WENLOCK HEALTH & SAFETY LTD WISHES
YOU ALL A VERY HAPPY CHRISTMAS
AND A SAFE AND PROSPEROUS 2025
CONTENTS
- Training
- Company news
- HSE news
- Industry news
- General news
- Recent prosecutions
COMPANY NEWS
CHRISTMAS CLOSURE
Please make a note that the Wenlock Health & Safety Ltd (WHS) offices will be closing for the Christmas break from 5pm on Monday, 23rd December 2024, and will reopen again from 8am on Thursday, 2nd January 2025.
As some workplaces may still be open at some point during this period therefore, in an emergency only, please contact Becki Shenton on 07792-713973 and leave a message.
TRAINING
IOSH MANAGING SAFELY
3-day IOSH Managing Safely course
Dates: 20, 21 & 22 January 2025 (Monday – Wednesday)
Cost: £450 + VAT per person
FIRST AID
1-day Emergency First-Aid at Work course dates are listed below; specific requirements and controls will be advised within the joining instructions.
Dates:
18 December 2024 (Wednesday) – limited space
29 January 2025 (Wednesday)
24 February 2025 (Monday)
31 March 2025 (Monday)
28 April 2025 (Monday)
19 May 2025 (Monday)
25 June 2025 (Wednesday)
Cost: £85 + VAT per person
MENTAL HEALTH FIRST AID
1-day FAA Award in First Aid for Mental Health (Level 2 RQF)
Dates: 13 February 2025 (Thursday)
Cost: £85 + VAT per person
ONLINE COURSES
Wenlock Health & Safety Ltd (WHS) provides an extensive suite of fully certificated online courses, priced at a very reasonable £25 + VAT per course, to help with staff training when time is short. All that candidates need is access to a computer or laptop.
We would always recommend face-to-face training to help your workforce get the most out of course content, but these online courses offer a temporary solution when time is short or turnover is high; all courses take only 30-40 minutes to complete and can, of course, be completed at home as well as at work. Full details of all available online courses and booking facilities for this e-learning platform can be found on our website: www.wenlockhealthandsafety.co.uk
SHORT COURSES
And, in addition to the programmed courses we have on offer over the next few months, don’t forget that WHS also provides a multitude of other short courses (both classroom and on-site based) to suit your needs. Feel free to contact Vicki Brown at the WHS office on 01952 885885, or via email on enquiries@wenlockhs.co.uk or vicki@wenlockhs.co.uk , to discuss your particular needs.
COMPANY NEWS
ANNUAL SAFETY AWARDS
Yes, it’s that time of year again and it is with the greatest of pleasure that WHS announces its annual safety award for 2024. The accolades go to:
- Landia UK Ltd for Commitment to Health & Safety
A Danish company with a UK base in Shropshire, Landia provides a range of energy-efficient pump and mixer solutions for a wide variety of industries including sewerage, waste-water, agriculture, biogas and fish commerce. The Company displays exemplary health & safety practices which range from thorough documentation to outstanding housekeeping. - Strip Out Solutions Ltd for Commitment to Continual Improvement
A Birmingham contractor, Strip Out Solutions specialises in industrial strip outs, dilapidations, asset recovery and much more. The Company has not only demonstrated an exemplary commitment to health & safety throughout their works but is also very keen to ensure that its commitment to continual improvement keeps them ahead of the game.
Well done to both our worthy winners! Each will be personally presented with a certificate and photos will appear in the first newsletter of 2025. Hearty congratulations!
Anyone can be a winner of the 2025 awards provided enough time and effort is put in to build a very sound and properly documented health & safety culture; after all, all we’re asking is full compliance with the law!
HSE NEWS
WINTER WORKING
As we have stressed in this newsletter over previous years, there are no set limits regarding work in either hot or cold conditions in law – it’s all a matter of risk assessment as to what is ‘reasonable’ to protect an employee from harm in relation to his/her type of work. However, the HSE has reissued the following basic guidance as winter temperatures start to plummet:
The Workplace (Health, Safety and Welfare) Regulations require employers to provide a reasonable indoor temperature in the workplace.
This depends on the work activity and the environmental conditions.
And we would add very good PPE and lighting to the list of essentials plus regular breaks with hot drinks to re-energise the workforce. All common sense really.
There is ample additional guidance on the HSE website:
https://www.hse.gov.uk/temperature/employer/the-law
Never forget wintery conditions under foot as well – slips on ice and snow must be avoided by clearing and treating, and potentially re-clearing and re-treating, working areas to provide safety under foot. And don’t forget, that the ‘working areas’ will include all areas within the delineated footprint of the working premises and any communal areas under the employer’s jurisdiction, such as pathways and car parks. If any area cannot be cleared and kept ice and snow free, including all those communal areas, then they should be closed to access; any injury caused by slips anywhere under a company’s jurisdiction may well be subject to claims or enforcement without due care being taken at all times.
Again, there is ample guidance on the HSE’s website – but most of it is common sense. WHS has seen the devastating effects of lack of care across all walks of UK industry in the past, so do ask yourself “have I done enough to ensure a safe working environment?”
PROTECTING SEASONAL / CASUAL WORKERS
It is a fact that workers are as likely to have an accident in the first 6 months of a new job than during the whole of the rest of their lives. Risks are increased because of lack of experience and unfamiliarity with that particular working environment and its safety rules, eagerness to please and not wanting to rock the boat by raising concerns. And, of course, risks are raised even higher if a worker is vulnerable in any way:
- Young or older workers
- Those with a poor command of English
- Those who may be disabled in any way (and do remember that not all disabilities are visible)
- And, indeed, seasonable, casual and agency workers, because they will move from workplace to workplace frequently
So, here are 6 basic steps which go some way to protecting new starters, including seasonal, casual and agency workers; basically, treat all temporary workers as you would (or certainly should!) treat your own direct employees.
- Assess capabilities including literacy, command and understanding of English, physical abilities and health
- Carry out induction with clarity, including pictorials where necessary and workplace walkarounds
- Provide information including clear instruction and training
- Check understanding at the outset and then ongoing
- Supervise and give the confidence to raise concerns
- Check all necessary controls measures are in place throughout the workplace – and keep checking, particularly with respect to taking on new workers.
STRESS
The HSE has issued a reminder that stress must be included in work-related risk assessments. Exactly how you do this, and in what format, is up to you but it is a recognised work-related risk issue so must be covered. Contact WHS for advice if you are in doubt about how exactly to do this.
Never forget that, in law, the well-being of employees is the responsibility of employers, and this must include stress – both reducing the potential for stress at work and mitigating the effects of any personal stress that an individual may be encountering.
Stress poses serious risks to both that individual and to his or her work colleagues. It is certainly worth attending one of WHS’s regular Mental Health First-Aid half day courses (refer above for the next course date) as this enables attendees to both recognise signs of stress and assist the individual with practical and sympathetic means.
INDUSTRY NEWS
ASBESTOS – LANDLORD DUTIES
WHS is often asked the question as to who is responsible for asbestos surveys and control within properties which are leased or rented (including domestic dwellings, whether the properties are owned by big business or a guy round the corner who just rents out one or two houses). As the owner of any property, the overall responsibilities to keep the building and its occupants safe falls to the landlord. Therefore, it follows that the landlord has the legal duty to provide basic safety information to the occupants and maintain the properties to a safe and useable standard.
So, when it comes to asbestos, although there is no defining line in law, WHS’s view is that the landlord must provide basic Asbestos Management Survey information so that the occupants know that it is safe to work within and/or occupy the building without risk.
Should the occupant wish to carry out any form of construction work (which may include something as simple as rewiring to accommodate plant and equipment), there is a legal duty to carry out a more intrusive Refurbishment Survey ahead of the start – but who is responsible for this is very much a grey area. It is doubtful that a landlord would agree to pay for this further survey work as he/she would argue that it’s the occupants who require the work so the occupants should pay. But it’s up to the occupants to discuss the matter with the landlord and reach a conclusion; the occupant cannot refuse to carry out the legally required survey if the landlord won’t commission one.
All employers have a legal duty under the Health & Safety at Work etc Act 1974 and the Workplace (Health, Safety & Welfare) Regulations 1992 to ensure a safe working environment for all employees so it follows that commercial tenants and leaseholders must ensure that they (a) press for, and retain, all basic asbestos information (a minimum of Management Surveys) from their landlords and (b) commission further surveys (Refurbishment Surveys) themselves in cases where landlords refuse to do so.
The following HSE page goes some way to answering basic questions: duty to manage asbestos resource
LONE WORKING
Lone working is a high-risk issue across most industries (most companies do have, for instance, lone employees travelling to meet clients, working alone in retail or after hours). Whatever the reason for lone working, it is a very real risk, especially at this time of year. Lone females are obviously at particular risk – but male workers are just as vulnerable. It is sad to report that, many years, the accountant of one of our customers was murdered as he worked alone in the company offices. And most people know the case of missing estate agent, Suzy Lamplugh, who never returned from accompanying a male to a house viewing.
Do look critically at this aspect of your employees’ well-being. The law says that the employer is responsible for the well-being of all employees whilst ‘at work’, no matter where they are and what the type of work demands. Obviously, this issue, once again, falls under the legal requirement to risk assess. So, whether your employee is required to work away from the office or is by him/herself at company premises, the risks involved must be assessed and appropriately controlled.
WHS can provide lone-working training specifically tailored to your needs; do call us to arrange a short course and/or if you need further advice. This is an issue that many people fail to even think about but can pose some very serious risks.
GENERAL NEWS
COSHH SAFETY
The Control of Substances Hazardous to Health Regulations 2002 (as amended) Section 7 dictates that employers instigate appropriate measures to safely store, handle and dispose of hazardous substances ‘including using closed and clearly labelled containers.’
WHS advisors have seen an increasing tendency for unidentified substances to appear in workplaces with no labelling or clear marking of any sort. This is illegal – and you really don’t need a degree to see why!! Any unidentified substances could be mistaken for something else, misused and cause issues or real harm. There have been some dreadful incidents in the past where people have drunk bleach from milk bottles thinking it was water and had skin stripped from their limbs after mistakenly washing their hands in what they thought was water in containers.
Please make sure that all potentially hazardous liquids, pastes and gels are kept in their original, clearly labelled containers at all times – and under lock and key if necessary where substances pose a significant risk. And this includes cleaning products, many of which can pose serious risks if misused.
SAFE DRIVING – ALCOHOL
It’s that season again when we all let our hair down and go out partying, very often with work colleagues and/or to work functions. And every year, the number of people hit or killed by drunk drivers escalates.
The estimate for the number of people killed by drunk drivers throughout 2022 was 300 which represents 17% of the total number killed on the roads. So it’s worth mentioning the facts here ahead of the festivities to come:
- It takes 1 hour for a healthy liver to process 1 unit of alcohol
- This equates to a single shot of spirits or a half pint of normal strength beer
- But a pint of beer can range from 2 to 3 units
- And a 250ml glass of wine is almost 3 units
The legal limit for driving after a drink is:
- 35 micrograms per 100 millilitres of breath (the ‘breath limit’)
- 80 milligrammes of alcohol per 100 millilitres of blood (the blood limit)
- 107 milligrammes per 100 millilitres of urine (the ‘urine limit’)
This equates very approximately to 4 units for average men (only 1 to 2 pints) and 3 units for average women (only one large glass of wine), but it all depends on other factors such as body size, metabolism, whether the person has eaten and when, dehydration, tiredness, medication and so much else. The only way to be sure you are not over the limit and still safe to drive is not to drink at all!
And do remember that heavy drinking can stay in your system over night and affect both driving and safety at work the next day.
Here are two very useful links to verify the facts and explain the risk and liabilities:
Drink driving and the legal alcohol limit | Drinkaware
Drink Driving Limit (drinkdrivinglaw.co.uk)
So, employers – don’t book your Christmas parties mid-week and expect employees to drive to work the next morning!! There have actually been prosecutions where the employer has been blamed when drinking at a work function impacts employees’ safety and/or work itself; technically, any function organised through work is classified as being under ‘work control’ and therefore measures must be taken to mitigate potential effects. Hold the party ahead of a non-work day, hold it at a hotel to allow people to stop over, limit time and the ability to drink too much, etc, etc.
SAFE DRIVING – DRUGS
It’s a similar story for the use of drugs – it is illegal to drive whilst under the influence of any type of drugs (including prescription drugs where the instructions clearly state they cause drowsiness). Drugs actually stay in your system much longer than alcohol, so anyone using these at the weekend really must think twice about when it is safe to drive and/or attend work. Typically, drugs stay in the system:
- Cannabis 2-3 days
- Cocaine 12 hours – 3 days
- MDMA, LSD, crystal meth, ketamine 1 – 4 days
- Heroine 2 – 5 days
And it is illegal to drive with drugs in the system even if driving ability doesn’t seem to be affected. The police can stop and test a driver at any time; convictions are severe with potentially a driving ban, unlimited fine, 6 months in prison and a criminal record – all of which will stay on the person’s driving license for 11 years.
It is worth also mentioning here that, for the safety of the entire workforce and others, employers are under a legal obligation to remove anyone from the workplace who they suspect may be under the influence of drugs (or alcohol) and to take steps to address the problem before allowing the person to return. However, there are some sensibilities here as there must be firm visual or other evidence (hearsay cannot be taken as the sole evidence) and some illnesses can display similar symptoms. Employers must take steps to check that suspicions are correct before accusations are made, and that can be very difficult.
Do feel free to contact WHS to assistance if you have cause for concern; everything will be treated in absolute confidence.
CHANGES TO WORKERS’ RIGHTS
The Government is proposing a major overhaul to current workers’ rights; the Employment Rights Bill 2024 which was introduced to Parliament for discussion in October. Whilst there is still a long way to go before Parliament votes to put the Bill into law, amongst other proposals (at this point) for which all employers should be prepared are:
- The right for employees to claim unfair dismissal from day one of employment
- The protection of a 9-month probation period during which employers may dismiss an employee more easily and without due process
- Zero-hours contracts essentially banned in favour of a ‘guaranteed-hours’ contract based on hours worked over a 12-week period
- Flexible working to become the default for all workers from day one, unless the employer can prove this to be ‘unreasonable’ for the job
- Unpaid parental and bereavement leave allowable from day one
- Sick pay can start from day one of genuine sickness; the waiting period and lower earnings limit to be abolished
Keep your eyes on the news over coming months but employers would be wise to pre-prepare in the meantime!
SEXUAL HARRASSMENT
It is also worth mentioning here that the Equality Act 2010 was designed to prevent sexual harassment, bullying and victimisation, and provides a positive legal duty to take reasonable steps to prevent these issues occurring (a ‘preventative’ duty). In other words, employers should not wait for claims of sexual or other types of harassment; action must be taken to prevent such occurrences.
Employers also have a legal duty, under the Health & Safety at Work etc Act and more, to take care of the well-being of all staff – and this will obviously include preventing stress (etc) from harassment or any type within the workplace.
RECENT PROSECUTIONS
Equipment safety
- Screening Consultancy and Supplies Ltd was fined £28,000 plus £3,616 costs after an employee broke his arm whilst clearing debris off the bed of a radial arm drill. His right hand became entangled in the machine and he subsequently suffered multiple bone fractures to his right hand and arm. The company had failed to assess the risks associated with the machine and had not established a safe systen of work.
Vehicle safety
- The company owner of Ginsters (the Cornwall-based pasty makers), Samworth Brothers Ltd, was fined £1.28 million plus £24,106 costs after a worker was crushed to death by a delivery lorry as it reversed into a loading bay. Strip curtains had been installed at the loading bay to replace a faulty roller door and the victim had been moving them out of the way when he was struck and killed. No risk assessment had been carried out for the strip curtain and no safe system of moving them out of the way without risk had been established.
Work at height
- Wayne Roofing and Cladding Ltd is awaiting trial following the death of a worker who fell through the glass-wire roof of a cash and carry outlet in Walsall. A second company, Proclad, has already pleaded guilty to similar charges 2 years ago and sentencing is pending, awaiting the outcome of this current trial.
- Cheshire farm, DS Thornhill (Rushton) Ltd, was fined £12,000 plus £10,000 costs after a roofer fell to his death from a forklift truck. Owner, Denis Thornhill, was cleared of gross negligence manslaughter but found guilty of neglect and fined £4,000 with £4,000 costs. The roofer had been asked to carry out roof repairs to a packing shed. Thornhill lifted the roofer up using a forklift with a potato box balanced on its forks (!!!); the roofer overbalanced and sustained serious head injuries from which he later died.
- Farmer, Phillip Tickner, was given a 6-month suspended sentence and ordered to pay £2,000 in costs after a worker fell to his death through the rooflight of a cow shed onto the concrete floor below. There had been absolutely no consideration for the risks from working at height and no measures established to prevent falls from height; in addition, none of the workers in the team were at all competent to do such work as they lacked any understanding of the risks involved.
WHS is working for you; help us to help you.
Our aim is to keep people safe and to keep your company working.
To contact WHS, ring: 01952-885885