Introduction: Why This Matters to You

As an employer in New Zealand, you’re responsible for fostering a healthy and productive work environment. This includes addressing issues that can impact your employees’ wellbeing, and unfortunately, problem gambling is one such issue. It’s a hidden challenge that can affect anyone, regardless of their role or background. While the allure of online entertainment, including options like the official casino, is undeniable, it’s crucial to understand the potential consequences and how to support your staff if they face difficulties. This article provides a beginner’s guide to understanding and addressing gambling-related issues within your workplace, offering practical resources and actionable steps to create a supportive and informed environment.

Understanding the Scope: Gambling in New Zealand

Gambling is a significant part of the New Zealand landscape, with various forms readily accessible, from lotteries and sports betting to online casinos and pokie machines. The prevalence of these options means that many New Zealanders engage in some form of gambling. While for most, it’s a harmless form of entertainment, for a smaller percentage, it can develop into a serious problem, leading to financial difficulties, relationship breakdowns, and mental health issues. As an employer, you may not always be aware of the extent of gambling within your team, but it’s essential to be prepared to offer support when needed.

Recognising the Warning Signs: What to Look For

Identifying problem gambling in your employees can be challenging, as it’s often a private issue. However, certain behaviours and changes can be indicative of a problem. Be aware of the following:

• Financial Difficulties: Unexplained requests for advances on wages, frequent payday loans, or sudden changes in spending habits.
• Absenteeism and Reduced Productivity: Increased sick days, lateness, or a decline in work performance. This can be due to preoccupation with gambling, sleep deprivation, or stress.
• Changes in Personality and Behaviour: Irritability, mood swings, withdrawal from social interactions, or dishonesty.
• Increased Stress and Anxiety: Employees may appear stressed, anxious, or overwhelmed, especially when discussing financial matters.
• Secretive Behaviour: Employees may become secretive about their activities, particularly their finances or time spent online.
• Borrowing Money from Colleagues: Repeatedly asking for loans from coworkers can be a red flag.

Creating a Supportive Workplace: Policies and Procedures

Proactive measures are crucial in creating a supportive workplace. Consider the following:

Develop a Gambling Policy

A clear and concise gambling policy is a vital first step. This policy should:

• Define Gambling: Clearly state what constitutes gambling, including online activities.
• Outline Expectations: Specify expectations regarding responsible behaviour and the use of company time and resources.
• Address Confidentiality: Reassure employees that any disclosures will be treated with confidentiality.
• Provide Information on Support Services: Include contact details for relevant support organisations, such as the Problem Gambling Foundation of New Zealand and Gambling Harm Services.

Training and Awareness

Provide training for managers and supervisors to help them recognise the signs of problem gambling and understand how to respond appropriately. This training should cover:

• Identifying Problem Gambling: Educate staff on the warning signs.
• Communication Skills: Teach managers how to approach employees with sensitivity and empathy.
• Available Resources: Ensure managers are familiar with the company’s policy and the support services available.

Confidentiality and Support

Emphasise the importance of confidentiality and create a culture where employees feel comfortable seeking help. Consider the following:

• Employee Assistance Programs (EAPs): Offer access to an EAP that provides confidential counselling and support services.
• Open-Door Policy: Encourage an open-door policy where employees can discuss concerns with their managers or HR representatives.
• Flexible Work Arrangements: In some cases, temporary adjustments to work schedules may be beneficial for employees seeking help.

Responding to a Gambling Problem: Practical Steps

If you suspect an employee has a gambling problem, it’s crucial to handle the situation with care and sensitivity. Here’s a suggested approach:

1. Document Your Observations: Keep a record of any observed behaviours or incidents that raise concerns.
2. Approach the Employee Privately: Schedule a private meeting with the employee in a non-threatening environment.
3. Express Your Concerns: Express your concerns in a non-judgmental and supportive manner, focusing on observed behaviours rather than making accusations. For example, “I’ve noticed you’ve been late for work more often recently, and I’m concerned about your wellbeing.”
4. Listen Actively: Allow the employee to share their perspective and listen without interruption.
5. Offer Support and Resources: Provide information about the company’s gambling policy and available support services, such as the EAP and external organisations.
6. Encourage Professional Help: Encourage the employee to seek professional help from a counsellor or therapist specialising in problem gambling.
7. Follow Up: Maintain regular, but not intrusive, follow-up conversations to check on their progress and offer continued support.
8. Maintain Confidentiality: Respect the employee’s privacy and maintain confidentiality throughout the process.

Resources for Employers in New Zealand

Several organisations in New Zealand offer valuable resources and support for employers dealing with gambling issues:

• The Problem Gambling Foundation of New Zealand: Provides information, training, and resources for employers and employees.
• Gambling Harm Services: Offers counselling and support services for individuals and their families.
• Your Local District Health Board: Can provide information on local support services and mental health resources.
• Employee Assistance Programs (EAPs): Many EAPs offer specialised counselling and support for gambling-related issues.

Conclusion: Building a Resilient Workplace

Addressing gambling issues in the workplace is not just about managing problems; it’s about building a more resilient, supportive, and productive environment. By implementing a clear policy, providing training, and offering access to resources, you can create a culture where employees feel supported and empowered to seek help. Remember that early intervention is key, and your proactive approach can make a significant difference in the lives of your employees and the overall health of your organisation. By taking these steps, you demonstrate your commitment to the wellbeing of your team and contribute to a healthier New Zealand workforce.