfortable if you’re having flushes,

sweats or experiencing temperature control issues.”

Likewise, being able to adjust the temperature in the workspace easily can be very helpful.

There are also support-based actions. “Maybe you want to organise a menopause café every month for everybody to get together and chat. Just to ask, ‘How are you? How’s it going?’ You could have menopause champions providing peer support for women who are suffering or struggling. Or you could go further and introduce a formal menopause policy. That’s not so prevalent in Aotearoa

“...it is really satisfying to see the growth in interest over the past three years.”

With more women working full-time into their fifties compared with past generations, many are at the peak of their careers when they become perimenopausal.

New Zealand yet, but we’re increasingly seeing it overseas.

“You can choose a ‘pick and mix’ for your business that doesn’t have to cost a great deal or be particularly demanding.”

Sadly, a lot of myths about menopause persist. “You might come across people making jokes and off-colour comments. That does happen, unfortunately.

“Sometimes people think menopause is a kind of deficiency or illness, impairing women in some way. Or that it’s a decline, marking the beginning of the end for them.

“It is not! It’s just like puberty or pregnancy – a temporary state, not a permanent situation. Women are not suddenly losing their currency or their capability. They are not on the scrap heap or unworthy of promotion.

On the contrary, reflects Niki, menopause can be a time of inspiration and renewal. “It’s not just a struggle; it could be an opportunity.

“When I run my sessions, I always say it’s a chance to think about the next stage of your life, how you want that to be and what you want that to include. And if that’s not doing your current work, then it’s an opportunity to embrace something new.”

GOLD PARTNER: DRIVELINE

How Go-Getter Kezza Became a Driveline Leasing Hero

Some say Kerry Hunter (fondly known as Kezza) could teach us a thing or two about recovering from adversity and working towards new goals.

Kerry Hunter grabbed life by the throat. First job at 14, bought a horse at 19, had a son at 24, and raised him mostly as a single parent. Whew!

Raising Cohen

Cohen was born premature with dislocated hips, not discovered until 8 months old. Schooling was also a challenge because of dyslexia. But thanks to Kerry's support Cohen is now thriving as an apprentice electrician.

Driveline

Kerry has now been in the auto industry for 29 years and Driveline for three. "I absolutely

love it here," she says. "The team are amazing; they're just so easy to get on with."

Ups & Downs

Despite the ups and downs, it's Kerry's work ethic and strong moral compass that have seen her end up in a good place.

Want a New Vehicle?

One call to Kerry is all it takes to get expert advice and a great deal on your next business vehicle.

Bringing ‘a fresh take to the transportation industry’

BROOKE ROBERTS AND Summer Goodman first met when they were 11 and played hockey against each other: Brooke for Whangārei, Summer for North Harbour. When Brooke finished school, she moved to Auckland and joined Summer’s hockey club where, in their words, “We soon became inseparable!”

The idea of starting a business together didn’t come about until 2020. As for many people, Covid lockdowns profoundly impacted their careers. Brooke is a professional hockey player – she still represents the New Zealand Black Sticks – and everything was on hold with the closed borders. Likewise, Summer, who’d studied tourism at university, was made redundant from her job as a New Zealand-specialist travel agent.

It was only after Summer volunteered at a local florist that she spotted a gap in the market for what she describes as a “quality delivery service, supporting their client brand promise.”

“Brooke had previous experience in the transport industry through her parents’ business. So, I pitched the idea to her – and she jumped at it! In October 2020, Bespoke To You was born.”

The company aims to be “Auckland’s most trusted and reliable courier”, specialising in perishable and fragile items. “We want our clients to know they can trust us to be a seamless extension of their own business, reflecting the same excellence they themselves deliver to their customers,” Summer explains.

However, courier services are a notoriously challenging sector. Delivery-related issues are one of the top causes of dissatisfaction amongst e-commerce customers, especially during busy periods like Christmas or sales events. A 2022 study by Ipsos suggested that as many as 85 per cent of online shoppers would be unlikely to return to a retailer after a poor delivery experience. Late deliveries, no-shows, a lack of tracking information, and poor (non-existent) communication all result in customer complaints.

So how does Bespoke To You seek to overcome these?

“Our ‘why’ is to bring a fresh take to the transportation industry. We are ‘couriers who care’ and focus on being a solution-based company with meaningful

core values: honesty, reliability, integrity and transparency.

“Our booking software system and processes help us create well-managed logistics routes that align with precise delivery requirements.” Building and maintaining those efficient delivery routes is also crucial for mitigating variable fuel and on-road costs.

“Some delays are, unfortunately, inevitable. When this happens, Brooke and I take it upon ourselves to communicate with our client and their customer to explain what’s happening and determine the most appropriate response.”

Being female-owned and operated, Bespoke To You has been keen to hire mothers looking to return to the workplace, recruiting via the Jobs For Mums website. “It’s been very successful!”

“We also provide opportunities for university students looking for casual work and athletes who need an extra source of income.”

North Harbour itself has advantages for the company. Not only does it give easy access for employees, who all live

on the Shore, to collect their vehicles for the day, but it has also opened up the northern market. “It’s just a short trip up the motorway – against the traffic! – and there are also many opportunities for us in Matakana and Whangārei in the near future. Watch this space!”

Brooke and Summer offer this advice to anyone considering starting their own business. “You have to really believe in the product and service you provide – to the point of being a bit delusional! There will be people who plant doubt into your mind about your ‘why’ and ultimately make you overthink your business proposition and whether it will work or not. Just keep believing in what you are creating.

“Our favourite quote right now is, ‘”No” is just the start of a negotiation.’”

Bespoke To You’s clients include florists, couture dressmakers, frozen food manufacturers, PR firms, wedding planners, bakers, and grocery businesses.

The team is “the heartbeat” of the business. “All of us share the same passion and drive to provide a quality service and really care for our clients’ products.”

如何高效的参

加社交活动：

从细节到策略 的全方位指南

社交是商业和个人生活中不可或 缺的一部分，尤其是在商会这样的 平台上，高效社交不仅能拓展人 脉，还能为你的职业和事业带来更 多机会。然而，社交并非只是简单 的“认识人”，它需要策略、准备和 技巧。以下是一份从细节到策略的 全方位指南，帮助你在社交场合中 游刃有余。

一、社交前的准备：细节决定成 败

1. 个人形象：打造第一印象 • 发型：无论你是长发还是短发， 保持干净整洁是关键。参加活动 前洗头、吹干，避免油腻或凌乱。 如果是重要场合，提前三天修剪 头发，活动当天长度刚刚好。

• 服装：根据场合选择合适的服 装。商务活动通常要求正装（西 装），但正式程度可能有所不同。 建议按最正式的标准准备，到场 后根据实际情况调整。例如，如 果大家穿得比较随意，你可以脱 下西装外套或解开领带。

• 加分项：嗅觉是记忆的触发器。 喷上清新的香水，并随身携带薄 荷糖（不是口香糖），确保口气清 新，给人留下良好的印象。

2. 背景调查：知己知彼

• 公司背景：提前了解活动嘉宾的 公司信息，浏览公司网站，阅读 最近的新闻或公告。这样不仅能 避免尴尬，还能在交流中找到共 同话题。

• 个人背景：通过LinkedIn、Facebook等平台了解目标人物的职 业经历、兴趣爱好等。记住对方 的名字，并在交流中自然地提 及，这会让人感到被重视。

二、心理建设：从紧张到自信

• 转变心态：对于i人, 请将“紧张” 和“恐惧”转化为“兴奋”和“期 待”。告诉自己，社交是结识新朋 友、拓展视野的机会，而不是一 场考验。

• 注重细节：成功的社交往往隐藏 在细节中。无论是记住对方的名 字，还是关注对方的兴趣，这些 小细节都能让你在人群中脱颖 而出。

三、社交中的实用技巧：从策略 到执行

3. 聚焦目标：精准社交

• 选择圈子：不要试图参加所有 活动，你的精力和注意力是有限 的，专注于一个组织或圈子，持 续参与，直到你成为其中的“熟 面孔”。这样不仅能建立更深的 关系，还能提高你的影响力。

• 从边缘入手：不要一上来就找“ 大佬”，而是先结识他们身边的 助理或下属。这些人往往是大佬 的“信息过滤器”，他们的推荐会 让你更容易被注意到。

4. 深入交流：建立真实连接

• 避免泛泛而谈：不要拿着一沓名 片到处分发或者逢人就加微信， 而是专注于与一两个人深入交 流。了解他们的工作、兴趣和需 求，建立真实的连接。

• 培养关系：人际关系需要时间培 养，不要急于求成。通过后续的 跟进和互动，逐步巩固关系。

5. 应对尴尬：巧妙化解

• 寻找机会：如果你在活动中因为 没有认识的人而感到无所适从， 可以站在吧台或食物桌附近。去 吧台的人通常有两种：续杯的和 刚到场的。后者往往是寻找聊天 对象的好目标。

• 利用环境：如果不知道如何开启 对话，可以从活动本身或场地环 境入手，比如赞美活动的组织或 场地的布置。

四、社交酒会的礼仪：优雅得体

• 选择饮品：在社交酒会上，饮品 的选择也能传递信息。男士可以 选择啤酒或红酒，显得随和；女

士则可以选择红酒或白葡萄酒， 展现优雅。避免过量饮酒，保持 清醒和得体。

• 聊天技巧：在交流中，多倾听、少 吹嘘，适时赞美对方。人们更容 易记住那些让他们感到被欣赏 的人。

五、利用商会平台：拓展人脉的 黄金机会

• 商会的作用：商会不仅是人脉的 桥梁，还能提供行业信息、商业 机会和资源支持。通过商会，你 可以结识来自不同领域的老板 和企业，拓展你的商业版图。

• 多参加活动：商会通常举办多 种活动，涵盖不同行业和主题。

多参与这些活动，进入不同的圈 子，你会发现信息、机会和资源 源源不断。

六、总结：高效社交的核心

高效社交不仅仅是“认识更多人”， 而是通过精心准备、策略执行和细 节把控，建立真实、有价值的人际 关系。无论是个人形象的打造，还 是背景调查的深入，亦或是社交技 巧的运用，每一步都至关重要。

记住，你社交的终极目标不是积累 名片，而是建立能够互相支持、共 同成长的关系网。通过商会这样的 平台，你可以将这些关系转化为实 际的商业机会和个人成长动力。

希望这份指南能帮助你在未来的 社交活动中更加自信、从容，并收 获丰硕的成果！

那现在就来参加一场北港商会的 活动学以致用吧！

https://businessnh.org.nz/whats-on/ 商会微信号：businessnh

ChargeNet’s partnership with Foodstuffs means you can fill your car while you fill your trolley

Embracing EV technology is an opportunity to reduce carbon footprints, align with sustainability goals, and provide employees with future-ready transport solutions.

HEADQUARTERED IN PIERMARK Drive, ChargeNet is one of the businesses at the forefront of New Zealand’s EV (electric vehicle) public charging network. As more organisations consider adding EVs to their fleets, access to a reliable and widespread charging infrastructure is becoming essential to future-proofing operations.

ChargeNet has made significant investments to support New Zealand’s transition to EVs. With almost 500 charging points nationwide, the network grew by over 50 per cent in the past year alone, with an extra 150 new charging points added.

ChargeNet’s CEO, Danusia Wypych, says the company remains committed to its ambitious goal of doubling its charging points by 2026. “As the EV ecosystem matures, it is important to recognise the different components that support a seamless transition—destination charging, en-route fast charging, and workplace charging all play crucial roles. The total cost of ownership of EVs is a key consideration for businesses looking to electrify their fleets, and even with recent market changes, the economics make sense: lower fuelling costs, reduced maintenance expenses, and some attractive propositions in the vehicle market make EVs an increasingly attractive option for SMEs.”

One key factor driving this expansion, says Danusia, is ChargeNet’s partnership with Foodstuffs. Officially announced in May 2024, the two companies have been working together since 2015 to integrate charging solutions into supermarket locations.

“We know that supermarket charging is the preferred option for domestic ChargeNet customers, aligning well with their habits. Notably, 83 per cent of ChargeNet’s customers plan their journeys in advance, selecting specific charging stations to incorporate into their travel routes. While the picture is slightly different for businesses, it’s also important for employees to have options

EV sales slump in 2024

LAST YEAR, SALES of electric vehicles were down 70 per cent on 2023’s figures, with only 6,341 new EVs registered, compared to 21,032.

According to Canstar: “In 2022, EV and hybrid cars accounted for a third of all new car registrations. And in 2023 that percentage increased to 41 per cent. Overall, pure EV models increased from a 10 per

cent market share in 2022 to 14.5 per cent in 2023. However, just 5 per cent of vehicles sold last year were EVs.

“And it’s important to note that of the 34,635 hybrid cars registered in NZ last year, just 10 per cent were plug-in hybrids (PHEVs), this compares to 23 per cent across the same period in 2023.”

when using their vehicle in a personal capacity or out on the road. We’re committed to supporting this transition, ensuring the infrastructure is in place to meet the growing demand for reliable and accessible EV charging.

“Demand for EV charging continues to grow, and metropolitan areas will be a key area of focus for us in 2025. The launch of our new charging hub at PAK’nSAVE Albany in June last year has reinforced this trend, and it’s now one of our most popular charging locations. This site’s success underscores the increasing confidence in the public charging network, providing businesses and residents with greater flexibility when adopting EVs.”

Canstar acknowledges that these numbers almost certainly reflect the end of the EV rebate and introduction of road user charges for EV and PHEV drivers. Interest.co.nz reports that car sales overall were down last year: “…just 87,571 new passenger cars were sold in the year, the lowest annual level since

the pandemic interruptions. And prior to that since 2014. Most sales in 2023 were NEVs (new energy vehicles, a set that includes EVs, plug-in hybrids, and independent petrol hybrids). But in a sinking market in 2024, internal combustion engined cars (ICE) reclaimed their majority.”

To read more, go to canstar.co.nz/personal-loans/top-sellingelectric-cars-in-nz and interest.co.nz/economy/131389/ without-taxpayer-subsidies-new-car-market-twisted-while-itshrank-buyers-gravitated

NZ’s most stolen cars of 2024

For the third consecutive year, the Toyota Aqua was New Zealand’s most stolen car.

ACCORDING TO DATA from AMI Insurance (sourced from the largest general insurance dataset in the country), there were almost 12,000 vehicle theft claims through 2024, including claims relating to attempted theft.

The Toyota Aqua accounted for 8 per cent of all stolen vehicle claims, followed by the Toyota Corolla (6 per cent) and the Nissan Tiida (5 per cent).

Thirty per cent of vehicles stolen last year were not recovered, and only 52 per cent of recovered stolen vehicles were repairable.

Perhaps unsurprisingly, given its size and population, it was the Auckland region where most vehicle thefts occurred, followed by Canterbury, Waikato, Wellington, and the Bay of Plenty. AMI’s Wayne Tippet noted that stolen vehicle claims began to decrease for the first time in four years in 2024, with stolen vehicle claims related to ram raids down by 50 per cent compared to 2023.

Thirty per cent of vehicles stolen last year were not recovered, and only 52 per cent of recovered stolen vehicles were repairable.

Mr Tippett said: “It’s also important to caution that thefts don’t just occur while a vehicle is parked. Unfortunately, we have seen claims resulting from carjackings at

AMI’s top tips for vehicle security

low-speed areas such as intersections, traffic lights, or car parks too.

“We should always lock our car doors when driving and consider keeping the windows up.”

BNH’s crime prevention specialist, Dave Loader, concurs with these suggestions. “Vehicle thefts and break-ins are still the highest crime incidents reported for our area. Although figures were down overall in our last financial year, offenders consistently target vehicles.

“Primarily, criminals target people who have parked close to, but not within, the park and ride. Investing in a steering wheel lock, which potentially costs less than $50, could save a great deal of inconvenience and expense in the long run.”

AMI’s list of 10 most stolen cars [1]

1. Toyota Aqua (=)

2. Toyota Corolla (+1)

3. Nissan Tiida (-1)

4. Mazda Demio (=)

5. Mazda Atenza (=)

6. Toyota Hilux (+4)

7. Toyota Vitz (=)

8. Subaru Impreza (=)

9. Toyota Mark X (-3)

10. Mazda Axela (+1)

• Where possible, park down a driveway or inside a garage.

• If there isn’t any off-street parking available, try to park your car in a well-lit area.

• If possible, park your vehicle facing uphill or facing your house.

• Consider using anti-theft protection measures, such as a car alarm system, immobiliser, fuel cut-out switch, steering wheel lock, handbrake lock, or car tracking system.

• There are some good, cost-effective GPS tags that can be placed inside vehicles and are very helpful in assisting the police to track the offenders and/or vehicles.

• Don’t get out of your car and leave the engine running or keys in it, even for a few seconds.

• Always lock your car doors when driving your car, and consider keeping the windows up, especially in low-speed areas.

• Make sure you always lock your car, especially whenever your vehicle is parked and unattended.

• Don’t leave valuables on display.

• Avoid leaving windows or the sunroof open when you’re not in the car.

[1] This data has been sourced from IAG’s insurance brands’

Celebrating 10 years of dedicated service

Congratulations,

and thank you, Dave!

January 2025 was an incredible milestone, as Dave Loader marked 10 years of exceptional service as BNH’s crime prevention specialist.

BNH GENERAL MANAGER Kevin O’Leary says, “Over the last decade, Dave has been a cornerstone of our community, working alongside the police and other stakeholders to ensure the safety and well-being of local businesses.”

Dave’s commitment to crime prevention was evident from day one. “His expertise means he is an invaluable resource, and his proactive approach to crime prevention has had a profound impact in our BID and the wider community. Whether it is offering advice on security measures, leading community initiatives, or responding swiftly to concerns, Dave has always gone above and beyond to make a difference for our members.

“Dave is more than just a professional in his field—he is a passionate advocate for safety and sustainability, constantly engaging with local businesses, police, and community organisations to create a stronger, safer and greener environment for everyone. His tireless dedi-

cation has improved crime prevention, reduced crime rates, and fostered a sense of security among business owners and employees within the BID.”

Arguably, what truly sets Dave apart is his willingness to go the extra mile.

“He’s always out in the BID, staying ahead of emerging issues and implementing sustainable initiatives, such as

the food waste collections, pallet swap, and secure plates fixing service.

“Congratulations, Dave, on reaching this significant achievement! We are grateful for your unwavering service and look forward to many more years of success, growth, and collaboration. I’m sure BNH members join me in saying, ‘Thank you for everything you do!’”

The value of security CCTV pays off

BNH’S SECURITY FIRM Vanguard Security was successful on two separate occasions in late December in tracking, identifying, and obtaining evidence, which helped NZ Police catch, arrest, and charge two offenders for burglary and wilful damage.

Incident one

This involved utilising footage from three separate premises around the BID to identify a burglar. This individual was quickly separated from his getaway vehicle by good work from the security patrolman and the police. He, therefore, attempted to escape through various properties on foot. However, the third CCTV camera (a BNH installation) picked him up, and the police were informed of his location. They

moved in and arrested him.

This incident demonstrated the invaluable use of CCTV as premises security and the value of the combined efforts of the businesses that provided the footage to identify the offender. As Dave Loader observes, “It was a real community effort to keep our business community secure and safe.”

Incident two

An instance of wilful damage caused by an offender involved looking through CCTV footage to track, identify, and obtain proof of his offending, which occurred during daylight hours with no staff on-site at the premises. His vehicle was pin-pointed within the footage to further assist in identifying him.

Dave Loader

The best familyfriendly bike rides around Auckland

BEFORE THE DAYS get shorter and the weather turns cooler and wetter, it’s a great time to enjoy Auckland’s scenic bike paths.

There are six in particular that Auckland Council recommends for a family jaunt, winding through tranquil neighbourhoods and reserves, meandering along coastal areas and past playgrounds, with plenty of places for a picnic along the way.

The two closest to North Harbour are:

Narrow Neck to Devonport village

“The shared path swoops past beaches and reserves, and has excellent views of Rangitoto Island and Maungauika (North Head). At Narrow Neck Beach, there is a great playground, and Cheltenham Beach is another worthwhile stop where you can enjoy a refreshing swim or rest under a pōhutukawa tree.”

Te Ara Tahuna /Ōrewa

Estuary Path

“The route is a gentle loop with lovely views across the water and interesting features such as Māori carvings, which celebrate the area’s history as an abundant food source. The flat and sealed path is perfect for children on bikes.”

To learn more (including the locations of the other four paths), visit ourauckland.aucklandcouncil. govt.nz/news/2022/03/the-bestfamily-friendly-bike-rides-inauckland

Reducing the environmental impact of synthetic refrigerants

THE GOVERNMENT IS looking to better manage synthetic refrigerants and reduce emissions caused by greenhouse gases found in heating and cooling products. In late 2024, Environment Minister Penny Simmonds said, “Regulations will be drafted to support a product stewardship scheme for synthetic refrigerants.

“Synthetic refrigerants are found in a range of products and equipment such as heat pumps, cold stores and vehicles.

“Managing the impact these gases have on our environment is one of the actions in New Zealand’s second emissions reduction plan, which outlines how we will meet our climate change target for the second half of this decade and sets us on a path to net zero.”

The Trust for the Destruction of Synthetic Refrigerants was formed in 1993 to safely collect, store, and dispose of surplus synthetic refrigerant gases. It runs Cool-Safe, a product stewardship scheme accredited under the Waste Minimisation Act. This scheme remains voluntary until regulations are in place.

“Putting regulations in place is an important step in making sure everyone involved in the synthetic refrigerants industry plays their part in reducing the environmental impact of their products,” Ms Simmonds continued.

“Emissions from synthetic refrigerants are mostly due to leaks from poor equipment installation and management, or from improper disposal. A

The Sustainable Business Network says goodbye to Facebook and Instagram

SBN HAS EXITED Meta’s services. Excerpts from the organisation’s longer explanatory statement confirm: “We’ve advertised on Meta. We’ve spent valuable time enriching its social networks for free with our content.

product stewardship scheme will significantly reduce these emissions.

“I congratulate the Trust on leading a scheme that will make a real difference in reducing these emissions and managing the environmental impact of these products.”

Once the legislation comes into effect, synthetic refrigerants and heating and cooling equipment containing synthetic refrigerants will have to be sold in accordance with the scheme. Likewise, the onshore destruction of synthetic refrigerants will be regulated by it.

The sector will also be required to report data to Cool-Safe so synthetic refrigerants can be tracked across their life cycle. The sale and recovery of synthetic refrigerants and equipment will be restricted to those who meet industry-recognised training standards, which are proposed to be implemented three years after the regulations are introduced.

“With this new scheme, we will protect our environment, reduce emissions, and ensure a healthier future for our communities.”

Read about product stewardship at environment.govt.nz/whatgovernment-is-doing/areas-ofwork/waste/product-stewardship/ about-product-stewardship-innew-zealand and sustainable.org. nz/learn/tools-resources/productstewardship

More information about Cool-Safe is here: coolsafe.org.nz

“But we’re a network dedicated to positive environmental and social outcomes. As you probably know, Mark Zuckerberg just abandoned fact checking and Diversity Equity and Inclusion.

“We’ll be focusing our social media content on LinkedIn from now on, and exploring other options.”

Read SBN’s statement in full at sustainable.org.nz/learn/newsinsights/goodbye-facebookand-instagram

Follow SBN on LinkedIn via linkedin.com/company/sustainablebusiness-network

EVERY YEAR, KIWIS throw out $3.2 billion worth of food – equivalent to more than $1,510 per household. “If food waste was a country, it would be the third largest producer of carbon emissions behind China and the United States,” says the Love Food Hate Waste NZ website.

Not only is this a colossal waste of money, but it’s environmentally disastrous, producing 4 per cent of Aotearoa’s greenhouse gasses. Globally, that figure is worse: 8 per cent of greenhouse gas emissions come from food loss and waste, more than triple the aviation industry’s contribution.

A recent article from BBC Future encourages readers to make the most of edible and nutrient-rich fruit and vegetable peels instead of simply throwing them away.

“The peel of the banana, like many fruits and vegetables, is not only edible but contains useful nutrients. For an orange, around 20 per cent of the fruit is peel – in 2018, around 15.1 million tonnes of orange peel was generated, according to one study (that’s nearly 80,000 blue

whales or 2,500 giant redwoods). For a kiwi, between 9-13 per cent of the fruit is peel. For a pomegranate, there’s almost as much peel as there are seeds.”

There are five ways to use orange peel, pineapple peel, ginger peel, butternut squash peel, and onion peel at bbc.com/future/article/20250124-eat-the-peel-why-you-mightbe-throwing-away-the-best-bit-of-your-fruit

Love Food Hate Waste has several recipe ideas for banana (and apple) peel, including banana peel cake and dahl (lentil curry): lovefoodhatewaste.co.nz/8-ways-applebanana-peels

What are outgoings (opex)?

OUTGOINGS, ALSO KNOWN as opex, are operating expenses charged by the landlord or property owner, which are included in the cost of a property when it is leased.

For major assets, the landlord is typically in charge of repairs and maintenance; the tenant is responsible for smaller items and chattels.

In commercial property, the items passed onto the tenant in annual outgoings charges are listed in the Outgoings Schedule in the Law Association of New Zealand Agreement to Lease (currently Sixth Edition 2024). These include, but are not limited to, local territorial authority rates and body corporate levies (if applicable). The landlord may present this to the tenant on a monthly basis, and an annual wash-up comparing the budget and actuals usually works out the difference.

What is included in the lease agreement can depend on whether the lease is a gross lease (flat rental amount that includes these operating costs) or a net lease (rent only).

Opex can range between 10 to 40 per cent on top of lease rates and are largely driven by:

• Local territorial authority/council rates

• Building insurance

• Gardening/grounds maintenance

• Regular repairs and maintenance on assets such as air-conditioning, lift, lighting, security, etc

• Building warrant of fitness

• Body corporate levies (if applicable)

• Management expenses (if applicable)

It is important to note that operating expenses do not include capital expenditures (the costs of improving or adding value to the property).

If the outgoings schedule and clauses in an Agreement to Lease are incorrect, it can have a significant impact on both tenant and landlord. Opex are a key driver of the landlord’s profits and, therefore, their building’s value.

We recommend that both parties seek legal advice prior to signing an Agreement to Lease.

Janet Marshall is a director at Colliers North Shore, a business mentor at BMNZ and board executive with Business North Harbour and Takapuna Beach Business Association. Contact Janet on 021 684 775 or email janet.marshall@colliers.com for sales or leasing enquiries.

Introducing the Yale Unity® Slim Smart Lock: Custom Colours for Every Home!

THE YALE UNITY® Slim Smart Lock is inspired by the rising popularity of smart locks in New Zealand, where modern homes crave convenience and advanced technology. Yale has a rich history of designing mechanical locks for the New Zealand market, including unique narrow backset mortice locks with multipoint locking. The Yale Unity Slim Smart Lock builds on this legacy by incorporating smart lock technology and leveraging the global capabilities of the Yale Home App ecosystem.

This lock is available with various handle types, ensuring visual consistency across window fasteners, sliding door handles, and internal and external hinged door handles. The colour customisation feature enhances its appeal to homeowners by allowing them to match or boldly contrast the handle colour to their doors. This customisation is done locally in Rosedale and can be delivered in a four-day lead time. It involves die casting, powder coating, and assembling the lock body to suit the desired door type.

When it comes to security, the Yale Unity Slim Smart Lock offers four locking points. By simply lifting the handle, users can lock the latch and deadbolt in the mortice lock and throw shoot bolts into the head and sill of the door frame, making it significantly more resistant to forced entry. The Yale Home App allows users to manage the lock remotely, including locking and unlocking, and receiving instant notifications on their smartphone.

Early feedback from users has been positive. Users appreciate the convenience of going key-free and using a PIN code or the app to unlock the door. The ease of locking the door by simply lifting the handle has also been highlighted as a game-changer.

The lock’s slim design contributes to a home’s overall aesthetics, making it suitable for front doors as part of a grand entrance. Its compatibility with multiple backset options means it can be used on various doors, including popular aluminium-framed doors with large glass panels.

Yale supports homeowners post-installation with extensive online resources, including how-to guides and videos covering installation, programming, and troubleshooting. Additionally, a dedicated New Zealand-based customer services team is trained on the Yale Unity Slim and Yale Home app to provide further assistance.

For more information, please contact your local window and door supplier or visit yalehome.com/nz

‘Together we can make sure no one faces cancer alone’

RELAY FOR LIFE is one of the Cancer Society’s biggest fundraisers, with more than a dozen events up and down the country every year. Work colleagues, sports teams, groups of friends, school classmates, and whānau all come together to celebrate life for those who have been through a cancer journey, and remember loved ones lost to this insidious disease.

Relay for Life is suitable for all fitness levels; it’s not a race. “You can walk, run, dance at your own speed and do as many or as few laps as you like.”

Auckland’s Relay for Life is on Saturday, 5 April at AUT Millennium from 10.00 am until 10.00 pm.

As always, it will begin with the Celebration Lap, led by people who currently have or previously have had cancer and those who have supported or are currently supporting someone on their cancer journey. After this, other team members take to the track, with most walking

in blocks of 30 to 60 minutes. They then “pass the baton” so that each team has at least one person on the track at all times.

When not walking (or dancing or running), participants enjoy a family-friendly environment with activities and entertainment. All teams have their own space off-track, and many choose to theme and decorate their area or even sell goods for extra fundraising.

Later in the day, there’s a Candlelight Ceremony. Everyone is invited to place a candle inside a personally decorated candle bag around the relay track as tributes to family and friends.

Finally, all teams come together to walk around the track for the Fight Back Against Cancer, culminating in an inspiring Closing Ceremony. This is a time to thank community members for their support and commitment. It’s also when the total amount raised will be announced –and celebrated!

Small steps can make a remarkable difference

To find out more about entering your team for the 2025 Auckland Relay for Life, go to relayforlife.org.nz/o/2025-auckland-relay facebook RelayForLifeAKL

The community comes together. Everyone is here at Relay For Life for the same reasons. There are no egos, no agendas, everyone knows what they’re doing here. They are here to have a great time and raise money for Kiwis going through cancer. I do anything I can to help people, I’ve been through cancer myself. I shouldn’t have survived, but I did. My way of paying it back is to go out there and talk to people and tell them what I’ve been through. Everyone’s here for the same reasons, to make a difference.

Shane, participant in Relay for Life Auckland 2021

I’ve never done anything like this before, but because of what I’m going through at the moment, I just had to come out and show my support. The cancer Society has helped us in many ways. For example, helping my partner with his travel to hospital appointments. I’ve also had a bit of counselling through them as well and they are constantly reaching out and checking in on him. We are all here together at Relay For Life to support this amazing cause. It’s very cool to be a part of.

Rachel, participant in Relay for Life Auckland 2023

WHEN IT COMES to finding the right people for you, data is our friendly sidekick, making the entire process more welcoming and efficient. Here are a few ways we use data in the world of recruitment.

Fair and Inclusive Selection

Data-driven recruitment ensures every candidate gets a fair shot. It’s like having an unbiased friend who evaluates candidates based on their skills, not their personal attributes.

Better Job-Match

Think of data as a matchmaking friend. It helps us find candidates whose skills and experience align perfectly with your job requirements, increasing the chances of finding that ideal fit for your team.

Speedy Hiring

Using data streamlines the hiring process, helping us find the right candi-

dates faster. Reducing the waiting time and getting new team members onboarded quickly means you can get on with what you need to.

Building a Friendly Talent Pool

Data is like a virtual Rolodex of potential candidates. This friendly resource reduces the stress of finding new talent when positions become available.

Savings and Efficiency

Data-driven recruitment is like a financial advisor. It helps us allocate our resources more effectively, saving you time and money to spend where it matters most.

A Personalised Candidate Journey

With data, we can create a warm and personalised candidate experience. It’s like being a great host, making potential talent feel welcomed and valued.

Job Descriptions that Speak to Candidates

Data helps us to craft job descriptions that resonate with your candidates, talking their language, and making your openings more appealing.

Promoting Diversity and Inclusion

Data analysis acts as a friendly mirror, reflecting areas where we can be more inclusive and diverse. It’s all about creating a supportive and welcoming workplace for all.

At Purple Ink, we think of data as a trusted resource, guiding us toward better hiring decisions, smoother processes, and a more inclusive and inviting workplace. It’s a win-win for your organisation and the job seekers we engage with!

info@purple.ink purple.ink

Business North Harbour provides a voice for your concerns, networking opportunities for your business development, and access to key stakeholders and decision makers who may affect your investment.

Crime Prevention

We support our members by managing the contracted nightly security patrols of our Business Improvement District area, 365 days of the year. We conduct safety, security, and communications briefings with the North Shore Police.

Advocacy

We provide an advocacy voice to local and central government for our members’ concerns on local, regional, and national issues, and provide access to key stakeholders and decision makers who may affect your investment.

Traffic, Transport & Roading

We work with all council-controlled agencies to develop initiatives that address access and environmental concerns, including congestion reduction. We also provide information on alternative modes of transport.

Sustainability

We provide the resources and operational support to encourage business sustainability by enabling members to access food waste and inorganic waste collections along with pallet and cardboard box swaps.

Events

Our events programme provides members with an extensive range of networking, mentoring, wellbeing, training, and educational opportunities.

Member Communications

Members are kept informed of relevant news, updates and events and are provided with useful business support resources and information.

Business Directory

Our online Business Directory provides free listings for businesses operating within our Business Improvement District and allows businesses to update and manage their listing information online.

Other Services

Members can take advantage of more benefits and activities, such as our Showcase North Harbour business expo, One Day Sale, candidate employment and internship opportunities along with complimentary member hireage of the Business North Harbour training room.