Health and Safety Handbook · inspection • Fairness and consistency • Advice and information...

Healthand SafetyHandbook2010

www.winchester.gov.uk

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Environmental Health ServiceEnvironment DivisionWinchester City CouncilCity OfficesColebrook StreetWinchesterHampshire SO23 9LJ

Telephone: (01962) 840222Fax: (01962) 840586

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1, Pearman Drive, Andover,Hampshire SP10 2SB

Tel: 01264 361130Fax: 01264 393714

www.mstsolutions.co.ukE: [email protected]

MST Solutions Ltd provides yourindustry with:

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� Office & Workshop audits� Senior management, supervisory

& operative training� CDM Co-ordinator role� Health & Safety policy and

associated documentation� Advisory Service

Not here to dull your cutting edge,just to help you handle it safely

[email protected]

11, Larch CloseKings WorthyWinchester, SO23 7NE

01962 884814

01962 623158

www.safetylaw.co.uk

CDM-C, Construction Site ServicesIncident Reporting

Training, Property InspectionsGeneral Health and

Safety Administration4

Foreword . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

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

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

Information, Instruction and Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Management of Health & Safety at Work Regulations 1999 . . . . . . . . . . . . . . . . . . . . 14

Risk Assessment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Skin Cancer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Topic Based Inspection and Relevant Legislation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Manual Handling Regulations 1992 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

The Display Screen Equipment Regulations 1992. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

Slips and Trips at Work. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

The Work at Height Regulations 2005 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

Workplace Transport. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

Work-related Stress. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

The Workplace (Health, Safety & Welfare) Regulations 1992. . . . . . . . . . . . . . . . . . . . 37

Control of Substances Hazardous to Health Regulations 2002 . . . . . . . . . . . . . . . . . . 41

The Control of Noise Regulations 2005 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44

Personal Protective Equipment at Work Regulations 1992 . . . . . . . . . . . . . . . . . . . . . 45

The Health and Safety (First-Aid) Regulations 1981 . . . . . . . . . . . . . . . . . . . . . . . . . . . 47

Reporting of Injuries, Diseases and Dangerous OccurrencesRegulations (RIDDOR) 1995 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50

Provision & Use of Work Equipment Regulations 1998 (PUWER) . . . . . . . . . . . . . . . . 52

Lifting Operations and Lifting Equipment Regulations 1998 (LOLER). . . . . . . . . . . . . 55

Electricity at Work Regulations 1989. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59

Liquefied Petroleum Gas (LPG) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60

Asbestos . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 61

The Control of Asbestos at Work Regulations 2006 . . . . . . . . . . . . . . . . . . . . . . . . . . . 62

Fire Safety . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63

Working Time Regulations 1999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65

Self Audit Assessment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67

Useful Addresses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 72

CONTENTS

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Regular house & office cleansOne off spring cleans

End of let cleansEnd of build cleans

Fully insured

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1st Klas Cleaning Services

Office: 01489 892081 Mobile: 07777 618974Email: [email protected]

Decorating and Property Maintenance Services

Interior & Exterior • BuildingMaintenance • Commercial Contracts

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FROM SURVEY TO COMPLETION

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Commercial ContractorsOver 30 yearsexperience

023 8026 6666FWJ Ltd 27b, Hursley Road, Chandlers Ford

Eastleigh SO53 2FS

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tel: 01962 883 322fax: 01962 883 358

email: [email protected]

Westbourne Southern Ltd, Unit 2, The Foundry, London Road,

Kings Worthy, Winchester SO23 7QN

design - fit out refurbishment - restoration

new build

26F

This guide has been prepared by thehealth and safety specialists within theEnvironmental Services team of theEnvironment Department of WinchesterCity Council. It aims to help youunderstand your responsibilities forhealth and safety - not only for yourselfand your employees, but also to yourcustomers. It is a convenient first pointof reference for anyone who wishes tolearn more about health and safety.

The City Council believes that a safebusiness is an efficient business.Although Environmental Health staffhave responsibilities to enforcelegislation, we are also there to adviseand work in partnership with businessesin order to provide safe and healthyworkplaces. By reading this guide, youare already taking an important step inimproving the safety performance ofyour business. This will help to reduceaccidents and absenteeism, which willsave valuable resources and contributetowards making your business morecompetitive.

The information included in this guide isby necessity, quite brief, and readersshould always refer to specific guidanceand the legislation where appropriatefor more detailed guidance.

If, after reading the guide, you wouldlike further specific advice, or have anyqueries, please do not hesitate tocontact my staff on 01962 840222.

Robert HeathcockHead of Environment

FOREWORD

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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 will tellyou what you are required to do by law.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 safetylegislation, the inspector will decide whataction to take. The action will depend onthe nature of the breach.

Informal Notice – In the form of lettersor premises inspection reports.Any correspondence will be sent as soonas practicable and, if appropriate, theinspector will tell the business at the timeof the visit when they should expect aletter. Where remedial action is required

the letter will set out what needs to bedone, why, within what period, and whatlegislation applies.

Improvement Notice – Where healthand safety legislation has been breachedthis notice requires you to put thingsright within a set time limit which will bediscussed with you.

Prohibition Notice – Requires you toimmediately stop doing something untilthings are put right. This would only beissued if the inspector considers there tobe a risk of serious injury.

The inspector will follow up on any noticeto check what has been done. Failure tocomply is a serious offence and may leadto prosecution. Health and Safetylegislation gives the courts considerablescope for punishing offenders anddeterring others. Failure to comply withan improvement or prohibition noticecarries a fine of up to £20,000, or sixmonths imprisonment, or both. Highercourts may impose unlimited fines and insome cases imprisonment.

It is of no benefit to an organisation, nomatter how large or small, to simply thinkthat once an inspector is satisfied andgoes away, everything can return to howit was previously. Health and safety is anissue that will not simply go away. It is alegal duty on all employers andemployees alike and it needn’t cost theearth.

ENFORCING HEALTH AND SAFETY LAW

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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 on anygrounds

• 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 with theinspector’s action.

Winchester City Council’sEnforcement PolicyThe Council’s policy regarding theenforcement of health and safety at workis as follows:

Policy:

“To provide a system of inspection andaccident investigation sufficient todischarge the City Council’s statutoryresponsibility for health and safetyenforcement.”

In order to ensure that the policy isfulfiled, a number of specific objectiveshave been set which are as follows:

1. To inspect and categorise all premiseswhich are in an obvious or apparenthigh risk category.

2. To revisit the premises in 1 above andtake such legal or other action as isrequired to effect any necessaryimprovements.

3. To respond to all requests for servicewithin 3 working days and institute anylegal action or advice within 10 days.

4. To investigate within 24 hours, allserious accidents and dangerousoccurrences notified to the CityCouncil and instigate all necessarylegal and advisory action to ensure, asfar as practicable, removal of theconditions causing the accident ordangerous occurrence.

5. To check commercial planning andbuilding regulation applications andprovide advice and guidance toapplicants on health and safetyaspects.

6. To identify and categorise all premiseswhich are considered to be in amedium or low risk category andinspect them at frequencies which arecommensurate with the risk.

The policy and objectives are included inthe Department’s Business Plan.Performance monitoring of the service isalso undertaken to ensure that theseobjectives are met.

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F

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 of safeplant and systems of work and coversall 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. Considerspecific training needs with particularreference to processes and activitieswith 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 health and

safety of others, i.e. other employees ormembers 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 protect theirhealth, safety and welfare.

Further informationHealth and Safety Law – What you need toknow.http://www.hse.gov.uk/pubns/law.pdfISBN 9780717663149

Health and Safety PolicyIt is a legal requirement for anyorganisation employing five or morepeople to have a written policy for healthand 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 and thatwork activities will not harm others

• 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 safety objectives.

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 and 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 about risksand health and safety measures;

– Instruction means telling people whatthey should do; and

– Training means helping them learnhow to do it which 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 needs tobe assessed periodically to ensurecontinued compliance

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

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

• Inform employees about health andsafety legislation. Include addresses ofthe enforcing 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 on hazardsand health and safety matters in theworkplace. They are legally entitled toappoint safety representatives to act ontheir behalf to discuss health and safetymatters with their employer. They arelegally bound to bring matters whichaffect their health & safety to yourattention. Consultation has to be in goodtime which means that the employershave to provide employees or theirelected representatives, with thenecessary information and give themtime to discuss the matter and expresstheir opinions before a decision isreached.

Further information:Consulting workers on health and safety.Safety Representatives and Safety CommitteesRegulations 1977 (as amended) and Healthand Safety (Consultation with Employees)Regulations 1996 (as amended).

http:/www.hse.gov.uk/pubns/indg232.pdfISBN 9780717663118 ~I146

INFORMATION, INSTRUCTION AND TRAINING

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These regulations reinforce the provisionsof the Health and Safety at Work etc. Act1974 and introduce measures toencourage improvements in health andsafety at work, mainly through effectivemanagement. The main requirements areplaced on employers but employees andself-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 significant findings. This isan extension of the requirement tohave a safety policy.

• To make provisions for organising,controlling, monitoring and reviewingall the preventative and protectivemeasures that the 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 employees areprovided with appropriate healthsurveillance when a risk is identified.

• Where the workplace is used incommon with other employers, to co-operate and communicate withthem on health and safety matters.

N.B. Employers may appoint one or morecompetent persons to carry out theirduties, but overall responsibility remainswith them.

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

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 to theemployer.

• 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 working environmentfor themselves and any others whomay be affected by their workpractices.

Further information:L21 ISBN 0717604128 Management of Healthand Safety at Work Regulations 1999Essentials of Health and Safety at Work HSEBooks 1994 ISBN 9780717661794Successful Health and Safety ManagementHSG 65 ISBNO 7176 7 1997

MANAGEMENT OF HEALTH & SAFETY AT WORK REGULATIONS 1999

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Risk Assessment is the systematicexamination of a work activity to identifyany hazards involved and the likelihoodof those hazards causing harm. All workactivities should be assessed.

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

Risk is the likelihood that someone willbe harmed by the hazard.

An effective risk assessment will:

Identify hazardsThink about what could go wrong at eachstage of a work activity, ignore the trivialand concentrate on what could causeserious harm. Consider non-routineactivities such as maintenance work,loading and unloading operations andvehicle movements.

Identify those at riskEnsure that you consider all groups ofemployees and others who might beexposed (e.g. contractors, maintenancemen, 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 determinewhether or not you need to do more toreduce the risk. Even after all precautionshave been taken some residual risk

usually remains. What you need to decidefor each hazard is whether your controlmeasures are sufficient. Significantfindings of your risk assessments shouldbe passed on to your employees. If youhave five or more employees you mustrecord the significant findings (i.e.hazards and conclusions). If there is anysignificant change in work practice (i.e.new machines, substances, procedures)these should be added to the assessmentto take account of the new hazards. It isalso good practice to monitor and reviewthe assessments from time to time tomake sure that the precautions are stillworking effectively, particularly if anincident occurs.

N.B – A special risk assessment for youngpersons (under 18) must be made beforethey start work taking into account theirpossible lack of awareness, inexperienceand immaturity. Information should beprovided to parents of school agechildren about the risks involved in theirwork and the controls in place prior tothem starting work.

Employers are required to take intoaccount particular risks to new andexpectant mothers when assessing risksin their work activity.

Further information:5 steps to risk assessment INDG 163W/EREV2.http://www.hse.gov.uk/pubns/indg163.pdf

RISK ASSESSMENT

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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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SKIN CANCER

Skin cancer is caused by the ultraviolet(UV) rays in sunlight.

If you are an employer or managerresponsible for people whose work keepsthem outside for most of the day youshould carry out a risk assessment andconsider how to reduce the health riskassociated with sun exposure.

What are the Risks?In the short term:

• sunburn can blister your skin andmake it peel, but even mild reddeningis a sign of skin damage.

In the long term:

• the most serious effect of overexposure to the sun is the increasedrisk of developing skin cancer. Othereffects include premature ageing ofthe skin.

Who is at Risk?People with pale skin, especially thosewith fair or red hair, lots of freckles orwith a family history of skin cancer.People whose work keep them outdoorsfor long periods, such as:

• Greenkeepers

• Farm workers

• Gardeners

• Construction workers

• Outdoor activity workers

As an employer you can;Include sun protection advice in routinehealth and safety training. Inform workers

that a tan is not healthy – it is a sign thatskin has already been damaged by thesun.

Consider scheduling work to minimiseexposure.

Ensure workers remain covered up duringthe summer months – especially at lunchtime when the sun is at its hottest. Theycan cover up with a long sleeved shirtand a hat with a brim or flap thatprotects the ears and neck.

If tee-shirts are worn encourage workersto use sunscreen of at least (SunProtection Factor) SPF 15 on any part ofthe body that remains exposed and toapply as directed on the product.

Encourage workers to take their breaks inthe shade.

Site water points and rest areas in theshade.

Encourage workers to drink plenty ofwater to avoid dehydration.

Encourage workers to check their skinregularly for unusual moles or spots thatchange in shape, size or colour and toseek medical advice promptly if they findanything that causes concern.

Further information:

more information on skin cancer is availableon Cancer Research UK’s Sunsmart website atwww.sunsmart.org.uk and

Both free and priced publications on sunprotection can be found at HSE bookswebsite www.hse.gov.uk

20

The Health and Safety Commission hasprioritised five areas to be taken intoconsideration during each inspection.Employers should also focus on thesepriorities as they cause the most injuriesand 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 result inpain, 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 altogether forexample: 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 carried out to determine whetherthere is a risk of injury and if so whetherthat risk can be reduced.

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

Who should carry out theAssessment?In the majority of cases employers shouldcarry out the assessment or delegate to amember of staff within the business.Employees, their safety representatives

and safety committees should beencouraged to take part in theassessment process. It may sometimes beuseful to seek specialist help fromoutside to provide training to in-houseassessors, or give advice where themanual handling risks are particularlydifficult to assess.

How detailed should the Assessment be?This will depend on the type of activity.The assessor will need to look at theoverall manual handling that theemployee is required to perform.Significant findings of the assessmentshould be recorded and the records kept.

The following is a checklist for safemanual handling:• Before attempting to lift a load, assess

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

• Stand correctly with a straight backand your chin tucked in. Stand close tothe load you are going to lift. Liftingwith a bent back can be four timesmore 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 use yourlegs, not your back, as the liftingpower.

MANUAL HANDLING OPERATIONS REGULATIONS 1992

22

• Make sure you have a good grip onthe load before lifting and don’tchange your grip whilst carrying.

• Don’t allow the load to obstruct yourfield of vision - 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 9780717606931.

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 VDU usersactually suffer ill health as a result of theirwork.

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, headaches and mental stress.

Problems encountered when workingwith VDUs can often be avoided by goodworkplace design 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 risks relateto physical problems, visual fatigue andmental stress.

A useful VDU checklist can bedownloaded from the HSE website:http://www.hse.gov.uk/pubns/priced/vdu-workstation.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. Thecharacters on the screen must be welldefined 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 wrists of theuser. The symbols of the keys must be

HEALTH AND SAFETY (DISPLAY SCREEN EQUIPMENT)REGULATIONS 1992

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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 must beadjustable 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 andglare from windows and other sourcesmust be eliminated. Windows should befitted with a suitable system of adjustablecoverings to control the daylight that fallson the work station.

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

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

Daily Work Routine of UsersWhenever possible, work at displayscreens should consist of a mixture ofscreen based and non-screen based

work. When this is not possible deliberatebreaks or pauses must be introduced.

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 must alsoprovide 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 be adequatelytrained and informed of health and safetyaspects relevant to their work stations.

Further Information :-

Display Screen Equipment Work Health andSafety (Display Screen Equipment) Regulations1992 (as amended).

Guidance on the regulations L26 ISBN9780717625826.

The law on V.D.U’s An Easy Guide How toComply With the Health & Safety (DisplayScreen Equipment) Regulations 1992 HSG90ISBN 9780717626021.

Working with VDU’s INDG36REV3W/E ISBN9780717662425.

http://books.hse.gov.uk/use/public/saleproducts.jsf

25

Over a third of all major injuries reportedeach year are caused as a result of a slipor trip (the single most common causeof injuries at work). A goodmanagement system will help you toidentify problem areas, decide what todo, act on decisions made and check thatthe steps taken have been effective.

Getting the workplace conditions rightfrom the start will make dealing with slipand trip risks easier.

Choose only suitable floor surfaces andcoverings avoiding smooth floors in areasthat will become wet/contaminated (suchas kitchens and entrance halls). Ensurelighting levels are sufficient, properly planpedestrian and traffic routes and avoidovercrowding.

Train workers in the correct use of anysafety and cleaning equipment provided.Cleaning methods and equipment mustbe suitable for the type of surface beingtreated. Take care not to createadditional slip or trip hazards whilecleaning and maintenance work is beingcarried out 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 bemonitored.

Lighting should enable people to seeobstruction and potentially slippery areas,so they can work safely. Replace, repair orclean lights before levels become too lowfor safe work. Floors need to be checkedfor loose finishes, holes and cracks, wornrugs and mats.

Obstructions and objects left lyingaround can easily go unnoticed andcause a trip. Keep work areas tidy and ifobstructions can’t be removed, warnpeople using signs or barriers. Be carefulof projections at low level that can trippeople, particularly the elderly or thosewith poor eyesight.

Footwear can play an important part inpreventing slips and trips. This isespecially important where floors can’t bekept dry. Employer’s should providesuitable footwear if it is necessary toprotect the worker’s safety.

Further Information:

Slips and Trips eLearning packagehttp://www.hse.gov.uk/slips/step/index.htm

SLIPS AND TRIPS AT WORK

26

These Regulations apply to employers,the self-employed and anyone who worksat height. They are relevant whereverthere is a risk of a fall at work liable tocause 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 a person could beinjured falling from it, even if it is at orbelow ground level. ‘Work’ includesmoving around at a place of work (exceptby staircase in a permanent workplace)but not travel to or from a place of work.For example, a sales assistant on astepladder would be working at heightbut the Regulations would not be appliedto a mounted police 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 or leadershipin caving or climbing by way of sport,recreation, team building or similaractivities. If you are an employee orworking under someone else’s controlRegulation 14 states you must:

• report any safety hazard to them

• use the equipment supplied (including

safety devices) properly, following anytraining and instructions (unless youthink it would be unsafe, in which caseyou should seek further instructionsbefore continuing).

You need to take account of:

• Working conditions and personal riskto employees

• The distance that work equipment hasto 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, oractivities from some of the regulationsrelating to guardrails and the like, butyou will have to show that there is no riskto anyone’s health or safety.

What you must do as an employerOverriding principle: You must do all thatis 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 wherever possiblee.g. long handle cleaning systems

2. Use work equipment or other measuresto prevent falls where they cannot

THE WORK AT HEIGHT REGULATIONS 2005

27

avoid working at height e.g. high levelpickers or tower scaffolding

3. Where they cannot eliminate the risk ofa fall, use work equipment or othermeasures to minimise the distance andconsequences of a fall should oneoccur such as a personal fall arrestharness.

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 iscarried out is 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 carried out atheight if it is safe and reasonablypracticable to do it other than atheight

• ensure that the work is properlyplanned, appropriately supervised,and carried out in as safe a way as is

reasonably 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 should theyfall.

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 would meanthat it is not reasonably practicable forthe worker to carry out the work safely(taking into account the demands of thetask, equipment and workingenvironment).

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. If precautionsdo not entirely eliminate the risk of a falloccurring, you must do all that isreasonably practicable to minimise thedistance and effect of a fall.

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 working conditionsand risks to the safety of all those atthe place where work equipment is tobe used.

• ensure that all equipment, temporarystructures (e.g. scaffolding) and safetyfeatures comply with the detailedrequirements of schedules 2 to 6. ofthe 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 the workerto carry out the work safely, having regardto the demands of the task, equipment,or working environment. Should anyonework on or near a fragile surface youmust:

• 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 by anythingfalling. You must ensure that nothing is:

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

• stored in such a way that its movementis likely to injure anyone.

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If the workplace contains an area in whichthere is a risk of someone being struck bya falling object or person, you mustensure that the area is clearly indicatedand that (as far as reasonably practicable)unauthorised persons are unable to reachit.


Work at Height Regulations 2005 SI 2005/735The Stationery Office 2005 (Available onlineat: www.opsi.gov.uk/si/si2005/20050735.htm

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

Lifting Equipment and Lifting OperationsRegulations 1998 SI 1998/2307 The StationeryOffice 1999 ISBN 0 11 079598 9.

Construction (Health, Safety and Welfare)Regulations 1996 SI 1996/1592 The StationeryOffice 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 by employers,employees, self-employed people orvisitors in any work setting (apart fromtravelling on public roads), for example:cars, vans, lift trucks, heavy goodsvehicles and dumpers should be usedsafely.

Identify HazardsLook at each of the work activitiesassociated with vehicles at the workplace,for example the arrival and departure ofvehicles, their movement within theworkplace, loading and unloading.Consider what the dangers are and whatis causing them. For example: Is there adanger of people being struck or runover by vehicles and what is the cause?

Is there a 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 each ofthe hazards, then for each hazard,evaluate the risk and assess whetherexisting precautions are adequate orwhether further precautions are required.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 CHECKLISTA printable checklist is available from theHSE website at:https://www.hse.gov.uk/forms/transport/wtchk1.pdf

THE WORKPLACE

Check that the layout of traffic routesare appropriate 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 for allparking needs?

• Do the vehicle routes avoid sharp orblind bends?

• Is there scope for introducing aoneway system on vehicle routeswithin the workplace to reduce the riskof 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 where necessary,e.g. to indicate the right of way atroad 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 from buildings,road humps to reduce vehicle speedsor barriers to keep vehicles andpedestrians apart?

THE VEHICLES

Check that vehicles at your workplace aresafe and suitable for the work for whichthey 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 environments?

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

• Is there a need for driver protectionagainst injury in the event of anoverturn and to prevent the driverbeing hit by falling objects?

Check that the vehicles are subject toappropriate maintenance procedures. Forexample:

• Do drivers carry out basic safetychecks before using vehicles?

• Is there a regular preventivemaintenance programme for eachvehicle, carried out at predeterminedintervals 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 previous experienceof your drivers and test them to ensurethat they are competent?

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

• Do you have a planned programme ofrefresher training for drivers and otheremployees to ensure their continuedcompetence?

32

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

• 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 work ontime 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 and otheremployees, including contractors andvisiting drivers, aware of the site rulesand aware of their responsibilities interms of maintaining a safe workplaceand safe 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 are clearto both drivers and pedestrians?

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

• Is there a need for a signaller(reversing assistant) to direct reversingvehicles?

• 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 involved inthe operation?

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

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

33

• Is this activity carried out so that, as faras possible, the load is spread evenlyto avoid the vehicle or trailerbecoming unstable?

• Are checks made to ensure that loadsare secured and arranged so that theycannot move around, such as slidingforward if the driver has to brakesuddenly or sliding off if the vehiclehas to 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 to healthand safety ISBN 978-0-7176-6225-8 HSG76

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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 as depression,nervous breakdown and heart disease.

It is an employer’s legal duty to makesure that their employees are not made illby their work. Where stress is caused ormade worse by work and could lead to illhealth, you must assess the risk. A riskassessment 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 intervalsand/or whenever you think that it may nolonger be valid. You must make sure thatyou involve your employees – includingTrade Union safety representatives wherethey have been appointed at every stageof the assessment process.

You are not under a legal duty to preventill health caused by stress due toproblems outside work, e.g. financial ordomestic worries. But nonwork problemscan make it difficult for people to copewith the pressures of work and theirperformance 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 in planningand organising their own workload

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

• Be approachable – create anatmosphere where people feel it is OKto talk to you about any problems theyare 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


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

WORK-RELATED STRESS

35

or important jobs

• Make sure individuals are matched tojobs, provide additional training forthose who need more, increase thescope of jobs for those who are over-trained

• Make sure other workplace hazardssuch as noise, harmful substances and

• the threat of violence, are properlycontrolled

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 problemsshould be 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 with staff

• Provide effective support for staffthroughout the process

Role


• Staff feeling that the job requires themto behave in conflicting ways at thesame time

• Confusion about how everyonefits in


• Talk to people regularly to make surethat everyone has clearly definedobjectives and responsibilities linkedto business objectives and training onhow everyone fits in

Support and the individual


• Lack of support from managers andco-workers

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


• Support and encourage staff, evenwhen things go wrong

• Encourage a healthy work-life balance

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

• Take into account that everyone isdifferent and try to allocate work so

36

that 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, if youcan. If a period of sick leave isrecommended, keep in touch with theemployee. Remember that they may beable to return to work to do part of theirjob, work reduced hours or a differentjob, before returning to their old one. Tryto be flexible! Dismissal is not an easyway out and if you don’t act reasonably indismissing an employee, they could claimthat this was unfair. Finally, bear in mindthat if one of your employees is sufferingfrom work-related stress, there may beothers also experiencing stress at work.


http://www.hse.gov.uk/stress

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These Regulations apply to all places ofwork.

What is a Workplace?Any premises other than a domesticdwelling made available to any person asa place of work and includes any placewithin premises to which that person hasaccess e.g. lobby, corridor, stairs, loadingbay, restrooms, private roads etc. Thefollowing 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 etc. all of whichshould be in accordance with currentsafety standards and without hazard.

Where any work surface is above groundlevel, precautions must be taken toprevent persons falling. Where there arevehicles and pedestrians arrangementsshould be made, where ever possible, toseparate them.

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

For clarification on emergency lightingplease contact Hampshire Fire & Rescue,tel: 01962 859457 www.hantsfire.gov.uk.

VentilationSuitable and sufficient ventilation must beprovided to all enclosed places of workeither by natural or mechanical means.Workers should not be subject touncomfortable draughts.

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

TemperatureThe temperature in workrooms should bereasonably comfortable without the needfor special clothing. Where this isimpracticable, all reasonable steps shouldbe taken to achieve a temperature, whichis as close as possible to comfortable.This should be at least 16°C for sedentarywork; a lower temperature of 13°C can beacceptable for work which involvesphysical effort. If the temperature isuncomfortably high then steps should betaken to reduce the heat. Any means ofheating provided must be safe. There isno maximum 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

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The floors and surfaces of all trafficroutes, shall have no holes or slopes, orbe uneven or slippery so as to exposeany person to a risk to their health & safety. Traffic routes and stairs shall bekept free of obstructions and stairs provided with suitable handrails.

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 Translucent Doors,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 sothat it is not possible to mistakenly walkinto them. It should be possible to reachand operate the control of openablewindows, skylights and ventilators in asafe manner. Suitable provision should bemade so that windows and skylights canbe cleaned safely.

Drinking waterA supply of wholesome drinking waterand suitable cups must be provided.

Rest facilitiesRest rooms should be provided to allowemployees to take breaks and eat food,etc. away from the work area. Facilitiesmust also be provided for pregnantwomen and 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. The followingshould be considered when reviewingyour storage arrangements:

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

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

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

• Make sure there is a safe way forassessing loads on racking and thatany ladders or steps used areappropriate and in good repair.

• Store heavy items as near to floor levelas possible.

41

• 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).


42

46

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Grease control:A system for grease conversion prior todischarge into the foul drainage.

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These regulations are designed toprevent people at work and any otherperson being exposed to substances thatare 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 via cuts.

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

Employees may be exposed to risks tohealth from hazardous substances duringnormal use or as a result of accidentsinvolving spillages, breakages or poorstorage methods.

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

irritant, corrosive or harmful.

• A substance assigned an occupationalworkplace exposure limit.

• 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 often foundat work:• Bleach, oven cleaner or clinical wastes

found in nursing or care homes.

• 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 those usedfor cleaning beer 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 the exposureof persons to them. This should only bedone by a competent person. The personcarrying out the assessment will have toconsider, not just how a substance isused, but how it is stored or handled andwhether substances, e.g. hazardousfumes, are given off from any processcarried on in the business. The assessorwill have to have all the necessaryinformation, training and knowledgeavailable. They can be ‘in house’ or wherespecial circumstances exist, may have tobe a specialist consultant.

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?

CONTROL OF SUBSTANCES HAZARDOUSTO HEALTH REGULATIONS 2002 (COSHH)

43

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• 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 being exceeded?

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

• If these precautions fail, what exposureis 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 given information,instruction and training regarding thenature and risk to health of substancesthat they use and the precautions thatthey must take to prevent them beingexposed to these risks. There are furthermore specific requirements in theregulations, e.g. records of maintenanceand health surveillance where employeesare exposed 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 in afine spray of airborne water containingthe bacteria. The condition begins with ahigh 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 is

increased. 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, particularlywhere aerosols are formed. Thesesystems can be air conditioning, coolingtowers, whirlpool spa baths, industrialsprays or even showers and fountains.Adopting simple precautions reduces therisk and they are based on temperaturecontrol, preventative maintenance,cleaning and disinfection, design ofsystems, alteration of operatingconditions and replacement 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 ofoccupational disease such as Hepatitis orDermatitis should also be included in theCOSHH assessment 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).

45

These regulations set out a basicframework to protect people againsthealth risks from excessive noise at work.Exposure to high noise levels can causeincurable hearing damage involving lossof hearing ability, possibly made worse bypermanent tinnitus (ringing in the ears),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 distance oftwo 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 control

equipment and training for those likely tobe exposed.


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 levels andwhere necessary, ensure that:

1. you provide employees withinformation and training on how to usenoise control equipment

2. you establish ear protection zones andsuitable ear protectors are available toemployees

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 use them.Enforce the use of ear protection.

THE CONTROL OF NOISE REGULATIONS 2005

46

These regulations cover all aspects of theprovision, 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 and gloves.Weather proof and insulated clothing andhigh visibility jackets are also PPEbecause they help protect employeesfrom adverse weather and the risk ofbeing struck by moving vehicles. PPEshould be used only as a last resort, when

the employer cannot eliminate oradequately control the risks in otherways. If employees need PPE employersmust 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 one itemis worn it is compatible with otherequipment

• equipment carries a recognised orapproved standard ie CE mark

• provide employees with adequateinformation and training to use thePPE correctly. Check regularly that it isused. 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, materialsor methods may require a re-assessment.

PERSONAL PROTECTIVE EQUIPMENT AT WORKREGULATIONS 1992

47

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48

Telephone for advice or booking 08700 10 49 50

Email your local St. John Ambulance

Hampshire: [email protected]

Dorset: [email protected]

www.sja.org.uk

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 of risk.If your employees work in a low riskworkplace (e.g. bank or library) youshould provide at least one first aider forevery 50 workers. In a more hazardouswork place (e.g. a factory or quarry) youwill need a larger number.

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

When deciding how many first aiders youneed you should take into account shiftwork and provision during holidays andsick leave.

What is an appointed person?An appointed person is someone who isauthorised to take charge of the situation(e.g. to call an ambulance) if there is aserious injury or illness. The person willact in the absence of a trained first aideror where a first aider is not required, i.e. asmall non-hazardous work area.Emergency first aid training should beconsidered for all appointed persons.

First aid trainingFirst aiders must have undertakentraining and obtained qualificationsapproved by the HSE. At present, first aidcertificates are valid for three years.Refresher courses must be started beforecertificates expire, otherwise a full coursewill 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 suffered andtreatment given. The records should bekept in a suitable place and should bereadily available. Certain injuries, diseasesand dangerous occurrences must bereported to the Incident Contact Centre.Please see page 51 for more 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 needed todeal with a specific hazard may be keptnear the hazard area or in the first aidbox.

THE HEALTH AND SAFETY (FIRST-AID) REGULATIONS 1981

49

Suggested Numbers of First-Aid Personnel.

First-aid personnel should be available wherever people are at work, based onassessments of risk and number of workers

Where there are special circumstances, such as remoteness from emergency medicalservices, shift work, or sites with several separate buildings, there may need to bemore first-aid personnel than set out below. Increased provision will be necessary tocover for absences.

Category of risk Numbersemployed

Suggested number offirst-aid personnel

LOWER RISKe.g. shops and offices, libraries

Fewer than 50

50 - 100

More than 100

At least one appointed person

At least one first aider

One additional first aider forevery 100 employed

MEDIUM RISKe.g. light engineering andassembly work, foodprocessing

Few than 20

20 - 100

More than 100


At least one first aider for every50 employed (or part thereof)


HIGHER RISKe.g. most construction,slaughterhouses, chemicalmanufacture, machinery orsharp instruments

Fewer than 5

5 - 50

More than 50


At least one first aider withextensive work in danger areas.


50

Guide to contents:• A leaflet giving general guidance on

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

• 20 individual sterile adhesive dressings(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 or creamsin the first-aid box. This list is asuggested contents list only;equivalent but different items will beconsidered acceptable.

You should inform employees, as part oftheir initial training and through noticesposted in conspicuous positions, wherethey can find the first aid equipment andpersonnel.

Further information

More detailed practical guidance oncomplying with your first aid duties has beenpublished by the Health and SafetyCommission First aid at work: Approved Codeof Practice and Guidance L74 1997 ISBN 07176 10500.

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

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

• any person is killed

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

• a specified major injury occurs to aperson at work

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

Report the following events, to theenforcing authority within 10 days via theIncident Contact Centre (ICC) if there isan accident connected with work and:

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

• 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, thumbs

or toes

• amputation

• dislocation of the shoulder, hip, kneeor spine

• loss of sight (temporary or permanent)

• loss of consciousness.

Examples of dangerous occur-rences:• failure of load-bearing parts of lifts and

lifting equipment

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

• electrical short circuit or overloadcausing fire or explosion.

Reporting accidents/incidents• notify the enforcing authority within 10

days via the Incident Contact Centre(ICC) at Caerphilly.

• use the appropriate forms (F2508) foraccidents and dangerous occurrencesand F2580A for diseases.

• Keep a record of all reportableaccidents, diseases and dangerousoccurrences with details of the date,time and place of the event, personaldetails of those involved and a briefdescription of the nature of the eventor disease.

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

52

ICC contact details• By phone: 0845 300 9923

• Internet: www.ridor.gov.uk

• Email: [email protected]

• By Post: Incident Contact CentreIncident Contact CentreCaerphilly Business ParkCaerphilly CF83 3GG

Accidents can also be reported directlyonline at:www.hse.gov.uk/riddor/online.htm

F2508 and F2508A forms can bedownloaded from the following websites:

www.riddor.gov.uk and www.hse.gov.uk


Everyone’s guide to RIDDOR 95 HSE31

RIDDOR Reporting: Information about thenew incident centre. MISC 310

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, ladders andinstallations such as scaffolding. Theregulations have been extended toinclude those people who controlequipment but may not use it i.e. hirecompanies. If work equipment is to beused by a member of the public forinstance, a garage tyre inflator or a lift ina shopping mall then PUWER is notapplicable, but other legislation applies.

Suitability of Work EquipmentWork equipment must comply withlegislation implementing any relevant ECdirectives e.g. on CE marking etc. It mustbe constructed or adapted so as to besuitable for the work undertaken. It mustalso be used in accordance with themanufacturers specification andinstructions.

Factors such as operator position,working heights and reach distancesneed to be assessed to protect theoperator from strains or other risks tohealth. Electrically powered equipment isnot therefore suitable for use in wet orflammable atmospheres unless designedfor the purpose. There should also besufficient space between any movingparts of the equipment and thesurrounds. All forms of energy should besupplied and used in a safe manner, forexample, a diesel lift truck must not be

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

MaintenanceWork equipment must be maintained inefficient working order and good repair.Hand tools should be checked fordamage by the employee prior to use.More complex equipment will normallybe accompanied by a manufacturer’smaintenance manual which will specifyany special maintenance procedures tobe carried out and when. Where there isa maintenance log it must be kept up todate. Whenever possible maintenanceoperations should be carried out whenthe work equipment is not in use. If this isnot possible appropriate measures mustbe taken to reduce the risk, for example,the provision of temporary guards orlimited movement, even a permit to worksystem.

Information, Instruction andTrainingAll users of work equipment andsupervisors must be adequately trained inits’ safe use and have the risks andcontrol measures brought to theirattention. Workers should have easyaccess to such information and be able tounderstand it.

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 such asjigs. For guards and protection devices tobe effective, operators must havesufficient training, instruction andinformation. Any guards or devices mustnever be abused or overridden.

Specific RisksWhere work equipment is likely to involvea specific risk to health or safety everyemployer shall ensure;

• the use of that work equipment isrestricted to those persons given thetask of using it and

• repairs, modifications, maintenance orservicing of that work equipment isrestricted to those persons who havebeen specifically designated toperform these operations.

• the persons designated to the abovetasks have received adequate trainingrelating to the operation

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 to

secure work equipment, for examplewith bolts or clamps. A ladder could beeither footed, tied or clamped.

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

Markings and WarningsWork equipment must be marked in aclearly visible manner with anyappropriate health and safety markings,for example stop and start controls,maximum rotation speeds of abrasivewheels, safe working loads for lifting

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equipment. A warning device must beprovided where a risk to safety or healthremains after other measures have beentaken. Warnings are usually in the formof a notice or devices giving a signal,typically a visual reversing light or audiblereversing alarm. Warnings must be clearand understood.

Employees carried on Mobile WorkEquipmentIf mobile work equipment is to be usedto carry people it must be suitable withproper seats where appropriate.Employees should be protected fromfalling out of the equipment and fromunexpected movement. There shouldalso be protection from items falling onthem where there is a risk.

Rolling over of Mobile WorkEquipmentEmployees must be protected if there is arisk of rollover. This could be provided bystabilising the equipment or ensuring theequipment is prevented from rolling overby more than 90 degrees e.g. tractorsand mobile work equipment. Ifequipment can turn over completely,suitable roll over protective structures(ROPS) should be fitted unless it couldincrease the overall risk of injury whenused in buildings with low roofs or wherethe mounting points are of insufficientstrength. In such cases other methodsshould be used to address roll over.

Where a risk is identified of a crush injuryfrom mobile work equipment or the

protective structure in the event of rollover, a restraining system or seat beltshould be fitted.

Self Propelled Work EquipmentSelf propelled work equipment must beprevented from unauthorised use andhave brakes to slow down or stop it 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 against damage.

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 power pressesL112 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 ithas been designed for the purpose.

Lifting Equipment for LiftingPersonsLifting machinery must be fitted with asuitably designed carrier which includes,edge protection, working platform andoverhead protection where appropriate.People should never be lifted on the forkarms or pallets balanced on the fork armsof a lift truck as there is an obvious risk offalls. In the event of failure of any carrier,a method of rescue should be available.Where there is a significant risk ofoverturning or overload the equipmentshould be provided with devices toprovide audible or visual warning whenlifting limits are being approached.

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 measures arein place to prevent overturning. Liftingoperations 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 safe system of work toensure that the load is prevented fromcolliding, for example a signal or abanksman.

Thorough Examination andInspectionsLifting equipment must be thoroughlyexamined by a competent person oninitial use after installation andperiodicaly during its life or, followingexceptional circumstances. Theexamination should take into account thecondition of the lifting equipment, the

LIFTING OPERATIONS AND LIFTINGEQUIPMENT REGULATIONS 1998 (LOLER)

57

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environment in which it is used and thenumber of lifting operations and loadslifted. Different parts of the equipmentmay be examined at different intervals asdecided by the competent person, whocould draw up the examination schemeand carry out the inspection. This personis often an insurance company engineerbut could be anyone sufficientlyknowledgeable and trained for thepurpose. For a passenger lift the intervalsshould be at least every 6 months, anyother lifting equipment at least every 12months i.e. a lift truck. All defects foundduring use should be reported to theemployer as soon as possible, forexample cracks in a lift truck chain ordamage to textile slings. Certainsituations involving lifting equipment mayneed to be notified to the enforcingauthority for the premises concerned.Where your risk assessment has identifiedsignificant risks in the use of liftingequipment a suitable inspection shouldbe carried out, for example daily checkson forklift trucks. Reports of thoroughexaminations and other documents suchas the current record of inspection shouldbe 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 have sufficientmaturity and competence, or they areundergoing training with adequatesupervision.

Further Information

Safe Use of Lifting Equipment, LiftingOperations and Lifting Equipment Regulations1998 L113 ISBN.

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www.padleysecurity.co.ukE-mail: [email protected]

Tele: (02380) 462052

Mobile: 07712656873

27

R & B ElectricalR & B Electrical(Andover) Ltd(Andover) Ltd

INdusTrIal, agrIculTural &commErcIal INsTallaTIoN aNd

maINTENaNcE

3 Phase & SinglePhase Installations

Complete, Industrialand Office Refits

3 Phase Single Phase Motor Control

Tel: 01264 710255 Fax: 01264 710749Email: randbelectrical@btinternet.comwww.randbelectricalandover.co.ukUnit 8, Eastover Farm, Abbotts Ann Down, Andover SP11 7BT

23

I. S. Simpson Electrical Installations LtdTel: 01962 868254Mob: 07771597309

Email: [email protected]

8 Manor Close, Winnall, WinchesterHants SO23 OPH

24

F

Andover’s largest embroidererFor Promotional goods, leisure,

corporate & workwearHIGH VISIBILITY

WORKWEAR AVAILABLENo order too small 1 - 10,000 pieces

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Tel: 01264 324383E-mail: [email protected]

These regulations apply to all workplacesand the electrical equipment used inthem. They require precautions to betaken 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 on ornear electrical equipment.

Put simply, employers and self-employedpeople must make sure that everythingthat uses or carries electricity in theworkplace is safe, that employees do notinterfere with or abuse anything electricalthat has been supplied for their use orbring into the workplace anythingelectrical that is unsafe. Employees mustbe instructed to report any damagedelectrical equipment to their supervisorimmediately and not to carry out anyelectrical work themselves, unlesscompetent 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 of everyemployee’s work habits. To achievecompliance with the regulations youneed to make arrangements to ensurethat any portable electrical appliances aresafe to use. The items may already be

high risk, i.e., electric drills, or the dangermay be increased by using them in a highrisk environment such as wet conditions,like a steam pressure cleaner or electricmower. These items particularly, must beinspected by a competent person on aregular basis. It is recommended thatrecords of all the maintenance includingtest results are kept for each appliance.You may find it helpful to attach, to eachpiece of equipment, a small stickernoting the date of inspection. The use ofmulti-way adaptors is not recommended.There should 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 the provisionof a procedure for reporting damage.Further Information :-Electricity at Work: Safe Working PracticesHSG85 ISBN 071760442XMaintaining Portable & TransportableElectrical Equipment HSG107 ISBN0717607151

ELECTRICITY AT WORK REGULATIONS 1989

61

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 areas asLPG 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 Installations HSG34 ISBN 07176 05949.

LIQUEFIED PETROLEUM GAS (LPG)

62

30

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• ASBESTOS PROJECT MANAGEMENT• UKAS ACCREDITED ASBESTOS SURVEYS• ASBESTOS AWARENESS TRAINING• BOHS PROFICIENCY ASBESTOS MODULES• ABP TASK - removal of non-licensed asbestos material

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Thousands of tons of asbestos were usedin buildings in the past and most of it isstill in place. Asbestos is particularly likelyto be present if the building wasconstructed or refurbished between 1950and 1980 and if it also has a steel frameand/or has boilers with thermal insulation.Asbestos will only pose a risk to health ifasbestos fibres have been released intothe air. They form a very fine dust which isoften invisible to the naked eye. Thescientific evidence on exactly what levelsof exposure 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 need tothink 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 often bemade 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 and lagging,including sealing and removal, asbestoscoating and asbestos insulating board(AIB), must only be carried out by acontractor licensed by the Health andSafety 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

63

These regulations apply to all work withasbestos, including asbestos cement andother products which may containasbestos.

A new duty has been added requiringpersons in control of buildings toeffectively manage any asbestos present.This means identifying any asbestospresent or assuming that it is presentwhere it cannot be readily identified.Determine the risk it poses. Decide onthe best way to manage it for the future.It can be removed or if in good conditionleft where it is and potential exposure bymaintenance work strictly controlled.

You must carry out an assessment of thelikely exposure of employees and othersto asbestos dust before starting any workwhere 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 andothers who may be affected by that work.

Only licensed contractors may work onasbestos insulation, coatings or asbestosinsulation 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

64

ALARM FORCEInstall, Upgrade and Service

Fire Alarms, CCTV, Emergency Lighting, Portable Appliance Testing

Clientele range from Commercial Premises to Residential Care

Telephone: 023 8040 2312 E-Mail [email protected] Website: www.alarmforce.co.uk36

Regulatory Reform (Fire Safety)Order 2005This Order came into force in October2006, under the Regulatory Reform Act2001. The order replaced most previousFire Safety legislation with one simpleorder. What the order means, is that anyperson who has some level of control inpremises must take reasonable steps toreduce the risk from fire and make surepeople can safely escape if there is a fire.The order applies to virtually all premisesand covers nearly every type of building,structure and open space.

Examples:

• Offices and shops.

• Premises that provide care, includingcare homes and hospitals.

• Community halls, places of worshipand other community premises.

• The shared areas of properties severalhouseholds live in (housing laws mayapply).

• Pubs, clubs and restaurants.

• Schools and sports centres.

• Tents and marquees.

• Hotels and hostels.

• Factories and warehouses.

It does not apply to:-

• People’s private homes, includingindividual flats in a block or house.

What the main rules under the order sayyou must do:

• Carry out a fire-risk assessment

identifying any possible dangers andrisks.

• Consider who may be especially atrisk.

• Get rid of or reduce the risk from fireas far as is reasonably possible andprovide general fire precautions todeal with any possible risk left.

• Take other measures to make surethere is protection if flammable orexplosive materials are used or stored.

• Create a plan to deal with anyemergency and, in most cases, keep arecord of your findings.

• Review your findings when necessary.

Who is responsible for meetingthe order?Under the order, anyone who has controlof premises or anyone who has a degreeof control over certain areas or systemsmay be a ‘responsible person’. Forexample, it could be:-

• The employer for those parts ofpremises staff may go to.

• The managing agent or owner forshared parts of premises or shared firesafety equipment such as fire-warningsystems or sprinklers.

• The occupier, such as self-employedpeople or voluntary organisations ifthey have any control, or

• Any other person who has somecontrol over a part of the premises.

Although in many premises theresponsible person will be obvious, there

FIRE SAFETY

65

may be times when a number of peoplehave some responsibility.

How do I meet the order?If you are the responsible person, youmust make sure you carry out a fire-riskassessment although you can pass thistask to some other competent person.However, you will still be responsible, inlaw, for meeting the order. Theresponsible person, either on their ownor with any other responsible person,must as far as is reasonably practicalmake sure that everyone on thepremises, or nearby, can escape safety ifthere is a fire.

Five steps to Fire RiskAssessment:1. Identify fire hazards. Identify:

Sources of ignition;Sources of fuel; andSources of oxygen.

2. Identify people at risk. Identify:

People in and around the premises;and People who are especially at risk.

3. Evaluate, remove or reduce andprotect from riskEvaluate the risk of a fire starting.Evaluate the risk to people from a fire.Remove or reduce fire hazards.Remove or reduce the risks to peoplefrom a fire.Protect people by providing fireprecautions.

4. Record, plan, inform, instruct andtrainRecord any major findings and action

you have taken.Discuss and work with otherresponsible people.Prepare an emergency plan.Inform and instruct relevant people.Provide training.

5. ReviewReview your fire-risk assessmentregularly.Make changes where necessary.

If you need more practical advice andinformation after you have carried outyour fire-risk assessment, contact yourlocal Fire Station or:Hampshire Fire & Rescue ServiceHeadquarters, Leigh Road, Eastleigh, Hants, SO50 9SJTel: 023 8064 4000 Fax: 023 8064 3178www.hantsfire.gov.uk

You can obtain guides, suitable for yourtype of premises from good book shopsand by downloading them from theinternet atwww.firesafetyguides.communities.gov.uk

66

11

We are the first choice inFire Protection andDetection Systems

alsoBuilding Services Engineeringwww.hkfire.co.uk

023 9224 [email protected]

Unit 1, The Spinney, Parklands Business ParkForest Rd, Denmead, Waterlooville, Hants PO7 6AR

On the 17th December 1999 new rightsand duties relating to work and rest cameinto force. The main provisions are asfollows:-

• A limit on the average weekly workingtime 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 rest periods

• Rest breaks at work

• Paid annual leave

Specific rights also exist for youngpersons i.e. those over the minimumschool leaving 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)

CHILD EMPLOYMENT 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, exceptwhen on work experience schemesapproved by the Local PlanningAuthority.

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, safetyand welfare protection that they givetheir own employees.

There are some age related restrictions,which prohibit young workers, includingchildren on work experience, fromworking with machinery or undertakingparticular tasks. For example, any personunder 18 is prohibited from operatingcertain wood working machines,including circular saws (not portable),planing machines used for surfacing andvertical spindle moulding machines(including high speed routers) unless theyhave at first successfully completed anapproved course of training

N.B. A full list may be found in thepublication “Young People at Work: Aguide for employers” ISBN 0 7176 1 2856

The Health and Safety (Young Persons)Regulations 1997 introduced newrequirements to the Management ofHealth and Safety at Work Regulations1992. As a result employers are required

WORKING TIME REGULATIONS 1999

67

to: Assess the risks to young people,under 18 years of age, before they startwork:

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

• address specific factors in the riskassessment

• provide information to parents ofschool age children about risk and thecontrol 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 for theirtraining.

These requirements do not apply tooccasional work, or short-term workinvolving:

• domestic service in a privatehousehold


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

68

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 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? (fitted with restrictions)? 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 related 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 passenger lift subject to a thorough examination every 6 months?

Yes No N/A

Are your goods lift/fork lift trucks subject to a thorough examination every 12 months?

Yes No N/A

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 Gas Safe 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

USEFUL ADDRESSES

Winchester City CouncilEnvironment DivisionCity Offices, Colebrook Street Winchester S023 9LJTel: 01962 840222Fax: 01962 840586Email: [email protected]

Health and Safety Executive (includingEmployment Medical Advisory Service) Priestley HousePriestley Road, Basingstoke RG24 9NW Tel: 01256 404000

Chartered Institute of Environmental HealthChadwick Court15 Hatfields London SE1 8DJTel: 0207 928 6006

Institution of Occupational Safety andHealth (IOSH)The Grange Highfield DriveWigston, Leicestershire LE18 1NNTel: 0116 257 3100 Fax: 0116 257 3101Email: [email protected]: www.iosh.co.uk

Hampshire Fire and Rescue ServiceDivisional Commander“A”Division HeadquartersWest Ham CloseBasingstoke RG22 6PHTel: 01256 818881 Fax: 01256 818889

The Stationery Office49 High HolbornLondon, WC11 6HBTel: 0870 600 5533

HSE BooksPO Box 1999SudburySuffolk CO10 2WATel: 01787 881165Fax: 01787 313995

Institute of Occupational Hygienists (IOH)Suite 2, Georgian HouseGreat Northern RoadDerby DE1 1LTTel: 01332 298101Fax: 01332 298099

National Examination Board inOccupational Safety & Health (NEBOSH)The Grange, Highfield DriveWigston, Leicestershire LE18 1PPTel: 0116 263 4700

Royal Society for the Prevention ofAccidents (ROSPA)Edgbaston Park353 Bristol RoadEdgbaston Birmingham B5 7STTel: 0121 248 2000Fax: 0121 248 2222

Health and Safety Executive (HSE) InfolineBroad Lane, Sheffield S3 7HQTel: 08701 545500Fax: 02920 859260

74

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

and activities for all areas of the UK

Published by the Environmental Health Service, Environment Division, Winchester City Council.

Produced by Priory Publications, 87 Hassell Street, Newcastle-under-Lyme, Staffs., Tel: 01782 711500 Bord/11/09 U12

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