Compliance Assessment & Compliance Latest Letter
Compliance Assessment & Compliance Latest Letter
Compliance Assessment & Compliance Latest Letter
EMPLOYEE ENGAGEMENT AND TRAINING TIPS TO PUT WORKPLACE HEALTH & SAFETY FIRST
2 www.risk-compliance.co.uk/resources
NEWS AND TRENDS
E
ffective site and plant maintenance procedures are essential to ensure that workplaces are safe for employees
and anyone else who visits them. We review a recent case where both these and hazardous substance risk
management were inadequate, resulting in one visitor to the premises suffering serious chemical burns.
In this case, a delivery driver offloading his tanker at the Grimsby order and in good repair. In this case, sump pumps had failed
site of minerals manufacturer, Tronox Pigment UK Ltd, stood in what causing a highly hazardous substance to escape containment
he thought was a puddle of rainwater but was, in fact, a pool of and be accidentally released.
water containing caustic, a corrosive chemical substance. The Actions: Check your preventive and reactive maintenance
pool of water and caustic had been caused by blocked drains and procedures for plant and equipment to ensure they are up to
the chemicals had leaked from the company’s scrubber system and date. Encourage employees to report faults or concerns
secondary containment. The driver didn’t realise at first that the about the condition or operation of the equipment.
puddle was causing him injury and the subsequent burns required
skin grafts to the underside of both feet. The smallest toe on each 3 Maintenance of the Workplace (The Workplace [Health, Safety
foot was amputated and he was unable to work for 12 weeks. and Welfare] Regulations 1992, regulation 3 maintenance
of workplace, and of equipment, devices and systems).
Tronox Pigment UK pleaded guilty to breaching Sections 3(1) and 33(1)
Businesses must maintain the workplace so it is in a safe
(a) of the Health and Safety at Work Act 1974. The company was
condition for all site users, whether they are employees or
fined £200,000 and ordered to pay costs of £7,500. HSE inspector
visitors. In this case, blocked drains caused corrosive pools of
Angus Robbins said: ’This was a disturbing incident given that an
water containing caustic to build up. Routine clearance of the
innocent worker was suffering severe burns without, at first, realising.
drains would have prevented the puddles being formed.
Other delivery drivers visiting the area could also have been put at risk.
The incident could so easily have been avoided by simply carrying Action: Complete regular workplace inspections to spot
out correct control measures and safe working practices.’ site hazards such as poor drainage, seasonal problems (e.g.
fallen leaves) and surface deterioration. Investigate root causes
5 Key Risk Management as well as clearing up the immediate effects.
Compliance Failures 4 Emergency Planning (COSHH, regulation 13, dealing with
While the case was taken under general health and safety duties, accidents, incidents and emergencies).
there were several key risk management compliance failures in this Businesses must have effective emergency procedures
case which contributed to the incident, the driver’s injuries and the for dealing with foreseeable hazardous substance incidents,
subsequent prosecution of Tronox Pigment Ltd. We look at 5 of them including accidental release. This includes the right equipment
and the relevant regulations:
to deal with the emergency, including protective equipment and
1 Hazardous Substances (Control of Substances Hazardous decontamination products, the right procedures to deal with a
to Health Regulations 2002 [COSHH] regulation 7, casualty, the right people in place to take action and the right
prevention or control of exposure). arrangements to deal with the waste created.
Caustic is a highly corrosive substance which can cause Action: Review hazardous substance emergency
chemical burns or destroy things, especially anything made of procedures to ensure there are clear roles and responsibilities.
living cells. The controls for such substances must be effective Follow a precautionary approach to spread of contamination
and robust. Employers must ensure that employees are aware and shut off areas which may be hazardous to users.
of the potential for harm to both themselves and anyone else 5 Site Visitor Procedures (Health and Safety at Work Act,
who may be exposed to the substance, including accidental section 3, general duties of employers to persons other
releases. The COSHH risk assessment must identify everyone than their employees).
who is potentially at risk of harm in all scenarios, not just those
Businesses must ensure their sites are safe for anyone visiting
who work directly with the substance.
them, including contractors, drivers or members of the public
Action: Review your COSHH risk assessments to check if as well as for their own employees. Visiting drivers must be
potential exposure of non-employees has been identified as a made aware of site layout, the route they need to take, relevant
hazard, including as part of the emergency plan for accidental procedures for safe working and any site hazards. As well as
releases where relevant. providing safe access to vehicles for loading and unloading, site
2 Maintenance of Plant and Equipment (Provision and Use owners must ensure that the vehicles and the ground they have
of Work Equipment Regulations 1998 [PUWER] regulation to use are suitable for safe working.
5, maintenance). Action: Review your site procedures for visitors, including
Under PUWER, employers must ensure that all work equipment delivery drivers who may be at greater risk from site hazards
is maintained in an efficient state, in efficient working due to their unfamiliarity with them.
www.risk-compliance.co.uk/resources 3
NEWS AND TRENDS
A
n employee of Gemini Technology (Reading) Ltd was put at risk of exposure to ionising radiation while
working on an irradiator at a calibration facility operated by the Ministry of Defence (MOD). The risks
of exposure to ionising radiation are high; even small doses of radiation can lead to an increased risk of
developing cancer longer term. Although work with ionising radiation is highly specialist and strictly regulated, this
case illustrates that even recognised industry brands like Gemini Technology can get basic risk management wrong.
The company was called to the MOD site to fix a problem with the ●
Properly assess the risks of ionising radiation to their employees
irradiator for which it was the service agent. A high-activity Caesium- and others.
137 source had become stuck in an unshielded position within the ●
Consult a competent radiation protection adviser to inform the
irradiator. The employee had to remove the top of the machine’s
risk assessment.
shielded housing, raise the radioactive source and manually rotate a
carousel which contained a number of radioactive sources. This put ● Put in place required and effective control measures.
him at risk of exposure to dose rates of up to 500 mSv per hour. The ● Ensure that safe working practices were in place.
Ionising Radiations Regulations 2017 specify a limit on effective
dose of 20mSv a calendar year, doses over 100mSv can lead to a Your Takeaways
change in red blood cells. There are risk management lessons here not only for the contracted
Gemini Technology pleaded guilty to breaching Section 2(1) of the company but also for those who employ them. Always ask to see
Health and Safety at Work Act 1974 and Regulation 9(1) of the a customised and specific risk assessment (or RAMS) from
Ionising Radiations Regulations 2017. The company was fined contractors for high-risk work activities. If they can’t produce
£16,000 and ordered to pay costs of £25,000. A HSE specialist one, ask them why and consider whether they are the right contractor
inspector said the main risk management shortfalls of the company for the job. If a contractor exposes their own employees to risk of
had been their failure to: harm, they may well expose your site occupants to the same risk.
I
t’s a practice many of us follow at home – putting our excess storage into the attic or loft and then forgetting
about it. The same thing also happens in many workplaces. We summarise a recent case where storing old
furniture in an attic led to a ceiling collapse in an occupied classroom. Fortunately, there was no loss of life but
the children and teacher sustained upper limb fractures, cuts and concussion.
4 www.risk-compliance.co.uk/resources
RISK ASSESSMENT
P
roactively conducting regular risk assessment reviews, particularly upon a change of circumstances
and integrating them into your annual schedule is essential to ensure that workplace changes are not
inadvertently overlooked. Failure to do so can have serious consequences, particularly in emergency
situations such as evacuations, compromising the effectiveness of your emergency risk controls and jeopardising
the safety of your staff. It’s therefore vital to ensure your team understand what a ‘change of circumstances’
means. We outline 6 of the most common change of circumstances you can convey to your workers.
1. Neighbouring Activities For example, under the Dangerous Substances (Notification and
The activities of neighbouring businesses can impact on your ability Marking of Sites) Regulations 1990, businesses are required to notify
to protect your own workers in the event of an emergency. Make the fire authority when at least 25 tonnes of dangerous substances
your staff aware that if they see changes in neighbouring business are held. Large quantities of chemicals are not as easy to control in an
activities, they should bring it to your attention. For example: emergency situation and the fire service needs to be made aware of such
● A neighbouring business may be expanding, perhaps undergoing storage, along with your controls to fight a fire or contain a leak.
building works. Does this impact any of your emergency exit 4. Building Repairs
routes? I have seen one site’s fire exits open into a pathway that
Engaging contractors for building repairs can impact on your evacuation
had a crane lifting loads over it, and another exit blocked with
routes, for example, if they undertake hot work or erect scaffolding
pallets of bricks. Ensure that your risk assessment review considers
around the side of a building. Ensure contractors are fully inducted
all your exit routes and whether they can be used. Also check they
into your workplace and company procedures. They not only need to
are adequate for the number of people needing to exit the building.
know what action to take in the event of an emergency but also if
● If your neighbours are using new chemicals in their processes their work is going to impede a fire escape route or exit. Company
or are storing more stock than usual, this may impact on your procedures may require a ‘permit to work’ for hot work activities and
business if they then have a fire, explosion or another emergency. evidence that your contractor has arrangements to deal with a fuel
Could the fire spread to your premises? Would a fire restrict
spill or fight a fire arising from their activities. All your procedures
your staff’s ability to evacuate your premises, for example, if
need to be explained to the contractors when they arrive on site.
there was a blocked road where the emergency services were
attending? Could it damage your utility supply? Asking them if 5. Shift Pattern Changes
they are storing any hazardous materials and asking to see their Changes to shift patterns may mean that your shift systems are
COSHH risk assessments isn’t a matter of you being nosey or extended over more hours, or even reduced during quieter periods.
awkward – both businesses have a legal duty to co-operate and As a result, exit doors could be locked at the usual times, preventing
communicate under the Management of Health and Safety ease of exit for the shift that is running late. Ensure you have your
at Work Regulations 1999. fire wardens and first aiders available to cover all shifts and that they
understand when to challenge an unsafe exit route.
Tip
Keep a record of any questions and responses with neighbouring
6. Personnel Changes
businesses if you feel they are at risk of impacting your business Employee absence, departure or promotion can impact on
continuity or operations. In the event of an insurance claim, this the procedures you have in place. For example, if one of your fire
information will also be needed. We recommend that you review wardens is promoted and/or moves departments, this may mean
the situation with your neighbours every year and evidence it. they are no longer in the area that they have been allocated to be a
fire marshal for, or their increased responsibilities could mean they
don’t have the time to do their regular checks.
2. Changes to Business Activities or
Work Processes Check your lists of competent persons with each department’s
A change in your activities or work process e.g. a change in stock manager and ensure that all days and shifts are covered by fire
type, storage amounts or locations, may mean that your emergency marshals, first aiders, mental first aiders, rescue staff (for
risk assessment will not take into account these new hazards. Hot working at height activities and environmental spillages, etc). Discuss
work, such as bringing welding repairs in-house, or using a new with the employee’s manager your authority to schedule practice
chemical that is categorised as explosive, can put staff at risk as well emergency situations and drills.
as you not being legally compliant.
Download
3. Updates to COSHH Risk Assessments Check if your emergency controls are suitable and sufficient by
There’s a risk that changes to chemical or COSHH risk assessments reading your Emergency Risk Assessment Controls Guide.
by one department have not been fed into your emergency risk You can download this from your Online Resource Centre at:
assessment. Collate these assessments to see if there are any updates www.risk-compliance.co.uk/resources
or new ones and be aware of the risk controls outlined for storage.
www.risk-compliance.co.uk/resources 5
KEY TOPIC
C
ompliance with the Health and Safety at Work Act 1974 entails a collective responsibility within the
workplace, where each individual is legally obliged to ensure their own safety and that of their colleagues.
This means taking proactive safety measures and, equally importantly, refraining from actions that may
endanger others. Regrettably, a ‘that’s not my job’ mindset can sometimes hinder proactive safety efforts. Explore
our 5 suggested training topics or Toolbox Talks to empower your team leaders and supervisors in fostering a
safety-centric culture, emphasising the importance of team-wide responsibility.
Toolbox Talk 1. Personal Hygiene for supervisors to know where they stand if they are managing a
recalcitrant employee. Not doing something to keep the team safe is
Personal hygiene is not just about keeping healthy, it’s also about
just as legally binding as doing an unsafe act that can directly
teamwork.
cause someone to be injured. For example, taking a guard off a
Dirty hands and clothes could be contaminated with germs, machine or not wiping up or reporting a spillage, which could lead
bacteria from vermin bacteria or even oils and chemicals, depending to a colleague slipping and potentially breaking an arm.
on the person’s job. Contamination can be transmitted to others by
handshakes, sharing cigarettes, using door handles and kettles, or Did You Know…?
perhaps dust falling off overalls in the canteen.
Under Section 7 of the Health and Safety at Work Act 1974,
Some chemicals are carcinogenic (e.g. mineral oils can cause skin employees have a legal duty to take reasonable care for the
cancer), some are an irritant (e.g. petrol fuel can cause skin burns), health and safety of themselves and of other persons who may
whereas some dusts that can be collected on work clothing are be affected by their acts or omissions at work. Legally, they
biological hazards resulting in health issues, such as breathing have to co-operate with their employer and follow the company
problems caused by dried pigeon faeces (causing psittacosis) and procedures in place to keep themselves and their team safe.
hands coming into contact with rats’ urine can cause Weil’s disease.
Using the scenario of picking up litter may explain things a little
Manager’s Tip better. Staff shouldn’t drop litter in the workplace or its grounds.
Put up notices in your welfare or changing area to remind staff Whilst this may not directly put people at risk, food-based litter, if
to wash their hands or take off contaminated clothing before not placed in a rubbish bin with a lid, will attract vermin such as
entering the canteen. Explain the reasons why to increase their wasps or rats. It’s possible that a colleague may go into anaphylactic
awareness of health issues. Rotate these notices every couple of shock if they are stung or develop Weil’s disease from rats’ urine
weeks to keep them fresh. being on the litter when picked up.
Preventing vermin and pests from taking residence is the proactive
Staff should ask themselves the following questions:
safety approach, and this legally means that supervisors expect
● Are my hands clean/washed when I return from the toilet? everyone to work together to prevent litter occurring and pick it up
I think that we’ve all heard the urban myth about the peanuts on when they see it – even if it’s not their litter. By omitting to pick up
the bar being tested for urine because people don’t wash their litter, they are technically breaking the law!
hands after going to the toilet!
● Do I smell? Even something as simple as body odour can put Did You Know…?
people off working with you. It may not be you personally but it The Broken Window Theory states that visible signs of
could be your clothes. crime and anti-social behaviour create an environment that
● Should I have washed my hair last night? Dirty hair attracts encourages further crime and disorder, including an
dust which can mean cross contamination of workspaces as well escalation to more serious crimes or breaches of law. By
as the welfare facilities. omitting to make the workplace healthy and safe, individuals are
contributing to a deterioration in their company’s safety culture,
If an individual feels they couldn’t ask a colleague one of these leading to accidents and injuries as well as ill health.
questions, perhaps they already know the answer they’ll give!
Having a good personal hygiene routine both in and out of work
benefits your own health, as well as that of your colleagues, and can Toolbox Talk 3. Ask Yourself ‘Am I Fit
strengthen team communication. for Work?’
Illness
Toolbox Talk 2. Omissions or This question has been drilled into all of us during Covid – do not
Lack of Action to come into work if you have a cough or are experiencing Covid
Regularly reminding staff that their employment contract states symptoms. This should be extended to other illnesses that could be
that they must follow company procedures and they must do so contagious, as well as poor health conditions that can affect the
by law, may sound a little heavy-handed but it’s always useful safety of you and your team. For example, if you have an ear problem
6 www.risk-compliance.co.uk/resources
KEY TOPIC
such as labyrinthitis, this could affect your hearing and balance. Not person’ – this means that they need to be able to employ their full
hearing warning signals or being unable to work safely at height knowledge of the job and its surrounding process, their skills to do
could lead to you being injured and your team potentially having to the job and rely on their experience when making decision if the job
rescue you, so putting their health and safety at risk. isn’t going to plan.
Injury Toolbox Talk 4. Ask for Help
Being unable to do your job as a result of an injury received ‘I don’t know how to. I don’t understand this process. Can you help
outside of work e.g. a sports injury, means that you may not be me with?’ are welcome questions as it shows employees are trying
able to lift or carry items as you would normally. In this instance, to work safely. Any colleague should be happy to help anyone who is
the person should discuss it with their supervisor to get their duties asking for assistance to work more safely.
changed to prevent exacerbating this injury.
Keep this in the forefront of employees’ minds by using a poster
Alcohol campaign, supported by toolbox talks and supervisor meetings to
Your worker should be honest and ask themselves if they are safe to encourage workers to ask questions and provide mentoring.
drive the morning after an evening’s tipple, after a bad night’s sleep
or when using prescription drugs. If they are due to drive during Toolbox Talk 5. Intervening in an
the day for work or operate safety-critical machinery, their skill Unsafe Act or Unsafe Condition
levels may not meet every risk control listed in their company’s risk This is the message to put out to all staff; that they are part of a
assessment. team and any one of them should be able to stop a job when they
Fatigue think something may be wrong or unsafe. Some people may be able
Fatigue can cause the best of us to have poor decision-making to offer assistance to make the task safe; others may be walking by
skills and also reduced reaction time and if, for example, they and realise part of the risk assessment isn’t being followed. People
have to take evasive action, they may not act quickly enough, which may realise that other workers in an adjacent area may be at risk and
could cause an injury to them or another person on the road. the job needs to be stopped.
The best way to approach this it to discuss ‘how can we do this
Drugs
more safely?’ By coming up with a solution, improved control
Drug use can cover a wide range of situations, from recreational use
measures can be discussed, the risk assessment can be reviewed and
through to prescription drugs or even self-medication. Individuals
updated and safer controls put in place.
should talk to their GP or pharmacist if they are using drugs, ask
if they have any contraindications such as drowsiness which can Tip
cause a slow reaction time, impairments to their decision-making
abilities or even dizziness, all of which can pose a hazard when Get more mileage out of your company’s personal
operating machinery or tools at work. responsibility message by including it into your new starter
induction process to ensure that you set off your new hires
Risk assessments will have risk controls and polices that state ‘no on the right foot.
drug use’ or that tools and machinery must be used by a ‘competent
F
rom time to time, the HSE publish Safety Alerts and Safety Notices. Safety Alerts are for major faults that
would result in a serious or fatal injury and where immediate remedial action is required. Safety Notices
are usually issued to facilitate a change in procedure or require action to be taken to improve the level of
protection or instruction in a potentially dangerous situation. Both tend to be on very safety-specific issues. We
summarise the recent ones with links for further information should they be relevant to your business.
●
Motorsport/leisure track safety: trackside vehicle restraint ●
Pop up toilets: a risk of crushing was identified after someone
barriers (EPD03-2023). This is aimed at motorsport/leisure track was killed when working underneath a raised telescopic pop-up
owners, operators, events organisers and is particularly relevant to toilet ((FOD01-2023). See: tinyurl.com/ypj52zet
leisure track/circuits (permanent and temporary). See: LPG
● forklift trucks: fire risk on and around LPG powered forklift
tinyurl.com/5xd9dnmv
trucks and other similar vehicles during starting (EPD02-2023).
●
Offshore installations: manage the risk of damage to grating See: tinyurl.com/ykakvmcx
systems (walkways and deck areas) on offshore installations
While these are the latest alerts and notices at time of writing, our
during rig moves (ED09-2023). See: tinyurl.com/jsbhd5cm
advice is that you check the Health and Safety Executive’s news
●
Motor trade: unsafe bolts on BendPak XPR series two-post homepage regularly to ensure you don’t miss any that are relevant
vehicle lift (FOD02-2023). See: tinyurl.com/hfj84zfe to your business.
www.risk-compliance.co.uk/resources 7
EMPLOYEE ENGAGEMENT
I
t’s one of the most popular questions from our readers who use the Ask The Experts Email Helpdesk – what is
the legal minimum or maximum (depending on the season) indoor workplace temperature? We review the legal
requirements and outline practical ways you can help improve the working environment for your staff.
●
Discover the Legal Requirements What your workers think: have there been complaints about
temperature? Consider any survey results.
and HSE Guidance
●
Air temperature: measure the temperature to find out what it is,
The Workplace (Health, Safety and Welfare) Regulations 1992,
whether it changes during the day and the seasonal fluctuations.
regulation 7, states that: ‘During working hours, the temperature
●
Radiant temperature: is there a heat source in the environment
in all workplaces inside buildings shall be reasonable’. The HSE
such as machinery?
Approved Code of Practice to the workplace regulations is L24 and
●
Humidity: do workers complain of the air being too dry or humid?
provides the following guidance on temperatures:
●
Take humidity readings at different times of the day and when the
The temperature inside the workplace should provide
office opens after being closed e.g. on a Monday morning.
reasonable comfort without the need for special clothing.
●
Air movement: is cold or warm air blowing directly into the
● The temperature in a workplace should normally be at least
workplace? Do employees complain of draughts?
160C.
●
Workers metabolic rates: check how much workers move or
● If work involves rigorous physical effort, the temperature
physically exert themselves while in the workspace. If they are
should be at least 130C.
mainly seated (e.g. office computer work) then they will be more
There is no stated maximum temperature for workplaces but all likely to feel cold.
workers are entitled to an environment where risks to their health ●
Clothing and PPE: is PPE or company uniform being worn? If
and safety are properly controlled. Heat is classed as a hazard so, are alternative versions available for different temperatures/
and comes with legal obligations like any other hazard. seasons?
Why it’s Important to Tackle the Step 3. Act on findings of the risk assessment and consultation by
Contentious Issue of Workplace putting controls in place, including temporary or seasonal ones.
8 www.risk-compliance.co.uk/resources
CASE STUDY
A
fter Martin Marmoy-Haynes had a near miss while working in the chemicals
industry, he has been focused on one thing – protecting people from danger in the
workplace. Here, he talks to Risk Assessment & Compliance and shares the essential Martin Marmoy-Haynes,
steps he has learned to keep workers safe, including a simplified, yet comprehensive, Director of JEM Safety
approach to risk assessment. Management Limited,
Kellie Mundell,
Case Study Editor Kellie Mundell, Case Study Editor Upminster, Essex.
With degrees in Environmental Science and Accident Investigation everything observed, even the uncomfortable subjects and
and a Diploma in Occupational Safety & Health Management earned findings, like no guarding on machinery, stress, alcohol issues,
throughout his 34 years in the profession, Martin is more than property damage and disagreements between staff, he says. All of his
qualified to ensure the safety of workforces up and down the land. observations were justified with no ‘empty boxes’ in the report and
But his career in the industry happened by pure chance. he avoided the use of bland recommendations such as ‘monitor’ or
‘ongoing’ which leave the operator wondering what to actually do.
A Risky Mix
When he joined a chemicals company early in his career, Martin was Significant changes in policy and practice were suggested on
told to ‘keep his hands in his pockets’ for the first 3 weeks. He was how to approach the health and safety committee effectively and
tasked with mixing and boiling raw materials, synthesised with active protect staff from the most dangerous hazards, such as vehicle and
ingredients for tablets, capsules, creams, suppositories and injections pedestrian movements and work at height. ‘I was invariably ignored,
to be made. But one day the lid to the large stainless steel mixing but I persisted. It was slow work but after several years and with
vessel – containing more than 100 litres of alcohol among other some staff turnover, I saw some of the changes I had hoped for.’
chemicals – was left open. Practical Ways to Improve Risk
Martin inadvertently opened the wrong valve, blowing high-pressure Assessment
nitrogen gas into the liquid, which erupted, showering him with Martin’s latest approach is to aim for a risk assessment which
chemicals. It was methanol: highly toxic. But fortunately for Martin, fits on one side of A4 paper. He uses a traffic light system for
not yet boiling. ‘I was able to use the emergency shower and change reporting, comprising identifying hazards as Red, Amber, or Green. ‘I
into clean overalls in the changing rooms. If the methanol had like to list carefully – with exacting precision – the control measures
reached boiling point I would have been burned and my soaked already in place and the further control measures required,’ he
clothing could easily have ignited and I might not be here today.’ explains.
Martin had experienced his first accident and thankfully wasn’t There has been a clearly measurable reduction in accident rates
harmed. But the seed was sown for a career in safety. although Martin believes overall improvement in culture is still
some way off. He plans to create a risk assessment compendium
Changing the Culture: Taking Safety containing 100-150 common risk assessments adapted to each
Seriously facility to make them site-specific for or by an individual client. He
Fast-forward a few decades and Martin is a fully-fledged chartered also plans to produce training videos to free up his time to focus on
health and safety professional with lots more stories to tell. One higher hazards.
involved a food manufacturing facility, employing about 80 staff ‘It’s important to encourage businesses to embed health and safety
across two sites. He was asked to evaluate and recommend at an early stage, rather than when they’ve grown to several hundred
improvements to its health and safety management. staff and had many accidents,’ says Martin.
‘The culture was very outdated and the previous health and safety From a close-call to calling companies to account on safety by
adviser had perhaps grown tired and didn’t appear to be bothering providing practical, common-sense health and safety support without
to carry out risk assessments or engage with staff,’ explains Martin. allowing it to become bureaucratic or used as an excuse for inaction,
‘He seemed to blame staff in reports after accidents or incidents, he’s certainly the person for the job.
citing that: ‘Staff must be more careful!’ The organisation was not
used to spending much on health and safety improvements. It must Download
have been a shock for management to realise there was a vast
You can download dozens of risk assessment documents from
amount to do for big issues such as asbestos surveys, electrical
your Online Resource Centre, ranging from risk assessments
testing, DSEAR, and legionnaires disease risk assessment. These
covering COSHH and DSEAR to risk assessment checklists,
things cost money and I’m not sure I was popular.’
forms, policies and Toolbox Talks – all of which you can adapt
Safety is a Collaborative Journey to your own needs. Go to:
To start with, Martin conducted regular tours of the entire facility. www.risk-compliance.co.uk/resources
He made sure to always talk to staff at every level and report
www.risk-compliance.co.uk/resources 9
WORKING WITH THE BOARD
T
he latest survey report on health and wellbeing from CIPD and Simplyhealth shows that employee
wellbeing has fallen off the agenda of some senior managers, decreasing from a high of 75% in 2021 during
the pandemic to 69% in 2023. It also reveals a marked increase in sickness absence across a wide range of
industries. The 2023 data shows that each employee took an average of 7.8 days’ sick leave per year, the highest
level in a decade and 2 days more than recorded in 2019. We look at the survey’s findings you can use to work
with your board and reboot their interest in employee health and wellbeing.
The 23rd annual CIPD survey supported by Simplyhealth (provider of Identify Work-related Causes
health plans for business) explores issues of health, wellbeing and
of Ill Health
absence in UK workplaces. Data was collated from 918 organisations
covering more than 6.5 million employees. The survey was completed There are both proactive and reactive ways to identify the causes
by HR and L&D professionals. Respondents came from a range of of work-related ill health in your business. Proactive methods will
industries and from organisations of all sizes. enable early intervention and support which could prevent the ill
health either happening or resulting in sickness absence.
Engage Senior Leaders with Targeted
Proactive methods include:
Data and Focused Solutions
●
Consulting employees to find out the causes of work-related ill
The survey showed that senior management’s focus on employee
health e.g. by a staff survey.
health and wellbeing is waning post-pandemic. We believe that now
is a good time to remind your board that even though the pandemic ●
Line manager 1-2-1s which discuss health problems linked to
is no longer the most immediate of health hazards for workers, the work.
increase in sickness absence is a strong indicator that more, not less, ●
Line manager observations of their employees to pick up on
focus is needed now to support employee health and wellbeing. the early signs of health problems, followed by 1-2-1 discussion.
High sickness absence levels mean high costs and reduced ●
Work-related adjustments to support attendance.
productivity for business, as well as lowering staff morale. You ●
Takingaction to identify and reduce presenteeism and
can use this report, supported by sickness absence data from your leaveism.
own organisation, to show senior leaders why they must ensure that ●
Health screening.
any work-related causes of ill health are investigated and tackled.
Reactive monitoring of work-related ill-health includes:
Understand the Most Common ●
Analysis of company sickness data and trends.
Causes of Sickness Absence ●
Return to work interviews which specifically identify if the
The survey results showed the most common causes of employee absence was work-related or if work was a contributory factor.
sickness absences were:
Get the Backing of Your Board to
Most Common Causes of Sickness Absence
(% of respondents who include in their top three causes) Focus on a Proactive Approach
The greatest benefit to both your employees and the business will
Short-term absence Long-term absence
be gained from investing in a proactive approach to preventing
(up to 4 weeks) (4 weeks or longer)
work-related ill health. Training line managers to have open
Minor illness e.g. colds/ Mental ill health e.g. conversations about mental and physical health with their team
flu, headaches. 94% clinical anxiety. 63% members and to be able to spot warning signs will enable early
Musculoskeletal injuries Musculoskeletal injuries interventions.
e.g. repetitive strain e.g. back pain. 51%
injury, back pain. 45% Healthy role-modelling by senior leaders can also have high
Mental ill health e.g. Acute medical conditions impact on employees. Directors who talk about their mental health,
depression, anxiety. 39% e.g. cancer. 46% for example, or ensure that they take lunch breaks and holidays
will normalise a healthy work culture. Likewise, if they don’t show
Covid-19, including Stress. 37%
shielding. 37% their commitment to employee health and wellbeing or role-model
unhealthy working practices, this is likely to have a negative effect on
Stress. 26% Recurrent medical
those beneath them and undermine efforts at line management level.
conditions e.g. asthma. 19%
And, finally, use the findings of this latest report to boost senior
All these common causes of sickness absence could be either a result management interest in proactive investment in employee health
of, or exacerbated by, an employee’s work. There are also direct links and wellbeing and the positive business benefits it will bring to your
between mental ill health and musculoskeletal disorders. company.
10 www.risk-compliance.co.uk/resources
CHECKLIST
W
hen most people hear the word ‘hygiene’, the first thought that comes to mind is personal cleanliness.
However, when you work with chemicals or other hazardous substances, ‘industrial hygiene’ is the
practice of minimising your exposure to hazardous substances. Use our checklist to identify both the
legal requirements and best practice for good industrial hygiene, which will minimise the potential for unsafe
exposure to hazardous substances and for exposing others to hazardous substances through cross-contamination.
You can download this from your Online Resource Centre at: www.risk-compliance.co.uk/resources
A ‘yes’ answer confirms that the correct measures are in place, whilst a ‘no’ may indicate a need for further training and a risk
assessment review.
1. Welfare Yes No
Do workers wash their hands before smoking, eating, drinking, or applying make-up?
Do workers smoke, eat and drink only in designated areas?
Do workers have the ability to change out of contaminated work clothing in a different area to the eating facilities?
Are welfare facilities equipped with the ability to clean chemicals and dust with soap from the hands/skin?
2. First Aid
Are workers free from dry, cracking or itchy skin on their hands, face and in their ears?
Do workers know to report skin conditions to the health and safety team?
Do workers understand how to wash off chemical splashes?
Do people who work with chemicals cover all exposed cuts/breaks in the skin with waterproof plasters (even those
gained outside of work)?
3. Workwear and PPE
Is Personal Protective Equipment (PPE) and Respiratory Protective Equipment (RPE) provided free of charge if
specified for use in the risk assessment?
Do workers understand which PPE/glove/glasses type to use when handling hazardous substances?
Is PPE/RPE being used properly?
Do workers remove contaminated clothing before going home?
Is there suitable provision for the safe and hygienic storage of all types of PPE?
4. Workplace (Areas that Can Cross-contaminate)
Is the work free from any airborne dust, fumes or mist?
Has local exhaust ventilation been tested (every 14 months) to ensure it is effective and legal?
Are work areas regularly cleaned to reduce greasy, mouldy or dusty surface areas?
Are dust, pests and fumes prevented from entering the workplace (through open doors or loading bays)?
Are any air-intake entry points (through which outside contaminants could get into the building) cleaned and free
from blocked filters?
Is the work area for hazardous substances illuminated sufficiently to see any spills, leaks and potential
contamination?
Do you have work equipment that should be reserved for a specific use?
Is segregated work equipment colour coded or tagged to identify that it shouldn’t be moved to a different work area?
www.risk-compliance.co.uk/resources 11
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Directors and anyone who undertakes risk assessments and health and safety training within their organisation.
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