\u201c[It] will continue at the conclusion of the District Court proceedings.\u201d<\/p>\n
The Herald has been unable to confirm whether O\u2019Callaghan is still employed by IRD as the agency refused to comment.<\/p>\n
Last year a senior IRD leader who had recently left her role said she learned O\u2019Callaghan had been arrested for family violence but was still working in the office.<\/p>\n
She contacted IRD in 2025 in her capacity as an ex-leader who was concerned about the staff. <\/p>\n
\u201cThere\u2019s no way that man should have been allowed in the office around women.\u201d <\/p>\n
IRD declined to comment.<\/p>\n
She told the Herald she sent IRD a list of charges he was facing.<\/p>\n
\u201cI told them that he\u2019d been charged with physical abuse.\u201d<\/p>\n
The woman said she informed IRD what the maximum penalty was. <\/p>\n
\u201cI laid it all out in an email and I sent it off to a boss in IRD and [to HR].\u201d <\/p>\n
She felt disgusted employees had to be in the office with O\u2019Callaghan, knowing he was standing trial on serious charges. <\/p>\n
\u201cI know he hadn\u2019t been found guilty [at that time], but you could make him work from home.<\/p>\n
\u201cInland Revenue should be ashamed.\u201d <\/p>\n
Grant O\u2019Callaghan is awaiting his sentencing.<\/p>\n
The Government agency declined to comment on the allegations, or confirm whether O\u2019Callaghan had been onsite while awaiting trial, noting it was an employment matter.<\/p>\n
Through his lawyer, O\u2019Callaghan initially declined to comment on whether he continued working at the IRD while awaiting trial and has not responded to further requests for comment.<\/p>\n
Public Service Association national secretary Fleur Fitzsimons said employers had a duty to ensure workplaces were safe and natural justice was followed in employment matters.<\/p>\n
Fleur Fitzsimons, PSA National Secretary.<\/p>\n
\u201cThese are duties that we expect public service employers to take seriously.<\/p>\n
\u201cWe will not make any further comment on a specific case at this time.\u201d <\/p>\n
Mira Taitz, a senior trainer with DVFREE lead and specialist domestic violence service, said the agency generally recommended employers put in place a sound family violence policy. <\/p>\n
\u201cAnd also have trained support people who we call first responders, have training for managers and lots of general awareness comms… [So that] everyone in the workplace knows the pathways of support available.\u201d<\/p>\n
Speaking generally, Taitz said when an employee could be a perpetrator, organisations should always consider the impact of their actions on the potential victim. <\/p>\n
\u201cThe other thing is an employer can consider looking at a disciplinary action or a pathway for accountability where it comes to the issue of work-related domestic or family violence.\u201d <\/p>\n
Using a work car to stalk a partner, or using work time to send abusive messages were examples of this. <\/p>\n
Taitz said some roles were incompatible with people who had committed family violence.<\/p>\n
\u201cFor example, if they\u2019re in a leadership position, or if they\u2019re working in the community with people who might be socially marginalised.\u201d<\/p>\n
She also encouraged employers to send out messages supporting people to change their behaviour and allowing flexibility to take stop violence courses.<\/p>\n
Family violence is a widespread issue in New Zealand, she said. <\/p>\n
\u201cOne in three women experience physical or sexual violence in their lifetime from an intimate partner.\u201d<\/p>\n
Katie Harris is an Auckland-based journalist who covers issues such as sexual assault, workplace misconduct, media, crime and justice. She joined the Herald in 2020.<\/p>\n