health & safety and how to comply...5 telephone: 01454 868001 email: [email protected] the...

Health & Safety and How to ComplyA Handbook for Businesses

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SOUTH GLOUCESTERSHIRE COUNCIL

Health and Safety at Work Handbook

Health, Safety & Food TeamSouth Gloucestershire CouncilThe Council Offices, ThornburySouth Gloucestershire, BS35 1HF

Tel: 01454 868001 Fax: 01454 863484

www.southglos.gov.uke-mail: [email protected]

The inclusion of an advert does not mean that South Gloucestershire Council or any of its Officers endorse the company or its products.

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It’s your business - so look after it! . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Enforcing Health and Safety Law . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

The Health and Safety at Work etc. Act 1974 explained . . . . . . . . . . . . . . . . . . . . . . . . 9

Information, Instruction and Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Management of Health & Safety at Work Regulations 1999 . . . . . . . . . . . . . . . . . . . . 15

Risk Assessment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Topic Based Inspection and Relevant Legislation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Manual Handling Regulations 1992 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

The Display Screen Equipment Regulations 1992. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

Slips and Trips at Work. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

The Work at Height Regulations 2005 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

Workplace Transport. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

Work-related Stress. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34

The Workplace (Health, Safety & Welfare) Regulations 1992. . . . . . . . . . . . . . . . . . . . 39

Control of Substances Hazardous to Health Regulations 2002 . . . . . . . . . . . . . . . . . . 43

The Control of Noise Regulations 2005 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46

Personal Protective Equipment at Work Regulations 1992 . . . . . . . . . . . . . . . . . . . . . 47

The Health and Safety (First-Aid) Regulations 1981 . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

Reporting of Injuries, Diseases and Dangerous OccurrencesRegulations (RIDDOR) 1995 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51

Provision & Use of Work Equipment Regulations 1998 (PUWER) . . . . . . . . . . . . . . . . 53

Lifting Operations and Lifting Equipment Regulations 1998 . . . . . . . . . . . . . . . . . . . . 56

Electricity at Work Regulations 1989. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58

Liquefied Petroleum Gas (LPG) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59

Asbestos . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60

The Control of Asbestos at Work Regulations 2006 . . . . . . . . . . . . . . . . . . . . . . . . . . . 61

Working Time Regulations 1999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63

Self Audit Assessment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65

Useful Addresses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70

CONTENTS

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The aims of South GloucestershireCouncil are to protect the Health, Safetyand Welfare of employees and tosafeguard others, principally the public,who may be exposed to risks from workactivities. We are also committed to thesuccess of the business community inthe district.

The reality is that every working day over6000 people in Great Britain are injuredat work. 300 people a year tragically losetheir lives at work , around 158,000 non-fatal injuries are reported each year andan estimated 2.2 million people suffer illhealth caused or made worse by work.The mistake is to believe that thesethings only happen in exceptionalcircumstances and that they could neveroccur in your workplace – this is not thecase.

Accidents, absenteeism through work-related ill health and consequentlyhigher liability insurance premiums,affect everyone in SouthGloucestershire. This booklet is anintroduction to health and safety in theworkplace. It highlights the key areas of

risk you need to know about, yourresponsibilities under the regulationsand tells you where you can get moreinformation on each particular subject.

No matter what your business, you canuse this booklet as a first step inlearning more about Health and Safety.

The Health and Safety staff in theEnvironmental Services Department arededicated professionals who arecommitted to improving workplacehealth, safety and welfare and assistingbusinesses to comply by education andconsultation rather than confrontation.

Unless otherwise stated, all theguidance referred to in this publicationmay be obtained from HSE books. (HSEBooks, PO Box 1999, Sudbury, Suffolk,CO10 2WA. Tel: 01787 881165. Website:www.hsebooks.co.uk)

If you require help or assistance on anyhealth and safety at work issue, pleasedo not hesitate to contact us – we arehere to help.

Les PursgloveHead of Environmental Services

IT’S YOUR BUSINESS – SO LOOK AFTER IT!

6

What can I expect when anInspector calls?An inspector’s role is to make sure thatyour business has acceptable standardsof health, safety and welfare. They willtell you what you are required to do bylaw. You can expect:

• Courtesy and assistance during theinspection

• Fairness and consistency

• Advice and information

• An inspection of the workplace andhealth and safety documentation

• Proof of identification

The law states that an inspector can callat any reasonable time. Visits byinspectors will normally be unannouncedroutine inspections, or in response to anaccident or complaint.

How will I know the result of anInspection?At the end of a visit, inspectors willdiscuss with the business what furtheraction, if any, they are going to take.

On finding a breach of health and safetylaw, the inspector will decide whataction to take. The action will dependon the nature of the breach.

Informal Notice – In the form of lettersor premises inspection reports.Any correspondence will be sent assoon as practicable and, if appropriate,the inspector will tell the business attime of the visit when they shouldexpect a letter. Where remedial actionis required the letter will set out what

needs to be done, why, within whatperiod, and what law applies.

Improvement Notice – Where healthand safety legislation has beenbreached this notice requires you to putthings right within a certain time. Thetime limit would be discussed with you

Prohibition Notice – Require you tostop doing something until things areput right. This would only be issued ifthe inspector considers there to be arisk of serious injury.

The inspector will follow up on anynotice to check what has been done.Failure to comply is a serious offenceand may lead to prosecution. Healthand Safety law gives the courtsconsiderable scope for punishingoffenders and deterring others. Forexample, a failure to comply with animprovement or prohibition noticecarries a fine of up to £20,000, or sixmonths imprisonment, or both. Highercourts may impose unlimited fines, andin some cases, imprisonment.

It is of no benefit to an organisation, nomatter how large or small, to simplythink that once an inspector is satisfiedand goes away, everything can return tohow it was previously. Health and safetyis an issue that will not simply go away. Itis a legal duty on all employers andemployees alike and it needn’t cost theearth.

Copies of the Environmental Health ServicesEnforcement Policy are available by contacting us.

ENFORCING HEALTH AND SAFETY LAW

7


How to Appeal:When a notice is issued you will be toldin writing about your right of appeal toan Employment Tribunal, and given aform to use for that appeal. You will betold –

• Where and within what time, anappeal may be brought

• That an appeal may be brought onany grounds

• That action required by anImprovement Notice is suspendedwhile an appeal is pending.

(The procedures and rights outlinedabove provide ways for you to have yourviews heard, if you are not happy withthe inspector’s action.

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This Act aims to promote, stimulate andencourage high standards of health andsafety at work. It sets out to protect notonly people at work – whetheremployers, employees or self-employed– but also the health and safety of thegeneral public who may be affected bywork activities.

Duties of employersEmployers must safeguard so far as isreasonably practicable, the health, safetyand welfare of the people who work forthem. This applies in particular to:-

• The provision and maintenance ofsafe plant and systems of work, andcovers all machinery, equipment andappliances that are used.

• The use and handling of anysubstance likely to cause a risk tohealth. All storage and transportarrangements should be kept underreview.

• Any necessary information, instructionand training in safe practices.Consider specific training needs withparticular reference to processes andactivities with special hazards.

• The provision of a safe place of workincluding safe means of access to andegress from it. Welfare facilities andarrangements must be adequate.

Duties to othersAn employer or self employed personmust conduct his undertaking in such away that it does not affect the healthand safety of others, i.e. otheremployees, or members of the public.

Duties of employeesEmployees must take reasonable care toavoid injury to themselves or othersaffected by their work activities, and toco-operate with employers and others.Employees must not interfere with ormisuse anything provided to protecttheir health, safety and welfare.

Further informationHSC15 – Health and Safety Law – What youshould know.http://www.hse.gov.uk/pubns/law.pdf

Health and Safety PolicyIt is a legal requirement for anyorganisation employing five or morepeople to have a written policy forhealth and safety.

Broadly the policy should contain thefollowing three elements, which as aminimum should include:

1. Statement of Intent:• A clear declaration to provide safe

and healthy working conditions andthat work activities will not harmothers

• Refer to the consultation facilities thatexists and sources of expert advice

• A commitment to the provision ofrelevant information and training inrespect of health and safety

• Reference to the support demandedfrom all persons in the business inorder to achieve the safetyobjectives.

THE HEALTH AND SAFETY ATWORK ETC. ACT 1974 EXPLAINED

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2. Organisation:• Duties and responsibilities for health

and safety at all levels

• The person ultimately responsible forhealth and safety

• Specific responsibilities, e.g. fortraining, competent persons.

3. Arrangements:• Procedures for identifying hazards,

assessing risks, precautions to betaken

• Methods of consultation withemployees

• Accident reporting and investigation,fire and first aid arrangements

• Procedures for introducing newmachinery, substances or processes.

You must review your safety policyregularly to ensure it is still up to date,actively brought to the attention of allstaff and signed and dated by seniorcompany management.

Further information:An introduction to health and safety in smallbusinesses – INDG 259http://www.hse.gov.uk/pubns/indg259.pdf

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A significant factor in the cause ofaccidents is the lack of training of thepeople involved. The requirements fortraining in matters of health and safetyare well established. Employees must begiven adequate information, instructionand training to enable them to carry outtheir work safely. In practice:

– Information means providing factualmaterial which tells people aboutrisks and health and safety measures;

– Instruction means telling peoplewhat they should do; and

– Training means helping them learnhow to do it, but can include givinginformation and instruction.

Check:

• Employees receive information,instruction and training that isadequate and appropriate to the risksand the preventative and protectivemeasures needed

• Employees training requirements areconstantly assessed. Training needsto be repeated periodically to ensurecontinued compliance

• Information provided to employees isrelevant – that is, what they need toknow and when they need it – and ina form that they can understand.Consider their capabilities

• Keep training records, even for inhouse training. Only allow peoplewho are sufficiently experienced orqualified to train others. Formalisetraining using checklists and courses

• Inform employees about health andsafety law. Include addresses of theenforcing authority either bydisplaying a poster or by giving thema leaflet – both available from HSEBooks titled “Health and Safety Law-What you should know”.

ConsultationEmployees are recognised as the mostvaluable source of information onhazards and health and safety matters inthe workplace. They are legally entitledto appoint safety representatives to acton their behalf and discuss health andsafety matters with their employer. Theyare legally bound to bring matters whichaffect their health & safety to yourattention. Consultation has to be ingood time which means that theemployers have to provide employees,or their elected representatives, with thenecessary information and give themtime to discuss the matter and expresstheir opinions before a decision isreached.

Further information:Safety Representatives and SafetyCommittees Approved Code of Practice andGuidance on the Regulations ISBN0717612201 L87.A guide to the Health and Safety(Consultation with Employees) Regulations1996 Guidance on the Regulations ISBN0717612341 L95.http://www.hse.gov.uk/pubns/indg232.pdf

INFORMATION, INSTRUCTION AND TRAINING

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These regulations reinforce theprovisions of the Health and Safety atWork etc. Act 1974 and introducemeasures to encourage improvements inhealth and safety at work, mainlythrough effective management. Themain requirements are placed onemployers, but employees and self-employed persons are givenresponsibilities too.

The main responsibilities of theemployer are:• To assess the risks to the health and

safety of their employees and otherswho may be affected by their work.Where there are five or moreemployees a record must be kept tomonitor the findings. This is anextension to the requirement to havea safety policy.

• To make provisions for organising,controlling, monitoring and reviewingall the preventive and protectivemeasures that this risk assessmentidentifies. Again, where there are 5 ormore employees a record must bekept.

• To provide employees with relevanthealth and safety information/instructions and provide adequatetraining.

• To ensure that their employees areprovided with appropriate healthsurveillance when a risk is identified.

• To make arrangements where theworkplace is used in common withother employers, to co-operate withthem on health and safety matters.

N.B. Employers may appoint one ormore competent persons to carry outtheir duties, but the responsibilityremains with the employer.

The main responsibilities of theemployee are:• To ensure that adequate instructions,

information and training have beenreceived before starting duties (e.g.when using machinery) and to useequipment properly.

• To report any dangerous situations orshortcomings in their employer’shealth and safety arrangements tothe employer.

• To co-operate with their employer’shealth and safety measures.

The main responsibilities of self-employed persons are:• To assess risks to health and safety, as

in the case of the employer.

• To implement measures to provide asafe and healthy workingenvironment for themselves and anyothers who may be affected by theirwork practices.

Further information:L21 ISBN 0717604128 Management ofHealth and Safety at Work Regulations 1999Essentials of Health and Safety at Work HSEBooks 1994 ISBN 0 7176 0716 XSuccessful Health and Safety ManagementHSG 65 ISBNO 7176 7 1997

MANAGEMENT OF HEALTH & SAFETY AT WORK REGULATIONS 1999

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17


Risk Assessment is the systematicgeneral examination of a work activity toidentify any hazards involved and thelikelihood of those hazards causingharm. All work activities should beconsidered.

Hazard is anything that can cause harm,e.g. chemicals, electricity, fire, workmethods and equipment.

Risk is the likelihood or chance, great orsmall, that someone will be harmed bythe hazard.

An effective risk assessment will:

Identify hazardsThink about what could go wrong ateach stage of a work activity, ignore thetrivial and concentrate on what couldcause serious harm. Consider non-routine activities also such asmaintenance work, loading andunloading operations and vehiclemovements.

Identify those at riskEnsure that you consider all groups ofemployees and others who might beexposed (e.g. contractors, maintenancemen and cleaning workers, visitors andmembers of the public). Identify thoseworkers who may be particularly at risk,for example, young or inexperienceworkers, disabled staff, lone workers andpregnant women.

Evaluate the riskConsider how likely it is that each hazardcould cause harm. This will determine

whether or not you need to do more toreduce the risk. Even after allprecautions have been taken, some riskusually remains. What you need todecide for each hazard is whether yourcontrol measures are sufficient.Significant findings of your riskassessments should be passed on toyour employees. If you have five or moreemployees you must record thesignificant findings (i.e. hazards andconclusions). If there is any significantchange in work practice (i.e. newmachines, substances, procedures) theseshould be added to the assessment totake account of the new hazards. It isalso good practice to review theassessment from time to time to makesure that the precautions are stillworking effectively and particularly if anincident occurs.

N.B – A special risk assessment foryoung persons (under 18) must be madebefore they start work taking in toaccount the possible lack of awareness,inexperience and immaturity of youngpersons. Information should be providedto parents of school age children aboutthe risks involved in their work and thecontrols in place.

Employers are required to take in toparticular account risks to new andexpectant mothers when assessing risksin their work activity.

Further information:5 steps to risk assessment INDG 163(rev 2).http://www.hse.gov.uk/pubns/indg163.pdf

RISK ASSESSMENT

Step 1

What are the hazards?

Spot hazards by:• walking around your workplace

• asking your employees what they think

• visiting the “Your industry” areas of theHSE website or calling HSE infoline

• calling the Workplace Health ConnectAdviceline or visiting their website

• checking manufacturers’ instructions

• contacting your trade association

Don’t forget long-term health hazards

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FIVE STEPS TO RISK ASSESSMENT

Company Name:

Step 5 Review date:

Step 2

Who might be harmed and how?

Identify groups of people. Remember:

• some workers have particular needs.

• people who may not be in the workplaceat the time.

• members of the public.

• if you share your workplace think abouthow your work affects others present.

Say how the hazard could cause harm

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Date or risk assessment:

• Review your assessment to make sure you are still improving, or at least not sliding back.• If there is a significant change in your workplace, remember to check your risk assessment and where necessary amend it.

Step 3

What are you already doing?

List what is already in place toreduce the likelihood of harmor make any harm lessserious.

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Step 4

What further action is necessary?

You need to make sure thatyou have reduced risks ‘sofar as is reasonablypracticable’. An easy way ofdoing this is to comparewhat you are already doingwith good practice. If there isa difference, list what needsto be done.

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__________________________

__________________________

Step 5

How will you put theassesment into action?

Remember to prioritise. Deal withthose hazards that are high-riskand have serious consequencesfirst.

Action Action Doneby whom by when

______ ________ ________

______ ________ ________

______ ________ ________

______ ________ ________

______ ________ ________

______ ________ ________

______ ________ ________

______ ________ ________

______ ________ ________

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______ ________ ________

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______ ________ ________

20

The Health and Safety Commission hasprioritised five areas to be taken in toconsideration during each inspection.They also want Employers to focus onthese priorities as they cause most injuryand ill health in the workplace.

In addition to the information in thisbooklet the Health and Safety Executive(HSE) has a wealth of resourcesdedicated to these topics across a rangeof industries and businesses. Just visitwww.hse.gov.uk<http://www.hse.gov.uk/> and click onthe relevant topic

HSE’s five priority areas:• Musculoskeletal Disorders – (e.g.

caused by Manual Handling &Display Screen Equipment)

• Slips and Trips

• Falls from Height

• Workplace Transport

• Work-related Stress

TOPIC BASED INSPECTION AND RELEVANT LEGISLATION

21


The incorrect handling of loads, causeslarge numbers of injuries and can resultin pain, time off work and sometimespermanent disablement.

The above Regulations apply to allworkplaces where loads are moved byhand or involving bodily force, (whichincludes lifting, putting down, pushing,pulling, carrying or moving).

Risk AssessmentAll manual handling operations at workmust be avoided so far as is reasonablypracticable if the task involves a risk ofthe employees being injured.

It may be that the need for manualhandling can be eliminated altogetherfor example: the operation could beautomated or mechanised althoughthese will often create their own hazards.Where it is not reasonably practicable toavoid the need for manual handling, asuitable and sufficient assessment mustbe made to see whether there is a riskof injury and if so whether that risk canbe reduced.

The assessment should take intoaccount the task, the load, the workingenvironment and the individual’scapability.

Who should carry out theAssessment?In the majority of cases employersshould carry out the assessment ordelegate to a member of staff within thebusiness. Employees, their safetyrepresentatives and safety committees

should be encouraged to take part inthe assessment process. It maysometimes be useful to seek specialisthelp from outside to provide basictraining to in-house assessors, or giveadvice where the manual handling risksare particularly difficult to assess.

How detailed will the Assessment be?This will all depend on the type ofmanual handling performed. Theassessor will need to look at the overallmanual handling that the employee isrequired to perform. Significant findingsof the assessment should be recordedand the records kept.

The following is a checklist forsafe manual handling:• Before attempting to lift a load,

assess its size and shape and obtainassistance, if required. Check there issufficient space to make the lift andre-position the load as required.

• Stand correctly, with a straight backand your chin tucked in. Stand closeto the load you are going to lift.Lifting with a bent back can be fourtimes more stressful than lifting with astraight back. Your feet should beapart with one foot in front of theother facing in the intended directionof travel.

• Lift with your knees bent and useyour legs, not your back, as the liftingpower.

• Make sure you have a good grip onthe load before lifting and don’t

MANUAL HANDLING OPERATIONS REGULATIONS 1992

22

change your grip once carrying.

• Don’t allow the load to obstruct yourfield of view - if it is too large seekassistance.

• Set the load down gently, again withyour back straight and knees bent.

For further information

Manual Handling Guidance on RegulationsL23 ISBN 0717624153.

Manual Handling: Solutions You Can HandleHSG115 ISBN 0717606937.

A Pain In Your Workplace? ErgonomicProblems and Solutions HSG121 ISBN0717606686.

Upper Limb disorders in the workplaceHSG60.

Getting to grips with manual handling INDG143(rev 2).

http://www.hse.gov.uk/pubns/indg143.pdf

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These regulations apply to thoseemployees who use visual display units(VDU’s) as part of their normal workingday.

VDUs have been blamed - often wrongly- for a wide range of health problems. Infact, only a small proportion of VDUusers actually suffer ill health as a resultof their work.

Some users may get aches and pains intheir hands, wrists, arms, neck, shouldersor back arising from both keyboard andmouse work. Long periods ofuninterrupted VDU work can also lead totired eyes and discomfort, headachesand mental stress.

Problems encountered when workingwith VDUs can often be avoided bygood workplace design, so that you canwork comfortably, and by good workingpractices (like taking frequent shortbreaks from the VDU).

Work Station AssessmentsEmployers need to carry out an analysisof VDU workstations and any riskidentified must be reduced so far as isreasonably practicable. These risksrelate to physical problems, visualfatigue and mental stress.

A useful VDU checklist can bedownloaded from the HSE website:www.hse.gov.uk/msd/campaigns/vduchecklist.pdf<http://www.hse.gov.uk/msd/campaigns/vduchecklist.pdf>

Requirements for Work StationsEquipmentThis must not be a source of risk foroperators or users.

Display ScreenThe screen should swivel and be free ofreflective glare and the image on thescreen should be stable, with noflickering or other forms of instability.The characters on the screen must bewell defined and clearly formed. Thebrightness should be adjustable and thescreen kept clean.

KeyboardMust be tiltable and separate from thescreen. The space in front of thekeyboard must be sufficient to providesupport for the hands and the wrists ofthe user. The symbols of the keys mustbe legible. The surface or desk must besufficiently large, have a low reflectivesurface and allow for a flexiblearrangement of the equipment.

ChairThe work chair must be stable and allowthe user easy freedom of movement anda comfortable position. The seat mustbe adjustable in height and tilt.

Foot RestA foot rest should be made available toany user who wishes to use one.

LightingLighting must achieve an appropriatecontrast between the screen and thebackground environment, taking intoaccount the type of work and the visionrequirement of the user. Reflection and

THE DISPLAY SCREEN EQUIPMENT REGULATIONS 1992

24

glare from windows and other sourcesmust be eliminated. Windows should befitted with a suitable system ofadjustable coverings to control thedaylight that falls on the work station.

NoiseNoise levels must be taken into accountwhen equipping a work station, makesure that attention is not distracted andspeech is not disturbed.

HeatThe levels emitted must not be soexcessive as to cause discomfort tousers.

Daily Work Routine of UsersWhenever possible, work at displayscreens should consist of a mixture ofscreen based and non-screen basedwork. When this is not possibledeliberate breaks or pauses must beintroduced.

Ten minutes away from the screen eachhour is a good guideline.

Eyes & Eyesight

Employers must provide and pay for aprofessional eyesight test whenrequested by a user. Employers mustalso provide users with further tests atrecommended intervals and a basic pairof spectacles, if prescribed as necessaryfor the user’s work.

Employers are not responsible for anycorrections to the vision defects orexaminations for eye complaints whichare not related to display screen work.

Training

Operators and users must beadequately trained and informed ofhealth and safety aspects relevant totheir work stations.

Further Information :-

Display Screen Equipment Work Health andSafety (Display Screen Equipment)Regulations 1992.

Guidance on the regulations L26 ISBN0717604101.

The law on V.D.U’s An Easy Guide How toComply With the Health & Safety (DisplayScreen Equipment) Regulations 1992 HSG90ISBN 0717607356.

Working with VDU’s -INDG 36(rev 2) ISBN07176 22223.


25


Over a third of all major injuriesreported each year are caused as aresult of a slip or trip (the single mostcommon cause of injuries at work). Agood management system will help youto identify problem areas, decide whatto do, act on decisions made and checkthat the steps taken have been effective.

Getting the workplace conditions rightfrom the start will make dealing withslips and trip risks easier.

Choose only suitable floor surfaces andparticularly avoid smooth floors in areasthat will become wet/contaminated(such as kitchens and entrance halls).Ensure lighting levels are sufficient,properly plan pedestrian and trafficroutes and avoid overcrowding.

Train workers in the correct use of anysafety and cleaning equipmentprovided. Cleaning methods andequipment must be suitable for the typeof surface being treated. Take care notto create additional slip or trip hazardswhile cleaning and maintenance work isbeing done i.e. dry the floor rather thanspread liquids around. Carry out allnecessary maintenance work promptly.Include inspection, adjustment andcleaning at suitable intervals. Keeprecords so that the system can bechecked.

Lighting should enable people to seeobstruction and potentially slipperyareas, so they can work safely. Replace,repair or clean lights before levelsbecome too low for safe work. Floorsneed to be checked for loose finishes,holes and cracks, worn rugs and mats.

Obstructions and objects left lyingaround can easily go unnoticed andcause a trip. Try to keep work areas tidyand if obstructions can’t be removed,warn people using signs or barriers. Becareful of projections at low level thatcan trip people, particularly the elderlyor those with poor eyesight.

Footwear can play an important part inpreventing slips and trips. This isespecially important where floors can’tbe kept dry. Employer’s need to providesuitable footwear, if it is necessary toprotect the worker’s safety.

Further Information:

Slips and Trips: Guidance for Employers onIdentifying Hazards and Controlling RisksHSG 155 HSE Books 1996 ISBN 0 71761145 0.

Slips and Trips: Guidance for the foodprocessing industry HSG 156 HSE Books1996 ISBN 0 7176 0832 8.

Preventing Slips and Trips at Work HSE INDG225 Books ISBN 0 7176 2760 8.http://www.hse.gov.uk/pubns/indg225.pdf

SLIPS AND TRIPS AT WORK

26

These Regulations apply to employers,the self-employed, and anyone whoworks at height. These are relevantwherever there is a risk of a fall at workliable to cause personal injury.

Suitable and sufficient measures shall betaken to prevent any person falling adistance likely to cause personal injury.

What is ‘work at height’?A place is ‘at height’ if (unless theseRegulations are followed) a personcould be injured falling from it, even if itis at or below ground level. ‘Work’includes moving around at a place ofwork (except by staircase in a permanentworkplace) but not travel to or from aplace of work. For example, a salesassistance on a stepladder would beworking at height, but the Regulationswould not be applied to a mountedpolice officer on patrol.

Do the rules apply to you?Duties are placed upon employers, theself-employed, and any person whocontrols the work of others (e.g. facilitiesmanagers or building owners who maycontract others to work at height) to theextent they control the work.

The Regulations do not apply to theprovision of paid instruction orleadership in caving or climbing by wayof sport, recreation, team building orsimilar activities. If you are an employeeor working under someone else’s controlRegulation 14 says you must:

• report any safety hazard to them

• use the equipment supplied(including safety devices) properly,following any training and instructions(unless you think it would be unsafe,in which case you should seek furtherinstructions before continuing).

You need to take account of:

• Working conditions and personal riskto employees

• The distance that work equipmenthas to negotiate

• Distances and consequences of a fall

• Duration and frequency of use

The need for emergency evacuation.

ExemptionsYou may ask the Health and SafetyExecutive (HSE) to exempt certainpeople, premises, equipment, or activityfrom some of the regulations relating toguards and the like, but you will have toshow that there is no risk to anyone’shealth or safety.

What you must do as an employerOverriding principle: You must do allthat is reasonably practicable to preventpeople from falling.

The control hierarchyThe Regulations set out a simplehierarchy for managing and selectingequipment for work at height.

Duty holders must:

1. Avoid work at height where they cane.g. long handle cleaning systems

THE WORK AT HEIGHT REGULATIONS 2005

27


2. Use work equipment or othermeasures to prevent falls where theycannot avoid working at height e.g.high level pickers or tower scaffolding

3. Where they cannot eliminate the riskof a fall, use work equipment or othermeasures to minimise the distanceand consequences of a fall shouldone occur such as a personal fallarrest harness.

Duty holders’ responsibilitiesThe Regulations require duty holders toensure:

• all work at height is properly plannedand organised

• all work at height takes account ofweather conditions that couldendanger health and safety

• those involved in work at height aretrained and competent

• the place where work at height is doneis safe

• equipment for work at height isappropriately inspected

• the risks from fragile surfaces areproperly controlled

• the risks from falling objects areproperly controlled.

PlanningYou must:

• ensure that no work is done at heightif it is safe and reasonably practicableto do it other than at height

• ensure that the work is properlyplanned, appropriately supervised,

and carried out in as safe a way as isreasonably practicable

• take account of the risk assessmentcarried out under Regulation 3 of theManagement of Health and Safety atWork Regulations 1999.

WeatherYou must ensure that the work ispostponed while weather conditionsendanger health or safety.

Staff trainingYou must ensure that everyone involvedin the work is competent (or, if beingtrained, is supervised by a competentperson). This includes involvement inorganisation, planning, supervision, andthe supply and maintenance ofequipment. Where other precautions donot entirely eliminate the risk of a falloccurring, you must (as far as it isreasonably practicable to do so) trainthose who will be working at height howto avoid falling, and how to avoid orminimise injury to themselves shouldthey fall.

The place where work isundertakenYou must ensure that the place wherework is undertaken at height (includingthe means of access) is safe and hasfeatures to prevent a fall, (such asprotected edges) unless this wouldmean that it is not reasonablypracticable for the worker to carry outthe work safely (taking into account thedemands of the task, equipment andworking environment).

28

Equipment, temporary structuresand safety featuresIf you rely on the exception detailedabove, you must provide equipment forpreventing (as far as is reasonablypracticable) a fall occurring. Ifprecautions do not entirely eliminate therisk of a fall occurring, you must do allthat is reasonably practicable tominimise the distance and effect of afall.

When selecting equipment for work atheight you must:

• use the most suitable equipment

• give collective protection measures(e.g. guard rails) priority over personalprotection measures (e.g. safetyharnesses)

• take account of: the workingconditions; and risks to the safety ofall those at the place where workequipment is to be used.

• ensure that all equipment, temporarystructures (e.g. scaffolding), andsafety features comply with thedetailed requirements of schedules 2to 6. of the Regulations.

Fragile surfacesYou must ensure that no one workingunder your control goes onto or near afragile surface unless that is the onlyreasonably practicable way for theworker to carry out the work safely,having regard to the demands of thetask, equipment, or workingenvironment. Should anyone work on ornear a fragile surface you must:

• ensure (as far as it is reasonablypracticable to do so) that suitableplatforms, coverings and guard railsare provided (and used) to minimisethe risk

• do all that is reasonably practicable, ifany risk of fall remains, to minimisethe distance and effect of a fall.

Falling objectsWhere it is necessary to prevent injury,you must do all that is reasonablypracticable to prevent anything falling. Ifnot reasonably practicable, you mustensure that no one is injured byanything falling. You must ensure thatnothing is:

• thrown or tipped from height if it islikely to injure anyone

• stored in such a way that itsmovement is likely to injure anyone.

If the workplace contains an area inwhich there is a risk of someone beingstruck by a falling object or person, youmust ensure that the area is clearlyindicated and that (as far as reasonablypracticable) unauthorised people areunable to reach it.

Further information:

Work at Height Regulations 2005 SI2005/735 The Stationery Office 2005(Available online at:www.hmso.gov.uk/si20050735.htm)

Management of Health and Safety at WorkRegulations 1999 SI 1999/3242 TheStationery Office 199 ISBN 0 11 085625 2

29


Lifting Equipment and Lifting OperationsRegulations 1998 SI 1998/2307 TheStationery Office 1999 ISBN 0 11 079598 9.

Construction (Health, Safety and Welfare)Regulations 1996 SI 1996/1592 TheStationery Office 1996 ISBN 0 11 035904 6.

HSE’s Falls from height website:www.hse.gov.uk/falls.

Safe use of ladders and stepladders: Anemployer’s guide INDG 402


30

All vehicles or pieces of mobileequipment which are used byemployers, employees, self-employedpeople or visitors in any work setting(apart from travelling on public roads),for example: cars, vans, lift trucks, heavygoods vehicles and dumpers should beused safely.

Identify HazardsLook at each of the work activitiesassociated with vehicles at theworkplace, for example the arrival anddeparture of vehicles, their movementwithin the workplace, loading andunloading. Consider what the dangersare and what is causing them. Forexample: Is there a danger of peoplebeing struck or run over by vehicles andwhat is the cause?

Is there danger of people falling fromvehicles, i.e. while gaining access to oralighting from the vehicle or whileinvolved in loading/unloading or otheractivities, and what is the cause?

Identify who might be harmed by eachof the hazards, then for each hazard,evaluate the risks and assess whetherexisting precautions are adequate orwhether more precautions are needed.Have suitable measures been taken toreduce this risk, and are the measuresadequate?

If you have five or more employees youmust record the significant findings ofyour assessment.

WORKPLACE TRANSPORT CHECKLIST

A printable checklist is available fromthe HSE website at:https://www/hse.gov.uk/forms/transport/wtchk1.pdf

THE WORKPLACE

Check that the layout of the routes isappropriate for the vehicle andpedestrian activities at the workplace.For example:

• Are vehicles and pedestrians keptsafely apart?

• Are there suitable pedestrian crossingpoints on vehicle routes?

• Are there suitable parking areas forall parking needs?

• Do the vehicle routes avoid sharp orblind bends?

• Is there scope for introducing aoneway system on vehicle routeswithin the workplace to reduce therisk of collisions?

Check that vehicle traffic routes aresuitable for the type and quantity ofvehicles, which use them. For example:

• Are they wide enough?

• Are there well constructed, firm andeven surfaces?

• Are they free from obstructions andother hazards?

• Are they well maintained?

WORKPLACE TRANSPORT

31


Check that suitable safety features areprovided where appropriate. Forexample:

• Are roadways marked wherenecessary, e.g. to indicate the right ofway at road junctions?

• Is there a need for direction signs,speed limit signs, and, whereapplicable, signs such as Give Way orNo entry.

• Is there a need for features such asfixed mirrors to provide greater visionat blind bends or exits frombuildings, road humps to reducevehicle speeds, or barriers to keepvehicles and pedestrians apart?

THE VEHICLES

Check that vehicles at your workplaceare safe and suitable for the work forwhich they are being used. For example:

• Do they have suitable and effectiveservice and parking brakes?

• Are they provided with horns, lights,reflectors, reversing lights and othersafety features as necessary?

• Do they have seats and, wherenecessary, seat belts that are safe andallow for driver comfort?

• Do they have adequate all roundvisibility?

• Are there guards on dangerous partsof the vehicles, e.g. power take-offs,chain drives, exposed exhaust pipes?

• Do drivers need protection againstbad weather conditions, or againstunpleasant working environment?

• Is there safe means of access to andexit from the cabs and other partsthat need to be reached?

• Is there a need for driver protectionagainst injury in the event of overturn,and to prevent the driver being hit byfalling objects?

Check that the vehicles are subject toappropriate maintenance procedures.For example:

• Do drivers carry out basic safetychecks before using vehicles?

• Is there a regular preventivemaintenance programme for eachvehicle, carried out at redeterminedintervals of time or mileage?

DRIVERS AND OTHER EMPLOYEES

Check that your recruitment and trainingprocedures ensure that your drivers andother employees are capable ofperforming their work activities in a safeand responsible manner. For example:

• Do you check the previousexperience of your drivers and testthem to ensure that they arecompetent?

• Do you provide training on how to dothe job and information aboutparticular hazards?

• Do you have a planned programmeof refresher training for drivers andother employees to ensure theircontinued competence?

Check what your drivers and otheremployees do when undertaking theirwork activities. For example:

32

• Do your drivers drive with care, e.g.use correct routes, drive within thespeed limit at the site and follow anyother site rules?

• Do they park safely, and in safelocations?

• Are your employees using safeworking practices whenloading/unloading, securing loads,carrying out maintenance?

• Do your drivers and other employeeshave to rush to complete their workon time, or is there a risk of accidentscaused by fatigue as a result ofexcessive working hours?

Check, in consultation with youremployees, that your level ofmanagement control/supervision issuitable. For example:

• Are your supervisors, drivers andother employees, includingcontractors and visiting drivers, awareof the site rules and aware of theirresponsibilities in terms ofmaintaining a safe workplace andsafe working practices?

• Is everyone at the workplacesupervised and held accountable fortheir responsibilities, and is a clearsystem of penalties enforced whenemployees, contractors etc fail tomaintain standards?

VEHICLE ACTIVITIES

Check that the need for reversingmanoeuvres is kept to a minimum, andwhere reversing is necessary that it isundertaken safely and in safe areas. Forexample:

• Is there scope for introducing onewaysystems on routes to reduce the needfor reversing manoeuvres?

• Is there a need to identify and mark‘reversing areas’ so that these areclear to both drivers and pedestrians?

• Can you exclude non-essentialpersonnel from areas where reversingis common?

• Is there a need for a signaller(reversing assistant) to directreversing vehicles?

• Are there external side-mounted andrear-view mirrors on vehicles toprovide optimum all-round visibility?

• Do vehicles have reversing alarms?

LOADING AND UNLOADING

• Are these operations carried out inareas away from passing traffic,pedestrians and others not involvedin the operation?

• Are these activities carried out usingsafe systems of work on ground thatis flat, firm and free from potholes?

• Are the vehicles braked and/orstabilised, as appropriate, to preventunsafe movements during loadingand unloading operations?

33


• Is this activity carried out so that, asfar as possible, the load is spreadevenly to avoid the vehicle or trailerbecoming unstable?

• Are checks made to ensure that loadsare secured and arranged so thatthey cannot move about, such asslide forward if the driver has to brakesuddenly, or slide off if the vehicle hasto negotiate steep inclines?

• Are there checks to ensure thatvehicles are not loaded beyond theircapacity?


Workplace transport safety ISBN 0 7176 2821 3 INDG 199.

Managing vehicle safety at the workplaceINDG199 ISBN 0 7176 0982 0.

Safety in working with lift trucks HSG6 or atwww.hse.gov.uk/pubns/indg199.pdf

Warehousing and Storage – A guide tohealth and safety ISBN 978-0-7176-6225-8HSG76

34

Stress is the adverse reaction peoplehave to excessive pressure. It isn’t adisease. But if stress is intense and goeson for some time, it can lead to mentaland physical ill health such asdepression, nervous breakdown andheart disease.

It is an employer’s duty in law to makesure that their employees are not madeill by their work. Where stress is causedor made worse by work and could leadto ill health, you must assess the risk. Arisk assessment for stress involves:

• Looking for pressures at work thatcould cause high and long-lastinglevels of stress

• Deciding who might be harmed bythese

• Deciding whether you are doingenough to prevent that harm.

If necessary, you must then takereasonable steps to deal with thosepressures. You must review theassessment at appropriate intervals, orwhenever you think that it may nolonger be valid. You must make sure thatyou involve your employees – includingTrade Union safety representativeswhere they have been appointed – atevery stage of the assessment process.

You are not under a legal duty toprevent ill health caused by stress dueto problems outside work, e.g. financialor domestic worries. But nonworkproblems can make it difficult for peopleto cope with the pressures of work, andtheir performance at work might suffer.

So being understanding to staff in thisposition would be in your interests.

WORK-RELATED STRESSORS

Culture

Problems that can lead to stress:

• Lack of communication andconsultation

• An expectation that people willregularly work excessively long hoursor take work home with them

What management can do:

• Provide opportunities for staff tocontribute ideas, especially inplanning and organising their ownjobs

• Introduce clear business objectives,good communication, and closeemployee involvement, particularlyduring periods of change

• Be approachable – create anatmosphere where people feel it isOK to talk to you about any problemsthey are having

Demands of the job


• Too much to do, too little time

• Too little or too much training for thejob

• Boring or repetitive work, or too littleto do

• The work environment

WORK-RELATED STRESS

35



• Prioritise tasks, cut out unnecessarywork, try to give warning of urgent orimportant jobs

• Make sure individuals are matched tojobs, provide training for those whoneed more, increase the scope ofjobs for those who are over-trained

• Make sure other workplace hazards,such as noise, harmful substancesand the threat of violence, areproperly controlled

Control


• Lack of control over work activities


• Give more control to staff by enablingthem to plan their own work, makedecisions about how that work shouldbe completed and how problems shouldbe tackled

Relationships


• Poor relationships with others

• Bullying, racial or sexual harassment


• Provide training in interpersonal skills

• Set up effective systems to preventbullying and harassment (i.e. a policy,agreed grievance procedure andproper investigation of complaints)

Change


• Uncertainty about what is happening

• Fears about job security


• Ensure good communication withstaff

• Provide effective support for staffthroughout the process

Role


• Staff feeling that the job requiresthem to behave in conflicting ways atthe same time

• Confusion about how everyonefits in


• Talk to people regularly to make surethat everyone has clearly definedobjectives and responsibilities linkedto business objectives, and trainingon how everyone fits in

Support and the individual


• Lack of support from managers andco-workers

• Not being able to balance thedemands of work and life outsidework


• Support and encourage staff, evenwhen things go wrong

36

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• Encourage a healthy work-lifebalance

• See if there is scope for flexible workschedules (e.g. flexible workinghours, working from home)

• Take in to account that everyone isdifferent, and try to allocate work sothat everyone is working in the waythat helps them work best

What you should do if anemployee complains aboutbeing stressedListen to them! If the stress is workrelated:

• Try to address the source(s)

• Involve the employee in decisions

• If necessary, encourage them to seekfurther help through their doctor

• If you are not their line manager,ensure that he or she treats theemployee with understanding andmaintains confidentiality.

Where you cannot control the workrelated sources of stress, it may beappropriate to move the employee, ifyou can. If a period of sick leave isrecommended, keep in touch with theemployee and their doctor. Rememberthat they may be able to return to workto do part of their job, work reducedhours or do a different job, beforereturning to their old one. Try to beflexible! Dismissal is not an easy way outand if you don’t act reasonably indismissing an employee, they couldclaim that this was unfair. Finally, bear inmind that if one of your employees issuffering from work-related stress, theremay be others also experiencing stressat work.


http://www.hse.gov.uk/stress/standards/standards.htm HSE Website

Real Solutions, Real People. HSE books ISBN07176 27675.

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39


These Regulations apply to all places ofwork.

What is a Workplace?Any premises other than a domesticdwelling made available to any personas a place of work and includes anyplace within premises to which thatperson has access e.g. lobby, corridor,stairs, loading bay, restrooms, privateroads etc.

The following is a brief summary of theemployers requirements:-

Access to the WorkplaceThe route used for people to get to andfrom any workplace must be safe andwithout hazard; this includes passages,floors, walkways, stairs, ladders, etc. allof which should be in accordance withcurrent safety standards and withouthazard. Where any work surface is aboveground level, precautions must be takento prevent persons falling.

Where there are vehicles andpedestrians, arrangements should bemade, where ever possible, to separatethem.

Lighting

All workplaces must be adequately lit,usually by a combination of natural andartificial lighting. Emergency lightingmay be required in some circumstances.

For clarification on emergency lightingplease contact Avon Fire & Rescue, tel:0117 926 2061 www.avonfire.gov.uk.

VentilationSuitable and sufficient ventilation mustbe provided to all enclosed places ofwork either by natural or mechanicalmeans. Workers should not be subjectto uncomfortable draughts.

SpaceSufficient space should be provided foremployees to work safely. As a guidethere should be a minimum of 11 cubicmetres per person in each work room.

TemperatureThe temperatures in workrooms shouldbe reasonable comfortable without theneed for special clothing.

Where this is impracticable, allreasonable steps should be taken toachieve a temperature, which is close aspossible to comfortable. This should beat least 16°C for sedentary work; a lowertemperature of 13°C can be acceptablefor work which involves physical effort. Ifthe temperature is uncomfortably highthen steps should be taken to reducethe heat. Any means of heatingprovided must be safe. There is nomaximum temperature set in theRegulations.

CleanlinessThe workplace and any furnishings andfittings should be kept clean and wastematerial should not be allowed toaccumulate.

THE WORKPLACE (HEALTH, SAFETY & WELFARE)REGULATIONS 1992

40

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Floor & StairsAll floor and stairs must be maintainedin a sound condition, free from holes,not uneven etc. Stairs must be kept freefrom obstruction and be provided withhand rails, it may be necessary tohighlight nosings. In some areas slipresistant floor coverings may be needed.

Falls or Falling objectsMeasures should be in place to preventpersons being struck by a falling object.Secure fencing to prevent falls fromedges and prevent items falling ontopeople, e.g. provide barriers andkickboards to mezzanine edges

Transparent and TranslucentDoors, Walls and WindowsWindows, transparent or translucentsurfaces in walls, partitions, doors andgates should, where necessary forreasons of health and safety, be made ofsafety material or protected againstbreakage. They must also be marked so

that is not possible to mistakenly walkinto them.

It should be possible to reach andoperate the control of openablewindows, skylights and ventilators in asafe manner. Suitable provision shouldbe made so that windows and skylightscan be cleaned safely.

Drinking waterA supply of drinking water and suitablecups must be provided.

Rest facilitiesRest rooms should be provided to allowemployees to take breaks, eatfood, etc.away from the work area. Facilities mustalso be provided for pregnant womenand nursing mothers.

ToiletsEvery workplace must have an adequatenumber of toilets. These must havesatisfactory lighting, ventilation and bekept clean.

StorageSafe storage applies to almost everybusiness from the largest warehouse tothe smallest shop or office. Thefollowing should be considered whenreviewing your storage arrangements:

• Check the safe loading of racks,shelves and floors and do not exceedit. Mark the safe working load onracking.

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• Use a properly constructed rack forstorage and secure it to the wall andfloor if necessary for stability.

• Ensure stacks on floors or racks arestable and do not protrude intogangways and not likely to fall andcause injury. Bind or wrap stock ifnecerssary.

• Make sure there is a safe way forassessing loads on racks and that anyladders or steps used are appropriateand in good repair.

• Store heavy items as near to floorlevel as possible.

• Check loads that might roll, such asdrums or pipes are secure.

• Inspect racking and pallets regularlyfor damage and set up a defectreporting system.

Further information:-Workplace (Health, Safety and Welfare)Regulations 1992 – Guidance on theRegulations L24 ISBN 0717604136.Workplace health, safety & welfare. A shortguide for managers INDG 244(rev1).Preventing slips & trips at work leaflet INDG225(rev1).



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43


These regulations are designed toprevent people at work and any otherperson being exposed to substancesthat are hazardous to health.

Hazardous substances cause injury by:-

• Inhalation, causing damage to lungs,or asthma, e.g. from dusts, vapours.

• Skin contact, causing dermatitis, skincancer, e.g. from absorption ofchemicals through the skin or viacuts.

• Ingestion, this is less common e.g.chemical poisoning.

Employees may be exposed to risks tohealth from hazardous substancesduring normal use, or as a result ofaccidents involving spillages, breakagesor poor storage methods.

What substances are hazardous tohealth?• Any substance labelled as toxic,

irritant, corrosive or harmful.

• A substance assigned anoccupational workplace exposurelimit.

• Substantial quantities of dust.

• Any micro-organism which creates ahazard to health e.g. legionella.

• Any other substance used at work orarising from work activities which canharm people’s health.

Hazardous substances oftenfound at work:• Bleach, oven cleaner or clinical

wastes found in nursing or carehomes.

• Bodily fluids such as blood and vomit.

• Cement, acids, alkalis and pesticidesin warehouses, or used in gardening.

• Welding fumes, solvents, grease andoils, in tyre & exhaust fitting shops.

• Perms, hair sprays and chemicals suchas may be found in hairdressers.

• Cleaning agents, such as for cleaningbeer lines in pubs.

Are you using any of these in yourbusiness?

What do the Regulations requireyou to do?You must assess all the substances thatare involved with your work activity,identify those that are hazardous andthen decide what actions need to betaken to prevent, or control theexposure of persons to them. Thisshould only be done by a competentperson.

The person carrying out the assessmentwill have to consider, not just how asubstance is used, but how it is stored orhandled and whether substances, e.g.hazardous fumes, are given off from anyprocess carried on in the business. Theassessor will have to have all thenecessary information, training andknowledge available. They can be ‘inhouse’ or where special circumstancesexist, may have to be a suitablespecialist consultant.

CONTROL OF SUBSTANCES HAZARDOUSTO HEALTH REGULATIONS 2002 (COSHH)

44

The assessment shouldidentify?• What is the known effect of the

substance on a person?

• What are the known long and shortterm effects on that person?

• How the substance is used, who byand for how long?

• Is the substance already officiallyrecognised as toxic, irritant, corrosiveor harmful with a workplace exposurelimit and, if so, is this beingexceeded?

• Are any existing precautions beingtaken and how effective are these?

• If these precautions fail, whatexposure is likely to occur?

• If there is an accidental spillage, whatexposure is likely and to whom?

What do I have to tell employees?All employees must be giveninformation, instruction and trainingregarding the nature and risk to healthof substances that they use and theprecautions that they must take toprevent them being exposed to theserisks.

There are further more specificrequirements in the regulations, e.g.maintenance of records and healthsurveillance where employees areexposed to certain substances.

Legionnaire’s DiseaseHarmful micro-organisms are alsocovered by the regulations, as they cancause illness e.g. Legionnaire’s Disease.This illness is contracted by breathing ina fine spray of airborne water containingthe bacteria. The condition begins with

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a high fever, chills and headache withPneumonia following and can be fatal.

If conditions are favourable the bacteriamay grow creating conditions in whichthe risk from legionnaire’s disease isincreased. It is therefore important tocontrol the risks by adopting methodsoutlined in the Approved Code ofPractice and guidance documentLegionnaire’s disease – The Control ofLegionella bacteria in Water systems(L8)

It can result from poorly maintained re-circulating hot water systems,particularly where aerosols are formed.These systems can be air conditioning,cooling towers, whirlpool spa baths,industrial sprays or even showers andfountains. Adopting simple precautionsreduces risk and they are based onpreventative maintenance, cleaning anddisinfection, design of systems,alteration of operating conditions andreplacement of fixtures.

There is a requirement on a person incontrol of premises, with certain plant(wet cooling towers and evaporativecondensers) to register with the localauthority.

The risk of other types of occupationaldisease such as Hepatitis or Dermatitisshould also be included in the COSHHassessment where appropriate.

Further reading:-

Control of Legionellosis includingLegionnaires’ Disease HSG 70 ISBN0717604519.

Control of Substances Hazardous to HealthRegulations 2002 (as amended).

Approved Code of Practice L5 ISBN 071761670 3.

COSHH essentials. Control of SubstancesHazardous to Health Regulations HSG 193.

COSHH. A brief guide to the RegulationsINDG 136(rev3).

46

These regulations set out a basicframework to protect people againsthealth risks from excessive noise atwork.

Exposure to high noise levels can causeincurable hearing damage involving lossof hearing ability, possibly made worseby permanent tinnitus (ringing in theears), and other effects.

In general, employers are required toreduce the risk of hearing damage asmuch as is practical. It is always best tocontrol noise at source because othersolutions rely upon organisational andphysical barriers, either of which canbreak down.

Where employers cannot adequatelycontrol noise levels (ie, workers have toraise their voice to speak at a distanceof two metres at any time) and exposurereaches one of the ‘Action Levels’ (80 or85 dB[A]) noise assessments must becarried out by a competent person. Thiswill show whether further action isnecessary and may involve theestablishment of an effective noisereduction programme, ear protectionzones, maintenance of noise controlequipment and training for those likelyto be exposed.

Further information:Noise at work – guidance for exployers INDG362 (rev1).Controlling noise at work – guidance onregulations (L108).


Check:

• reduce exposure to high levels ofnoise as much as possible

• assess excessive noise levelsand,where necessary, ensure that:

1. you provide employees withinformation and training on how touse noise control equipment

2. you establish ear protection zonesand suitable ear protectors areavailable to employees

3. you reduce exposure to high levels ofnoise as much as is practical

4. you maintain noise control equipmentand ear protectors. You must ensurethat all exposed employees usethem. Enforce the use of earprotection.

THE CONTROL OF NOISE REGULATIONS 2005

55

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47


These regulations cover all aspects ofthe provision, maintenance and use ofpersonal protective equipment (PPE) atwork.

PPE is any equipment which protects thewearer from a health or safety risk. Itincludes respiratory protectiveequipment, eye and face protection,hearing protection, head protection(safety helmets), safety boots andgloves. Weather proof and insulatedclothing and high visibility jackets arealso PPE because they help protectemployees from adverse weather andthe risk of being struck by movingvehicles. PPE should be used only as alast resort, when the employer cannoteliminate or adequately control the risksin other ways. If employees need PPEemployers must provide it free.

For further information:Personal protective equipment at work -Guidance on regulations(ISBN 0-11-886334-7)HSG53 - Respiratory ProtectiveEquipment, a guide

Check:

• provide PPE only where you cannoteliminate the risk by engineeringcontrols and safe systems of work

• PPE is suitable for the work andconditions and gives adequateprotection

• PPE properly fits the wearer, iscomfortable, and if more than oneitem is worn it is compatible withother equipment

• equipment carries a recognised orapproved standard ie CE mark

• provide employees with adequateinformation and training to use thePPE correctly. Check regularly that itis used. Enforce the use of PPE.

• regularly maintain PPE in accordancewith manufacturers’ instructions andreport any defects immediately.Provide safe and hygienic storagefacilities

• any changes in equipment, materialsand methods may require a re-assessment.

PERSONAL PROTECTIVE EQUIPMENT AT WORKREGULATIONS 1992

48

Under these Regulations work placesmust have first aid provision. The form itshould take depends on various factors,including the nature and degree ofhazards at work, whether there is shiftworking, what medical services areavailable and the number of employees.

First AidersThe number of first aiders you needdepends primarily on the degree ofhazards. If your employees work in a lowhazard work place (e.g. bank or library)you should provide at least one firstaider for every 50 workers. In a morehazardous work place (e.g. a factory orquarry) you will need a larger number.

You must make sure that there is alwaysan appointed person present.

When deciding how many first aidersyou need you should take into accountshift work and provision during holidaysand sick leave.

What is an appointed person?An appointed person is someone who isauthorised to take charge of thesituation (e.g. to call an ambulance) ifthere is a serious injury or illness. Theperson will act in the absence of atrained first aider, or where a first aider isnot required, i.e. a small nonhazardouswork area. Emergency first aid trainingshould be considered for all appointedpersons.

First aid trainingFirst aiders must have undertaken

training and obtained qualificationsapproved by the HSE. At present, firstaid certificates are valid for three years.Refresher courses must be startedbefore certificates expire, otherwise afull course will need to be taken.

RecordsFirst aiders should record all the casesthey treat. Each record should include atleast the name of the patient, date,place, time and circumstances of theaccident and details of injury sufferedand treatment given. The records shouldbe kept in a suitable place, and shouldbe readily available. Certain injuries,diseases and dangerous occurrencesmust be reported to the IncidentContact Centre. Please see page 51 formore details.

A written account should also be kept offirst aider’s certification dates, and thedates of additional, specific or refreshertraining.

First Aid Boxes and KitsThese should contain only the items thatthe first aider has been trained to use.They should not contain medication ofany kind. They should always beadequately stocked. First aid kits may beprovided for particular situations andshould be stocked accordingly. Anantidote or special equipment neededto deal with a specific hazard may bekept near the hazard area or in the firstaid box.

THE HEALTH AND SAFETY (FIRST-AID) REGULATIONS 1981

49


Guide to contents:• A leaflet giving general guidance on

first aid e.g. HSE leaflet Basic adviseon first aid at work

• 20 individual sterile adhesivedressings (assorted sizes)

• Two sterile eye pads

• Four individually wrapped triangularbandages (preferably sterile)

• Six safety pins

• Six medium sized (approx. 12cm x12cm) individually wrappedunmedicated wound dressings

• One pair of disposable gloves

• You should not keep tablets in thefirst-aid box. This list is a suggestedcontents list only; equivalent butdifferent items will be consideredacceptable.

Suggested Numbers of First-Aid Personnel.

First-aid personnel should be available wherever people are at work, based on assessments of riskand number of workers

Where there are special circumstances, such as remoteness from emergency medical services, shiftwork, or sites with several separate buildings, there may need to be more first-aid personnel thanset out below. Increased provision will be necessary to cover for absences.

Category of risk Numbers employed Suggested number of first-aid personnel

LOWER RISKe.g. shops and offices, Fewer than 50 At least one appointed person

libraries 50-100 At least one first aider

More than 100 One additional first aider forevery 100 employed

MEDIUM RISK

e.g. light engineering Fewer than 20 At least one appointed person

and assembly work, 20-100 At least one first aider for everyfood processing 50 employed (or part thereof)

More than 100 One additional first aiderfor every 100 employed.

HIGHER RISK

e.g. most construction, Fewer than 5 At least one appointed person

slaughterhouses, 5-50 At least one first aider withchemical manufacture, extensive work in danger areas

machinery or sharp More than 50 One additional first aiderinstruments for every 50 employed

50

You should inform employees, as partof their initial training and throughnotices posted in conspicuouspositions, where they can find the firstaid equipment and personnel.

Further informationMore detailed practical guidance oncomplying with your first aid duties hasbeen published by the Health and SafetyCommission First aid at work: ApprovedCode of Practice and Guidance L74 1997ISBN 0 7176 10500.

51


RIDDOR sets out the responsibilities foremployers, self-employed or those incontrol of work premises to reportcertain injuries, diseases and dangerousoccurrences.

The following events must be reportedto the relevant enforcing authority(Environmental Health or HSE) withoutdelay (normally by telephone) via theIncident Contact Centre (ICC),Caerphilly. Report if there is an accidentconnected with work and:

1. any person is killed

2. a member of the public is taken tohospital (by any means) as a result ofan accident

3. a specified major injury occurs to aperson at work

4. any specified type of dangerousoccurrence occurs, whether or notinjury results.

Report the following events, to theenforcing authority within 10 days viathe incident contact centre (ICC) if thereis an accident connected with work and

1. an injured person is absent from workor unable to do their normal work formore than three consecutive days(including non-work days)

2. a doctor notifies you that youremployee suffers from a reportablework-related disease.

You may be prosecuted for failing tonotify the relevant authority of any of theabove.

Examples of major injuries:

• fracture other than to fingers, thumbsor toes

• amputation

• dislocation of the shoulder, hip, kneeor spine

• loss of sight (temporary orpermanent)

• loss of consciousness.

Examples of dangerous occurrences:

• failure of load-bearing parts of liftsand lifting equipment

• explosion, collapse or bursting of anyclosed vessel or associated pipework

• electrical short circuit or overloadcausing fire or explosion.


Everyone’s guide to RIDDOR 95 HSE31http://www.hse.gov.uk/riddor/guidance.htm

RIDDOR Reporting: Information about thenew incident centre. MISC 310

• notify the enforcing authority via theIncident Contact Centre (ICC) atCaerphilly by either using theappropriate form (F2508 for accidentsand dangerous occurrences andF2508A for cases of disease) within 10days; F2508 report forms may bedownloaded from the website -www.riddor.gov.uk or via the HSEwebsite www.hse.gov.uk or by phone,fax or emailing the centre.

REPORTING OF INJURIES, DISEASES AND DANGEROUSOCCURRENCES REGULATIONS (RIDDOR) 1995

52

• keep a record of any reportableinjury, disease or dangerousoccurrence detailing the date andmethod of reporting; the date, timeand place of the event, personaldetails of those involved and a briefdescription of the nature of the eventor disease.

• It is still acceptable to send the reportdirectly to us but the Incident ContactCentre is intended to make thisoption easier.

The Incident Contact Centre (ICC) islocated at:Caerphilly Business Park, Caerphilly CF83 3GG

F2508 Accident Reports may be notifiedby telephone: (charges at local rate) 0845 300 9923facsimilie: (charges at local rate) 0845300 9924email: [email protected]

Accidents can also be reporteddirectly on line atwww.hse.gov.uk/riddor/online.htm<http://www.hse.gov.uk/riddor/online.htm>

Further Information

http://www.hse.gov.uk/riddor/guidance.htm

53


These regulations cover almost allequipment used at work, including ‘toolbox tools’ such as hammers, knives etc.They also cover machinery such ascircular saws, photocopiers, liftingequipment; hoists, lift trucks, andinstallations such as ladders andscaffolding. The regulations have beenextended to include those people whocontrol equipment but may not use iti.e. hire companies. If work equipment isto be used by a member of the publicfor instance, a garage tyre inflator or alift in a shopping mall then PUWER isnot applicable, but other legislationapplies.

Suitability of Work EquipmentWork equipment must comply withlegislation implementing any relevantEC directives e.g. on CE marking etc. Itmust be constructed or adapted so as tobe suitable for the work undertaken. Itmust also be used in accordance withthe manufacturers specification andinstructions.

Factors such as operator position,working heights, reach distances needto be assessed to protect the operatorfrom strains or other risks to health.Electrically powered equipment is nottherefore suitable for use in wet orflammable atmospheres unlessdesigned for the purpose. There shouldalso be sufficient space between anymoving parts of the equipment and thesurrounds. All forms of energy, shouldbe supplied and used in a safe manner,for example, a diesel lift truck must not

be used in a working area unless there isadequate ventilation, to ensure thatthere is sufficient air of good quality andemployees are not put at risk.

MaintenanceWork equipment must be kept inefficient working order and in goodrepair. Hand tools should be checked bythe employee prior to use for damage.More complex equipment will normallybe accompanied by a manufacturer’smaintenance manual which specify anyspecial maintenance procedures to becarried out and when. Where there is amaintenance log it must be kept up todate. Whenever possible maintenanceoperations should be carried out whenthe work equipment is not in use. If thisis not possible appropriate measuresmust be taken to reduce the risk, forexample, the provision of temporaryguards or limited movement, even apermit to work system.

Information, Instruction andTrainingAny users of work equipment and,supervisors must be adequately trainedin its’ safe use and have the risks andcontrol measures brought to theirattention. Workers should have easyaccess to such information andinstructions and be able to understandthem..

Dangerous parts of MachineryAppropriate measures need to be takento prevent access to dangerous parts ofmachinery. The measures are ranked in

PROVISION & USE OF WORK EQUIPMENT REGULATIONS1998 (PUWER)

54

the following order, the most effectivebeing fixed guards, other types of guardor protection devices e.g. interlockingguards, and protection appliances suchas jigs. For guards and protectiondevices to be effective, operators musthave sufficient training instruction andinformation. Any guards or devices mustnever be abused or overridden.

Protection against specific hazards and high or low temperatureIf there is a risk of materials falling orbeing ejected from work equipment, orit breaking apart (scaffolding) or theintentional or un-intentional release ofany substance used or stored in theequipment e.g. swarf ejected from amachine tool, then this needs to beprevented or controlled. Personalprotective equipment being the lastresort. Appropriate levels of protectionneed to be provided for any workequipment or substances used or storedwhich are either very hot or cold. Thisrelates to gas cookers, cold stores or apipe capable of causing injuries likescalds or frostbite.

ControlsControls must be provided to start workequipment and to change its speed,pressure or other operating condition.The stop control does not have to beimmediate, unless there is a clear risk ofinjury if it is not. In this instance a clearlymarked, emergency stop button wouldneed to be provided.

StabilitySuitable precautions must be taken tosecure work equipment, for examplewith bolts or clamps. A ladder could beeither footed, tied or clamped.

LightingLighting must be adequate for the taskinvolved and in the use of theequipment, for example to reduce visualfatigue.

Markings and WarningsWork equipment must be marked withany appropriate health and safetymarkings for example stop and startcontrols, maximum rotation speeds ofabrasive wheels, safe working loads forlifting equipment. A warning devicemust be provided where a risk to safetyor health remains after other measureshave been taken. Warnings are usuallyin the form of a notice or devices givinga signal, typically a visual reversing lightor audible reversing alarm. Warningsmust be clear and understood.

Employees carried on MobileWork EquipmentIf mobile work equipment is to be usedto carry people it must be suitable withproper seats where appropriate.Employees need to be protected fromfalling out of the equipment orunexpected movement of the cab.There should also be protection fromitems falling on them where there is arisk.

55


Rolling over of Mobile WorkEquipmentEmployees must be protected if there isa risk of rollover. This could be providedby stabilising the equipment, orensuring the equipment is preventedfrom rolling over by more than 90degrees e.g. tractors and mobile workequipment. If equipment can turn overcompletely, suitable roll over protectivestructures (ROPS) should be fitted unlessit could increase the overall risk of injurywhen used in buildings with low roofs, orwhere the mounting points are ofinsufficient strength. In such cases othermethods should be used to address rollover.

Where a risk is identified of a crushinjury from mobile work equipment or,the protective structure in the event ofroll over, a restraining system or seatbelt should be fitted.

Self Propelled Work EquipmentSelf propelled work equipment must beprevented from unauthorised use andhave brakes to slow down or stop in asafe distance. Where the driver’s field ofvision is inadequate then visibility aidsshould be provided like mirrors or closecircuit television.

Drive ShaftsMeasures must be taken to protect fromthe risks associated with the seizure ofdrive shafts or power take-off shafts e.g.ejection. When not in use shafts shouldbe supported to protect againstdamage.

Further Information:

Safe Use of Work Equipment Provision andUse of Work Equipment Regulations 1998L22ISBN 07176126.

Safe Use of Wood Working Machinery,Provision and Use of Work EquipmentRegulations 1998 as applied to woodworkingmachinery L114ISBN0717616304.

Provision and Use of Work EquipmentRegulations 1998 As applied to powerpresses L112 ISBN 07176 16274

Safety in the Use of Abrasive Wheels HSG17ISBN 071756 04667.

Safety in Working with Lift Trucks HSG6 ISBN07176 14409.

Rider Operated Lift Trucks/Operator TrainingL117 ISBN 07176 24552.

56

All types of lifting equipment, includinglifting gear, and lifting operations mustcomply with LOLER (and PUWER 1998).Lifting equipment includes suchequipment as cranes, lift trucks, goodslifts, vehicle inspection hoists, ropes, bellhoists and vehicle tail lifts.

Strength and StabilityA competent person should ensure thatlifting equipment has adequate strengthand capability, particularly mounting andfixing points. This includes consideringthe strength of the ground where theequipment is to be positioned for use.Pneumatic tyres should be inflated tocorrect pressures and checked on aregular basis. Loads should not normallybe lifted by straps or banding unless it

has been designed for the purpose.

Lifting Equipment for LiftingPersonsLifting machinery must be fitted with asuitably designed carrier, which includesedge protection, working platform andoverhead protection where appropriate.People should never be lifted on thefork arms or pallets balanced on the forkarms of a lift truck as there is an obviousrisk of falls. In the event of failure of anycarrier, a method of rescue should beavailable. Where there is a significantrisk of overturning or overload theequipment should be provided withdevices to provide audible or visualwarning when lifting limits are beingapproached.

LIFTING OPERATIONS AND LIFTINGEQUIPMENT REGULATIONS 1998

34

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MarkingLifting equipment should be clearlymarked to indicate safe working; loadsand the maximum people to be carried.It must not be used for lifting people if itis not designed for that purpose.

Positioning of Lifting Equipment& Organisation of the LiftingOperationLifting equipment should be positionedor installed to minimise the need to liftloads over people to prevent risks ofcrushing them. The equipment shouldonly be used when there is sufficientheadroom and appropriate measuresare in place to prevent overturning.Lifting operations must be planned by acompetent person. For routine liftingoperations the initial plan may only berequired and reviewed to ensure thatnothing has changed, for example a lifttruck in a warehouse or a patient hoist. Ifthe operator of lifting equipment isunable to see the full path of the load,there must be a system of work toensure that the load is prevented fromcolliding, for example a signal or abanksman.

Thorough Examination andInspectionsLifting equipment on initial use afterinstallation, periodically during its’ life, inaccordance with an examination schemeor, following exceptional circumstancesmust be thoroughly examined by acompetent person. The examinationshould take into account the conditionof the lifting equipment, theenvironment in which it is used and the

number of lifting operations and loadslifted. Different parts of the equipmentmay be examined at different intervalsas decided by the competent person,who could draw up the examinationscheme and carry out the inspection.This person is often an insurancecompany engineer but could be anyonesufficiently knowledgeable and trainedfor the purpose. For a passenger lift theintervals should be at least every 6months, any other lifting equipment atleast every 12 months i.e. a lift truck. Alldefects during use should be reportedto the employer as soon as possible likecracks in a lift truck chain, or damage totextile slings. Certain situations involvinglifting equipment may need to benotified to the enforcing authority forthe premises concerned. Where your riskassessment has identified significantrisks in the use of lifting equipment, asuitable inspection should be carriedout, for example daily checks on forklifttrucks. Reports of thoroughexaminations and other documents suchas the current record of inspectionshould be kept and readily available.

Young PersonsYoung persons i.e. those under 18 yearsof age must not use high risk liftingequipment, wood working machinery orpower presses unless they havesufficient maturity and competence, orthey are undergoing training withadequate supervision.

Further InformationSafe Use of Lifting Equipment, LiftingOperations and Lifting EquipmentRegulations 1998 L113 ISBN.

58

These regulations apply to allworkplaces and the electrical equipmentused in them. They require precautionsto be taken against the risk of death orpersonal injury from the use of electricityin work activities and commercialpremises.

They impose duties in respect of:

• Systems, electrical equipment andconductors

• Competence of persons working onor near electrical equipment.

Put simply, employers and self-employed people must make sure thateverything that uses or carries electricityin the workplace is safe, that employeesdo not interfere with or abuse anythingelectrical that has been supplied fortheir use, or bring into the workplaceanything electrical that is unsafe.Employees must be instructed to reportany damaged electrical equipment totheir supervisor immediately and to notcarry out any electrical work themselves,unless competent and authorised by theemployer.

One of the most important elements ofelectrical safety is the need for regularroutine visual inspections of electricalequipment. The visual checking ofelectrical leads to appliances, forexample, should be made a part ofevery employee’s work habits. Toachieve compliance with the regulationsyou need to make arrangements toensure that any portable electricalappliances are safe to use. The itemsmay already be high risk, i.e., electrical

drills, or the danger may be increasedby using them in a high risk environmentsuch as wet conditions, like a steampressure cleaner or electric mower.These items particularly, must beinspected by a competent person on aregular basis. It is recommended thatrecords of all the maintenance includingtest results are kept kept for eachappliance. You may find it helpful toattach, to each piece of equipment, asmall sticker noting the date ofinspection. The use of multi-wayadaptors is not recommended. Thereshould always be sufficient socketoutlets provided to supply any portableappliances used. A wall socket is onlydesigned to have sufficient strength tocater for a single plug. When an adaptoris used with a number of plugs, thecombined output and its associatedleverage increase the mechanical stresson the socket contact. There is thedanger of an electrical overload, aselectrical appliances in combination mayexceed the rating of the socket outlet.

InstallationThe electrical installation must bemaintained in a safe condition. This isbest ensured by regular inspection by acompetent electrician at an intervalrecommended by them and theprovision of a procedure for reportingdamage.

Further Information :-Electricity at Work: Safe Working PracticesHSG85 ISBN 071760442XMaintaining Portable & TransportableElectrical Equipment HSG107 ISBN0717607151

ELECTRICITY AT WORK REGULATIONS 1989

59


LPG consists of commercial Butane,Propane or any mixture of the two. Themain hazards associated with its use arefire and explosion. Asphyxiation can alsobe a danger in low lying storage areasas LPG is heavier than air and so sinksreplacing the available air.

The safety requirements for the use andstorage of LPG depends upon theamount kept at any one premises,although basic precautions are requiredfor even small quantities.

The main factors that must be taken intoconsideration are separation distances,

ventilation, security, warning signs andthe control of ignition sources. Emptycylinders are considered to be the sameas full, because of their residual content.

Further reading :-

COP1 Park 1: Bulk Storage at FixedInstallations: installation and operation ofvessels localted above ground.

COP7: Storage of full and empty LPGCylinders and Cartridges (obtain copies fromLP Gas Assocation Tel: 01425 4616122).

The Storage of LPG at Fixed InstallationsHSG 34 ISBN 07176 05949.

LIQUEFIED PETROLEUM GAS (LPG)

53

www.ChrisWhitmoreElectrical.co.uk

C. E. Whitmore

Electrical Engineers& Contractor LtdT: 01452 501573F: 01452 550017M: 07796 444207

155 Seymour Road, Gloucester

24HR

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Testing & InspectingPart P RegisteredNIC EIC Domestic InstallerCCTV Work

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Electrical & Electronic Security ContractorsDomestic, Commercial & Industrial Electrical Installations & MaintenanceIntruder Alarms - Fire Alarms - CCTV Systems - Access Control Systems

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60

Thousands of tons of asbestos wereused in buildings in the past and mostof it is still in place. Asbestos isparticularly likely to be present if thebuilding was constructed or refurbishedbetween 1950 and 1980 and if it also hasa steel frame and/or has boilers withthermal insulation. Asbestos will onlypose a risk to health if asbestos fibreshave been released into the air. Theyform a very fine dust which is ofteninvisible to the naked eye. The scientificevidence on exactly what levels ofexposure cause disease is unclear, butwhat we do know is the more asbestosdust breathed in, the greater risk tohealth. There is no cure for asbestosrelated diseases and that is why it isimportant that everyone who works withasbestos should take the strictestprecautions.

If you own, manage or haveresponsibilities for a workplace buildingwhich may contain asbestos, you needto think about the risk of exposure toworkers and others who may use thebuilding. It is your job to manage thatrisk. A sound management strategy willhelp you to ensure that you do not putothers at risk, by properly identifying,assessing and managing asbestosmaterials on your premises. Currentadvice for asbestos in good condition,which is unlikely to be damaged orworked on, is to leave it in place andintroduce a management system. If theasbestos is in poor condition or is likelyto be damaged or disturbed, you willneed

to decide whether it should be repaired,sealed, enclosed or removed. If you areunsure of the condition of the asbestosand cannot decide what action to take,you should seek specialist advice.

Asbestos which is damaged can oftenbe made safe by repairing it and eithersealing or even enclosing it, to preventfurther damage. If you can do this safely,mark the area after you have repaired itand make sure that it is on your list ofasbestos locations. (Asbestos Register)

If asbestos is likely to release dust andcannot be easily repaired and protectedand is likely to be disturbed duringroutine maintenance work, remove it.Work on asbestos insulation andlagging, including sealing and removal,asbestos coating and asbestosinsulating board (AIB), must only bedone by a contractor licensed by theHealth and Safety Executive.

There is specific legislation whichprevents the exposure of employees toasbestos and also controls contractorsworking with asbestos lagging orasbestos coating. Further information isavailable from the Health & Safety Team.

ASBESTOS

61


These regulations apply to all work withasbestos, including asbestos cementand other products which may containasbestos.

A new duty has been added requiringpersons in control of buildings toeffectively manage any asbestospresent. This means identifying anyasbestos present or assuming that it ispresent where it cannot be readilyidentified. Determine the risk it poses.Decide on the best way to manage it forthe future. It can be removed or if ingood condition left where it is andpotential exposure by maintenance workstrictly controlled.

You must carry out an assessment of thelikely exposure of employees and othersto asbestos dust before starting anywork where asbestos is present. Theassessment needs to be in writing andshould include a description of theprecautions which are taken to controldust release and to protect workers and

others who may be affected by thatwork. Only licensed contractors maywork on asbestos insulation, coatings orasbestos insulation board (AIB).


Working with materials containing asbestos -Approved code of practice (ISBN 0-7176-2063).

INDG223(rev3) - Managing Asbestos inWorkplace Buildings (free).

INDG289 - Working with asbestos inbuildings.

HSG189/2 - Working with Asbestos cement.

HSG189/1 - Asbestos stripping techniques.

HSG227 - Managing Asbestos in Premises.

HSG210 - Asbestos Essentials Task Manual.

Manage Buildings? You must manageasbestos http://www.hse.gov.uk/pubns/manageasbestos.pdf

THE CONTROL OF ASBESTOS REGULATIONS 2006

38

SWINDON ASBESTOSSURVEYING LTD

Asbestos Property Surveys – Type 1, 2 & 3

Asbestos RemovalsAsbestos Awareness Training

Telephone: 01793 554978Mobile: 07817 754452www.swindon-asbestos.co.uk

Shaftsbury Centre, Percy Street, Swindon, SN2 2AZ2

ASBESTOS REMOVALCabot Thermals Ltd

159 Bryants Hill, St. George, Bristol BS5 8RQ

We provide:Asbestos removal - Thermal Insulation

Sheet metal fabricationAsbestos surveys

Ventilation ductwork cleaningRespirator face fits

Respirator service and certification

Tel: 0117 967 2449Fax: 0117 935 3298 Mob: 07976 245941

Email: [email protected]

62

www.TouristNetUK.co.ukWe also offer an extensive guide to attractions

and activities for all areas of the UK

63


On the 17th December 1999 new rightsand duties relating to work and restcame into force. The main provisions areas follows:-

• A limit on the average weeklyworking time to 48 hours

• A limit on the night workers normaldaily working time to 8 hours

• A requirement to offer healthassessment to night workers

• Minimum daily and weekly restperiods

• Rest breaks at work

• Paid annual leave

Specific rights also exist for adolescentsi.e. those over the minimum schoolleaving age, but under 18 years.Employees or workers can agree to worklonger and employers need to keepsuitable records. Enforcement is splitbetween Local Authorities and IndustrialTribunals.

Further reading:-A Guide To Working Time RegulationsDepartment of Trade & Industry (0845 6000925)

EMPLOYMENT OF YOUNG PERSONS AGED 13 – 15 YEARSEmployment of Children of CompulsorySchool age Children under the age of 13years are not allowed to be employed.

Some jobs are not considered suitablefor young people. However, childrenbetween 13 and the minimum schoolleaving age are prohibited from beingemployed in industrial undertakings,

such as factories, construction sites etc,except when on work experienceschemes approved by the LocalPlanning Authority.

Work ExperienceThe Health and Safety (Training forEmployment) Regulations 1990 treatchildren on work experience asemployees for the purposes of Healthand Safety legislation.

Employers offering work experienceplacements to children must providethem with at least the same health,safety and welfare protection that theygive their own employees.

There are some age related restrictions,which prohibit young workers, includingchildren on work experience, fromworking with machinery or undertakingparticular tasks. For example, anyperson under 18 is prohibited fromoperating certain wood workingmachines, including circular saws (notportable), planning machines used forsurfacing and vertical spindle mouldingmachines (including high speed routers)unless they have at first successfullycompleted an approved course oftraining

N.B. A full list may be found in thepublication “Young People at Work: Aguide for employers” ISBN 0 7176 12856

The Health and Safety (Young Persons)Regulations 1997 introduced newrequirements to the Management of

WORKING TIME REGULATIONS 1999

64

Health and Safety at Work Regulations1992. As a result employers are requiredto: Assess the risks to young people,under 18 years of age, before they startwork:

• take into account their in experience,lack of awareness of existing orpotential risks and immaturity

• address specific factors in the riskassessment

• provide information to parents ofschool age children about risk andthe control measures introduced

• take account of the risk assessment indetermining whether the youngpersons should be prohibited fromcertain work activities, except wherethey are over the minimum schoolleaving age and it is necessary fortheir training. These requirements donot apply to occasional work, orshort-term work involving:

• domestic service in a privatehousehold

• work regarded as harmful, damagingor dangerous to young people in afamily undertaking In this context“family undertaking” is thought tomean small and medium sized firmsowned by, and employing


Young People at Work – A Guide forEmployers (HS[G]165)

The Juvenile Employment OfficerHampshire County Council EducationWinchester local officeClarendon House, Romsey RoadWinchester, Hampshire, SO22 5PWTel: 01962 869611/876220

SELF AUDIT ASSESSMENT

Has your business produced a written company safety policy?Yes No No, there are less than five employees

Have you carried out a risk assessment at the premises? Yes No

If so, have you produced a record of all the significant findings?Yes No No, there are less than five employees

Is the Health and Safety Law “What You Should Know” Poster displayed at the premises?Yes No

See Safety Policy & Risk Assessment Section

Are you satisfied that all workrooms are adequately ventilated? Yes No

Are you satisfied that the temperature in all the workrooms is at least 16°C and not unreasonably hot? Yes No

Are you satisfied that there is sufficient lighting to enable people to work and move about safely? Yes No

Are you satisfied that the workplace is kept clean? Yes No

Are you satisfied that all waste is stored in suitable bins, which are emptied regularly? Yes No

Are you satisfied that all workrooms have enough free space toallow people to move about with ease? Yes No

Are you satisfied that all workstations (i.e. desks, benches, counters) and seating are suitablefor the people using them and for the work?

Yes No

Are you satisfied that pedestrians and vehicular traffic canuse your site safely? Yes No

Are you satisfied that the building and its services such as mechanical ventilation systems arein a good state of repair and are regularly maintained?

Yes No

Are you satisfied that all the flooring is in good condition, free from holes, is even and not slippery? Yes No

Are you satisfied that staircases, walkways and fire exits are always kept free of obstructions,which could cause a person to trip or fall?

Yes No

Are you satisfied that all staircases to the premises are well constructed with a handrail providedon at least one side?

Yes No

Are you satisfied that all shelving and racking units are well made and strong enough for theloads placed on them?

Yes No

YOUR POLICIES

THE WORK PLACE

Are you satisfied that all shelving and racking units are well made and strong enough for theloads placed on them?

Yes No

Are you satisfied that your premises are provided with safe means of reaching heights such as astepladder of Kick-stool?

Yes No No, there are no high shelves

Does the premises have a mezzanine floor or high level storage area which people must access?Yes No

If YES, are your mezzanine floor(s) or high-level storage area(s) fitted with two guardrails, withone at waist height?

Yes No

Are there kickboards? Yes No

Are you satisfied that windows higher than the ground floor can be opened without danger? Yes No

Do you have a safe system of work for window cleaning?Yes No

See Workplace Health, Safety and Welfare Section

Work related stress may be reduced if identified and controlled

Do you monitor potential causes of work places stress? Yes No

Do any staff regularly use a computer? Yes No

If YES, have computer workstations been formally assessed? Yes No

If YES, do you provide:

Suitable desks with enough room for all the equipment? Yes No

Modern, fully adjustable 5-point chairs? Yes No

Enough room around each desk? Yes No

Monitors with adjustable controls Yes No

Suitable keyboards or mouse controls? Yes No

Computer equipment which is adjustable in height, tilt & layout? Yes No

Free eye-tests with an optician? Yes No

Regular breaks for staff away from the screen? Yes No

Adequate lighting, free from glare or distracting reflections? Yes No

Information to staff about problems of poor posture & fatigue? Yes No

See Display Screen Equipment Section

VISUAL DISPLAY UNITS

WORK RELATED STRESS

ELECTRICITY

Are there any people who must carry heavy goods or awkward items such as stationery orstock deliveries, packs of brochures, mail room packages, water bottles or items of workequipment.

Yes No

If YES, have these manual handling tasks been adequately assessed, taking into considerationthe task, the load, the environment and the person(s) doing the work?

Yes No See Manual Handling Section

Do you have sufficient toilets for male, female and disabled members of staff?

Yes No

Do you have sufficient hand washing facilities? Yes No

Do you provide drinking water? Yes No

Do you provide a staff room or rest area with seating? Yes No

Is it possible for staff to make a hot drink? Yes No

Are there any restrictions on smoking at work? Yes No

See Workplace Health, Safety & Welfare Section

Do you know which accidents are legally required to be reported to the EnvironmentalHealth department on form F2508?

Yes No

Do you have an accident book or similar accident record system?Yes No

See Reporting of Accidents Section

Do you have a first aid kit at the premises? Yes No

Is there one or more trained first-aiders? Yes No

Is there one or more appointed persons trained to seek medical help in an emergency situation? Yes No

See First Aid Section

Is your portable electrical equipment (any appliance fitted with a plug) regularly maintained & tested? Yes No

Has the electrical installation been inspected within the last five years?

Yes No See Electricity at Work Section

MANUAL HANDLING

WELFARE

ACCIDENTS

Have staff been trained about the action to be taken on discovering a fire or when a warningof a fire is given?

Yes No

Do you provide portable fire extinguisher(s) at the premises?Yes No

Have you carried out your fire risk assessment?Yes No

Do you use or store harmful substances such as those labelled as toxic, harmful, irritant orcorrosive?

Yes No

If yes, have you completed a suitable and sufficient assessment?Yes No

Do you have showers; water features etcYes No

If yes are you satisfied that you are taking steps to control legionella bacteria?Yes No See COSHH Section

Are you satisfied that all dangerous parts of work equipment are adequately guarded?Yes No

Are you satisfied that people who use work equipment have received adequate safetytraining?

Yes No

Is your lift thoughly examined by a lift engineer every six months?

Yes No No, there are no lifts

Have you ensured that ladders etc are suitable for the tasks intended?Yes No

Have you ensured that ladders etc. are the correct height for areas to be reached, and have suitable handrails where necessary?

Yes No Do ladders undergo regular checks for wear and damage etc?

Yes No

FIRE PRECAUTIONS

HARMFUL SUBSTANCES

WORK EQUIPMENT

LADDERS & ACCESS

Do you have equipment powered by bottled gas (LPG cylinders)?Yes No

If YES, are the full and empty gas bottles or LPG containers stored correctly?Yes No

Do you have gas appliances such as boilers at the premises?Yes No

IF YES, are your gas appliances maintained and tested by a CORGI registeredgas fitter at least yearly?

Yes No See LPG Section

Do you consult employees about matters which affect their health and safety?Yes No

Do all new employees receive health and safety induction training?Yes No

Do all existing staff receive refresher health and safety or job safety training?Yes No

Are all staff trained in emergency evacuation procedures?Yes No

Date by which action should be taken:

Assessor’s name:

Signature:

Date for audit reassessment:

GAS AND LPG APPLIANCES

TRAINING AND CONSULTATION

70

Advisory Concilation & ArbitrationService (ACAS)Public Enquiry PointBristolTel: (0117) 9744066

Avon Fire BrigadeYate Fire Station, Station Rd,Yate, South Gloucestershire BS37 4BETel: (01454) 318902Fax: (01454) 323275

Business Development SectionSouth Gloucestershire CouncilCouncil Offices,Castle Street, Thornbury, BS35 1HFTel: Kevin Chidgey (01454) 864950Fax: (01454) 863886

Chamber of Commerce Business Link West8 Badminton Rd, Downend, BS16 6BQTel: 0117 910 9200

Education Welfare Service (employment of children)Bowling Hill, Chipping SodburySouth Gloucestershire, BS34 6JXTel; (01454) 863377Fax: (01454) 863263

EMASHealth and Safety ExecutiveGovernment BuildingsTy Glas, LlanishenCardiff CF14 5SHTel: 02920 263000

Employment TribunalThe Crescent CentreTemple Back, Bristol BS1 6EZTel: (0117) 929 8261

Filton Econet, Filton College, Bristol BS34 7ATTel: (0117) 909 2260Fax: 0117 909 2308www.filtoneconet.co.uk

Health & Safety Executive (SW)Pithay Bristol BS1 2NDTel: (0117) 9886000Fax: (0117) 926 2998

HSE InfolineCaerphilly Business ParkCaerphilly CF83 3GGTel: 0845 345 0055Fax: 0845 408 9566Minicom: 0845 408 9577E-mail: [email protected]

USEFUL ADDRESSES

South Gloucestershire CouncilCouncil Offices, Castle Street, Thornbury, South Gloucestershire BS35 1HF

Tel: (01454) 863490 or fax: (01454) 863484

or

Civic Centre, High Street, Kingswood, South Gloucestershire BS15 9TRTel: (01454) 863557 or Fax: (01454) 863772

71


Her Majesty’s Stationery Office (HMSO) BookshopSouthey House, 33 Wine StreetBristol BS1 2BUTel: (0117) 9264306

HSE BooksPO Box 1999, SudburySuffolk, CO10 6FSTel: (01787) 881165 (Hse priced and freepublications)

Institute of Occupational Hygienists(IOH)Suite 2, Georgian HouseGreat Northern Road, Derby ED1 1LT(01332) 298087 (provides a directory ofoccupational hygienists).

Institution of Occupational Safety andHealth (IOSH)The Grange, Highfield DriveWigston, Leicestershire LE18 1PPTel: (0116) 2573199 (provides a registerof safety practitioners)

National Examination Board inOccupational Safety & Health(NEBOSH)The Grange, Highfield DriveWigston, Leicestershire LE18 1PPTel: (0116) 2634700 (provides details ofnationally recognised safety courses)

Royal Society for the Prevention ofAccidents (ROSPA)Egbaston Park, 353 Bristol RoadBirmingham B5 7STTel: (0121) 2482000

The Chartered Institute ofEnvironmental Health (CIEH) Chadwick Court, 15 HatfieldsLondon SE1 8DJTel: 020 7928 6006

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The Professional Catering Agency

Permanent & Temporary Placements

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Chefs • Silver Service • Bar Staff • General Assistants

Kitchen Porters • Cleaners • Managers

Bristol 0117 925 2555 Fax 0117 925 2444www.cpwhotcats.co.uk

1-2 St Augustines Parade 2nd Floor Bristol BS1 4XJ

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Business Planand Licensing

Stocktaking

Accounting Services

Risk Assessment

ConsultancyServices

Melrose Associates, 24 High Street,Thornbury, Bristol. BS35 2AH

Tel: 01454 419262 Fax: 01454 850903Email: [email protected]: www.pubcare.co.uk

Published by Health, Safety and Food Team, South Gloucestershire Council.Produced by Priory Publications, Hassell Street, Newcastle-under-Lyme, ST5 1AX. Tel: 01782 711500 T03 Del/11/08

14

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