Bots, Burnout, and Balance: How AI Is Reshaping Wellbeing in New Zealand Workplaces
- MindMatters Clinic
- 5 days ago
- 5 min read
This is a revised version of our original article published with First Steps. Reprinted with permission.
AI is no longer a concept on the horizon: It’s already here, transforming how Kiwis work and manage their wellbeing. AI tools like ChatGPT, Microsoft Copilot, and Google NotebookLM have become increasingly popular for reducing repetitive work, streamlining communication, and automating tasks such as note-taking and summarising information. Now, the next wave, ''AI agents' are beginning to enter our day-to-day work lives.
With AI tools, we might get more space for the tasks that matter most, with reduced hours spent on time-consuming admin. We might worry less about the tone of an email that's been crafted with AI feedback. This suggests AI could support workplace wellbeing in New Zealand. However, as AI rapidly becomes integrated into our workdays, questions are emerging around stress, cognitive load, information privacy, and the human side of digital transformation.
Is artificial intelligence easing burnout or accelerating it? And what role should employers play in ensuring that AI supports, rather than undermines, employee wellbeing?
From Burnout to Bandwidth: The Promise of AI for Workplace Wellbeing in New Zealand.
Done well, AI can be a wellbeing booster. Automation tools help reduce admin overload, speed up decision-making, and free up time for more meaningful work. In healthcare, law, marketing, and HR, these gains can be especially impactful.
For instance, Heidi AI, a clinical notetaking tool used in the UK’s NHS that's also been approved by Te Whatu Ora (Health New Zealand) and increasingly used by our local GP practices, claims to double doctor efficiency. [1] That means more time to see patients and less time lost to paperwork.
Closer to home, New Zealand organisations are seeing similar benefits. Customer service bots now handle thousands of basic queries, allowing human teams to focus on the more complex or sensitive interactions. Predictive analytics are used to inform rostering software, for instance helping retail stores to avoid workloads spiking unsustainably and reduce staff fatigue or incidents related to customer frustration due to understaffing.
The potential outcomes are real: better work-life balance, more control over schedules, and less mental clutter.
But There’s a Catch: Tech Can Also Take a Toll
Technology doesn’t always reduce stress. Sometimes it just changes the shape of it. Constant notifications, 'always-on' expectations, and algorithmic micromanagement can erode psychological safety and heighten pressure.
A recent Deloitte survey found that nearly 78% of workers regularly using generative AI feel anxious about finding automation-proof roles to protect their job security.[2]
And while AI can boost productivity, it also comes with a cost. Professor Jarrod Haar, a New Zealand management researcher studying trends in Kiwi workplaces, warns that the increased use of AI significantly raises the risk of burnout:
"If you are a high AI user, your odds are 2.9 times higher that you’ll become burnt out, the severest form of job burnout." Professor Jarrod Haar
Professor Haar connects this to the ongoing cognitive strain that comes with adapting to rapidly evolving AI tools. Unlike traditional software, where changes are incremental and infrequent, AI updates come fast and require users to constantly adjust their skills and workflows.
When AI is introduced without transparency or a clear purpose, it can also damage trust. Staff may worry about being monitored, replaced, or evaluated by systems they don’t fully understand. Often, AI tools are launched before organisations have clear ethical frameworks or digital wellbeing strategies in place.
This tension may be especially noticeable in high-performance and fast-moving sectors, where AI might be seen as a quick fix for capacity issues but doesn’t actually reduce the demands placed on staff.
Using AI to Support Wellbeing
Despite the risks, AI also brings new tools for workplace wellbeing. These include real-time health tracking with devices and AI-powered mental health apps. For example, our Fitbits and Apple Watches are becoming increasingly sophisticated.
AI can be especially helpful for neurodivergent employees, including those who are ADHD, dyslexic, or autistic. Speech-to-text tools, summarisation bots, and smart calendars offer practical support that is both personal and discreet.
However, Dr Louise Cowpertwait, CEO of MindMatters Clinic and a clinical neuropsychologist, urges caution. [3] She points out that many wellbeing tools still suffer from frustrating user experiences and poor information security, and recommends that businesses do their due diligence. When deciding on workplace wellbeing AI products, it is a good idea to trial the tools with a smaller group first, check the tool has robust data protections, like HIPAA compliance, and once in place, continue to get feedback from staff to ensure they are still finding these helpful.
Wellbeing strategies are most effective when they offer a range of supports, from digital solutions to more personal options, so that people can choose what works best for them.
Leadership’s Role in Responsible AI Use
As AI becomes more embedded in the workplace, leaders must think beyond productivity. How are these tools shaping team dynamics, communication, and wellbeing?
It starts with values. Ethical leaders take the time to consult with teams, set clear expectations, and ensure AI supports, rather than replaces, human judgement. They are transparent about data collection and decision-making processes, and they create space for experimentation and feedback.
New Zealand research has shown that wellbeing apps only have an impact when used in workplaces that already have a supportive culture. The technology itself isn’t enough.[4]
Checklist: Is Your AI Approach Supporting Wellbeing?
Use these questions to reflect on how AI is affecting culture and health in your workplace:
Are staff involved in choosing or designing AI tools?
Is it clear how AI affects workloads and priorities?
Do employees know what data is being collected, and why?
Can people easily raise concerns about AI systems?
Is there training and support for new tools or significant updates to existing tools?
Are neurodivergent staff supported or excluded by AI tools?
Are wellbeing outcomes tracked, along with productivity?
Do leaders model balance and healthy boundaries with tech?
AI is reshaping how we work. But whether it enhances or undermines wellbeing depends on the decisions we make now. Leaders who prioritise ethics, empathy, and inclusion in their technology strategies will build workplaces where both people and performance can thrive.
About MindMatters Clinic: MindMatters is a leading New Zealand provider of clinical expertise in workplace wellbeing, mental health, and neurodiversity. MindMatters offers training workshops, speaking events, resources, and consulting services for organisations across Aotearoa. https://www.mindmatters.clinic/
References
[4] Cowpertwait, L. L., & Haar, J. M. (2024, November). Workplace Wellbeing Apps: A Waste of Time or a Worthy Investment? Conference Paper, 13th Aotearoa New Zealand Organisational Psychology and Organisational Behaviour Conference, Christchurch, New Zealand.
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