NZ Law Commission Proposes Evidence Act Overhaul to Tackle Legal Injustices

Amokura

The Law Commission has completed a review of the Evidence Act 2006, concluding that although the Act generally works well, there are changes required relating to tikanga, the hearsay rule, improperly obtained evidence and other areas.

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  1. Introducing a new exception for mātauranga (Māori knowledge) and tikanga to normalize their use as evidence, bypassing hearsay rules.
  2. Allowing out-of-court statements from witnesses too fearful to testify in court due to intimidation.
  3. Reforming the rule on improperly obtained evidence to provide clearer guidance to courts and encourage consistency in admissibility decisions.
  4. Implementing specific safeguards for evidence from prison informants.
  5. Widening medical privilege to include more healthcare practitioners to align with modern healthcare practices.
  6. Amending the Act to enhance efficiency in civil proceedings, addressing inconsistencies with High Court Rules, clarifying duties in cross-examination, and refining laws regarding legal and litigation privilege.
  7. Clarifying provisions causing uncertainty or problems in practice, such as those dealing with co-defendants’ statements, veracity evidence, propensity evidence, and visual identification evidence.

The Commission media release:

Changes to the Evidence Act 2006 are needed to promote the just and efficient determination of court proceedings, concludes Te Aka Matua o te Ture | Law Commission in its report Te Arotake Tuatoru i te Evidence Act 2006 |The Third Review of the Evidence Act 2006, presented to Parliament today.

Amokura Kawharu, Law Commission President and lead Commissioner for the review, said:

“The Evidence Act governs what evidence can be admitted in civil and criminal cases and how that evidence can be given. It plays a vital role in facilitating the fair, just and speedy determination of proceedings.

In general the Act is working well in practice, but there are some areas where we think reform is warranted. For example, there have been longstanding concerns about the operation of the hearsay rule, which may prevent a person’s statement from being used if they do not give evidence in court, and the improperly obtained evidence rule, which governs the use of evidence that has been obtained unlawfully or unfairly.

Our recommendations respond to these longstanding concerns as well as emerging issues in evidence law, and will help to ensure the Act is fit for purpose in the future.”

The report marks the conclusion of the Commission’s third and final periodic review of the operation of the Act. The Act formerly required the Commission to conduct five-yearly reviews, but this requirement has now been repealed.

Key recommendations include:

  • Creating a new exception for mātauranga (Māori knowledge) and tikanga from the application of the hearsay rules to normalise its use as evidence.
  • Allowing the admission of out-of-court statements from witnesses who are too fearful to give evidence in court due to factors such as intimidation.
  • Reforming the improperly obtained evidence rule to provide greater guidance to the courts on how to balance the competing public interests at stake and to encourage more consistent admissibility decisions.
  • Creating specific safeguards for the admission of evidence from prison informants.
  • Extending medical privilege to a wider range of healthcare practitioners to better achieve the purpose of the privilege and align it with modern healthcare provision.
  • Amending the Act to increase efficiency in civil proceedings, including by resolving inconsistencies with the High Court Rules 2016 regarding hearsay evidence, clarifying the duty to cross-examine and clarifying the laws regarding legal and litigation privilege. 
  • Clarifying other provisions in the Act that have caused uncertainty or problems in practice, including those dealing with co-defendants’ statements, veracity evidence, propensity evidence and visual identification evidence.

In developing its recommendations, the Commission was informed by consultation with the legal profession, judiciary, academic experts, members of the public and interested organisations.

The Government will now consider the Commission’s recommendations and decide whether to reform the law.


Mental Health Not A Priority According to New Zealand Survey, Despite Legal Ramifications

Stress

A new survey of mental health issues has found that almost half of New Zealand employees disagree that their workplace prioritises their psychological wellbeing, despite issues relating to mental health in the law and other workplaces continuing as a major issue for the legal profession.

The survey looked at over 7000 participants’ views on mental health in the workplace issues and the media statement regarding the results is shown below –

Despite the legal ramifications, a new study reveals that nearly half of all Kiwis disagree mental health is a priority

A new Mental Safety At Work report has revealed that almost half [47.4%] of Kiwi employees disagree that their workplace prioritises the psychological well-being of staff and over a quarter think they need to stay silent about problems and tough issues. 

Conducted by Umbrella Wellbeing, this first-of-its-kind study into psychosocial and psychological safety in workplaces analysed responses from over 7,000 survey participants. 

Dr Dougal Sutherland, Umbrella CEO, said the findings are really concerning because they indicate that a substantial number of employees are working in fear and there are legal consequences for organisations who fail to keep employees mentally safe. 

“It can’t be good for business if you have employees who are constantly looking over their shoulder worried about what might happen if they raise an issue, or they are getting so anxious about being bullied that they’re not able to do their jobs. 

“In simple terms, a mentally unsafe workplace isn’t good for anyone. Businesses with workers in less psychologically safe teams are twice as likely to report lower than usual performance, and the odds of employees leaving are almost 6 times higher than workplaces considered mentally safe. 

“The good news is that more than half the workers we surveyed said they feel good about their work environment. But for people who work in organisations that view mental safety as ‘just another thing on this list,’ where employees feel they can’t take a risk, make mistakes, raise problems or issues, where they believe others would deliberately act in a way that undermines them, and think they are more likely to be bullied, it can be really tough. 

The survey results showed that compared to those who work in psychologically safe teams, workers in less mentally safe environments have 8.3 times higher odds of reporting bullying and 5.8 times higher odds of intending to leave their jobs. 44.1% of workers don’t agree that it’s safe to take a risk in their team, and 29.1% said if they made a mistake, it would likely be held against them. 

“The impact of not prioritising employees’ mental safety is massive. Aside from the missed opportunity for employers to create high-performing teams, the legal and financial consequences should be a catalyst to drive change in our workplaces,” said Dr Sutherland. 

Blackdoor Law director Caroline Rieger adds “In the same way that an employer is responsible for the physical health of their employees, mental health is an integral piece of workplace safety. 

“The Health & Safety at Work Act 2015 recognises that a ‘safe’ workplace includes mental and physical health. Employers who don’t take mental health seriously are leaving themselves open to legal action that comes with significant financial implications and reputational consequences. 

“In the last 6 months alone, a growing number of businesses have been in the spotlight for failing to safeguard their employees’ general mental well-being at work. Employers should expect the scrutiny over organisations’ efforts to actively manage the mental health of their employees to keep increasing. 

Dr Sutherland adds, “Facilitating a mentally safe workplace has significant benefits for everyone but it takes commitment. Google’s own Project Aristotle, a 4-year research project, confirmed that the number one most important factor of a high-performing team was psychological safety. Of note, organisations that focus on strengthening mental health at work are reported to have a return on investment of $5 for every $1 spent. 

“Building mental safety can be gritty work. It’s a challenging process, but it’s too important to get wrong, whatever way you look at it,” said Dr Sutherland.

Umbrella Wellbeing’s report can be downloaded here: Umbrella Wellbeing Report

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