Employer SHZ Model

Safe Health Zones (SHZs) represent a pioneering approach to occupational wellbeing. For employers, they provide a practical, evidence-based way to reduce the long-term risks associated with night work, irregular shifts and workplace fatigue. SHZs are not an optional benefit. They are a direct response to recognised biological harm and carry implications for workplace safety, duty of care and long-term productivity.

Why Employers Should Participate

Employers with high-risk rosters, long shifts or night operations face increasing pressure to take preventative action. The SHZ framework gives employers the ability to:

  • Support fatigue recovery using proven environmental restoration principles

  • Comply with emerging wellness, safety and mental health obligations

  • Reduce absenteeism, burnout, and incident rates linked to sleep loss

  • Enhance workplace reputation and employee loyalty through visible commitment to worker health

  • Contribute to sector-wide leadership on fatigue and circadian disruption

Participation also signals alignment with evolving safety codes and international guidelines on night work and occupational fatigue.

Eligibility and Access Guidelines

Employers may offer SHZ access to:

  • Night shift workers (regular work between 10:00 PM and 6:00 AM)

  • Rotating and split shift employees exposed to circadian disruption

  • Extended schedule workers exceeding 10 hours per day or on compressed rosters

  • Workers with occupational health fatigue warnings or flagged sleep irregularities

  • On-call and emergency responders

  • Subcontracted or freelance staff under essential services and infrastructure contracts

Access can be self-initiated by the employee, formally referred by the employer, or included in workplace wellness agreements. Employers may recommend SHZ use proactively or as part of recovery protocols.

SHZ Site Access Options for Employers

Employers can choose from three implementation models:

1. External Access Partnership

Employers direct eligible workers to use public or council-run SHZs, with:

  • Pre-issued digital access or clearance cards (Unless public SHZ)

  • Inclusion in induction or wellbeing materials

  • Optional subsidy or credit system to cover entry fees, if applicable

  • Confidential feedback loop with NRE or relevant SHZ administrator

This is the simplest way to begin supporting the initiative.

2. Workplace-Adjacent SHZ Setup

Employers with land access or infrastructure may request:

  • A shared SHZ site adjacent to the workplace, established via employer-NRE agreement

  • Support with legal templates, fencing or privacy measures, and site design

  • Optional booking or time-based access for multiple shifts

  • Priority morning and post-shift slots during critical recovery windows

This setup allows precise alignment with shift timing and fatigue exposure.

3. In-House SHZ Room or Space

For larger institutions, hospitals, or employers with indoor or rooftop wellness space:

  • SHZ principles can be adapted to indoor private rooms

  • Environmental conditions (warmth, natural light exposure, silence) replicate SHZ benefits

  • Clothing flexibility is enabled through employer policy

  • May operate as part of on-site wellness, EAP or recovery facilities

This allows controlled, year-round access even where public SHZs are not nearby.

Legal and Safety Compliance

NRE provides all participating employers with:

  • A standardised SHZ use policy for integration into internal HR and OHS frameworks

  • Guidance for accommodating flexible clothing norms safely and respectfully

  • Employer-specific risk disclosures and signage templates

  • Conflict de-escalation and reporting tools

  • A voluntary compliance badge or participation mark for internal and external use

These frameworks help meet legal obligations around fatigue risk management and employee duty of care under evolving workplace safety laws.

Recognition and Accountability

Employers participating in the SHZ network may be listed (upon request) as supporting restorative infrastructure and shift worker safety. Participation is optional but recognised under:

  • Industry-specific fatigue mitigation reports

  • Sectoral good-practice standards

  • NRE’s Global Naturist Index and Institutional Wellness Benchmark

Participation also helps employers respond to insurance, WorkCover and HR policy audits in high-risk industries.

Next Steps for Employers

Employers can initiate SHZ support by:

  • Registering interest through NRE

  • Requesting a workplace SHZ assessment

  • Adopting SHZ language into staff recovery policies

  • Introducing staff to public or nearby SHZ locations

  • Including SHZ access in fatigue management training, EAP or wellness plans