Working in Residential Aged Care Facilities (RACFs) is associated with high physical and mental workload for Registered Nurses (RNs) and Healthcare Assistants (HCAs). In particular, workplace-related injuries often accompany manual hazardous tasks that include lifting, holding, carrying, pushing, and pulling. This research aimed to investigate the frequency of manual hazardous tasks and respective physical workloads in kilograms conducted by RNs and HCAs according to shifts and RACF providers to demonstrate the risk level for workplace-related injuries and overloading of the human musculoskeletal system.

Our research showed that RNs implemented 10 high-risk nursing actions and moved 546 kilograms of weight, whereas HCAs experienced a physical workload of 1,175 kilograms and 18 manual hazardous tasks per shift. HCAs are exposed to a 53 per cent higher physical workload and implement 80 per cent more manual hazardous tasks than RNs per shift. The most intense work demand for RNs was during the night shift, while for HCAs, it was the morning shift.

If a health and safety practitioner aspires to be regarded as a professional, they need to be or become “critical consumers” of research, including grey literature that can inform a risk assessment or decision. However, some free-to-access grey literature may be of variable reliability. As part of a continuing research project, some sources of grey literature believed to be reliable are identified and criteria are suggested to enable judgement of reliability of grey literature. A downloadable set of bibliographic records of some grey literature is described that will help search for potentially relevant, reliable documents.

Working from home (WFH) or teleworking using information technology (IT) has enabled employees to work flexibly away from their employer’s location, part-time or full-time; a practice known as hybrid working. Although few publications have systematically reviewed the effects of WFH on the health and wellbeing of teleworkers, no overview has been published of the collective state of knowledge. This paper addresses that research gap. We reviewed eight systematic reviews published between 2011 and 2022, focusing on knowledge workers who worked in an office or other locations using IT for communication. We developed a comprehensive framework by employing the Job Demand Resource theory (JD-R) in our narrative synthesis for reviewing and theorising WFH/hybrid working. Our findings identified resources that improved productivity and demands that affected health and wellbeing by reduced job satisfaction and increased work and emotional exhaustion. The framework suggests WFH/hybrid working as a model with its resources and demands. Our findings contribute to the advancement of theoretical knowledge and would also enable informed policies, practices, and decisions about hybrid working with an evidence-based framework. It has practical implications for developing the health and wellbeing of hybrid workers and insight for future research.

Standard intellectual property clauses in employment contracts are commonly treated as routine provisions, but in Aotearoa New Zealand they may function as mechanisms for the unintended appropriation of mātauranga Māori. Rooted in Western concepts of individual authorship and proprietary ownership, these clauses frequently fail to recognise the collective, relational, and tikanga-governed nature of Indigenous knowledge, making employment contracts a significant but under-examined site of risk for Māori employees.

This paper examines how conventional intellectual property clauses interact with mātauranga Māori in contemporary employment relationships, situated within the constitutional framework of Te Tiriti o Waitangi and the findings of the Wai 262 report. While Wai 262 identified systemic failures in New Zealand's intellectual property regime to protect Māori taonga, this paper extends those principles into the everyday operation of employment contracts.

Through analysis of case law, statutory frameworks, and standard-form clauses, the paper demonstrates how broad intellectual property provisions can result in contractual overreach and place Māori employees at risk of losing authority over culturally derived knowledge. It concludes by proposing practical reform pathways, including tikanga-informed contract drafting, consent-based agreements, and sui generis protections, advancing a Treaty-consistent approach that allows Māori employees to participate fully in the workplace without sacrificing authority over their cultural heritage.