This page has been set up solely for employees of Crown Entities monitored by the Ministry of Transport (MoT). The MoT assists the government in its relationship with the following transport Crown entities to ensure they are effectively governed and to provide assurance that the entities discharge their functions effectively.;
Safety rules, licensing, standards enforcement and aviation security service
Safety rules, licensing standards enforcement and marine environment protection
Land transport rules, licensing standards enforcement, land transport funding
Independent investigation of transport accidents
Transforming the downtown Britomart Transport Centre
Reporting serious wrongdoing
If you are an employee and have experienced or witnessed serious wrongdoing in your workplace, you’re able to share any concerns or complaints with the Chairman or Chief Executive of your respective organisation.
However, if you;
- think the matter is urgent, or
- have raised it with your organisation, 20 working days have passed, and there has been no action, or
- believe the head of your organisation is or may be involved in the serious wrongdoing
then you are able to email the Ministry of Transport directly at;
The Ministry will contact you to discuss your complaint within 20 working days. Any discussion can happen in person, by phone or email, and will be held in strict confidence under the Protected Disclosure Act.
Serious wrongdoing includes:
- unlawful, corrupt or irregular use of public money or resources
- conduct that poses a serious risk to public health, safety, the environment or the maintenance of the law
- any criminal offence
- gross negligence or mismanagement by public officials.
Your protections under the Protected Disclosures Act
The purpose of the Protected Disclosures Act (the Act) is to encourage people to report serious wrongdoing in their workplace by providing protection for employees who want to ‘blow the whistle’. This applies to public and private sector workplaces.
Who can make a disclosure?
To make a protected disclosure, you must be an 'employee' of the organisation you are making the disclosure about.
Under the Act, ‘employee’ includes:
- former employees
- people seconded to organisations
Your disclosure will be protected if:
- the information is about serious wrongdoing in or by your workplace
- you reasonably believe the information is true or likely to be true, and
- you want the serious wrongdoing to be investigated.
Your disclosure won’t be protected if:
- you know the allegations are false
- you act in bad faith
- the information you’re disclosing is protected by legal professional privilege.
What are your protections?
The Act provides that no civil, criminal, or disciplinary proceedings can be taken against a person for making a protected disclosure, or for referring one to an appropriate authority.
The Act also provides that an employee who suffers retaliatory action by their employer for making a protected disclosure can take personal grievance proceedings under the Employment Relations Act.
It is also unlawful under the Human Rights Act to treat whistle-blowers or potential whistle-blowers less favourably than others in the same or similar circumstances. If a whistle-blower is victimised in this way the legal remedies under the Human Rights Act may be available to them.
Your enquiries will be treated in confidence.
If you make a protected disclosure, information which identifies you will be kept confidential, unless one of the exceptions in the Act applies.
The exceptions are if you consent to the disclosure, or if disclosure is essential:
- to the effective investigation of the allegations
- to prevent serious risk to public health or safety, or the environment
- to comply with the principles of natural justice