Diabetes in the Workplace
Work is more than income — it supports purpose, connection, and whanaungatanga. For people living with diabetes, a safe and supportive workplace is central to wellbeing. In Aotearoa, employment settings should enable people with diabetes to manage their condition without discrimination, reflecting the principles of Te Tiriti o Waitangi, equity, and mana motuhake (autonomy).
Rights and Legal Protections
Under the Human Rights Act (1993) and Employment Relations Act (2000), it is unlawful to discriminate against someone because they live with diabetes.
Employers have a duty to:
- Provide reasonable accommodations to enable effective management of diabetes.
- Ensure equal access to employment, promotion, and training opportunities.
- Maintain confidentiality about an employee’s health status.
Employees have a responsibility to:
- Disclose diabetes only if it affects workplace safety or legal duties (e.g., heavy machinery, driving, emergency response).
- Manage their condition responsibly and communicate when adjustments are needed.
Common Workplace Needs
People living with diabetes may need:
- Flexibility to monitor blood glucose or administer insulin/medication during work hours.
- Time and privacy to treat low or high glucose episodes safely.
- Access to regular meals or snacks to prevent hypos.
- Permission to keep glucose treatment and water at the workstation.
- Adjustments to shift schedules, if night work or extended fasting periods impact glucose control.
For those using continuous glucose monitoring (CGM) or insulin pumps, employers should ensure:
- The use of medical devices is supported and not stigmatised.
- Electronic equipment policies allow necessary Bluetooth or phone connections for medical devices.
- Staff working in hazardous environments can safely wear and protect their devices.
Te Tiriti o Waitangi Lens
Partnership – Employers and health services should work with Māori health providers and whānau to ensure culturally safe diabetes support in the workplace. This includes co-designing workplace wellbeing programmes and involving Māori health advocates where relevant.
Protection – Systems must actively remove barriers that disadvantage Māori workers with diabetes. Examples include providing paid time to attend health appointments, transport support in rural areas, and ensuring equal access to funded diabetes technology.
Participation – Māori workers and whānau should have a genuine voice in workplace health and safety policy development, ensuring workplaces uphold the right to oranga (wellbeing) and whānau stability.
Examples of Reasonable Accommodations
| Situation | Example of Support |
| Shift work | Adjust start/finish times, or rotate shifts more slowly to protect glucose stability. |
| Field work or driving | Build in meal breaks, store hypo treatment in vehicles, access cool storage for insulin. |
| Physical labour | Allow extra breaks for glucose checks; provide shaded areas and hydration. |
| Sedentary/office roles | Flexible break policies; ability to eat or test at desk. |
| Uniformed roles | Adapt uniforms to allow discreet use of devices or pump tubing. |
| Public-facing work | Education for colleagues to reduce stigma about diabetes management actions. |
Disclosure & Communication
Disclosure of diabetes is a personal decision. Employees are not legally required to tell their employer unless the condition affects safety-critical duties (e.g., operating heavy machinery, commercial driving).
However, proactive communication can help secure accommodations and build trust. Ideally, disclosure occurs:
- During onboarding or induction (if relevant).
- Through a private conversation with HR or a trusted manager.
- Supported by a note or plan from a clinician, outlining practical workplace needs rather than medical detail.
Privacy and Safety
Workplaces must handle all health information confidentially. Any information shared about diabetes management (e.g., hypo treatment, device use) should be:
- Stored securely.
- Shared only on a need-to-know basis.
- Discussed respectfully, never in front of colleagues or clients.
Emergency plans should be discreet but clear — for example, colleagues knowing who to call if a severe hypo occurs, but not being expected to intervene medically.
Using Technology at Work
With the national funding of CGM (2024 onward), technology now plays a major role in workplace safety and convenience.
Employers can support technology use by:
- Providing phone charging access for devices.
- Allowing Bluetooth connections for medical use even if otherwise restricted.
- Being flexible about device alerts or alarms during meetings.
- Recognising CGM data as a legitimate safety tool, not a distraction.
Education for Workplaces
Simple awareness and empathy make a major difference. Training can include:
- Understanding diabetes basics and emergency responses.
- Normalising glucose testing and insulin use.
- Recognising hypoglycaemia signs and knowing when to get help.
- Addressing stigma and misconceptions — particularly around Type 2 diabetes and blame narratives.
- Incorporating Te Ao Māori perspectives of collective wellbeing, whanaungatanga, and balance.
Workplaces should partner with local Diabetes New Zealand services, diabetes educators and Māori health services.
Culturally Safe Practice
For Māori employees and whānau, workplaces should:
- Recognise and respect tikanga-based approaches to wellbeing (kai, rest, movement, and whanaungatanga).
- Enable leave or flexible arrangements for marae, tangihanga, and community commitments that support hauora.
- Provide culturally safe spaces for self-care — for instance, ensuring access to kai that aligns with personal and cultural health goals.
If you feel you are being treated unfairly at work because of your diabetes, your health, or for any discriminatory reason, you have several pathways for support. Start by raising the issue with your employer or HR team, as many workplaces have policies on health, safety, and inclusion. If this does not resolve the situation, you can contact the Human Rights Commission (Te Kāhui Tika Tangata), which provides free, confidential advice and can help mediate discrimination complaints. You may also seek guidance through the Employment New Zealand service, which covers workplace rights and responsibilities, or through your union if you are a member. For legal matters that cannot be resolved informally, you can apply to the Employment Relations Authority or the Employment Court. Māori and Pasifika workers may also want to seek culturally safe advocacy and support through iwi, hapū, or community-based organisations.
Page updated: October 2025
| LEGAL DISCLAIMER: The information on this website is provided for general educational purposes only and is intended for a New Zealand audience. It is not a substitute for professional medical advice, diagnosis, or treatment. While I strive to ensure accuracy and relevance, please always seek guidance from your healthcare provider for personal medical decisions. Use of the content is at your own risk. Links to other sites are for convenience and do not imply endorsement. |
