FAQ tailored to construction
The primary legislation is the Health and Safety at Work etc. Act 1974. Additionally, the Construction (Design and Management) Regulations 2015 (CDM 2015) are crucial for construction sites, outlining responsibilities for managing the health, safety, and welfare of construction projects
The primary responsibility lies with employers, contractors, and site managers. However, all workers have a duty to take care of their own health and safety and that of others who may be affected by their actions.
A risk assessment involves evaluating potential hazards in the workplace and implementing measures to control the risks. It is a legal requirement under the Management of Health and Safety at Work Regulations 1999.
A safety plan should include hazard identification, risk assessments, safety procedures, emergency response protocols, and details of safety training. It should also cover the use of personal protective equipment (PPE) and site-specific safety measures.
Yes, the Health and Safety at Work etc. Act 1974 requires employers to provide free training to ensure workers are skilled and knowledgeable about health and safety practices.
HSE inspectors enforce health and safety law, provide guidance on compliance, and have the power to issue notices, fines, or stop work orders if they find non-compliance.
Under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR), certain workplace accidents, occupational diseases, and dangerous occurrences must be reported to the HSE.
Safety equipment should be inspected regularly as per manufacturers' guidelines and legal requirements. The frequency can vary depending on the type of equipment and the nature of work.
Employers must provide adequate and appropriate equipment, facilities, and personnel to ensure employees receive immediate attention if they are injured or taken ill at work, as per the Health and Safety (First-Aid) Regulations 1981.
Yes, employers have a duty to protect the mental well-being of their employees. This includes measures like stress management, providing support for mental health issues, and creating a supportive work environment.
FAQ for any Workplace
The primary legislation is the Health and Safety at Work etc. Act 1974. It sets out the general duties employers have towards employees and members of the public, and employees have to themselves and to each other.
The employer is mainly responsible for health and safety management. However, employees also have a duty to take care of their own health and safety and that of others who may be affected by their actions at work.
A risk assessment is a process to identify potential hazards in the workplace and implement measures to mitigate risks. Under the Management of Health and Safety at Work Regulations 1999, it is a legal requirement for all employers.
Yes, under the Health and Safety at Work etc. Act 1974, employers must provide free health and safety training to employees so they can perform their jobs safely.
Employers should have a procedure in place for reporting accidents. Under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR), certain injuries must be reported. Also, appropriate first aid should be administered and the incident investigated to prevent recurrence.
Yes, if they employ five or more people. This policy should outline the organization's approach to managing health and safety, and it must be regularly updated and communicated to all employees.
According to the Health and Safety (First-Aid) Regulations 1981, employers must provide adequate and appropriate first aid equipment, facilities, and personnel to ensure employees receive immediate assistance if they are injured or taken ill at work.
Health and safety practices should be reviewed regularly, and whenever there are changes in the workplace that may impact safety. This includes changes in staff, processes, equipment, and legislation.
HSE inspectors enforce health and safety laws, offer advice and guidance on compliance, and can issue enforcement notices and penalties if non-compliance is found.
Yes, employers have a duty to protect the mental as well as physical health of their employees. This includes addressing workplace stress, providing support for mental health issues, and fostering a healthy work environment.
