FAQs

Answers to
commonly asked Health & Safety Questions

Health and safety at work refers to the efforts and measures taken to create a safe and secure working environment for employees. This involves identifying, assessing and mitigating potential risks to ensure the well-being of workers. The goal is to prevent accidents, injuries and illnesses by implementing policies, procedures and safety practices in the workplace. This encompasses a range of factors such as providing proper training, maintaining equipment and establishing protocols for emergency situations, all with the aim of promoting a healthy and secure work environment.

In the workplace, the responsibility for health and safety is shared among both employers and employees. Employers are generally tasked with providing a safe working environment by identifying and managing potential risks, offering necessary training and ensuring that safety regulations are followed. Employees, on the other hand are responsible for adhering to the provided guidelines, using safety equipment appropriately and reporting any hazards or concerns to their supervisors. It’s a collaborative effort where both employers and employees actively contribute to maintaining a safe workplace.

The Health and Safety at Work etc Act 1974 is a key piece of legislation in the United Kingdom that outlines the legal framework for health and safety in the workplace. It establishes the fundamental duties and responsibilities of employers, employees and others in relation to occupational health and safety. The Act emphasizes the necessity of providing a safe working environment, ensuring the welfare of employees and minimising risks associated with work activities. It grants powers to regulatory bodies to enforce compliance with health and safety standards and sets the foundation for subsequent regulations and guidelines to address specific aspects of workplace safety.

Yes, in the UK, all businesses are required to have a health and safety policy. The Health and Safety at Work etc Act 1974 mandates that employers with five or more employees must have a written health and safety policy in place. This policy outlines the organisation’s commitment to ensuring the health and safety of its employees and others who may be affected by its activities.

The health and safety policy should detail the responsibilities of both employers and employees, procedures for risk assessments, measures to control and mitigate risks and emergency procedures. It is a crucial document that demonstrates a company’s dedication to providing a safe working environment and complying with legal requirements. Small businesses with fewer than five employees are also encouraged to have a written policy, even though it may not be a legal requirement for them.

Risk assessments should be conducted regularly and whenever there is a significant change in the workplace or work activities. There is no specific frequency mandated by law in the UK, but it is generally recommended that risk assessments be reviewed at least annually. However, more frequent reviews may be necessary in dynamic work environments or when there are substantial changes, such as the introduction of new equipment, processes, or personnel.

Regular reviews help ensure that existing risk control measures remain effective and that any emerging hazards are promptly identified and addressed. It’s essential for businesses to adopt a proactive approach to risk management, with ongoing assessments forming an integral part of their health and safety practices.

The purpose of a risk assessment is to systematically identify, evaluate and manage potential risks in the workplace. The main objectives include:

  1. Hazard Identification: Recognize and list any sources or situations with the potential to cause harm or adverse health effects.
  2. Risk Evaluation: Assess the likelihood and severity of identified hazards, determining the level of risk associated with each.
  3. Risk Control: Develop and implement measures to eliminate or reduce the identified risks to an acceptable level.
  4. Communication: Clearly communicate the findings of the risk assessment to employees, ensuring they understand the potential risks and the control measures in place.
  5. Compliance: Ensure compliance with legal requirements related to health and safety in the workplace.
  6. Continuous Improvement: Regularly review and update risk assessments to account for changes in the workplace, processes, or regulations, fostering an ongoing commitment to improving safety.

Ultimately, the goal of a risk assessment is to create a safer working environment by systematically addressing potential hazards and minimising the likelihood of accidents, injuries, or health issues.

Yes, employees are entitled to health and safety training. It is the responsibility of employers to provide appropriate training to ensure that employees can perform their work safely and are aware of potential hazards. The Health and Safety at Work etc Act 1974 in the UK emphasizes the employer’s duty to provide information, instruction, training and supervision as necessary to ensure the health and safety of employees.

Health and safety training should cover various aspects, including the specific risks associated with the job, proper use of equipment, emergency procedures and any relevant safety regulations. Training is not a one-time event; it should be ongoing, especially when there are changes in the workplace, processes, or the introduction of new equipment. This helps to keep employees informed and able to contribute actively to maintaining a safe working environment.

A fire risk assessment should comprehensively address potential fire hazards, evaluate the associated risks and outline measures to prevent and control the risk of fire. Here are key elements to include:

  1. Identification of Fire Hazards: Identify potential sources of ignition, fuel and oxygen that could lead to a fire.
  2. Evaluation of Fire Risks: Assess the likelihood and potential consequences of a fire, considering the nature of the workplace, activities and the people present.
  3. People at Risk: Identify individuals who may be at risk in the event of a fire, including employees, visitors, or anyone else present on the premises.
  4. Fire Prevention Measures: Outline measures to prevent fires, such as proper storage of flammable materials, regular equipment maintenance and control of ignition sources.
  5. Fire Detection and Warning Systems: Ensure the presence and effectiveness of fire detection and warning systems, such as smoke alarms and fire alarms.
  6. Escape Routes: Identify and maintain clear escape routes, exits and assembly points, ensuring they are well-lit and easily accessible.
  7. Firefighting Equipment: Specify the type and location of firefighting equipment, such as fire extinguisher and ensure they are regularly inspected and maintained.
  8. Emergency Procedures: Develop and communicate clear emergency procedures, including evacuation plans and ensure that all employees are familiar with them.
  9. Training and Drills: Provide training for employees on fire safety and conduct regular fire drills to ensure everyone knows what to do in case of a fire.
  10. Review and Updates: Regularly review and update the fire risk assessment, especially when there are changes in the workplace or processes.

A comprehensive fire risk assessment helps to minimise the risk of fire and ensures that appropriate measures are in place to protect people and property.

The frequency of fire drills can vary based on factors such as the type of workplace, the nature of activities and the number of employees. However, as a general guideline, it is recommended to conduct fire drills at least once a year.

It’s essential to ensure that fire drills are conducted regularly enough to keep employees familiar with emergency procedures and evacuation routes. Additionally, fire drills should be carried out more frequently if there are significant changes in the workplace layout, processes, or personnel.

Apart from scheduled drills, impromptu or unannounced drills can also be beneficial to assess the spontaneous and effective response of employees to a simulated fire emergency. The key is to strike a balance, ensuring that employees are adequately prepared without causing undue disruption to normal business operations.

In the UK, the Health and Safety (First-Aid) Regulations 1981 outline the requirements for providing first aid at work. The key provisions include:

  1. Employer Responsibility: Employers are required to assess the first aid needs in their workplace based on the nature of the work, the size of the workforce and the specific risks involved.
  2. First Aid Appointed Person: Employers must appoint at least one person to take charge of first aid arrangements. This individual is responsible for ensuring that first aid equipment is provided and that appropriate personnel are trained.
  3. First Aid Kits: Employers are required to provide adequate and appropriate first aid equipment, including first aid kits, based on the results of the first aid needs assessment.
  4. Training: Employers must ensure that there are a sufficient number of employees trained in first aid. The level of training required depends on the identified first aid needs.
  5. Information for Employees: Employees should be provided with information about first aid arrangements, including the location of first aid equipment, the identity of first aiders and the procedures to follow in case of an emergency.
  6. Record-Keeping: Employers should keep records of accidents, injuries and the provision of first aid and periodically review and update the first aid needs assessment.

It’s important for employers to comply with these regulations to create a safe and secure workplace, ensuring that employees receive prompt and effective first aid in case of injury or illness.

Yes, employees generally have the right to refuse to perform work they reasonably believe to be unsafe. In the UK, the right to refuse unsafe work is protected under the Employment Rights Act 1996. This act states that an employee has the right not to be subjected to any detriment by their employer for leaving or refusing to return to a place of work where they reasonably believe there is a serious and imminent danger to their health and safety.

However, it’s crucial to note that employees are expected to act reasonably and responsibly when exercising this right. Before refusing work, employees should first attempt to resolve the issue by reporting their concerns to their supervisor, manager, or the designated health and safety representative. If the matter is not resolved, the employee may need to contact the relevant health and safety enforcement agency for further assistance.

The right to refuse unsafe work is designed to protect employees from being exposed to serious risks to their health and safety and encourages a collaborative approach to resolving workplace safety concerns.

The role of a designated competent person in health and safety involves someone who possesses the knowledge, training and experience necessary to assist the employer in ensuring a safe and healthy working environment. The term “competent person” is often used in health and safety regulations to designate an individual with the expertise to help the employer meet their legal obligations.

Key responsibilities of a designated competent person may include:

  1. Conducting Risk Assessments: Assessing the workplace for potential hazards and evaluating the associated risks to employees’ health and safety.
  2. Advising on Control Measures: Recommending and implementing appropriate control measures to minimize or eliminate identified risks.
  3. Monitoring Compliance: Ensuring that the workplace complies with health and safety regulations, standards and best practices.
  4. Providing Training: Offering health and safety training to employees, especially in areas where risks are identified.
  5. Investigating Incidents: Investigating accidents, incidents, or near misses to identify root causes and prevent recurrence.
  6. Keeping Up-to-Date: Staying informed about changes in legislation, industry standards and best practices to ensure ongoing compliance.
  7. Emergency Preparedness: Developing and maintaining emergency plans and procedures to respond effectively to potential crises.

The competent person plays a crucial role in supporting the employer’s efforts to create a safe and healthy workplace. The specific qualifications and experience required for a competent person can vary based on the nature of the work and associated risks in a particular industry or setting.

Businesses can manage stress in the workplace by implementing strategies that prioritise employee well-being. This includes promoting a healthy work-life balance, fostering a supportive and inclusive culture, providing resources for stress management and encouraging open communication. Offering flexible work arrangements, organising wellness programs and addressing work-related concerns promptly contribute to creating a positive and low-stress work environment. Training managers to recognise and respond to signs of stress, as well as involving employees in decision-making processes, further enhances overall workplace resilience and reduces stress levels.

Manual handling regulations, such as the Manual Handling Operations Regulations 1992 in the UK, aim to protect workers from the risks associated with manual handling tasks. These regulations require employers to assess and minimise the risks of injury from manual handling activities, which involve lifting, carrying, pushing, or pulling loads. Employers must provide appropriate training, implement ergonomic measures and use mechanical aids when possible to reduce the physical strain on employees. The regulations emphasize the importance of employee involvement in the risk assessment process and the implementation of preventive measures to ensure a safe and healthy workplace for manual handling activities.

Yes, pregnant employees are entitled to special considerations for health and safety under employment law. Employers are obligated to conduct a risk assessment to identify and address any potential hazards that may affect the health and safety of pregnant employees. If there are significant risks, employers must take measures to eliminate or reduce them, such as adjusting working conditions or providing alternative tasks. Additionally, pregnant employees have the right to reasonable adjustments, including changes to working hours or facilities, to ensure their well-being during pregnancy. This legal framework aims to safeguard the health and safety of pregnant employees and their unborn children in the workplace.

Personal Protective Equipment (PPE) is crucial in various industry sectors as it serves to safeguard workers from occupational hazards, reducing the risk of injury or illness. In construction, for instance, PPE like hard hats, safety goggles and steel-toed boots protect against falling objects and other dangers. Health care workers may use PPE such as gloves and masks to minimize exposure to infectious agents. The use of PPE is often mandated by specific regulations, such as the Personal Protective Equipment at Work Regulations 1992 in the UK, which requires employers to provide suitable PPE and ensure its proper use to maintain a safe working environment across diverse industries.

Promoting mental health in the workplace involves creating a supportive and inclusive environment where employees feel valued and their well-being is prioritised. Employers can foster a positive atmosphere by encouraging open communication and destigmatising discussions about mental health. This may involve implementing mental health awareness campaigns, providing access to confidential counselling services and organising stress-reducing activities. Flexible work arrangements, recognition programs and regular check-ins can also contribute to a work culture that acknowledges the importance of mental well-being. Realising that each employee’s experience is unique, employers should be empathetic and responsive to individual needs, striving to build a workplace where mental health is not only recognised but actively nurtured.

The Control of Substances Hazardous to Health (COSHH) regulations in the UK mandate that businesses assess and control the risks posed by hazardous substances to protect the health of employees and others. Regarding training, employers are legally required to ensure that employees who work with or may be exposed to hazardous substances receive adequate training. This training should cover the nature of the substances, associated risks, proper handling procedures and the use of any required personal protective equipment (PPE). Regular updates and refresher courses should be provided to keep employees informed about potential risks and safe practices in handling hazardous substances, aligning with the COSHH regulations to maintain a safe working environment.


Preventing workplace violence involves implementing measures to create a safe environment for employees. Employers can start by promoting clear communication and fostering a respectful workplace culture. Providing training to employees on conflict resolution and stress management helps them handle challenging situations. Implementing security measures, such as surveillance systems and access controls, can also deter potential violence. Establishing reporting mechanisms for employees to share concerns and promptly addressing issues contributes to a proactive approach. Additionally, creating policies that clearly define unacceptable behaviour and consequences helps set expectations. By prioritising communication, training, security and proactive policies, employers can take significant steps to prevent workplace violence and ensure the well-being of their staff.

  1. Establish Clear Policies: Develop and communicate clear anti-bullying policies within the organisation. Ensure employees are aware of the policies and the consequences of engaging in bullying behaviour.
  2. Encourage Open Communication: Foster an environment where employees feel comfortable reporting incidents of bullying. Provide multiple channels for reporting, such as anonymous reporting systems and assure employees that their concerns will be taken seriously and handled confidentially.
  3. Conduct Training Programs: Implement training programs to educate employees about recognising and preventing workplace bullying. Train managers to address and intervene in situations where bullying is observed or reported.
  4. Investigate Promptly and Fairly: When a complaint is received, promptly investigate the allegations in a fair and unbiased manner. Involve both the victim and the accused in the investigation, ensuring confidentiality is maintained throughout the process.
  5. Take Appropriate Action: If workplace bullying is substantiated, take appropriate disciplinary action. This may involve counselling, training, or, if necessary, implementing progressive disciplinary measures. Demonstrate a commitment to a bully-free workplace by consistently enforcing anti-bullying policies.

By implementing these empathetic and proactive steps, employers can create a workplace culture that values respect, open communication and the well-being of all employees.