Unsurprisingly, this sustained focus has meant the UK is officially home to some of the best workplaces in Europe in terms of employee safety and wellbeing. Over the years, awareness of safety at work has increased, along with legal measures to ensure safe environments and practices, topped off with hefty penalties for those employers who fail to conform. However, in order to maintain such high standards, and continue to work towards minimising risk, organisations must ensure that correct health and safety practices are embedded into the culture of the business and across all seniority levels.

So how does your organisation fare against the following?

Policy Regulations

Managers are legally bound by The Management of Health and Safety at Work Regulations (MHSWR) 1999 and The Health and Safety at Work Act 1974, which stipulate that employers must ensure suitable and adequate health and safety measures are in place, and that they devise and enforce health and safety policies, and conduct regular risk assessments, to guarantee proper conditions for employees. Managers should carry out an initial risk assessment before taking on any employees, and identify the prospective risks presented in the workplace. Health and safety policies must then be written - the assistance of HR personnel can be a huge help - taking into account the risks specific to the workplace and other standard health and safety precautions.

Support & Training

The provision of suitable health and safety policies is only the first step. It is the responsibility of the manager to ensure that these policies are enforced throughout every facet of the organisation, and that they are taken seriously by all employees. Regular training for workers is an essential part of maintaining high safety standards, including induction training for new recruits before they are asked to perform any jobs that may present risk. Employee safety and wellbeing must be part of the company culture that is lived and breathed by all in the workplace. But this requires more than rules and enforcement: managers must encourage a culture that takes employee wellbeing into consideration both in and out of work. This means reasonable working hours that allow for adequate rest, and regard for proper nourishment and hydration. A manager who does not prioritise the all-round wellbeing of their employees is not fulfilling their obligations.

Accident Procedure

Despite best efforts, accidents can and do still take place, even in the safest workplaces. In the unfortunate event of an accident or other incident at work, the manager is responsible for overseeing the aftermath and making sure it is correctly handled. Support of the employee and full cooperation with medical professionals and HR is essential, and a full detailed accident report must be written and filed immediately. If the employee has to take time of work as a result of the accident, they need to receive their statutory sick pay without delay, and may require assistance in claiming for Industrial Injuries Disablement Benefit if they are entitled to it.

In extreme cases that an employee feels their injury was a result of improper working conditions or other failure on the part of their employer, they may make a compensation claim. Although this can be concerning, it is important that managers support the employee and help them to find out how to claim accident at work compensation. Any claims should also be immediately reported to the company liability insurance provider, and managers should take steps to ensure there is no hostility in the workplace as a result of the claim.

Workplace accidents are less common than ever before, but this is down to hard work and serious sanctions in place for those who do not give health and safety full attention. Business owners and managers must approach health and safety seriously, and position it as a continuous priority in the everyday operations of a company.

Article provided by www.legalexpert.co.uk