Deaths in workplace incidents – of both workers and members of the public – normally spark a number of official responses, including coronial inquests. In many instances, however, these investigations have examined the incident in isolation from the wider context of hazards in that industry and are rarely informed by the extensive research literature on health and safety, and death and disaster, at work. In this examination of a tragic theme park disaster in 2016, we demonstrate that applying a wider lens and drawing on the ‘ten pathways model’ not only provides a more compelling explanation of how and why safety measures failed but may also inform more fatality and injury prevention measures. Drawing on James Reasonʼs concept of latent failures, the ten pathways model identifies latent failures that are repeatedly associated with death and disaster in workplaces across different industries. Using the Dreamworld coronial inquest findings and other related source material, this paper finds that at least nine and possibly all ten pattern failures were present in the Thunder River Rapids ride disaster at the Dreamworld theme park and contributed to the deaths of four visitors. In particular, it highlights the corroding effects of poor maintenance, inadequate management systems, and regulatory failure. The paper also raises questions about why theme parks as high-hazard workplaces marked by injuries, deaths, and ‘near misses’ were not subject to more rigorous oversight prior to the event and how regulatory failures might best be addressed.

This article analyzes the role of law in the surveillance and prevention of occupational risks within a large public bureaucracy in France, based on a comparison of three services: a listening unit, an occupational health service, and an inspection mission. Each of these services offers legal intermediation activities that frame forms of legality, ranging from the most spontaneous to the most formal normative references. These references to the law make it possible to differentiate situations in order to create an occupational risk prevention policy that favors actions within the organization rather than external recourse. Deprived of any judicial horizon to use effectively to transform working conditions, the legal intermediaries in charge of occupational health and safety are nevertheless relying, even if in a differentiated way, on the law to work towards better risk prevention.

This article explores the relationship between precarious employment and seafarers’ control over the scheduling and location of their work, and considers the implications of this relationship for their occupational health and safety. Semi-structured interviews were carried out with 20 permanently and 17 precariously employed seafarers. In contrast with those on permanent contracts, seafarers employed by crewing agencies on temporary contracts were deployed at short notice and commenced work on vessels irrespective of whether they had experienced an adequate rest period at home. Such precariously employed seafarers were also deployed across the various sectors of the industry on unfamiliar vessels. Seafarers felt strongly that scheduling and location uncertainties were closely linked with increased risks to their safety and well-being, and it was clear that these areas of uncertainty were frequently experienced in combination, in particular, by those with precarious employment arrangements. The article, therefore, suggests that the widespread disorganisation of the employment relationship increases the occupational health and safety risks faced by those working in an already dangerous industry. It concludes that this lack of commitment by shipping companies to their workforce means that, for many seafarers, protection against these additional risks is effectively at the discretion of the captain on board.

Research into workplace bullying has only recently begun to investigate preventative measures. This paper continues that emphasis by examining the management of bullying in a sample of New Zealand organisations. In this study, the survey results from 252 occupational health and safety practitioners were analysed to examine how bullying is understood and managed, along with factors that predict preventative efforts. Results indicate that bullying was perceived to impact significantly on organisations, although the organisations had limited preventative measures in place. The findings confirm the importance of leadership and the establishment of an effective bully-free environment as preventative measures.

This exploratory study examined the workplace violence problem in a sample of 96 New Zealand organisations. Just over one-half of participating organisations reported cases of violence, with a total of nearly 2,500 cases reported in 2009. The incidence rate for all violence cases was high compared with internationally reported rates. Highest violence incidence rates and lost-time were reported for the health sector, where patients, customers/clients and family members were rated as sources of violence of particularly high importance. Risk factors with highest mean importance ratings were related to exposure to unstable persons, including: alcohol and drug use, harassment, and mental and physical instability/distress. Workload and time-pressure were also identified as risk factors for some organisations. Just 50% of organisations formally recognised violence as a hazard in the workplace, while interventions were largely limited to employee training and technological factors.

Over 5 thousand family members and close friends of Australian workers become survivors of sudden workplace death each year. Formal responses following the death are central to surviving families' ability to adapt, yet families' experiences of these responses are unknown. This study used in-depth interviews to explore 7 surviving family members' experiences of formal workplace death mechanisms: postdeath protocols; interactions with employers, unions, media and statutory authorities; stages of legal process including coronial inquests, prosecutions by the occupational health and safety (OHS) regulator, and civil action; and outcomes of judicial proceedings. Participants identified difficulties arising from insensitive treatment by authorities, and significant bureaucratic problems, including a lack of information, communication and support. Systematic research that fully examines families' needs and identifies organisational postdeath protocols is required to advance the management of institutional responses following workplace death and thereby improve outcomes for families.