Risk Assessment Questions and Answers 1624351390
Risk Assessment Questions and Answers 1624351390
Risk Assessment Questions and Answers 1624351390
Pat Perry
Published by Thomas Telford Publishing, Thomas Telford Ltd, 1 Heron Quay, London E14 4JD.
URL: http://www.thomastelford.com
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necessarily imply that the sign or symbol used meets any legal requirements or good practice
guides. Before producing any sign or symbol, the reader is recommended to check with the
relevant British Standard or the Health and Safety (Safety Signs and Signals) Regulations 1996.
Throughout the book the personal pronouns ‘he’, ‘his’, etc. are used when referring to ‘the Client’,
‘the Designer’, ‘the Planning Supervisor’, etc., for reasons of readability. Clearly, it is quite possible
these hypothetical characters may be female in ‘real-life’ situations, so readers should consider these
pronouns to be grammatically neuter in gender, rather than masculine.
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Perry Scott Nash Associates Ltd have strong links to the enforcing
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Author’s note
• www.hse.gov.uk/pubns/index.htm
• www.hsebooks.co.uk
1. Introduction 1
What does the term ‘risk assessment’ mean? 1
Why is risk assessment so important in respect of
health and safety? 1
Is risk assessment something new? 2
Is risk assessment as complicated as everyone seems
to believe? 2
What is meant by the term ‘suitable and sufficient’? 3
What does the term ‘hazard’ mean? 3
What is meant by the term ‘risk’? 4
What is meant by the term ‘risk control’? 4
What is meant by the term ‘risk reduction’? 4
What is risk avoidance? 5
What regulations in respect of health and safety
require risk assessments? 5
What are the consequences for failing to carry out
risk assessments? 6
2. Legal framework 7
What is the main piece of legislation which sets the
framework for health and safety at work? 7
viii I Risk assessments Q&A
6. Manual handling 81
What are employers responsible for with respect to
manual handling at work? 81
What are the costs of poor manual handling to both
businesses and society? 82
What steps should be taken in respect of carrying out
a risk assessment for manual handling? 83
What needs to be considered for a detailed manual
handling risk assessment? 84
What are some of the ways of reducing the risks of
injury from manual handling? 87
What are good handling techniques? 88
What are the guideline weights for lifting or manual
handling? 91
Is ‘ergonomics’ anything to do with manual handling? 92
How can ergonomics improve health and safety? 92
What kind of manual handling problems can
ergonomics solve? 93
xii I Risk assessments Q&A
7. Noise 101
What are the requirements of the Noise at Work
Regulations 1989? 101
What are the hazards from noise? 102
What do employers have to do about noise? 103
Is there anything I must know before undertaking
a noise assessment? 103
Are these noise action levels the permanent levels or
will they change? 104
How should a noise assessment be carried out? 105
What information should be given to employees? 107
What types of ear protection are available? 108
Do employers have other responsibilities besides
providing ear protection? 108
Who can carry out a noise assessment? 110
Can someone from within the workforce be
appointed as the competent person? 111
Are there any typical topics which an employee or
other person needs to be trained in so that they can
carry out noise assessments? 111
What is noise exposure? 112
Who needs to be assessed for noise exposure? 113
What actually are decibels? 113
Exactly what the words mean — suitable for the level and complexity
of the job and sufficient in that it identifies as many of the known
hazards and risks as possible.
A risk assessment needs to reflect the key elements of the job or
activity and must consider all known consequences.
People are not expected to be able to ‘see round corners’ and
sometimes the level of knowledge of a particular hazard or its potential
has not developed, for example no one really knows at the moment
whether the use of mobile phones poses a real health hazard but
perhaps, in a year or two, research may conclude that their use is a
considerable health hazard. Employers are not expected to implement
controls to hazards that are not fully understood.
Suitable and sufficient is based on the knowledge we have at the
time of undertaking the risk assessment.
However, just because a hazard exists does not mean that any
harm will necessarily result because certain activities are undertaken
to reduce the consequences of hazard.
The concept of risk assessment has developed over the years and has
become an important part of UK health and safety legislation.
New health and safety laws are generally known as ‘self-
regulatory’ as opposed to being ‘prescriptive’. This means that the
Regulations no longer tell employers what they must do and how, but
set a framework for achieving ‘goals’ in respect of health and safety
so that the employers can arrive at a solution which suits their
businesses. The risk assessment approach enables this to happen by,
for instance, stating that employees will not be exposed to risk but
allowing the employer to determine what that risk is and how to
reduce it, etc.
The following Regulations require risk assessments specifically:
The Health and Safety at Work Etc. Act 1974 is the main piece of
legislation which sets out the broad principles of health and safety
responsibilities for employers, the self-employed, employees and
other persons.
The Health and Safety at Work Etc. Act 1974 is known as an
‘enabling act’ as it allows subsidiary Regulations to be made under
its general enabling powers. It sets out ‘goal objectives’ and was one
of the first pieces of legislation to introduce an element of
self-regulation.
The Act places responsibilities on employers to:
Case law has been built up over the years and practical experience
gained in interpreting the law. A common understanding of ‘reasonably
practicable’ is:
the risk to be weighed against the costs necessary to avert it, including
time and trouble as well as financial costs.
Civil actions must commence within three years from the time of
knowledge of the cause of action. This will usually be the date on
which the employee knew or should have known that there was a
significant injury and that it was caused by the employer’s negligence.
Therefore, an employer would be wise to keep all records of training,
risk assessments, checks, maintenance schedules, etc. for a minimum of
three years as these may be needed for any defence to a claim, etc.
A civil claim will succeed if the plaintiff — the person bringing
the case — can prove breach of statutory duty or the duty of care
beyond ‘the balance of probabilities’.
The employer may mount a number of defences to the claim, the
most common of which are:
• loss of earnings
• damage to any clothing, property or personal effects
• pain and suffering
• future loss of earnings
• disfigurement
• inability to lead an expected, normal personal or social life
because of the injury, etc.
• medical and nursing expenses.
There will not only be the financial payout but associated bad
publicity which could lead to loss of reputation.
The Health and Safety Executive enforces the law in the following
types of work environment:
• industrial premises
• factories and manufacturing plant
12 I Risk assessments Q&A
• construction sites
• hospitals and nursing or medical homes
• local authority premises
• mines and quarries
• railways
• broadcasting and filming
• agricultural activities
• shipping
• airports
• universities, colleges and schools.
The powers that both enforcing authorities have are the same but
the way they use them may differ. Local authority inspectors may
visit premises more frequently than the HSE but the HSE may be
tougher on taking formal action because they have not got the
resources to return to check for improvements.
Legal framework I 13
or
Any person on whom a Notice is served can appeal against its service
on the grounds that:
Any appeal must be lodged within 21 days of the service of the Notice.
An appeal is to an Employment Tribunal.
An Improvement Notice is suspended pending the appeal process.
This means that the employer or person served with the Notice will
be able to continue doing what they have been doing without
changing practices or procedures.
Costs for bringing an appeal may be awarded by the Tribunal —
either in favour of the enforcing authority if the appeal is dismissed or
for the employer if their appeal is successful.
A Prohibition Notice may continue in force pending an Appeal
unless the employer or person in receipt of the Notice requests the
Employment Tribunal to suspend the Notice pending the appeal.
All Statutory Notices served by enforcing authorities should
contain information on how to lodge an appeal.
On hearing the appeal, an Employment Tribunal can:
Yes. It is allowable for the inspector who served the Notice to extend
the time limits given if works cannot be completed and a request is
submitted to the enforcing authority.
It would be prudent to explain why compliance cannot be
achieved, what steps have been taken in the interim and when
compliance will be expected.
Health and safety offences are usually ‘triable either way’ which
means that they can be heard in the magistrates’ courts or Crown
Courts. There are some relatively minor offences which can only be
heard in the magistrates’ courts and some serious offences which can
only be heard in the Crown Courts.
The sentencing powers of the two courts are different, with the
Crown Court operating with a jury. Higher fines and imprisonment
can be imposed by the Crown Courts.
Offences only triable in the magistrates’ court are:
Case study
Under the Health and Safety at Work Etc. Act 1974, employers must
produce a written Health and Safety Policy if they have five or more
employees.
The policy must contain a written statement of their general policy
on health and safety, the organisation of the policy and the
arrangements for carrying it out.
Employees must be made aware of the Safety Policy and must be
given information, instruction and training in its content, use, their
responsibilities, etc.
A copy of the Safety Policy Statement must either be given to all
employees or be displayed in a prominent position in the workplace.
The Safety Policy must be reviewed regularly by the employer and
kept up to date to reflect changes in practices, procedures, the law, etc.
This section of the Safety Policy shows how the organisation will put
its good intentions into practice and outlines the responsibilities for
health and safety for different levels of management within the
company.
An organisational section will normally include:
The Safety Policy must either contain details of what employees and
others must do in order to ensure their safety at work, or it must
contain references as to where information on safe practices can be
found, e.g. in the department handbook, employee induction pack,
etc.
Usually, however, for ease of use and clarity, most employers will
produce everything needed for the Safety Policy in one document.
The ‘arrangements’ section of the Safety Policy contains the details
of how you expect your employees and others (e.g. contractors) to
proceed with a task or job activity safely.
Subjects often covered under arrangements are:
• using equipment
• electricity and gas safety
• personal protective equipment
• emergency procedures
• fire safety procedures
• training
• monitoring and review procedures
• COSHH procedures
• occupational health
• maintenance and repair
• permit to work procedures
• stress in the workplace
• violence in the workplace
• operational procedures.
the 1992 Regulations did not fully adopt the principles of the EU
Social Charter and its intent in respect of harmonising health and
safety law across Europe.
The Management Regulations are the backbone of the UK’s health
and safety management regime and must always be used as the
benchmark for health and safety compliance.
Many topic-specific Regulations will cross reference to the
Management Regulations and two or more sets of Regulations will
need to be read in association.
• risks to their own health and safety to which they are exposed
while at work, and
MHSW Regulations 1999 I 29
• Have you or can you measure with regard to your health and
safety performance:
where you are
where you want to be
where the difference is
why?
• Are you practising active monitoring or simply reacting
when things go wrong?
• Is there a culture of recording near misses or do you wait for
accidents to happen?
• Can you benchmark how you perform against another
department, company or other organisation?
• Do you know how well you are really doing or does it just
‘look good on paper’?
• Are there ongoing accident and incident records and trend
analysis?
• Is the effectiveness of training measured — do you assess
learning outcomes?
MHSW Regulations 1999 I 35
Every employer shall ensure that his employees are provided with
such health surveillance as is appropriate, having regard to the risks
to their health and safety which are identified by the risk assessment.
36 I Risk assessments Q&A
Yes, provided that you could convince the enforcing authorities and
probably the courts that you were competent to deal with health and
safety matters.
Regulation 7 of the Management of Health and Safety at Work
Regulations 1999 requires an employer to appoint one or more
‘competent’ persons to assist him in undertaking the measures he
needs to take to comply with the requirements and prohibitions
imposed on him by virtue of the relevant statutory provisions and by
Part II of the Fire Precautions (Workplace) Regulations 1997.
‘Competency’ is described as having sufficient training and
experience or knowledge and other qualities to enable him properly
to assist in undertaking the measures needed to comply with statutory
duties.
Any or all competent persons appointed must co-operate with one
another.
The employer must ensure that any competent person is provided
with relevant information about hazards and risks, etc.
Where practicable and should a competent person be available,
they should be appointed from within the workforce and should not
be external appointments unless specialised knowledge and
experience is required.
• fire
• bomb
• explosion
• chemical release
• flood
• toxic gas release, fumes, etc.
• unexpected shut-down of exhaust ventilation which could
cause toxic fumes, dust, etc. to build up
• terrorist attack
• radiation leak
• biological agent release.
Health and safety law requires that two or more employers who share
a workplace must co-operate with one another in respect of health
and safety matters and where necessary, appoint a co-ordinator for
health and safety.
Each employer must take reasonable steps to reduce risks both to
his own employees and to others and must not put other people at
undue risk.
Often, a multi-occupied building will have a Managing Agent and
it would be the responsibility of this person, as the person in control
of the premises, to co-ordinate emergency procedures, etc. and to
undertake risk assessments of the ‘common parts’.
Employers have a duty to inform those who need to know about
the hazards and risks associated with their undertaking. Every
employer must consider the risks posed by another employer when
determining his own risk assessments.
It is good practice to swap Health and Safety Policies with other
occupiers so that each is fully aware of the hazards and risks posed by
each employer and the control measures each has in place.
Emergency procedures (e.g. evacuation) need to be co-ordinated
so that there is a unified response to any alarm, etc.
Where employees are working in a host employer’s premises (e.g.
maintenance workers), the host employer must ensure that they
provide the visiting employees with relevant information on hazards,
risks, control measures and emergency procedures.
In particular, the names of nominated persons in respect of
emergencies should be made available to visiting employees, e.g.
Fire Wardens, first aiders.
MHSW Regulations 1999 I 41
• on being recruited
• on being exposed to new or increased risks due to:
being transferred to another department or section
the provision of new equipment
the change of existing equipment
the introduction of new technology
the introduction of a new system of work.
they are familiar with the hazards and risks of what they do and they
know the actual way they carry out the tasks in practice, as opposed
to the ‘theoretical way’.
The law requires that anyone involved in health and safety matters
for an employer, including the employers themselves, must be
competent.
Regulation 7 of the MHSW requires employers to appoint competent
persons to assist in health and safety matters. This will include a
competent person being appointed to undertake risk assessments.
Regulation 7 defines a person as being competent if they have
sufficient information, knowledge and experience to enable them to
properly assist the employer in discharging his responsibilities.
If a work activity does not pose any health and safety risks then
there is no need to carry out a risk assessment, although a risk
assessment of sorts will be carried out in order to establish that the job
task has no hazards or risks attached to it.
Undertaking risk assessments I 45
No, mainly because risk assessments are individual to job tasks and
need to be ‘site specific’!
The HSE does publish guidance on how to complete risk assessments
and they include a risk assessment template.
There is no right or wrong way to complete a risk assessment. The
law requires that it is ‘suitable and sufficient’.
A risk assessment must contain suitable information to be useful to
an employee to understand what hazards they may be exposed to
when carrying out the task.
Generally, any format that includes the following will be suitable:
The risk is the likelihood that the potential harm from the hazard
will be realised.
The extent of the risk will depend on:
the level of risk arising from the work activity should determine the
degree of sophistication of the risk assessment.
Step 3: Evaluate the risks and decide whether the existing precau-
tions are adequate or whether more should be done
Step 4: Records your findings
Step 5: Review the assessment and revise it whenever necessary.
Walk around the workplace and look out for anything which could
cause harm. Take a fresh view and do not make assumptions about
things.
Concentrate on identifying the serious hazards which could cause
major harm to people, e.g. cause them to have a significant injury or
which may affect several people.
Talk to your employees and ask them what they think of as
hazards, ask them how they really do the job and whether they follow
the rules or do it a little differently.
Review any records that you have such as accidents and incidents.
It is a good idea to keep ‘near miss’ records because these should tell
you that something is not working but that things have not yet
become sufficiently serious to cause an accident.
Undertaking risk assessments I 53
What type of accidents are happening and why? Are people off
sick for periods of time with back injuries, for instance.
Check manufacturers’ operating procedures, manuals and
instructions.
Check what substances are being used and what substances are
being produced by the works process itself, e.g. dust.
Common hazards include the following:
• all employees
• agency staff
• self-employed people
• visitors, public, etc.
• contractors
• cleaners
• delivery personnel
• maintenance workers.
How might they be affected by the hazard? Are they likely to incur
a serious injury, or none at all? Could they be harmed because they
were in the vicinity of the hazard or because they have to undertake
the job task?
54 I Risk assessments Q&A
Consider how likely it is that each hazard you have identified could
cause harm.
Then consider what you are currently doing to reduce the potential
for harm?
Are you doing enough?
Have you done all the things that the law requires you to do?
Are you following good practice and industry standards? Are
manufacturers’ instructions being adhered to?
If, for instance, you use dangerous machinery, do you have guards
in place so that the dangerous parts cannot be accessed?
What more could be done to reduce the risks to as small a level as
possible?
If you are not satisfied that all risks are as small as possible then
more needs to be done.
Draw up an Action Plan so that you work on eliminating the
highest risks first, or those which could harm most people.
If you need to provide more control measures or precautions,
consider the ‘hierarchy of risk control’:
Example
Risk assessment is not a ‘once and for all’ exercise. Hazards in any
workplace may change, the circumstances in which those hazards
occur may change, the people may change, and the materials and
equipment may change!
So, a risk assessment needs to be constantly reviewed to see if it is
still relevant.
Your original risk assessment process should identify when and if
hazards and risks will change and should indicate a regular review
period.
Undertaking risk assessments I 57
The law requires you to tell your employees and others about the
findings of your risk assessment exercise.
Employees must know what hazards they are exposed to during
their working day and must be advised of the precautions or controls
which have been implemented to help reduce the risk of harm.
Employees could be given copies of the risk assessments
individually as part of their employee handbook, or they could be
given a formal training session which identifies the hazards and risks
and trains them in how to operate or follow the control measures.
Information could be displayed on company notice boards or
adjacent to the work areas.
As long as employees are kept informed, the method by which it is
done is left to the employer.
Every employer is under a duty to ensure that employees receive
information, instruction and training in respect of any matter which
may affect their health and safety while at work.
5
Control of substances hazardous
to health and dangerous explosive
substances
There are three main ways in which products get into the body:
through ingestion, through the skin or through inhalation. The form
of the product plays an important role. The more finely divided a
product is, the more easily it is absorbed (generally the smaller the
particles, the more dangerous they are). Solids for example, may be
in the form of powder and liquids in the form of an aerosol.
COSHH I 63
Entry via the digestive route (or ingestion) is usually accidental or the
result of carelessness, for example:
Maximum exposure limits are set for substances which can cause the
maximum amount of health damage. These substances usually cause
life-threatening illnesses such as cancer, asthma, severe industrial
dermatitis, respiratory conditions, etc.
COSHH I 65
Highly flammable (F) (F) Highly flammable products ignite in the presence of a
flame, a source of heat (e.g. a hot surface) or a spark.
Dangerous for the environment Substances which are highly toxic for aquatic organisms,
(<<N) toxic for fauna, dangerous for the ozone layer.
COSHH
I
67
68 I Risk assessments Q&A
Employees often know huge amounts about what they use, how
and why. Consult with them. Use Employee Representatives or
Safety Representatives for information and advice.
If you appoint external assistance, check out their experience and
reputation. Take references.
Step 1
You should already have completed a COSHH assessment for the
substances under consideration. If you have assessed that you are
using substances that have a high risk of injury or disease, they should
be substituted, e.g. any substance which is known to be carcinogenic.
Consider also any risk of fire, explosion or environmental risk.
Step 2
Identifying alternatives needs to be wide ranging. The first question
is ‘do you need to do the job at all?’.
Alternatives may not be other substances but may be a change of
process, e.g. using drain rods to clear blockages rather than using
sulphuric acid.
Consult with the users and find out in exactly what quantities and
how often they use the substance. Do they know of any alternatives?
Ask customers whether they will accept different substances, as
sometimes it is customer demand which dictates processes, etc.
Could different equipment be used which could reduce the
harmful effects of the substance?
Could the substance be diluted and still be effective?
Could it be used in a different form, e.g. granules instead of
powder, liquid instead of powder, etc.
72 I Risk assessments Q&A
Step 3
Look at all of the alternative products identified in Step 2 and ask the
question listed for each alternative.
What would be the consequences of using the alternative? Will it
do the job as well and as efficiently?
Do you have the equipment to use the new substance or will new
sprays, containers, etc. need to be bought? Would this increase the
costs and lead to the new substance being a short-term solution?
Will the new substance be available in the long term in the
quantities you want? It is best practice to endeavour to keep
consistency in substance use, so frequently changing substances
could create hazards, as employees will be unfamiliar with what they
are using.
What training do you need to give staff on the use of the new
substances?
COSHH I 73
Step 4
Compare the risks of using the alternatives you have identified with
the product you are currently using.
Sometimes the hazards of the different products fall into different
categories, e.g. one product could be highly flammable and a fire risk
and the other could be less flammable but highly toxic.
Try to compare substances in respect of the same hazard, e.g.:
The general risk assessment for the job activity will identify what
residual risks are associated with the job. The substance chosen should
not increase those residual risks. It may be necessary to accept a greater
risk in one area in order to lessen the risk elsewhere. For example, if
working in a critical space is planned and a chemical cleaning agent is
needed it will be safer to specify a non-flammable substance because a
fire in a confined space is a high risk and the consequences are great
(e.g. people often cannot get out easily), but the non-flammable
cleaning agent may be toxic. It is better to control the risks of contact
with the toxic substance through PPE than to change the toxic substance
in favour of a less toxic but highly flammable substance.
Step 5
When all the risks of possible alternatives have been identified and
assessed, the decision remains as to whether to substitute the
substance or not.
74 I Risk assessments Q&A
Step 6
Step 7
Assess the change. All good and effective health and safety management
systems have a step of ‘Audit and review’.
Is the substance doing what it should do? Is it being used as
planned or are employees, for instance, using twice the concentration
of the substance to achieve an effective job.
Monitor employees. If the new substance was chosen because it
would cut down on skin dermatitis, does it? Can you assess the
benefits?
COSHH I 75
Other steps which could be taken will mitigate the risks associated
with a dangerous substance.
extremely flammable
highly flammable or
flammable.
(2) Assess the physical and chemical properties of the substance
and the circumstances of the work involving the substance, to
see what will create a safety risk to persons.
• explosive
• oxidising or
• flammable (in all categories)
Company:
Address:
Contact:
Product:
Job task:
Application:
Equipment:
CONTROL MEASURES
For users:
For persons in location:
EMERGENCY PROCEDURE
Contact arrangements:
PRODUCT:
RISK IDENTIFICATION
Hazardous component(s):
Hazardous nature of component(s):
Duration of exposure:
Level of exposure:
Risk category:
MONITORING REQUIREMENTS:
Training:
Health surveillance:
Re-assessment:
Date of assessment/revision:
6
Manual handling
• hands
• feet
• arms
• legs
• neck
• head.
Case study
• investigation time
• civil claims
• criminal prosecution
• increased insurance premiums.
• lifting
• pushing
• pulling
• shoving
• lowering
• carrying.
Consider the size and shape of the load and the best way to handle it:
The tasks
• repetitive handling
• insufficient rest time
• a work rate imposed by a process?
The loads
• constraints on posture
• variations in level
• poor floors
• hot, cold or humid conditions
• strong air movements
• poor lighting
• restrictions on movement or posture from clothes or personal
protective equipment?
Individual capacity
Case study
The tasks
Can you:
The loads
Can you:
Individual capacity
Can you:
Planning
Positioning feet
Feet should be apart, giving a balanced and stable base for lifting
(tight skirts and unsuitable footwear make this difficult). The leading
Manual handling I 89
Good posture
When lifting from a low level, bend with the knees, but do not kneel
or over-flex the knees. Keep the back straight, maintaining its natural
curve (tucking in the chin helps). Lean forward a little over the load if
necessary to get a good grip. Keep the shoulders level and facing in
the same direction as the hips.
Try to keep the arms within the boundary formed by the legs. The
best position and type of grip depends on the circumstances and
individual preference, but must be secure. A hook grip is less tiring
than keeping the fingers straight. If you need to vary the grip as the
lift proceeds, do it as smoothly as possible.
Lifting
Keep the load close to the trunk for as long as possible. Keep the
heaviest side of the load next to the trunk. If a close approach to the load
is not possible, slide it towards you before you try to lift. Lift smoothly,
raising the chin as the lift begins, keeping control of the load.
Movement
Move the feet instead of twisting the trunk when turning to the side.
Adjustment
The task
The problem
The solution
The benefits
Twisting
Reduce the guideline weights if the lifter twists to the side during the
operation. As a rough guide, reduce them by 10% if the handler twists
beyond 45º, and by 20% if the handler twists beyond 90º.
92 I Risk assessments Q&A
The risk assessment guidelines are not absolute safe limits for lifting.
But work outside the guidelines is likely to increase the risk of injury,
so you should examine it closely for possible improvements. You
should remember that you must make the work less demanding if it is
reasonably practicable to do so.
Yes and no! Ergonomics is the science concerned with the ‘fit’
between people and their work and surroundings.
Ergonomics aims to make sure that tasks, equipment, information
and the environment suit each worker. So, that could include manual
handling activities but it is more likely to consider how the job is
done rather than what is lifted.
Ergonomics would look at all of the above issues and ‘design out’
the hazards associated with the control panel on the machine. The
location of controls would be considered so as to cut down on
‘repetitive strain’ injuries.
• repetitive lifting
• tasks which involve awkward postures, twisting or bending
• loads which cannot be gripped properly
• tasks which need to be carried out in poor environmental
conditions, i.e. wet floors, poor lighting, cramped space,
restricted headroom
• tasks carried out under too great time pressures and without
adequate rest periods.
Case study
Job description:
By whom:
7
Noise
Hearing damage
Ear protection
• knowledge
• experience
• information
• inter-personal skills.
All employees who may or will be exposed to noise levels during the
course of the working day which exceed 85 dB(A) must be formally
assessed.
If the noise in the workplace is so loud that, generally, employees
have to shout to one another to be heard, the chances are that the noise
levels will be above 85 dB(A) and a formal Noise Assessment will be
needed.
As with all risk assessments, the effect of the job task or activity on
persons other than employees also needs to be assessed.
The ear can hear sounds at frequencies between 20 and 20 000 cycles
per second or hertz (Hz). It is most sensitive to frequencies between
3000 and 6000 Hz, i.e. those used in human speech.
Sound levels are measured in decibels (dB) with the range going
from zero decibels (the threshold of hearing) up to around 140 dB (a
very painful and dangerous level of exposure).
A correction is made to allow for the human ear’s varying ability
to hear sounds at different frequencies. This is called the ‘A’ weighting
and noise levels corrected in this way are shown as dB(A).
The dB(A) scale is therefore noise as it is heard by the human ear.
The decibel scale is logarithmic. A rise of 10 dB(A) represents a
tenfold increase in noise.
An increase of 3 dB(A) results, in effect, in the doubling of the
noise. A small rise in dB(A) can significantly increase the hazards
and risks from the noise source.
114 I Risk assessments Q&A
Company details . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Business activity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Number of employees. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Number of employees. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Date of assessment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Calibration details. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Duration of survey/assessment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
116 I Risk assessments Q&A
Has the first action level been exceeded, i.e. 85 dB(A)? Yes/No
Has the second action level been exceeded, i.e. 90 dB(A)? Yes/No
To what level will noise be reduced once control measures are in place? . . . . . . .
...............................................................
...............................................................
Noise I 117
Name of assessor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Contact details . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
...............................................................
8
Display screen equipment
No. The Regulations in the main apply to the users of display screen
equipment. The Regulations also only apply to employees and the
self-employed. Therefore a ‘user’ can only be an employee or a self-
employed person.
Regulation 1(2d) defines a ‘user’ as an employee who habitually
uses display screen equipment as a significant part of his/her normal
work.
In the same Regulation, a self-employed person who habitually
uses display screen equipment is defined as an ‘operator’.
A display screen is not only a computer screen but also television
screens, video screens, plasma screens, microfiche screens, etc.
Display screen equipment I 121
If they are an employee and they use their display screen equipment
continuously as part of their job, they will be defined as a user
irrespective of where they use the equipment.
The display screen and workstation does not have to be supplied
by the employer — an employee can provide their own equipment
but the employer would still have to comply with their duties in
respect of users and operators and assess the hazards and risks to
health.
In order to determine whether homeworkers are users or operators
of display screen equipment the six questions posed earlier will need
to be asked of each individual worker.
124 I Risk assessments Q&A
an assembly comprising:
(i) display screen equipment
(ii) keyboard or other input device
(iii) optional software
(iv) optional accessories to the display screen equipment
(v) any disk drive, telephone, modem, printer, document holder,
work chair, work desk, work surface or other item peripheral to
the display screen equipment
(vi) the immediate work environment around the display screen
equipment.
in order to assess the health and safety risks to which those people are
exposed as a result of that use.
The analysis is to assess and reduce risk — it is a risk assessment.
Yes, because each person is different and the effect that using the
display screen may have on them will be different for individuals. Of
course, some individuals may have no ill-effects from using a display
screen and there will be little you will need to do.
Display screen equipment I 125
• display screens
• keyboards
• mouse or trackball
• software
• furniture
• environment.
No, they are one part of the employer’s responsibilities under the
Regulations.
The Regulations themselves require employers to:
• adequate lighting
• adequate contrast — no glare or distracting reflections
• distracting noise minimised
• leg room and clearances to allow postural changes
• window covering if needed to minimise glare
• software — appropriate to the task, adapted to the user, no
undisclosed monitoring of the user
• screen — stable image, adjustable, readable, glare- and
reflection-free
• keyboard — usable, adjustable, detachable, legible
• work surface with space for flexible arrangement of
equipment and documents, glare-free
• chair — stable and adjustable
• footrest, arm/wrist rest if users need one.
No. Only those employees who are classed as ‘users’ under the
Regulations are covered by the Regulation applying to eyesight tests.
An employee who is a user of DSE can request an eyesight test, as
can anyone who is to become a user, and the employer has to arrange
for one to be carried out.
If an existing user requests a test, an employer must arrange for it
to be carried out as soon as practicable after the request and for a
potential user, before they become a user.
The continual use of DSE or VDU screens may cause visual
fatigue and headaches and corrective glasses may reduce the eye
128 I Risk assessments Q&A
• musculo-skeletal problems
• visual fatigue
• mental stress.
• getting comfortable
adjusting the chair
132 I Risk assessments Q&A
Location/Department:
Name:
Date:
1. JOB DESIGN
How long is spent on computer per day?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Does this include other roles, e.g. answering telephone, etc.?
Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Can breaks be taken freely? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Is desk sufficiently large to allow comfortable
arrangement of work? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Is desk height suitable? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Is there adequate light? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Display screen equipment I 135
3. EQUIPMENT
Does screen have adjustable controls? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Does screen tilt/swivel? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Is screen free from reflection/glare? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Are digits clear and defined, is screen free from flicker? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Is keyboard separate from screen? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Is it easy to use/non-reflective, etc.? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Is there adequate space in front of keyboard to support
hands and arms? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Is a document holder required? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
136 I Risk assessments Q&A
4. CHAIR
Is chair fully adjustable? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Is it stable? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
5. OPERATOR
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Has information been made available for them
regarding visual display screen use? Yes/No
Comment: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Signed (subject)…………………………………….
Display screen equipment I 137
Top tips
Case study
• entanglement
• entrapment
• electricity
• hot surfaces
• impact damage
• excessive noise
• fire or explosion.
Risks include:
• death
• serious injury
• amputation of limbs
• electric shock
• musculo-skeletal problems
• industrial disease, e.g. deafness.
Work equipment and work practices I 141
Yes. Hand tools can cause a number of injuries if not used correctly
and, although they may be small, they can still be dangerous.
A risk assessment should consider the hazards, who could be
harmed, how, what needs to be done to control the risks, etc.
Hand tools could include knives, hammers, chisels, screwdrivers,
woodworking tools, maintenance kits, electrical appliance testers, etc.
Work equipment and work practices I 143
• boilers
• steam heating systems
• air compressors
• pressure cookers
• steam ovens
• heat exchangers
• process plant and pipes
• pressure gauges and hoses
• refrigeration plant.
Examples include:
• ducts
• vessels
• culverts
• boreholes
• bored piles
• manholes
• sumps
• excavations
• inspection pits
• sumps
• building voids
• enclosed rooms
• cellars (some)
• inside machinery, autoclaves, etc.
• sewers
• silos.
Case study
The HSE reported in March 2003 that there had been four
deaths involving confined spaces in four weeks.
Three deaths involved oxygen deficiency, and the other, a
flammable liquid.
The deaths occurred in two separate incidents.
The fatalities occurred soon after entering the confined
spaces and indicated that no matter how brief an entry into a
confined space it can still be lethal.
Low oxygen levels have been attributed to the process of
rust formation within a previously sealed vessel and the use
of an inert gas in the welding process.
Hazards of a confined space include:
Project number. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Date. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Location . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Description of work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
................................................................
................................................................
Yes No Does
not
apply
Protective equipment
Goggles/face shield
Head protection
Protective clothing
Hearing protection
Fire extinguisher
Other
152 I Risk assessments Q&A
Yes No Does
not
apply
Adequate ventilation?
Approvals superintendent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Safety representative . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Standby . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
• using ladders
• using step ladders
• using access cradles
• working from scaffolding
• working from platforms
• using tower scaffolds
• using mobile elevating work equipment
• working on roofs.
Take into account any hazards or risks from your work activities (or
those of others) which could affect employees of childbearing age.
Risks include those to the unborn child or to a child of a woman
who is breastfeeding.
Look for hazards which could affect all female employees, not just
those who are pregnant.
Physical hazards
• Movement and posture
• Manual handling
• Noise
• Shocks or vibrations
• Radiation
• Impact injuries
• Using compressed air tools
• Working underground.
Biological hazards
• Working with micro-organisms which can cause infectious
diseases.
• Pesticides
• Lead
• Carbon monoxide
• Medicines and drugs
• Veterinary drugs.
Working conditions
• Stress
• Working environment
• Temperatures
• Ventilation
• Travelling
• Violence
• Passive smoking
• Working with DSE
• Working hours
• Use of personal protective equipment
• Use of work clothes or uniforms
• Lone working
• Working at heights
• Mental and physical fatigue
• Rest rooms, work breaks, etc.
Consider whether any of the above can harm any employee, but
particularly new or expectant mothers.
The requirement to control many of the above hazards is contained
in specific health and safety regulations, e.g. Manual Handling
Operations Regulations 1992.
Decide who is likely to be harmed, how, when and how often, etc.
Remember that new or expectant mothers may be less tolerant to haz-
ards than other workers and so the degree of control needed to eliminate
or reduce the risks may be greater than would normally be expected.
Consult your employees and inform them of any risks identified
by the risk assessment. In particular, advise all female employees of
childbearing age of any risks which may affect them. Advise them of
the steps that are to be taken to reduce the risks.
Persons with special needs I 161
Task/Activity
Working while pregnant, breastfeeding or as a new mother — general
office work, lifting loads, sitting at desks and driving
MEDIUM
LOW
References
Health and Safety Policy
Assessment form to support pregnancy risk assessment
Employee name:
Expectant/New Mother
(Please highlight applicable category)
Premises name:
In addition to the general pregnancy risk assessment available, this specific pregnancy assessment reviews the working
conditions, environment and medical status of the pregnant employee through each stage of the pregnancy and return to
work after giving birth.
The Line Manager must complete this form with the pregnant employee at each of the above stages. The guidance contained
Persons with special needs
within the assessment form will give recommendations and indications of action to be taken where hazards may be
I
identified.
165
166
Manual handling
I
If the answer is ‘yes’ to any of the tasks/activities detailed below, give exact details of tasks under ‘detail’.
Also, if the answer is ‘yes’, where ‘action to be taken’ details ‘minimise task’, consider with the employee, what is
reasonable, what they are capable of and comfortable with. They may usually be able to lift and carry a limited
amount of weight. Also, movements such as ‘reaching upwards’ or ‘twisting’ will need to be reviewed but so long as
they are not excessive, and do not involve, for example, significant risk of injury or lifting weight while doing so, this
sort of activity will normally be reasonable to expect.
Consider whether any such exposure to the factors below would mean an increased risk of injury. For example, working
behind the bar, the risk of slips may be elevated but consider measures to help prevent and to deal with spillages. Are
they adequate, do they need improvement? Detail any actions to be taken as a result of your assessment.
Standing for long periods, i.e. over 2 hours Provide a seat/stool to sit
without breaks down at quieter periods.
Resources department.
I
169
170
I
Workstations/VDU stations
Review the use of any VDU by the pregnant employee — refer to the relevant section in the Health and Safety
policy. Detail any necessary action to increase comfort if needed and allow regular breaks away from the screen
(at least 10 minutes in every hour).
Long periods at the workstation (i.e. over Increase breaks away from
2 hours at any one time) screen to 10 minutes in
every hour doing different
tasks.
Check all chemicals used are those approved in the COSHH manual. Review the employee’s contact with body fluids
spillages — can they be avoided to an extent, i.e. can they avoid clearing body fluid spillages, etc.
Night working
If the employee is working during the evening/night shifts, e.g. past 8 pm, consider what can be done to give extra
breaks/rest. Can she sit down during quieter periods, is there access to a seated, non-smoking rest area? How will she
Risk assessments Q&A
get home after a night shift? Consider options as detailed in ‘Working environment’.
Other issues
I
Describe any other issue, which may affect the individual’s health and safety due to being either an expectant or new
mother, or because of an existing medical condition. For example, pre-existing medical conditions that may affect a
woman during pregnancy or afterwards include:
Diabetes
Any heart condition
Risk assessments Q&A
Date: ………….
Date: …………
Retain copy for personnel file and copy to Human Resources department.
Persons with special needs
I
175
176 I Risk assessments Q&A
If young people are over the age of 16 years, however, they may be
able to undertake or be exposed to the above tasks and hazards if it is
necessary for their training and if they are under constant supervision
by a competent person.
Children below the school-leaving age must never be allowed to
undertake the tasks or be exposed to the hazards listed above.
Young people need training when they start work — before they
undertake any work activity, process or task. They must be trained to
do the work without putting themselves or others at risk.
It is important to check that young people have understood the
training and information they have been given.
• safety helmets
• ear protection
• eye protection
• gloves
• safety shoes or boots
• high visibility jackets
• respiratory masks
• breathing apparatus.
An employer has to carry out a risk assessment of the job tasks and
activities which his employees have to undertake and must determine
the control measures necessary to reduce hazards and risks to the
lowest possible level.
If elimination of the hazard at source, engineering controls or a
safe system of work will not reduce the hazard to an acceptable level,
then the employer must provide the employee with appropriate PPE.
Personal protective equipment provided to employees must be
free of charge.
Regulation 6 of the Personal Protective Equipment Regulations
1992 requires an employer to ensure that an assessment is made in
respect of PPE needs. This must include:
Yes, provided the risk assessment has given due regard to the needs
of PPE and has determined whether PPE is suitable.
The risk assessment under the Management of Health and Safety
at Work Regulations 1999 will determine what health and safety
measures are needed to comply with legal requirements.
Personal protective equipment I 181
The employer has a duty to maintain all PPE provided for his
employees. PPE must be maintained in an efficient state, in efficient
working order and in good repair.
Specific arrangements may be needed for:
• inspecting PPE
• maintaining PPE
• cleaning PPE
• disinfecting PPE
• replacing PPE
• examining PPE
• testing PPE.
Case study
The workplace
Training — do users know what they have to wear and why, what
the hazards and risks are, how to wear the PPE, how to inspect it
before use, how to report defects, etc.?
Acceptability and comfort — will users wear it for prolonged
periods, will it be too heavy or cumbersome? Will it slow them down
so that ‘piece work’ may be affected? Does the user have choice?
Interference — will the PPE work with other PPE (e.g. goggles
and masks), will it prevent other controls being used, e.g. will ear
defenders prevent warning buzzers, etc. from being heard, will
goggles restrict vision, etc.?
Management commitment — do employees see a culture of ‘do as
I do’ and not ‘do as I say but don’t do’? Are management, including
supervisors, leading by example?
Hearing protection
Ear plugs
• Fit inside the ear canal and impede the passage of sound
energy to the ear drum.
• Made from glass down, rubber or foam.
• Are usually disposable.
• Allow some sound to the ear drum.
• Create hygiene problems if re-used.
• Are unlikely to produce a good fit.
• Come in varying sizes but could be too small or big for each
individual ear.
188 I Risk assessments Q&A
Ear muffs
• Rigid cups that fit over the outer ear and are held in place with
a head band.
• Are unlikely to be a tight fit.
• Allow some sound to the ear drum.
• Can be uncomfortable.
• Difficult to wear with glasses or goggles, etc.
Eye protection
Spectacles/glasses
• Used for protection against low energy projectiles.
• Do not protect against dust.
• Are easily displaced.
• Are usually incompatible with other PPE.
Goggles
• Used for protection against high energy projectiles.
• Protect against dust, etc. as they protect the whole of the eye
and surrounding face.
• May mist up and prevent vision.
• May be uncomfortable and cumbersome.
• Protect against splashes.
Personal protective equipment I 189
Head protection
Safety helmet
• Safety helmets must be worn on construction sites.
• Protect against impact damage.
• Deteriorate in sunlight.
Bump cap
• Provides less protection from impact damage.
• Easier to wear, especially in confined spaces.
Hand/arm protection
Gloves/gauntlets
• May be leather which affords good protection.
• May be cumbersome.
• May prevent good grip.
• May cause dermatitis.
• Are resistant to fluids.
• May be chain mail to protect against cuts.
• May be of rubber, PVC, nylon, cotton, latex or cloth.
• May corrode in certain substances.
• May be easily damaged.
• Can be uncomfortable to wear.
190 I Risk assessments Q&A
Safety footwear
Usually used where there objects could fall onto feet or where objects
may pierce the soles of shoes, to offer protection in wet conditions, etc.
Safety boots/shoes
• May have steel toe caps.
• May have steel soles.
• Can be lightweight.
• Are often cumbersome.
• Protect against oils, etc.
Wellingtons
• May have steel toe caps.
• Protect against water and fluids.
• May not provide good grip.
• Safety harness.
• Lanyards.
Personal protective equipment I 191
Name of company:
Name of employee:
Job occupation/title:
Date: ……………………………………….
12
First aid
The Health and Safety (First Aid) Regulations 1981 set the standards
for first aid at work.
The main scope of the Regulations covers:
Every employer must provide equipment and facilities which are
adequate and appropriate in the circumstances for administering first
aid to employees.
Employers must make an assessment to determine the needs of
their workplace. First aid precautions will depend on the type of work
and, therefore, the risk being carried out.
Employers should consider the need for first aid rooms,
employees working away from the premises, employees of more than
one employer working together and non-employees.
Once an assessment is made, the employer can work out the number
of first aid kits necessary by referring to the Approved Code of Practice.
Employers must ensure that adequate numbers of ‘suitable
persons’ are provided to administer first aid. A ‘suitable person’ is
someone trained in first aid to an appropriate standard.
In appropriate circumstances the employer can appoint an
‘appointed person’ instead of a first aider. This person will take
196 I Risk assessments Q&A
First aid at work covers the arrangements you must make to provide
employees with adequate first aid attention while they are at work.
Employees may suffer injury or ill-health while at work, caused by
a work activity or the work environment, or employees may become
ill for other reasons while at work.
They must receive immediate emergency attention and, in serious
cases, an ambulance must be called.
First aid at work is designed to save lives and to prevent minor
injuries or incidents escalating into serious ones.
Step 1
Consider what are the risks of injury and ill-health associated with
your work practices and activities.
Step 2
Are there any specific risks which can be clearly identified, e.g.:
Step 3
Are there areas within the business where risks may be greater
because of the environment and might these need additional first aid
facilities, e.g.:
• research laboratories
• pathology laboratories
• hot working environments
• cold working environments?
Step 4
Step 5
How many people are employed on the site? How many are
permanent, temporary, etc.? How familiar are they with procedures,
processes, etc.?
Are there any young or inexperienced workers more likely to have
an accident or suffer ill-health than the regular workforce? Does
anything extra need to be done for people with disabilities?
Step 6
What are the buildings used for and how are they used, are they
spread out, do employees work out of doors, can they access all parts
of the building? Where might first aid provisions and facilities be
located so that they are available to all?
First aid I 199
Step 7
Step 8
A first aider is someone who has undergone training in first aid and
holds a current first aid at work certificate. All first aider training
courses must be approved by the HSE, so ask all providers for details
of their HSE registration documentation, etc.
Employers who have over 50 employees usually need to appoint a
trained first aider.
First aid training courses last four days and the certificate is valid
for three years. After that, retraining is needed.
A trained first aider can administer first aid and the primary
purpose is to prevent injuries from getting worse rather than to try to
treat people or provide medical expertise.
The Regulations do not set down hard and fast rules in respect of
numbers of people to be appointed. It really is dependent on the type
of work activity and the likelihood of injury.
First aid I 201
The law requires the employer to make the assessment and, as long
as that can be explained and justified as being suitable and sufficient,
the law will be satisfied.
However, the Approved Code of Practice on First Aid at Work
gives guidance on suitable numbers of appointed persons and first
aiders.
Enough people should be nominated and trained so that absences
can be covered.
A suggested ratio of appointed persons or first aiders is listed as
follows.
No, the law on first aid applies to employees while they are at work.
However, it is good practice to consider the needs of customers or
the public when completing the risk assessment. The Health and
First aid I 203
There is no legal requirement within the Health and Safety (First Aid)
Regulations 1981 for employers to provide a first aid room. As with
the provision of any first aid facilities, the need for a first aid room
will be determined in the risk assessment.
Guidance in the Approved Code of Practice indicates that it would
be good practice to provide a first aid room when there are 150
employees or more.
If a first aid room is provided, it must have the following
attributes:
Case study
• neck
• shoulders
• arms
• elbows
• wrists
• hands
• fingers.
• bursitis
• tripper finger
• vibration white finger.
Step 1
Step 2
Step 3
Carry out regular and effective risk assessments on job tasks. Make
sure that the persons carrying out the risk assessments are competent.
Step 4
Step 5
Step 6
already strained muscles and tendons, for example, will make the
injury worse, whereas stopping the task as soon as the pain is identified
will enable the muscles or tendons to repair themselves and heal.
Step 7
Company:
Department:
Date:
Yes No
Gripping tools?
Twisting?
Reaching?
Moving things?
214 I Risk assessments Q&A
Yes No
Lifting things?
Finger/hand movement?
Awkward posture?
Repetition of task?
Are there:
(This will be YES if any of the above questions/statements were answered ‘yes’).
WRULD I 215
Name of company:
Name of assessor:
Date of assessment:
Job title:
Repetition
Working posture
Yes No
Is a grip needed?
Yes No
Force
Does the work activity require force of any kind, including pushing,
pinching, twisting, hammering, need holding against the body, etc.?
If yes, describe any type of force noted:
Working environment
Does anything add to the discomfort of the employee or create the need for
more repetition of job tasks?
Psycho-social factors
What factors may affect the wellbeing of employees and what could contribute
to poor working practices, repetition of tasks, etc.?
Yes No
What other factors could affect the health, safety and wellbeing of the
employee or the person carrying out this task?
ACTION PLAN
General review:
Signed:
Position:
Date:
220 I Risk assessments Q&A
So, a fire risk assessment is a record that shows you have assessed
the likelihood of a fire occurring in your workplace, identified who
could be harmed and how and decided on what steps you need to take
to reduce the likelihood of a fire (and therefore its harmful conse-
quences) occurring. You have recorded all these findings regarding
your undertaking into a particular format, called a risk assessment.
Fire safety I 223
Definitions
• smokers’ materials
• naked flames, e.g. candles, fires, blow lamps, etc.
• electrical, gas or oil-fired heaters
• Hot Work processes, e.g. welding or gas cutting
• cooking, especially frying
224 I Risk assessments Q&A
Look out for evidence that any items have suffered scorching or
overheating, e.g. blackened plugs and sockets, burn marks, cigarette
burns, scorch marks, etc.
Check each area of the premises systematically:
Sources of fuel
Generally, anything that burns is fuel for a fire. Fuel can also be
invisible in the form of vapours, fumes, etc. given off from other less
flammable materials.
Look for anything in the premises that is in sufficient quantity to
burn reasonably easily, or to cause a fire to spread to more easily
combustible fuels.
Fuels to look out for are:
You need to identify who will be at risk from a fire and where they
will be when a fire starts. The law requires you to ensure the safety of
your staff and others, e.g. customers. Would anyone be affected by a
fire in an area that is isolated? Could everyone respond to an alarm, or
evacuate?
Will you have people with disabilities in the premises, e.g.
wheelchair users, visually or hearing impaired? Will they be at any
greater risk of being harmed by a fire than other people?
226 I Risk assessments Q&A
• flames
• heat
• smoke
• toxic fumes?
• What emergency exits do you have and are they adequate and
in the correct place?
• Are they easily identified and unobstructed?
• Is there fire-fighting equipment?
• How is the fire alarm raised?
• Where do people go when they leave the building — an
assembly point?
• Are the signs for fire safety adequate?
• Who will check the building and take charge of an incident,
i.e. do you have a Fire Warden appointed?
• Are fire doors kept closed?
• Are ignition sources controlled and fuel sources managed?
• Do you have procedures to manage contractors? (Remember
that Windsor Castle went up in flames because a contractor
used a blow torch near the curtains!)
Taking all your fire safety precautions for the premises into
consideration, is there anything more that you need to do?
Are staff trained in what to do in an emergency? Can they use fire
extinguishers? Do you have fire drills? Is equipment serviced and
checked, e.g. emergency lights, fire alarm bells, etc.
paint spraying
activities using naked flames, e.g. blow torches and
welding
large kitchens in work canteens and restaurants
refuse chambers and waste disposal areas
areas containing foam or foam plastic upholstery and
furniture.
• Where there is significant risk to life in case of fire:
sleeping accommodation provided for staff, guests,
visitors, etc. in significant numbers
treatment or care where occupants have to rely on others
to help them
high proportions of elderly or infirm
large numbers of people with disabilities
people working in remote areas, e.g. plant rooms, roof
areas, etc.
large numbers of people resorting to the premises
relative to its size, e.g. sales at retail shops
large numbers of people resorting to the premises where
the number of people available to assist is limited, e.g.
entertainment events, banquets, etc.
Where there is minimal risk to peoples’ lives and where the risk of
fire occurring is low or the potential for fire, heat or smoke spreading
is negligible.
• employees
• employees whose mobility, sight or hearing might be
impaired
• employees with learning difficulties or mental illness
• other persons in the premises if the premises are multi-occupied
• anyone occupying remote areas of the premises
• visitors and members of the public
• anyone who may sleep on the premises.
Case study
Bar servery
• Overloaded sockets.
• Disposal of cigarette debris, ashtrays, etc. into rubbish
bins or waste bins which are combustible and which
contain combustible material, e.g. packaging.
• Electric faults on equipment, e.g. glass washers and
fridges.
• Spread of fire to the bar via python runs and other voids
which communicate with the other areas of the pub.
• Overheating equipment due to vent grill obstructions.
Customer area
• Smoking materials dropped onto seating areas,
carpeting, etc.
• Poorly extinguished cigarettes.
• Disposal of ashtrays into waste receptacles containing
combustible materials.
• Overloaded electrical sockets.
• Furniture, etc. too close to real fires or gas fires.
• Light fittings with the wrong wattage bulbs, etc.
• Light fittings too near to combustible objects where
heat transference can cause combustion.
• Arson.
Fire safety I 233
Cellar
• Overloaded electrical sockets.
• Use of flammable cleaning fluids near electrical
ignition sources.
• Storage of flammable substances near heat sources.
• Discarded smoking materials, i.e. hastily discarded
cigarettes, matches, etc.
• Storage of combustible materials near a heat source.
• Blocking up equipment ventilation grills, e.g. ice
machines, causing the equipment to overheat and
spontaneously combust.
• Arson.
Plant rooms
• Poorly maintained equipment.
• Storage of combustible materials and substances
near to heat sources.
• Electrical faults.
• Escape of combustible fumes, gases, etc.
• Overloaded electrical sockets and extension leads.
• Electrical arcing.
• Use of flammable cleaning chemicals.
• Grease and dirt build-up within equipment which is
heat generating.
Staff areas
• Many of the incidents already listed can apply to
staff areas.
• Faulty washing machine and tumble drier equipment.
• Poor ventilation to electrical equipment.
• Use of portable heating equipment.
234 I Risk assessments Q&A
Top tips
Consider any significant fire hazards in the room or area under review:
Fire, smoke, heat and fumes can travel rapidly through a building if it
is not restricted by fire protection and compartmentation.
Any part of a building which has open areas, open staircases, etc.
will be more vulnerable to the risk of fire should one start.
Openings in walls, large voids above ceilings and below floors
allow a fire to spread rapidly. Large voids also usually contribute
extra ventilation, thereby adding more oxygen to the fire.
A method of fire prevention is to use fire-resistant materials and to
design buildings so that fire will not travel from one area to another.
Any opportunity for a fire to spread through the building must be
noted on the fire risk assessment.
The best fire risk assessments are ‘site specific’ — review and
inspect your own workplace.
Checklist
• Identification of hazards.
• Sources of ignition.
• Identification of persons at risk from fire.
• Means of escape from the building.
• Fire warning systems.
• Fire-fighting facilities.
• Identification of fire safety procedures, i.e. emergency
procedures.
• Review of the controls in place and recommendations
for improvements where necessary.
What particular area are you reviewing for this Fire Risk Assessment?
What activity, practice, operation, etc. are you particularly reviewing for
this Fire Risk Assessment?
Does anyone do anything that will increase the risk of a fire starting?
240 I Risk assessments Q&A
Is there anything else that you think needs to be recorded on this Risk
Assessment?
Fire safety I 241
After having identified the hazards and risks of a fire starting and after
considering all the procedures you currently have in place, do you consider
the risk to life safety of either staff or customers (including any contractors,
visitors, etc.) to be:
If risks to life safety are very likely or possible, steps MUST be taken to
improve fire safety.
If you implement the other, additional measures identified in this Fire Risk
Assessment, will risk to life safety of either staff or customers (plus others)
be:
If risks to life safety are possible or very likely, then greater control
measures MUST be implemented.
_______________________________________________________________
_______________________________________________________________
Significant findings
How often:
244
Fire hazard People at risk Existing control Proposed action to Date action taken
measures be taken and by whom
(include signature)
Fire safety I 245
Name of premises:
Anywhere Hotel
Date of Assessment:
June 2002
Comments
(Please describe anything highlighted ‘yes’ above)
• to pub ü
• to hotel ü
staff ü
disabled people ü
contractors? ü
Fire safety I 247
Testing of the system — what Fire call alarm points are tested every
records are kept? Friday at 16:00. Monthly testing of
fire extinguishers, fire exit/escape
and emergency lighting. A
competent contractor undertakes
annual tests of fire extinguishers, last
tested in January 2002, Ansul system
last tested 30 April 2002, lighting is
ongoing annually (refer to Appendix
4 for electrical testing). All monthly
and annual tests are recorded and
appropriate certification is kept.
Fire escape routes — how are they Staff members are informed to
maintained clear of obstructions, keep all fire escape routes clear
how often are they checked, etc.? including corridors and fire exit
doors. Daily and nightly checks are
carried out to ensure routes are not
obstructed. CCTV allows security
to permanently check routes. Any
obstructions are logged and
removed.
250 I Risk assessments Q&A
How do people with disabilities Front desk staff keep details of guests
hear the alarm, get out of the with special needs. In the event of a
building? (Include hotel guests.) fire, a disabled person would be
assisted down via the staircase if safe
to do so. Staff would assist and guide
other guests/patrons to the assembly
point, on route to leaving the
premises.
Who calls the Fire Brigade? Management and senior staff are
responsible for formulating the
emergency plan in the event of a
fire. Front desk staff would call the
Fire Brigade under instruction.
Security — are all fire exits/fire All fire exits/fire doors have push
doors openable, kept unlocked bar operation or turn knobs to fully
during opening hours, etc.? open doors in the event of a fire.
No fire door is locked or requires a
key to open it in the event of
a fire.
FURTHER COMMENTS
8. Ensure all fire doors leading onto escape routes are fitted with
intumescent strips along the edges of the door. The majority of fire
doors have been fitted with intumescent strips but it was noted that
several kitchen fire doors had not — investigate and complete
works. (7 days)
9. It is strongly recommended that a fire-proof safe be installed to
store all fire safety records, to prevent damage or loss in the event
of a fire. (1 month)
10. Provide emergency button within the steam room situated in the Train
gym. It is understood that the works are in hand — awaiting
installation of emergency button.
11. Implement formal documentation for night checks carried out
indicating time, location and person carrying out checks. This may be
paper- or computer-based documentation. It is recommended that the
night fire safety checks are carried out half hourly between midnight
and 07:00, to ensure that all areas of the premises are checked. (7 days)
12. The metal fire staircase situated at the fire exit, has been in-filled with
wooden blocks to prevent a trip hazard. The in-fills should be metal to
provide integrity to the fire escape route. Investigate and replace the
in-fills with metal to match existing fabrication. (1 month)
13. Review Fire Risk Assessment yearly or when any changes are made
to fire-fighting equipment/detection or internal procedures to ensure
that it reflects current operational procedures within the Hotel.
(Ongoing)
ü
Low ____ Medium____ High____
254 I Risk assessments Q&A
ü
Low ____ Medium____ High____
15
Design risk assessments (CDM)
Under the CDM Regulations, ‘designers’ are all those who have
some input into design issues in respect of a project. These include:
In simple terms:
Design risk assessments set out how you have considered the
health and safety aspects of your design and record your decisions.
The first rule of health and safety is to eliminate hazard and risk.
If this is not possible, do the next best thing by designing in safety
features or specifying different material, etc.
Design risk assessments do not have to be detailed or complicated
forms which cover everyday situations. They need to be specific to
the project and should highlight unusual design considerations.
Designers should not only consider how the structure will be built
and identify these hazards and risks, but must also consider how the
building will be used in the future for maintenance and cleaning
purposes as well as how it will be occupied.
258 I Risk assessments Q&A
Case study
Project address:
Designer:
Design company:
Description of project:
Residual risk:
Signed: ……………………………………………………………….
(Designer)
Date: ……………………………….
Alphabetical list of questions
82. What are the fines for offences against health and safety
legislation? 20
83. What are the five steps to a fire risk assessment? 223
84. What are the five steps to successful health and safety
management? 32
85. What are the guideline weights for lifting or manual handling? 91
86. What are the hazards and risks to be assessed with regard
to pressure systems? 144
87. What are the hazards and risks to be assessed with regard
to workshop equipment? 143
88. What are the hazards from noise? 102
89. What are the health problems associated with using
display screen equipment? 120
90. What are the key requirements for PPE? 181
91. What are the main areas to pay attention to when carrying
out a workstation assessment or risk assessment? 127
92. What are the powers of inspectors under the Health and
Safety at Work Etc. Act 1974? 17
93. What are the recommended steps when undertaking a
COSHH assessment? 68
94. What are the requirements for working in confined spaces? 146
95. What are the requirements of the Health and Safety
(Display Screen Equipment) Regulations 1992? 119
96. What are the requirements of the Noise at Work
Regulations 1989? 101
97. What are the requirements regarding ‘serious and
imminent’ danger? 37
98. What are the responsibilities of a designer? 256
99. What are the responsibilities on employees to wear PPE
given to them by their employer? 185
100. What are the steps for an effective risk assessment for
work-related limb disorders? 212
101. What causes work-related upper limb disorders? 208
102. What changes did the 2002 COSHH Regulations introduce? 60
103. What do employers have to do about noise? 103
104. What do the Dangerous Substances and Explosive
Atmospheres Regulations 2002 require of employers? 75
105. What do the terms ‘hazard’ and ‘risk’ mean? 45
106. What does ‘suitable and sufficient’ mean in respect
of risk assessment? 46
268 I Risk assessments Q&A