PM Edition: Top 10 Business Articles on LiveNews.co.nz for August 22, 2026 – Full Text

New Meenakshi Eco Park campus supports a more than 600% increase in TDCX’s India headcount over three years, reinforcing the country’s role in serving global technology and digital economy clients

A campus built for scale and speed

Recognized as a Great Place to Work for four consecutive years, TDCX India continues to build its reputation as both a strong delivery hub and an employer of choice.

Hashtag: #TDCX #CX #Outsourcing #EnableTheFuture

About TDCX

HONG KONG SAR – Media OutReach Newswire – 21 August 2026 – At a time when Asian universities are competing globally for top talent, The Chinese University of Hong Kong (CUHK) is emerging as a destination of choice for high-achieving students across Southeast Asia. Among them is Vo Xuan Dat, a Vietnamese scholar now in his second year studying Systems Engineering and Engineering Management (SEEM). His journey reflects a broader shift toward a new generation of internationally minded engineers equipped with interdisciplinary skills to navigate increasingly complex, data-driven industries.

Strategic Selection: A Global Education Hub
For students planning to study abroad, choosing a university often means balancing academic reputation with a curriculum that aligns with current industry needs and global trends. Hong Kong’s blend of Eastern and Western cultures, strong academic institutions, and global career pathways makes it a natural draw. Through CUHK’s Scholarship Nomination Programme for Vietnamese students, Dat identified a programme that stood apart. “CUHK quickly became my top and only choice because of its strong reputation, supportive community, and the unique major I was passionate about,” he shared.

Bridging Technical Rigour and Holistic Education
Since joining the Faculty of Engineering, Dat’s academic experience reflects a broader transformation in engineering education. The SEEM curriculum continuously challenges students to think critically and solve complex operational problems. Its unique blend of engineering principles and economic theory equips students to tackle real-world business challenges. Dat has especially valued courses that combine quantitative problem-solving with practical business applications.

Beyond his major, CUHK’s University General Education courses has allowed Dat to explore interdisciplinary fields beyond engineering, reinforcing a holistic perspective that is increasingly valued by global employers.

A Vibrant Campus Environment and Cross-Cultural Connection
Outside the lecture hall, Dat has built a rich university life. He participates in cultural exchange workshops, joins language exchanges with international students, volunteers at campus events, and explores Hong Kong through hiking trips.

One memory stands out in particular: celebrating the Mid-Autumn Festival on campus with close Vietnamese friends. “Sharing these special cultural moments made me feel truly at home and gave me more confidence adapting to university life,” he noted. For Dat, CUHK is defined by the balance of academic rigour and inspiring community.

CUHK’s Systems Engineering and Engineering Management Programme
The SEEM programme prepares graduates to manage complex, data-driven systems across modern industries by integrating engineering technology with management. Key highlights include:

• Specialised Streams: Offers focused specialisation streams in Business Information Systems and Decision Analytics.
• Analytical Toolkit: Trains students in advanced mathematical tools including optimisation, stochastic modelling, and computer simulation.
• Technology at the Core: Infuses core engineering studies with cutting-edge expertise in machine learning, big data analytics, and artificial intelligence.
• Global Career Paths: Equips competitive graduates for prominent positions in asset management, information technology consulting, and e-commerce supply chain management.

For more information about CUHK’s undergraduate programmes, visit https://admission.cuhk.edu.hk/.

Hashtag: #CUHK

Source: University of Sydney, Business School and Chartered Accountants Australia and New Zealand

21 August 2026

Two reports highlight growing capability and valuable lessons for entities preparing for future reporting obligations.

Australia’s largest organisations are shaping good practice in mandatory climate reporting, according to two new research reports from the University of Sydney Business School and Chartered Accountants Australia and New Zealand.

The reports found significant climate reporting capability has been developed among large Group 1 entities¹ and their assurance providers, with more than half engaging external expertise as part of their climate reporting preparations. This finding highlights both the complexity of implementation and the significant investment organisations have made to build reporting capability.

Smaller Group 2 and Group 3 entities continue to build the systems, governance arrangements and processes needed to meet future reporting requirements. The report also suggests some later reporters may be underestimating the scale of preparation required to produce the sustainability report soon to be required by law.

Under Australia’s phased implementation timetable, Group 2 entities will generally commence reporting for financial years beginning on or after 1 July 2026, followed by Group 3 entities from 1 July 2027.

Lead researcher Associate Professor Shan Zhou from the University of Sydney Business School said the findings reinforced the value of starting early.

“Climate reporting and assurance require new systems, governance arrangements, skills and data collection processes,” Associate Professor Zhou said.

“The entities that appear most prepared are those that began building these capabilities well before their reporting deadlines.”

The research initiative was led by the University of Sydney, Monash University and the Australian National University in partnership with Chartered Accountants Australia and New Zealand (CA ANZ). The separate assurance report was also developed in partnership with the Auditing and Assurance Standards Board (AUASB).

CA ANZ Sustainability Leader, Karen McWilliams, said the research highlights the importance of maintaining momentum as more entities enter the reporting regime.

“As the next wave of Group 1 reporters lodge their climate-related disclosures, the experience of early reporters is providing valuable insights into what effective climate reporting looks like in practice,” Ms McWilliams said.

“The opportunity now is to build on those lessons and ensure the whole market is ready for what’s next.”

Most entities indicated a preference to use the same provider for both financial statement audits and sustainability assurance engagements, highlighting the importance of early engagement between reporting entities and assurance providers.

The reports identified several technically complex areas that will require ongoing attention, including forward-looking disclosures, scenario analysis and Scope 3 emissions.

Assurance providers also highlighted challenges associated with assessing climate-related risks – including physical, weather-related risks and transition-related risks – and ensuring consistency between sustainability disclosures and financial statements.

The University of Sydney Business School’s Sydney Executive Plus launched the Net Zero sprint in April 2024 to train executives in how to account, report and act on business’ carbon emissions and make the transition to net zero.

CA ANZ continues to support its members and reporting entities through climate reporting and assurance resources, professional development opportunities and broader capacity-building initiatives to help the profession prepare for the expanding reporting regime.

¹Organisations are classified as Group 1, 2 or 3 entities based on legislative thresholds such as revenue, assets and employee numbers. Group 1 entities entered the regime first, followed by Group 2 entities and then Group 3 entities.

Research

Preparedness of Australian Entities for AASB S2 Climate-related Reporting: https://doi.org/10.25910/j95n-g420

Preparedness of Australian Auditors for Assuring Climate-related Disclosures: https://doi.org/10.25910/fyqe-cn26

Declaration

This research was supported by the Auditing and Assurance Standards Board and Chartered Accountants Australia and New Zealand. AUASB and CA ANZ respect the independence of the researchers and have not attempted to influence the research or findings in any way.

Source: Employers and Manufacturers Association (EMA)

The EMA (Employers and Manufacturers Association) has appointed experienced employment lawyer Matthew Dearing as Head of Legal and General Counsel, strengthening its specialist support for New Zealand businesses at a time of significant workplace and employment law change.

Throughout his career, Dearing has advised organisations ranging from small businesses to major multinational employers across all aspects of New Zealand employment law. He regularly supports clients through complex and sensitive matters, including personal grievances, restructures, performance management, medical incapacity issues and workplace investigations. He also represents clients in collective bargaining, Labour Inspectorate matters, mediation, the Employment Relations Authority, the Human Rights Review Tribunal and the Employment Court.

Dearing is no stranger to the EMA, having previously worked in the organisation’s legal team from 2011 to 2022. From 2017 to 2022, he was Head of Legal and General Counsel, leading a team of specialist employment lawyers and supporting employers across a wide range of workplace relations matters.

EMA Chief Executive John Fraser-Mackenzie said Dearing’s appointment reinforces the EMA’s commitment to providing businesses with practical, commercially focused legal support.

“Matthew brings an outstanding combination of legal expertise, leadership experience and deep knowledge of the EMA and our members.

“Having previously led our legal team, he understands the challenges employers face and the importance of delivering advice that is both legally sound and commercially pragmatic.

“At a time when businesses are navigating significant workplace and employment law change, Matthew’s experience will be invaluable in helping our members build productive workplaces, manage risk and respond confidently to emerging issues.

“We are delighted to welcome Matthew back to the EMA leadership team.”

Dearing holds a Bachelor of Laws from the University of Waikato and a Master of Laws with Merit from Victoria University of Wellington. He was admitted to the Bar in 2005 and is an AMINZ-qualified mediator. He has also been a member of The Law Association’s Employment Law Committee for the past 14 years.

Dearing said he was excited to return to the EMA and reconnect with its members.

“The EMA plays a vital role in supporting New Zealand businesses, and I am looking forward to working with members and alongside the talented team at the EMA.

“The workplace landscape continues to evolve, bringing both opportunities and challenges for employers. I look forward to helping businesses find practical solutions that support their people, meet their legal obligations and achieve their business goals.”

As Head of Legal, Dearing will lead the EMA’s specialist legal team, providing employment law advice, advocacy and training support to EMA members across New Zealand.

More information about the EMA’s legal services: https://ema.co.nz/services/legal/

Source: Civil Aviation Authority of New Zealand

Please save the date for an upcoming webinar on the Civil Aviation Authority’s Business Transformation programme.

We’ll share more about why we’re undertaking Business Transformation, what it could mean for aviation participants, and how we’ll work with industry as the programme develops.

The session will be led by CAA Chief Executive Kane Patena, alongside members of the Executive Leadership Team, and there will be an opportunity to ask questions.

Webinar details

Date: Monday 31 August 2026
Time: 11.00am to 12.00pm
Platform: Microsoft Teams Webinar

A formal invitation, including registration details, will be sent next week. In the meantime, please hold the time in your calendar.

Source: KOF Swiss Economic Institute

Zurich, 08/17/2026, 9 AM

In July, private-sector firms in Switzerland anticipated that nominal
wages would rise by an average of 1.2 per cent over the next year.
Although wage expectations are slightly lower than they were a year ago
in almost all sectors, if the inflation forecast by the KOF Institute
materialises, this wage increase should still be sufficient to deliver
solid real wage growth by historical standards.

The KOF Institute surveyed around 8,000 private-sector firms on their
wage forecasts in July as part of its quarterly economic surveys.
Roughly 3,500 businesses responded to the relevant question. According
to the survey, companies expect to see an average wage increase of 1.2
per cent in a year’s time. This is 1.3 per cent lower year on year. The
outlook for nominal wage growth is thus continuing the downward trend
observed since the survey began in 2022. Forecasts are now centred
around 1 per cent, with half of firms anticipating wage growth of
between 0.6 per cent and 1.4 per cent. Far fewer companies than a year
ago are planning wage rises of 2 per cent or more, whilst the median
remains unchanged at 1 per cent.

The decline in wage expectations is likely to reflect two main
developments. On the one hand, the situation on the Swiss labour market
has been steadily deteriorating since 2023: seasonally adjusted
unemployment rose slightly, and the shortage of skilled workers has
eased further. In 2025, employment grew only marginally. On the other
hand, consumer price inflation fell again last year and was at times
close to zero. Although inflation has since risen slightly again due to
the war in Iran, there is nevertheless less need this year to adjust
wages in line with past inflation.

Real wage growth could be above average in 2027

Real wage growth – that is, wage growth after adjusting for inflation –
is crucial for the purchasing power of wage earners. The firms surveyed
also indicated what level of inflation they are anticipating over the
next twelve months. As in previous surveys, they expect inflation to be
higher than that forecast by the economic research institutes: whilst
the KOF Institute, for example, forecasts inflation of 0.5 per cent for
the next twelve months, businesses are anticipating 1.1 per cent. They
reckon that wage increases are therefore likely to be just enough to
offset price rises, so real wages would essentially stagnate. If, on the
other hand, the KOF Institute’s latest forecast proves accurate, the
expected nominal wage growth of 1.2 per cent would result in a real
increase of around 0.7 per cent. This would be a respectable figure by
historical standards: real wages according to the Swiss Wage Index rose
by an average of 0.2 per cent per year between 2014 and 2023.

Construction sector expecting the highest wage growth

There are significant variations between sectors. Firms in the retail
trade (0.8 per cent), wholesale trade (0.9 per cent) and in the
manufacturing and financial sectors (1.0 per cent each) are forecasting
comparatively low nominal wage growth. The sharpest year-on-year
declines in forecasts within the financial sector were seen in banking
(from 1.4 per cent to 0.8 per cent) and in the chemical and
pharmaceutical industries (both from 1.5 per cent to 1.0 per cent) – a
trend that is likely to reflect the particular challenges facing these
sectors. The pharmaceutical industry is under pressure from the US
government to lower its prices; the chemical industry is feeling the
impact of US trade tariffs and the rise in energy prices resulting from
the war in Iran; and, in the banking sector, the ongoing integration of
Credit Suisse into UBS could dampen wage growth.

The construction sector constitutes a clear outlier here as it is the
only sector in which companies are forecasting higher wage growth – both
in nominal and real terms – than they did a year ago, now anticipating a
nominal increase of 2.0 per cent (last year: 1.6 per cent). 90 per cent
of construction firms expect to see wage growth of at least 1 per cent,
whilst in all other sectors at least one in ten businesses reckons that
wages will not rise at all. One reason for this optimism could be the
ongoing shortage of skilled workers coupled with strong order books in
the construction sector. The nominal wage growth of 1.4 per cent
expected in the hospitality sector is above average. Compared with
previous surveys, however, forecasts have fallen significantly here as
well. Hospitality was still leading all sectors in mid-2024 with
projected wage growth of 2.6 per cent.

The KOF Institute’s wage surveys

The KOF Institute has been collecting data on wage forecasts of
private-sector firms in Switzerland every quarter since 2022. These
surveys are conducted as part of the quarterly Business Tendency
Surveys, in which the KOF Institute polls around 8,000 Swiss firms. The
surveys include a quantitative question on how respondents’ expect gross
wages in their businesses to evolve over the next twelve months.
Analysis of these responses is particularly interesting in July, as this
month’s question gauges firms’ expectations regarding the forthcoming
round of wage negotiations. Individual companies’ responses are
aggregated using employment weights. The survey also asks businesses
about their forecasts for consumer price inflation over the next twelve
months. By combining these wage and price responses, it is therefore
possible to draw conclusions about the real wage growth that companies
are anticipating. Given the large sample size, the data also enables
reliable conclusions to be drawn about the sectors in which firms expect
to see higher wage growth.

New platform lets Malaysian organisations tap leading AI models through one OpenAI-compatible API, helping them scale AI adoption with stronger governance, security, and cost control.

KUALA LUMPUR, MALAYSIA – Media OutReach Newswire – 20 August 2026 – ExcelScale has officially launched its unified AI infrastructure platform in Malaysia, giving organisations access to more than 100 leading AI models through a single OpenAI-compatible API. The platform addresses a challenge that has become increasingly familiar to Malaysian enterprises moving AI beyond pilot projects: it is no longer difficult to access AI models, but it is difficult to integrate them securely and manageably at scale, with separate provider accounts, APIs, billing systems, and governance requirements adding complexity just as businesses try to expand adoption.

As Malaysian organisations extend AI use across software development, research, content production, data analysis and internal workflows, many are managing multiple AI providers at once. This gives them greater choice, but it also raises new challenges around interoperability, governance, and operational oversight as adoption spreads across more teams and functions.

“Enterprise AI has reached a stage where access is no longer the main barrier. The greater challenge is bringing different AI capabilities together in a way that stays practical, secure, and manageable for the business,” said Mr Todd Abraham, General Manager of ExcelScale.

“The next stage of enterprise AI won’t be defined by how many models organisations can access, but by how effectively they can integrate and manage them. Businesses want the flexibility to choose the right model for each task without maintaining a separate technical environment every time. ExcelScale was built to provide that consistent foundation, so teams can focus on building useful AI applications instead of managing fragmented systems.”

Through a standardised API, organisations could connect to models supporting text generation, visual recognition, voice synthesis, video creation, and data analysis without rebuilding their integrations for each provider, letting technical teams choose models by workload while keeping a consistent development and deployment process. Enterprise features including access controls, API key management, configurable model permissions, Virtual Private Cloud deployment options and usage monitoring help businesses manage AI services more consistently, while a centralised dashboard gives oversight of API requests, token consumption, and costs.

For businesses, this cuts the need to manage multiple disconnected systems as AI initiatives grow, freeing up time spent maintaining infrastructure for developing applications that support productivity, innovation, and operational improvement.

“As AI becomes part of everyday business operations, organisations need infrastructure that can evolve alongside the technology. Our vision is to help businesses adopt AI with greater clarity and control,” said Mr Todd.

“By simplifying the layer between organisations and the models they use, we hope to make it easier for more enterprises to turn AI capabilities into practical, sustainable business applications.”

For more information about ExcelScale, visit https://excelscale.com/.

Hashtag: #Excelscale

As EV adoption develops across the Middle East, VinFast is working with local partners across distribution, charging and aftersales to strengthen the ownership experience.

DUBAI, UAE – Media OutReach Newswire – 18 August 2026 – The global EV market is entering a stage where selling the vehicle is only part of the challenge. As more electric vehicles reach new markets, automakers with international reach also need to build the infrastructure, service capabilities and customer support systems that can sustain ownership long after the initial sale.

This is particularly relevant in the Middle East, where EV adoption is gaining momentum and international brands are expanding their presence. For newer EV manufacturers, establishing a reliable ownership ecosystem requires more than simply importing vehicles. It also means working with local partners that understand the market, regulations and customer expectations.

Vietnam-based VinFast is among the companies taking this approach. As it enters the Middle East, the company is making substantial commitments to customers, including a 10-year/200,000-km vehicle warranty, a 10-year unlimited-kilometer battery warranty and five years or 100,000 km of free service for the all-electric mid-size VF 8. Supporting such commitments requires an aftersales infrastructure capable of serving customers throughout the ownership journey, which is why VinFast is taking a partnership-led approach to its expansion in the UAE, combining its EV business with established local expertise across distribution, service and charging.

VinFast signed an exclusive dealership agreement with Al Tayer Motors in 2024 for the distribution of VinFast EVs in the UAE. Established in 1982, Al Tayer Motors is one of the UAE’s leading automotive groups and represents major European and American automotive brands. It has a network of sales, service and parts centers, supported by 2,700 employees and digital platforms including e-commerce and a dedicated app. Al Tayer Motors also planned to establish a network of VinFast facilities across the UAE, extending the brand’s local service infrastructure.

VinFast has continued to strengthen that infrastructure through additional partnerships. In February 2026, VinFast Middle East signed a Memorandum of Understanding with PlusX Electric, a DEWA-approved EV charging and electric mobility solutions provider in the UAE.

The partnership focuses on charging accessibility and customer support, with the two companies exploring Portable EV Charging Pods, on-demand mobile charging and emergency charging as part of EV roadside assistance. They will also explore scalable charging and mobile-support solutions for commercial and fleet customers, as well as digital integration to streamline charging bookings and service updates.

The same partnership model extends to VinFast’s wider global aftersales strategy. At its 2026 Global Business Conference, the company signed MOUs with 29 aftersales partners across its international markets, including the Middle East. The partners are expected to establish EV service workshops that meet VinFast’s global standards, while VinFast aims to expand to more than 1,100 service workshops globally in 2026. The network will be supported by standardized technician training and certification, consistent operating procedures and quality controls, while its parts network targets delivery of common spare parts within 24 hours in key markets.

For EV brands entering the Middle East, the strength of the local support network can therefore become a competitive advantage. As VinFast’s UAE strategy shows, bringing an EV to market increasingly means building the capabilities around it that can make ownership dependable over the long term.

Hashtag: #VinFast

Source: Epson Australia and Epson New Zealand

SYDNEY, 18 August 2026 – Epson will showcase its latest projection and
display technology at Integrate, inviting media, partners and visitors to discover
the brand’s Larger Than Life experience on Stand HK12 at the ICC from 2-4
September.

As one of the key names to watch at this year’s event, Epson’s presence at
Integrate signals the company’s continued investment in visual display solutions
that help businesses, venues and organisations create more engaging, more
memorable audience experiences.

For trade media, consumer media and industry visitors, the stand will offer a
timely look at how Epson is expanding what is possible in projection, wayfinding,
collaboration and immersive visual communication.
On display will be a strong line-up of solutions led by the EB-XQ2030B with the
ELPLU06H lens, a new product and hero model for the show. The Epson EB-XQ2030B is the world’s smallest and lightest 30,000-lumen 4K 3LCD laser

projector*, weighing approximately 34.4 kg and offering roughly half the size and
volume of standard high-lumen projectors in its class. It is engineered for large-scale venues, rental staging and immersive environments.
Visitors will also be able to explore the EB-L795SE, EB-L690SE, EV-115, EB-810E and new EB-870Ei, each demonstrating Epson’s
focus on flexibility, image quality, reliability and application versatility across a
wide range of commercial and public environments.
Rather than serving as a conventional product display, the Epson stand has been
conceived as an experience in its own right.
Built around Epson’s Larger Than Life theme, the space is designed to magnify
detail, shift perspective and draw visitors into a vivid brand world that reflects
Epson’s strengths in scale, clarity, colour fidelity and precision.
Using ultra high-resolution macro imagery of insects, together with oversized
foliage and other natural forms, the stand environment will reveal textures,
patterns and colours often missed by the naked eye. This amplified visual
language is intended to create a striking sense of immersion while reinforcing
Epson’s ability to deliver exceptional detail and impactful large-scale imagery.
Epson will also use Integrate to build momentum around further developments in
its portfolio. More information will be released in the lead-up to the show and on
the stand itself, adding another layer of anticipation for media and attendees
planning their visit.

With a standout creative concept, an important and world-beating new hero
product, a carefully selected range of display solutions and more news still to
come, Epson’s stand HK12 is shaping up to be a major drawcard at Integrate
2026.
Event details
Location: ICC Sydney
Show dates and times:
Wednesday 2 September: 9:30 am – 5:30 pm
Thursday 3 September: 9:30 am – 5:30 pm
Friday 4 September: 9:30 am – 4:00 pm
*As of January 2026. Main unit without lens. 30,000lm in accordance with ISO 21118.

About Epson, Epson Australia and Epson New Zealand
Epson is a technology innovation and engineering company whose philosophy of
efficient, compact, and precise innovation enriches lives and helps create a
better world. The company uses technology and engineering ability to implement
real-world solutions in precision innovation, industrial & robotics, office & home

printing, and visual & lifestyle.
Led by the Japan-based Seiko Epson Corporation, the worldwide Epson Group
generates annual sales of more than JPY 1.4 trillion.
https://corporate.epson/en/
Epson Australia offers an extensive array of award-winning image capture and
image output products for the commercial, industrial, consumer, business,
photography and graphic arts markets, and is also a leading supplier of value-added point-of-sale (POS) solutions for the retail market. Epson is the market
leader in Australia and worldwide in sales of projectors for the home, office and
education. Established in 1983, Epson Australia is headquartered in North
Sydney and is a subsidiary of the Epson Group headquartered in Japan.
www.epson.com.au
Epson New Zealand offers an extensive array of award-winning image capture
and image output products for the commercial, industrial, consumer, business,
photography and graphic arts markets, and is also a leading supplier of value-added point-of-sale (POS) solutions for the retail market. Epson is a market
leader in New Zealand, Australia and worldwide in sales of projectors for the
home, office and education. Epson New Zealand is headquartered in Auckland
and is a branch of Epson Australia Pty Ltd, a subsidiary of the Epson Group
headquartered in Japan.
www.epson.co.nz

Source: Workers First Union

Retail workers in understaffed stores are more than twice as likely to have experienced a safety incident as those in well-staffed stores, a major new survey of 2,403 retail workers has found.

The survey, released today by Workers First Union and one of the largest of retail workers conducted in Aotearoa, points to a single underlying cause running through nearly every finding: understaffing. Workers in stores that are always understaffed reported a safety incident at more than twice the rate of those in well-staffed stores (70% vs 30%) and were nearly five times less likely to always feel safe at work (11% vs 52%).

Read the full report.

More broadly, 59% of all respondents have experienced customer abuse or harassment in the last two years, and only 21% say they always feel safe at work.

Asked what single measure would most improve their safety, the top answer by far was simply more staff (38%) – ranking well ahead of cameras, guards, or any other specific security measure.

“Understaffing is the common driver of violence and abuse of retail workers, of feeling unsafe in stores, and of workers wanting to quit their retail jobs,” said Rudd Hughes, Workers First Deputy Secretary.

“What this shows is that understaffing is a health and safety issue and not some kind of smart business decision for an employer who’s looking to cut costs.”

“Employers must be held accountable for understaffing their stores and putting workers’ safety at risk to save money.”

Steve Day, a Nelson retail worker, was violently assaulted by a stranger in January 2025 while stocking shelves in a supermarket. His attacker, who the judge later described as committing an act of “persistent violence”, was sentenced to prison, and Mr Day said he still struggles with what happened.

“It was sheer luck for me that our night-fill staff were nearby, including one who happened to be a pub bouncer – he stepped in, or it could have been even worse,” said Mr Day.

“We were regular 111 callers for violent or disorderly customers. With limited Police resources to dispatch, you need good staffing levels to protect retail workers.”

“We don’t even need to intervene – just having more staff present and watching can make it much less likely that people kick off in the store.”

“Colleagues leave their jobs because of understaffing. It makes the job more stressful as well as increasing the amount of conflict and confrontation with customers.”

Workers First Union is calling on retailers to treat safe staffing levels as a health and safety issue, not a discretionary cost. Mr Hughes suggested several solutions to the persistent problem of dangerous staffing levels and abuse and violence against retail workers:

• Increased prosecutions of employers who risk staff safety by perpetually understaffing stores.
• Increased powers for workers to strike on health and safety grounds (described in more detail in Workers First’s ‘Take the Power Back’ paper).
• Increased responsibility and scope for Worksafe to investigate understaffing as a health and safety issue in workplaces.
• Requiring employers to provide additional EAP and medical costs for retail workers who experience assault and abuse in their workplace.

Mr Hughes said a sectoral bargaining mechanism like the Fair Pay Agreement (FPA) framework, was also key to setting minimum expectations and standards across the industry.

“Retail workers are not adequately paid for the risks they have to shoulder in stores,” said Mr Hughes.

“We depend on them as providers of an essential service, but the vast majority do not earn a living wage and are living week-to-week during a cost-of-living crisis. This has to change.”

“Anyone can be caught in the wrong place at the wrong time – but that should never be someone’s workplace.”

The survey also found:

• 43% of workers have been verbally abused or assaulted by a customer in the last two years, and 27% have had to confront a shoplifter.
• Only 57% of workers who experienced a safety incident reported it to their employer, and of those who did, only 49% were satisfied with how it was handled.
• Among workers who experienced a safety-related problem, 61% felt stressed or anxious as a result, and 35% said they dreaded coming to work.
• 61% of respondents said things had gotten worse for retail workers over the last year, and 53% expect things to get worse again over the next year.

The full report, Understaffed and Under Threat: Retail Staff Safety Survey 2026, is available at: https://workersfirst.nz/retail-staffing-2026