Category: Health & Safety

The Building Safety Act 2022 is a major new law created to make buildings, especially tall residential buildings, much safer. It was introduced directly because of the tragic Grenfell Tower fire in 2017. That fire highlighted serious failures in the old system, where it was often unclear who was responsible for safety. The Act’s main goal is to fix these problems by improving the standards of design and construction, making people accountable, and giving residents a stronger voice.

The Act names specific people or organisations called “duty holders” and gives them clear legal responsibility for safety at different stages of a building’s life. These roles include the Client (who orders the work), the Principal Designer (who manages design safety), the Principal Contractor (who manages safety during construction), and anyone else, including contractors who undertakes work on a building during its life. Once the building is occupied, an Accountable Person (often the owner or landlord) becomes responsible for managing ongoing fire and structural safety risks, ensuring the building remains safe for residents.

Competence is a core part of the Act, meaning people and companies must have the right skills, knowledge, experience, and behaviours to do their jobs safely. It’s no longer enough to just claim you are qualified. You must be able to demonstrate this competence (perhaps with qualifications or formal checks) and maintain it by keeping up-to-date with training and new safety standards. This ensures that everyone working on a building, from the architect to the final building manager, is capable of making it safe.

The “golden thread” is the name for a complete and accurate digital record of a building’s information. It starts when the building is first designed, is updated all the way through construction, and is kept for the entire time the building is used. This “thread” contains all the crucial details about how the building was built, what materials were used, and how it should be kept safe. It ensures that the right people have the right information at the right time to manage the building safely, both for day-to-day life and in an emergency.

In addition to compliance with the new BSA 2022, these procedures could have far reaching benefits to the health and safety of your employees, compliance with other legislation, and the health and safety culture of the organisation as a whole.

Written by Daniel Prosser, MSc CMIOSH L4DipFRA OSHCR
Health, Safety and Wellbeing Professional

LinkedIn 

Electric vehicles (EVs) are broadly categorised into two main types, Battery Electric Vehicles (BEVs), and Plug in Hybrid Vehicles (PHEVs). Although very similar, they vary in one way:

• Battery Electric Vehicles (BEVs) run on 100% electricity. They have a large battery pack that powers one or more electric motors and produce zero tailpipe emissions. They are charged by plugging into an external power source
• Plug-in Hybrid Electric Vehicles (PHEVs) are a combination of conventional and full electric cars. They have both a petrol or diesel engine and a battery-powered electric motor. They can be plugged in to charge the battery for a limited all-electric range (typically 20-50 miles) before the combustion engine takes over for longer journeys

The number of electric vehicles on UK roads has increased. As of 2024, there are over 2.1 million plug-in vehicles (both BEVs and PHEVs) in use. New battery-electric vehicles now account for around one-fifth of all new car registrations, showing a rapid shift in consumer and business purchasing habits.

Every employer who embraces this new technology, is duty bound to provide, and maintain a safe workplace, and safe work equipment for its employees and anyone else who may be affected by the introduction of these vehicles.

Written by Daniel Prosser, MSc CMIOSH L4DipFRA OSHCR
Health, Safety and Wellbeing Professional

LinkedIn 

Organisations should conduct practice fire evacuations to ensure life safety and comply with duties under the Regulatory Reform (Fire Safety) Order 2005 . These drills are essential for building preparedness and ensuring an orderly response in the event of a real fire.

Conducting practice fire evacuations will help you test fire safety measures, equipment, and procedures, and allow staff to become familiar with fire safety arrangements and what to do in the event of a fire.

Evaluating planned or unplanned fire evacuations will help identify strengths and weaknesses in your fire safety arrangements and help you make continual improvements to ensure the safety of all occupants within your premises.

Written by Daniel Prosser, MSc CMIOSH L4DipFRA OSHCR
Health, Safety and Wellbeing Professional

LinkedIn 

Stone dust is produced as a by-product of processes such as the blasting, crushing, drilling, grinding, sanding, polishing, sandblasting, and cutting of stone.

Industries that work with stone products include quarrying, mining, demolition, construction, stone masonry and manufacturing, fitting and installation, and foundries.

Stone dust is characterised by its fine, powdery to sandy texture and the particle size is generally similar to that of sand grains, or can be even finer in some circumstances.

Dependant on the type of stone, and the processing undertaken on that stone, dust can contain numerous constituent elements including silica, quartz, silicone dioxide, alumina, iron oxides, potassium oxide, sodium oxide, calcium carbonate, and magnesium oxide, in which all can be hazardous to humans.

Workers who process stone can develop occupational lung diseases caused by breathing in stone dust, particularly if it contains respirable crystalline silica (RCS).

Given the health risks associated with stone dust, it is crucial for employers to implement effective dust control measures.

Written by Daniel Prosser, MSc CMIOSH L4DipFRA OSHCR
Health, Safety and Wellbeing Professional

LinkedIn 

In the UK, the requirement for a suitable and sufficient confined space rescue plan is a requirement within the Confined Spaces Regulations 1997 (Regulation 5). Regulation 5 requires that no person shall enter or carry out work in a confined space unless suitable and sufficient arrangements for the rescue of persons in the event of an emergency have been prepared. This applies regardless of whether the emergency arises from a “specified risk” (e.g., hazardous substances, lack of oxygen, fire/explosion) or other unforeseen circumstances like falls or medical emergencies.

The “suitable and sufficient” nature of the rescue plan means it must:

• Be prepared before entry
• Minimise risks to rescuers
• Include appropriate equipment
• Be immediately actionable
• Involve trained and competent personnel
• Be based on a risk assessment
• Be documented and regularly practiced

Beyond legal compliance, a well-developed and practiced confined space rescue plan offers significant benefits:

• It could save lives
• It reduces the risk to rescuers
• It ensures compliance
• It enhances operational efficiency
• It boosts worker confidence and morale
• It minimises business disruption
• It demonstrates due-diligence

In essence, a suitable and sufficient confined space rescue plan is not just a regulatory hurdle, but a critical investment in the safety and well-being of workers, with benefits for both individuals and organisations.

Written by Daniel Prosser, MSc CMIOSH L4DipFRA OSHCR
Health, Safety and Wellbeing Professional

LinkedIn 

Home working has seen a significant rise in recent years, accelerated by technological advancements and, notably, global events like the COVID-19 pandemic. This shift has brought numerous benefits for both employees and employers, but it also presents a unique set of challenges and risks that require careful consideration and proactive assessment.

For employees, home working often leads to an improved work-life balance due to increased flexibility and the elimination of a daily commute. This can result in more time for personal activities, better sleep, and reduced stress. Many also report increased productivity due to fewer office distractions and the ability to create a customised, comfortable work environment. Additionally, employees can experience cost savings on commuting, work attire, and meals out, contributing to increased job satisfaction and improved employee retention.

Employers benefit from a wider talent pool, as geographical barriers are removed, allowing them to recruit from anywhere. Home working can also lead to reduced overhead costs associated with office space and utilities. Furthermore, increased employee satisfaction and flexibility often translate to higher morale and productivity.

The use of home and hybrid working arrangements has grown considerably with a significant percentage of new jobs offering some form of remote work. This trend is driven by employee demand for flexibility, with many willing to seek new roles to achieve it.

Despite the advantages, home working carries inherent risks. Physical health concerns include musculoskeletal issues from poor workstation setups (e.g., unsuitable chairs, desks, or monitor positioning) and increased sedentary behaviour. Mental health risks are also prominent, with potential for isolation, loneliness, blurred work-life boundaries, and burnout due to difficulty switching off.

From a practical and security standpoint, risks include electrical hazards (e.g., faulty equipment, overloaded sockets), trip hazards (e.g., loose wires, clutter), and data security breaches if employees use unsecured networks or personal devices without suitable monitoring and protection. Employers also face challenges in maintaining visibility and direct supervision and ensuring compliance with employment regulations like working hours.

Given these risks, undertaking a home working assessment is crucial. This systematic process identifies potential hazards in an employee’s home workspace and evaluates the associated risks to their health and safety. The assessment should cover:

• Ergonomics: Ensuring suitable desks, chairs, monitor positioning, and other equipment to prevent musculoskeletal issues
• Physical Environment: Checking for electrical safety, adequate lighting, ventilation, temperature control, and clear emergency escape routes
• Mental Health: Addressing potential isolation, stress, and work-life balance issues by promoting regular communication, providing access to support resources, and encouraging breaks
• Security: Verifying secure network connections and adherence to data protection policies

Employers have a legal duty of care to their employees, regardless of their work location. A comprehensive home working assessment, often involving self-assessments, virtual check-ins, or occasional visits for specific needs, allows employers to identify and control risks, provide necessary equipment and training, and promote a safe, healthy, and productive environment for their remote workforce.

Written by Daniel Prosser, MSc CMIOSH L4DipFRA OSHCR
Health, Safety and Wellbeing Professional

LinkedIn

The hospitality industry, encompassing hotels, restaurants, bars, and event venues, and thrives on providing exceptional experiences for guests while ensuring a safe and healthy working environment for employees.

Effective health and safety management is not merely a legal obligation; it is a fundamental pillar of operational excellence, reputation, and long-term success.

A proactive approach to identifying, removing, or controlling hazards is crucial to protecting everyone in the premises.

Health and Safety Matters in the hospitality industry because: –

• Legal Compliance: Numerous regulations and laws require specific health and safety standards. Non-compliance can lead to severe penalties, fines, and even imprisonment for responsible parties
• Moral and Ethical Responsibility: Businesses have a moral duty to ensure the well-being of their employees and guests. Neglecting safety can result in serious injuries, illnesses, or even fatalities
• Reputation and Brand Image: A single health and safety incident can severely damage a business’s reputation, leading to a loss of trust, negative publicity, and a decline in customer patronage. Conversely, a strong safety record enhances brand image and builds confidence
• Employee Morale and Productivity: A safe workplace fosters a positive work environment, leading to higher employee morale, reduced absenteeism, and increased productivity. Employees who feel valued and protected are more engaged and loyal
• Financial Implications: Accidents and incidents incur significant costs, including medical expenses, legal fees, compensation claims, increased insurance premiums, and lost productivity due to staff absence or operational disruption

Written by Daniel Prosser, MSc CMIOSH L4DipFRA OSHCR
Health, Safety and Wellbeing Professional

LinkedIn

In the United Kingdom, a lifting plan is required for every lifting operation, as set out in the Lifting Operations and Lifting Equipment Regulations 1998 (LOLER). While the complexity and detail of the plan can vary, the fundamental requirement is essential. The primary aim is to ensure the safety of all individuals involved and to mitigate the risks inherent in lifting, moving and lowering loads.

Lifting plans must be planned, created, and managed by an ‘Appointed Person for Lifting Operations’. This individual must possess the relevant level of competence proportionate to the context and complexity of the lifting activities undertaken and risks involved.

For routine, low-risk lifts, such as a forklift truck moving a standard pallet in a familiar warehouse environment, a single, generic lifting plan may suffice. This initial plan should be reviewed periodically to ensure its continued validity.

For complex or high-risk lifting operations, a unique and detailed written lifting plan is essential for each individual lift. Examples of such operations include:

• Lifts involving multiple cranes working in tandem
• Lifting personnel
• Operations in hazardous or restrictive environments, such as near overhead power lines or on unstable ground
• Lifting of unconventional or difficult loads

Key elements of a lift plan typically include:

• A detailed risk assessment: Identifying all potential hazards
• Method statement: A step-by-step guide to the lifting operation
• Details of the load: Including its weight, dimensions, and centre of gravity
• Selection of the correct lifting equipment and accessories: Ensuring they are suitable for the task and have a valid thorough examination certificate
• Information on the personnel involved: Including their roles, responsibilities, and competence
• Arrangements for supervision: Appointing a competent supervisor
• Contingency plans: For foreseeable emergencies

Beyond legal compliance, the implementation of a lifting plan offers several advantages, including:

• Increased safety and risk mitigation
• Improved planning and efficiency
• Ensuring competence of personnel
• Clear allocation of responsibilities
• Selection of appropriate personnel, equipment, and methods

Written by Daniel Prosser, MSc CMIOSH L4DipFRA OSHCR
Health, Safety and Wellbeing Professional

LinkedIn

BS EN ISO 45001:2023+A1:2024 (which replaced BS OHSAS 18001) is the recognised international standard for occupational health and safety management systems.

The purpose of an occupational health and safety management system is to underpin the creation of safe and healthy workplaces, prevent work-related injury and ill health and continually improve occupational health and safety (OH&S) performance.

Although there is no legal requirement to implement ISO 45001, improving an organisation’s approach to occupational health and safety management has benefits over and above simply reducing accidents and ill health at work. The British Standards Institute (BSI) cites other advantages of adopting ISO 45001 and these include:

•            Higher levels of discretionary effort by employees

•            Increased performance levels and enhanced productivity

•            Strengthened recruitment, diversity, engagement, and retention

•            Reduced costs and improve compliance

•            An authentic culture of trust and work engagement

•            Adapting to the future of work

ISO 45001 adopts a management approach founded on the universally applied ‘Plan-Do-Check-Act’ model, which provides a framework for organisations to plan what they need to put in place to minimise the risk of harm. The measures should address concerns that can lead to long-term health issues and absence from work, as well as those that give rise to accidents.

There is a much stronger emphasis on organisational context with ISO 45001. The role of ‘leader’ is also prominent, with a requirement for organisations to demonstrate that their occupational health and safety management system is driven from the highest level.

ISO 45001 is applicable to any organisation regardless of its size, type and nature. All its requirements are intended to be integrated into an organisation’s own management processes. The standard stresses that the level of detail, the complexity, the extent of documented information and the resources needed to ensure the success of an organisation’s OH&S management system will depend on a range factors, such as: the organisation’s context (e.g. number of workers, size, geography, culture, legal requirements and other requirements); the scope of the organisation’s OH&S management system; and the nature of the organisation’s activities and the related OH&S risks.

KGS Ltd could provide a Gap Analysis Checklist to help you undertake an internal review, assessment and benchmark your OH&S management system against the ISO 45001 standard.

Written by Daniel Prosser, MSc CMIOSH L4DipFRA OSHCR
Health, Safety and Wellbeing Professional

LinkedIn