Support employees with mental ill health
In this guide:
- How to deal with stress
- Business benefits of reducing stress
- Common causes of stress at work
- Workplace stress audit
- Signs of workplace stress
- Reduce stress in your workplace
- Common causes of personal stress
- Stress management training and counselling
- Manage your own stress
- Support people affected by traumatic events
- Support employees with mental ill health
- Seven key ways to manage stress at work
Business benefits of reducing stress
Why you need to take action on stress, to comply with the law and increase your productivity, reduce sickness absence and prevent a high staff turnover.
The costs of neglecting stress in your business can be high. Stress is sometimes overlooked as a health and safety issue by small businesses. The unexpected absence of just one member of staff can affect productivity, and efforts to secure cover can be costly and time-consuming.
Reducing stress in your business can help prevent some of the following stress-related problems:
- a fall in your productivity and that of your employees
- poor decision-making
- an increase in mistakes which may in turn lead to more customer complaints
- increased sickness absence
- high staff turnover
- poor workplace relations
Stress often has a cumulative effect. If one member of staff becomes ill through stress, it places added pressure on those covering for them.
A stressed manager may find it difficult to create a positive working environment and monitor stress levels in others.
It's also important to tackle any stress you face as an owner-manager or self-employed person. This is often caused by working excessively long hours or from a feeling of isolation.
Your legal duty for stress
Employers have a legal duty to ensure employees aren't made ill by their work. This includes taking steps to prevent physical and mental illness brought about by stress. These steps need not cost a lot of money and the benefits can be significant.
You must assess the risks of stress caused, or made worse, by work as part of your overall health and safety risk assessment. See health and safety risk assessment.
One of the best ways of assessing stress levels in your business is to carry out a workplace stress audit.
Failure to take action could leave you open to a compensation claim from workers who fall ill due to work-related stress.
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Common causes of stress at work
Key sources of stress at work include heavy workloads, no 91Ï㽶»ÆÉ«ÊÓƵ, over-promotion or unrewarding roles, poor management, blame culture and bullying.
It's important to recognise the common causes of stress at work so that you can take steps to reduce stress levels where possible. . Workplace stress can be caused by a number of factors - from heavy workloads and over-promotion to bullying and blame culture.
Some common causes of stress in the workplace include:
- High workloads - excessive amounts of work and unrealistic deadlines making people feel rushed, under pressure and overwhelmed.
- Insufficient workloads - this makes people feel that their skills are being underused. It can make people feel less secure in their job roles.
- Lack of control - having no control over work activities.
- No 91Ï㽶»ÆÉ«ÊÓƵ - A lack of interpersonal 91Ï㽶»ÆÉ«ÊÓƵ or poor working relationships leading to someone feeling alone.
- Lack of skills - People being asked to do a job for which they don't have experience or training.
- Adapting to change - Difficulty settling into a new promotion, both in terms of meeting the new role's demands and adapting to possible changes in relationships with colleagues.
- Job security worries - Concerns about job security, lack of career opportunities, or level of pay.
- Bullying or harassment.
- Blame culture - where people are afraid to get things wrong or to admit to making mistakes.
- Weak or ineffective management - this leaves employees feeling they don't have a sense of direction.
- Over-management - this can leave employees feeling undervalued and affect their self-esteem.
- Multiple reporting lines - unclear chains of command, with each manager asking for their work to be prioritised.
- Lack of communication - Failure to keep employees informed about major changes to the business, causing them to feel uncertain about their future.
- Poor physical working environment - eg excessive heat, cold or noise, poor lighting, uncomfortable seating, faulty equipment, etc.
Conflict at work can also be a common area of stress, see managing conflict.
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Workplace stress audit
Monitoring your business for potential sources of stress by carrying out a systematic stress audit using a checklist or questionnaire to consider key areas of stress.
Colleagues and managers may notice a range of signs from someone suffering from stress.
It can also help you to assess the risks of stress that people in your business may face as part of your health and safety risk assessment.
Carry out a stress audit
A stress audit involves talking informally to staff to find out if they have any concerns. This can be either individually or in groups. Let employees know why you are carrying out the exercise and what you're trying to achieve - ie that you hope to prevent future problems or cure any existing ones.
If you have safety representatives, involve them in your plans and decision-making. Always respect the confidentiality of staff.
A useful exercise is to ask staff to list the three best and worst things about their job and whether any of these put them under excessive pressure.
You can also use questionnaires to gather the same information. Although there's a range of commercially available questionnaires, you may be better off developing your own checklist to fit the particular needs and working conditions of your business.
There are a number of key areas you should consider:
- work scheduling and the type of work
- working relationships with colleagues
- the level of communication and reporting
- the physical working environment
- employees' expectations of their work
Don't forget to monitor your own stress levels. See manage your own stress.
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Signs of workplace stress
How to detect symptoms of stress in individuals and groups such as poor performance, tiredness and irritability and an increase in sick leave.
Colleagues and managers may notice a range of signs from someone suffering from stress.
These signs include:
- tiredness and irritability
- reduced quality of work
- indecisiveness and poor judgement
- loss of sense of humour
- physical illness such as headaches, nausea, aches and pains
- seeming jumpy or ill-at-ease, or admitting to sleeping badly
- increased sick leave
- poor timekeeping
- changes in working day patterns - perhaps by staying late or taking work home
Signs of stress in groups
You should also look for signs of more widespread problems among groups of employees, for example:
- arguments and disputes between staff
- general absenteeism
- an increase in grievances and complaints
- greater staff turnover
For information on identifying and managing some of the causes of stress managing conflict.
You also need to watch out for signs that your own stress levels are rising. See manage your own stress.
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Reduce stress in your workplace
How to reduce work-related stress levels in your business - from reducing employees' workloads to giving them more autonomy and ensuring holidays are taken.
Once you have found possible stress problems in your business, you can then take steps to tackle the causes.
Work-related stress
You can try the following measures to deal with work-related stress:
- If overwork is causing people to feel stressed, consider how you might reduce their workload. Ensure targets are challenging but realistic. Help people to prioritise work, cutting out unnecessary tasks and providing time-management training if necessary. Encourage delegation of work where possible, and try to delegate work yourself.
- Make sure staff take their holiday entitlement - and take your own.
- Check individuals are well-matched to the jobs you give them. Make sure your recruitment and selection procedures help you to achieve this.
- Make sure every employee has a well-defined role - and that they know what this is.
- Review people's performance so that they know how they're doing and you can identify any training they may need.
- Where possible give employees more autonomy, allowing them to plan their work schedule and decide how to tackle problems.
- Adopt a management style that encourages employees to discuss problems with you. Provide them with opportunities to feed back to you or express ideas about their work.
- Keep staff informed about your business' direction and make sure you tell them about significant changes to the business.
- Ensure you have effective disciplinary and grievance procedures to tackle bullying and harassment.
Non work-related stress
Consider the following ways of tackling personal-life stress:
- Encourage employees to achieve a better work/life balance. See promote healthy work-life balance in your business.
- Take a sympathetic and consistent approach to any personal problems that employees may have - for example a relationship break-up or family illness. See common causes of personal stress.
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Common causes of personal stress
Non-work factors can cause stress to your employees affecting their work, such as divorce, family illness, bereavement, moving house and debt problems.
Sometimes people may suffer from stress that isn't caused by work-related issues but instead has an external cause from their personal life.
Common external causes of stress include:
-
relationship difficulties or a divorce
- serious illness in the family
- caring for dependants such as children or elderly relatives
- bereavement
- moving house
- debt problems
Remember that personal life causes of stress can also affect you as an owner-manager or self-employed person. See manage your own stress.
How to manage causes of personal stress
Unlike workplace stress, you don't have a legal responsibility to tackle personal causes of stress among employees. However, but you should remember that issues can have a major impact on their performance and affect your whole company. So it's a good idea to adopt a sympathetic and understanding approach.
Offering employees paid time off, or suggesting more flexible working arrangements, can be practical ways to help them deal with their problems. Your approach should be consistently applied. You can develop a written policy if appropriate. See time off for personal commitments and emergencies.
You may want to suggest that an employee seeks professional help from their doctor. You could also point them in the direction of 91Ï㽶»ÆÉ«ÊÓƵ groups such as Relate or Alcohol Concern.
However, there's a risk you could be seen to be interfering, so it's important to use your judgement to decide whether this is appropriate.
Always respect employees' confidentiality if they tell you about personal problems they are facing.
Stress - whatever its origins - can lead to mental ill health, including anxiety and depression. See 91Ï㽶»ÆÉ«ÊÓƵing employees with mental ill health.
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Stress management training and counselling
How courses in time management and other skills, promoting healthy living and counselling services may help employees manage their stress more effectively.
Training courses may help business owners, managers and employees deal with work pressures more effectively.
Appropriate courses may include those covering areas such as:
- time-management
- leadership skills
- assertiveness
- communication skills
- relaxation techniques
You can search our to check if there are any upcoming stress management courses.
Managers may also benefit from training to identify signs of stress in others and to assess the impact of their managerial style on staff.
Helping employees deal with stress
It can also be a good idea to promote healthy living, which can help people keep fit and deal with workplace stress more effectively. You might do this by providing health information and education - or perhaps by organising keep-fit, yoga or relaxation classes.
You may want to consider whether stress counselling would be appropriate for your business. Some organisations pay for confidential one-to-one counselling sessions for their employees, who can discuss both work and non-work related problems with a professional counsellor. But such schemes - known as Employee Assistance Programmes - can be expensive and are typically used by larger businesses.
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Manage your own stress
Identifying and tackling stress in yourself, including the common physical and emotional symptoms and tactics for coping with stress such as relaxation techniques.
Owner-managers and self-employed people need to learn to spot the signs of their own stress and take steps to tackle it.
Signs that you might be experiencing stress yourself could include:
- poor judgement and indecisiveness
- difficulty in concentrating
- a lack of assertiveness
- irritability, aggressiveness, depression or loss of sense of humour
- physical symptoms such as breathlessness, headaches, chest pains, nausea, sleeplessness, high blood pressure and constant tiredness
Stress can be worse if you work alone. If you have no one to confide in, it can be easy for things to get out of hand.
This can be a particular problem for owner-managers who don't have the 91Ï㽶»ÆÉ«ÊÓƵ of a management team. They may feel under pressure to work through periods of stress to ensure the continuity of the business. Although employees expect the managing director to know what to do in a given situation, you may in fact need help yourself.
In addition, business owners often have significant capital invested in the business, putting added pressure on key decisions.
One way of dealing with this is to network with people running businesses of a similar size to talk through each other's problems.
You might even bring in a mentor to help you cope with the pressures of running your business.
How to cope with stress
If you are suffering from stress, you need to try to:
- identify and tackle the underlying causes
- practise relaxation techniques
- improve your diet and cut back where appropriate on smoking, alcohol and caffeine consumption
-
do regular exercise
- avoid regularly working long hours if at all possible
- make sure you take holidays
Find out about .
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Support people affected by traumatic events
What you can do to 91Ï㽶»ÆÉ«ÊÓƵ and accommodate colleagues and employees after a traumatic event such as a natural disaster or serious accident.
A 'traumatic event' could be:
- a natural disaster, such as flooding or other severe weather causing injuries and deaths
- a terrorist attack or serious accident
- other situations in which a person feels extreme fear, horror or helplessness
It can be helpful for those who work with people who have been affected by a traumatic event or experience to try and understand the effects that this can have on people.
When dealing with someone who has been through a traumatic event, remember that people will react very differently. While some people may want to talk about their experiences, others may not. People are likely to experience a range of emotions and feelings.
If you do need to 91Ï㽶»ÆÉ«ÊÓƵ people who have experienced trauma try to bear in mind the following:
- Be yourself - even if you don't know what to say. Acknowledging what they have been through can help.
- Ask how they are feeling, as it may not be obvious. Don't worry if they get upset - this is a natural reaction. Remember that they may not wish to talk about the incident. Ask them if there is anything you can do.
- It may be difficult for them to feel motivated or to meet deadlines, and their ability to concentrate may be affected. Allow them to work at their own pace and allow time off, or ask if they would rather work at weekends, when it may be quieter.
- With their permission, it may be helpful to inform colleagues about the situation. They may need information, advice and education about trauma and/or loss.
- Ask about arranging extra help and 91Ï㽶»ÆÉ«ÊÓƵ for them. Let them know about any work 91Ï㽶»ÆÉ«ÊÓƵ services or groups. It may be helpful for them to take short breaks.
- Understand that they may be dealing with a number of issues and emotions.
- Help by treating them the same as everyone else.
- Understand that their feelings are likely to change over time.
- It can be helpful to discuss with them setting new plans and challenging projects.
See managing employee bereavement.
Post-traumatic stress disorder (PTSD)
PTSD is a psychological and physical condition that can occur after experiencing or witnessing traumatic events. Northern Ireland has one of the world's highest rates of PTSD.
PTSD is not the only psychological condition that can result from a traumatic event. Many people will develop other conditions such as phobias, for example not wanting to get in a car after witnessing a major road traffic accident.
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Support employees with mental ill health
How you can 91Ï㽶»ÆÉ«ÊÓƵ those with mental ill health, including depression and stress-related conditions including being flexible and seeking expert advice.
There are many common types of mental ill health. The most common forms include anxiety, depression, phobic anxiety disorders and obsessive compulsive disorders.
People with these types of diagnosed mental health issues may be regarded as having a disability under the Disability Discrimination Act. You must not treat a disabled person less favourably for a reason relating to their disability, without a good reason.
See discrimination against disabled people.
Mental health issues - which may be mild, moderate or severe - can affect anyone. These issues can be related to or triggered by a number of factors including:
- work-related stress
- relationship breakdowns
- bereavement
- other work or personal difficulties
For more information, see common causes of personal stress.
Mental health issues are one of the most common factors in long-term sickness absence. However, many employees with these conditions may continue to work without displaying obvious symptoms. For example, an employee with a depressive illness may work quite normally, particularly once any medication, counselling or other therapies begin to work.
As with many stress-related conditions, warning signs could include:
- irritability, tiredness
- erratic timekeeping
- neglecting appearance or personal hygiene
- being quieter than usual or being reluctant to participate in meetings, social exchanges or events
How you can help employees with mental ill health
As an employer, you can give special consideration to mental health issues by:
- keeping an open mind
- learning the facts about mental health disorders
- being flexible
- seeking expert advice and guidance
Your line managers' listening skills can be particularly useful for helping to manage mental health issues. You may wish to provide managers with specialist training in dealing with employees suffering from severe anxiety or depression.
If workers feel able to talk about their concerns, this should be encouraged.
You could arrange an informal meeting, perhaps over lunch or coffee, to find out what sort of 91Ï㽶»ÆÉ«ÊÓƵ they may require.
Treat mental health in the same way as you would when dealing with other potentially sensitive issues at work. Workers may benefit from being asked open-ended questions which allow them to talk about what is happening and why, and being assured that all discussions are in confidence. It is important to remember that they may find it difficult to talk. You could arrange an alternative time and date to discuss the issue, and pose specific questions for them to consider and address when you meet again.
You can also help employees who are suffering from mental health problems by:
- enabling them to work flexible hours, so they can have time off if they need it, or during an especially difficult time
- making sure they can work in the most congenial space - this may mean enabling them to move their desk or work station to a place where they feel most comfortable and secure
See managing and 91Ï㽶»ÆÉ«ÊÓƵing employees with mental ill health.
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Seven key ways to manage stress at work
Practical tips on how to effectively manage and reduce stress in your business to protect employee wellbeing and prevent productivity loss and sickness absence.
Work-related stress can cause major problems in a business. It could reduce productivity, lead to sickness absence and increase staff turnover. You have a legal duty to ensure that your employees aren't made ill by their work, including stress-related illness.
Dealing with stress helps to ensure the wellbeing of your employees and yourself. Follow these tips to effectively manage stress.
1. Carry out a workplace stress audit to find out if stress is a problem for your business. This can involve a questionnaire or talking informally to employees.
2. Look out for the signs of workplace stress. This can include irritability, increased sick leave and reduced quality of work.
3. Help staff prioritise their workloads, and set realistic targets. Make sure that no employee feels they have too much or too little responsibility.
4. Make sure that staff take their holiday entitlement. See know how much holiday to give your staff.
5. Where possible give employees more control - allow them to plan their work schedule and decide how to tackle problems.
6. Be sympathetic when employees are suffering from personal-life stress such as an illness in the family or a bereavement. Offering flexible working arrangements can help. See time off for personal commitments and emergencies.
7. As an owner-manager or self-employed person, it is important to manage your own stress. You can try practising relaxation techniques, living a healthy lifestyle and avoid regularly working long hours.
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COMAH regulated site responsibilities
Does COMAH apply to my business?
How a business is categorised under the Control of Major Accident Hazards Regulations depending on the amount of substances they handle.
If your business manufactures, stores or uses any dangerous substances over a certain amount, the Control of Major Accident Hazards (COMAH) Regulations apply to you.
Identify the category of your site
There are two thresholds for dangerous substances under COMAH. These thresholds vary for different substances.
If you store or use an amount meeting the lower threshold for a dangerous substance your site is classed as a lower tier site provided it does not exceed the upper tier threshold. If you store or use more than the upper threshold your site is an upper tier site.
Check rules for classifying dangerous substances
Dangerous substances covered by the COMAH Regulations include:
- ammonium nitrate
- oxygen
- hydrogen
- formaldehyde
- halogens
- petroleum products
Dangerous substances also include those that fall into classifications defined by the (CLP Regulation).
You must check your responsibility if you store more than one type of dangerous substance. Even if you don't exceed the threshold amount for some dangerous substances under COMAH, when all the substances you store or use are added together you may need to comply.
Comply with Planning Regulations for dangerous substances
If the COMAH Regulations apply to you, you may also be regulated under planning legislation and need a hazardous substances consent from . For further information, you should contact the Northern Ireland Planning Service.
COMAH regulator
COMAH is regulated by the HSENI and the Northern Ireland Environment Agency (NIEA). These organisations are jointly referred to as the Competent Authority (CA).
You will have to pay for most of the work the CA does in connection with your site, for example:
- assessment of safety reports
- on site inspection of how major hazard risks are managed
- investigation of major accidents
If you are unsure whether COMAH applies to you, contact the HSENI or the NIEA.
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COMAH regulated site responsibilities
Your responsibilities if you have a site regulated by the Control of Major Accident Hazard (COMAH) Regulations.
If you operate a site covered by the Control of Major Accident Hazard (COMAH) Regulations, you must meet requirements for using and storing dangerous substances.
Notify the Competent Authority (CA)
If the COMAH Regulations apply to your site, you must before you use or store dangerous substances. You must also tell the CA before starting any new operation and send them any additional information they need.
The notification must give details about the operator, the site, the processes carried out and an inventory of the dangerous substances present.
If there are any significant changes to the information you provided in your notification you must tell the CA immediately. You must also tell them if your site closes, or if any part of the site closes where dangerous substances are handled, produced, used or stored.
Assess the risks and prepare a major accident prevention policy
You must take all necessary measures to prevent major accidents and have plans, systems and procedures in place at your site. You must be able to demonstrate this to the Competent Authority (the HSENI and the Northern Ireland Environment Agency (NIEA)).
You must carry out assessments to understand and predict how a major accident could happen on your site and the possible consequences of a major accident. Situations to consider include:
- leaks and spills due to vessel or pipework failures
- explosions, eg caused by mixing incompatible chemicals in reactors
- fires, eg in processing areas, warehouses or chemical or fuel storage areas
You must prepare a major accident prevention policy (MAPP) document. This should outline your approach to the control of major accident hazards on your site.
You must also prepare a safety management system document. This should cover the detailed steps you will take to control major hazards. It should also show the structure of your organisation and the responsibilities, procedures and resources for putting the MAPP into action.
For further details, you should contact the HSENI or the NIEA, or check .
Comply with the COMAH containment policy
You must comply with the COMAH containment policy if you store liquid dangerous substances in bulk. You must:
- ensure your primary containment, eg storage tanks, are designed and constructed to relevant standards
- use suitable secondary containment, eg a bund, to contain any liquid which escapes from a primary container or its equipment
- develop plans to help reduce the off-site impacts of an incident
Deal with incidents correctly
If a major accident occurs, such as a significant leak, spill, fire or explosion, you must take all necessary steps to minimise its effects on people and the environment.
You should implement your emergency procedures. These will be part of your MAPP or, for top tier sites, must be a separate plan.
You should contact the HSENI immediately by calling the 24-hour HSENI Helpline on Tel 0800 032 0121.
You should also .
You should also report any pollution incident as soon as it happens to the NIEA Water Pollution Hotline on Tel 0800 80 70 60.
Make sure that your staff are aware of these phone numbers and know what to do if an incident happens.
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Additional responsibilities for upper tier COMAH-regulated sites
What you must do to ensure a upper tier site meets Control of Major Accident Hazards (COMAH) Regulations requirements including submitting a safety report.
If you operate a site covered by the Control of Major Accident Hazard (COMAH) Regulations, you must meet requirements for using and storing dangerous substances. See COMAH regulated site requirements.
If you operate a site where the quantities of dangerous substances you use or store meet or exceed the upper thresholds in the COMAH Regulations, you will be classed as a top tier site. For more information about the different tiers, see does COMAH apply to my business? Upper tier operators must meet some additional requirements.
Submit a safety report
You must submit a safety report to the competent authority (CA) - the Health and Safety Executive for Northern Ireland (HSENI) and the Northern Ireland Environment Agency (NIEA). Your safety report must demonstrate that you have put in place a major accident prevention policy (MAPP) and a safety management system to implement the policy.
You must review the safety report:
- at least every five years
- to account for new facts or new technical knowledge
- if you change your safety management system
You must tell the CA about these reviews, even if you don't make any changes to the safety report.
For new top tier installations you must submit a safety report prior to construction and before operating with dangerous substances.
You must tell the CA immediately if you make any changes to your safety report.
Prepare an internal emergency plan
You must prepare a separate internal emergency plan before your business starts operations. This must give details of what you will do in the event of an accident. It should include:
- names or positions of people who will put emergency procedures into action
- names or positions of people who liaise with the HSENI for the external emergency plan
- details of the procedures for contacting the CA and other local emergency services
- details of events that may cause a major accident and actions that will be taken to avoid them
- a description of the safety equipment and resources available to deal with an incident
- details of how the risk to people on-site is minimised
- details of how the risk to the environment is minimised
- actions to be taken if an incident warning is issued
- arrangements to inform the HSENI of an incident, so that the external emergency plan can be put into action
- details on how staff are trained to deal with emergency situations
- arrangements for helping to minimise off-site impacts of an incident
When preparing your emergency plan you should liaise with the CA and other relevant agencies, for example the local fire, ambulance and police services and local health and social services board. They can advise on possible effects to areas outside your site.
Test and review your internal emergency plan at least every three years and revise it as necessary.
Inform local people
You must provide information about your activities to local residents, workers at other premises and every school, hospital or other establishment serving the public, which may be affected by a major accident on your site. This should include:
- the name and address of your business
- the position of the person responsible for keeping local residents and businesses informed
- confirmation that your business needs to comply with the COMAH Regulations, and that you have notified and submitted a safety report to the HSENI
- a brief explanation of the activities undertaken at your site
- what dangerous substances are on your site, using common names where they exist, and their dangerous properties, eg explosive or flammable
- information on the hazard posed by these dangerous substances to people and the environment, and the safety measures in place to control the risk of an accident
- details of how people will be informed and the actions to take if a major accident occurs
- confirmation that your business is required by law to be prepared for major accidents, and to liaise in particular with the emergency services to deal with major accidents and minimise their effects
- making reference to your external emergency plan which should include advice to people to co-operate with instructions from the emergency services in the event of an incident
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RIDDOR: Keeping records of accidents and ill health
What should a workplace first aid kit include?
A list of what should be included in your business' first-aid box, such as plasters and dressings, and what you should not include in your first aid box.
Your business must have a suitably stocked first aid kit. There is no set list of items to put in a first aid box as it depends on what you assess your needs to be.
A low-hazard workplace first aid kit should include at least the following:
- a leaflet giving general guidance on first aid
- 20 individually wrapped sterile plasters (assorted sizes), appropriate to the type of work (you can provide hypoallergenic plasters, if necessary)
- two sterile eye pads
- four individually wrapped triangular bandages, preferably sterile
- six safety pins
- two large, individually wrapped, sterile, unmedicated wound dressings
- six medium-sized, individually wrapped, sterile, unmedicated wound dressings
- a pair of disposable gloves
You shouldn't keep tablets and medicines in the first aid kit.
Make sure you tell your employees where the first aid kit is and put up notices to let everyone in your workplace know where to find it.
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First aiders and appointed persons
When your business will need a qualified first-aider or a person in charge of first aid arrangements and how to appoint someone and provide training.
You need to appoint someone to take charge of first aid in your workplace.
Workplace first aiders
When you assess the first aid needs for your workplace you might decide that you need a qualified first aider. A first aider is someone who has undertaken training and has a qualification is approved by the Health and Safety Executive for Northern Ireland (HSENI). This means that they must hold a valid certificate of competence in either:
- first aid at work, issued by a training organisation approved by HSENI
- emergency first aid at work, issued by a training organisation approved by HSENI or a recognised awarding body
Appointed persons in charge of first aid
If you decide you don't need a first aider in your workplace, you should appoint someone to take charge of first aid arrangements. The role of this appointed person includes:
- looking after first aid equipment and facilities
- calling the emergency services when required
They can also provide emergency cover where a first aider is absent due to unforeseen circumstances (annual leave does not count). Appointed persons do not need first aid training, though emergency first aid courses are available.
There is always chance of an accident or illness, so you may consider providing qualified first aiders even if they aren't strictly needed. You do not need an appointed person if there are enough first aiders.
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RIDDOR: Reporting an incident
Your legal responsibilities to report accidents and illnesses under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR).
As an employer, a person who is self-employed, or someone in control of work premises, you have a legal duty to report and record some work-related accidents as soon as possible. The law is called the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations, known as RIDDOR.
If there is an accident connected with work, and someone is injured or killed you must notify the Health and Safety Executive for Northern Ireland (HSENI) or your local council without delay. Within ten days this must be followed up with a completed accident report form. This applies whether the person affected is an employee, self-employed person or member of the public.
What does RIDDOR apply to?
You must report the following incidents, whether they involve your employees or members of the public:
- deaths
- major injuries
- over-three-day injuries - where an employee or self-employed person is away from work or unable to work as normal for more than three days in a row (this doesn't include the day of the accident, but does include weekends and holidays)
- injuries where the person is taken from the scene of an accident to hospital
- some work-related diseases
- dangerous occurrences - where something happens that does not result in an injury, but could have done
Gas Safe registered gas fitters must also report dangerous gas fittings they find. Gas conveyors/suppliers must report some flammable gas incidents.
RIDDOR applies to all work activities but not all incidents are reportable. If someone has had an accident in a work situation where you are in charge, and you are unsure whether to report it, just call the HSENI Helpline on Tel: 0800 032 0121.
How to report an incident
You can report an incident to the HSENI:
- by calling the HSENI Helpline on Tel 0800 032 0121
- using the online form -
- by writing to them at the following address - HSENI, 83 Ladas Drive, Belfast BT6 9FR
Information supplied to the HSENI in a RIDDOR report is not passed on to your insurance company. If you think your insurer needs to know about a work-related accident, injury, or case of ill health remember to contact them separately.
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RIDDOR: Keeping records of accidents and ill health
What records of accidents, injuries and ill health you must keep under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR).
You must keep a record of any reportable injury, disease or dangerous occurrence. This must include:
- the date and method of reporting
- the date, time and place of the event
- personal details of those involved
- a brief description of the nature of the event or disease
You can keep the record in any form you wish. For example, you could choose to keep your records by:
- keeping copies of report forms in a file
- recording the details on a computer
- using your accident book entry
- maintaining a written log
If you choose to report the incident by telephone or through the Health and Safety Executive for Northern Ireland (HSENI) website, the HSENI will send you a copy of the record held within the database. You will be able to request amendments to the record if you feel the report is not fully accurate.
Keeping records will help you to identify patterns of accidents and injuries, and will help when completing your risk assessment. Your insurance company may also want to see your records if there is a work-related claim.
Remember:
- make sure you protect people's personal details by storing records confidentially in a secure place
- if you have more than 10 employees, or own or occupy a mine, quarry or factory, you must keep an accident book under social security law
- you can buy an accident book or record the details in your own record system
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Consulting your staff on health and safety: the law
The benefits of involving employees in health and safety
Benefits of involving your employees in managing health and safety include gaining more information about risks and staff taking ownership of safety.
Your employees influence health and safety through their own actions. They are often the best people to understand the risks in their workplace.
Talking, listening and co-operating can help to achieve benefits. Health and safety representatives can help you with workforce consultation arrangements.
Benefit from better worker involvement
Workplaces where employees play an active part in health and safety have lower accident rates. Collaboration with your employees helps you to manage health and safety in a practical way by:
- helping you spot workplace risks
- making sure health and safety controls are practical
- increasing the level of commitment to working in a safe and healthy way
In many cases this also leads to increased productivity, efficiency and quality.
Consulting with employees about health and safety lets them know you take their wellbeing seriously.
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Consulting your staff on health and safety: the law
Rules on consulting with your employees on health and safety, the regulations involved, how these may apply to you and where you can find further guidance.
There are two main sets of regulations concerning your duty to consult your workforce on health and safety:
- the Health and Safety (Consultation with Employees) Regulations (Northern Ireland) 1996
- the Safety Representatives and Safety Committees Regulations (Northern Ireland) 1979
These regulations will apply to most workplaces.
The Health and Safety Executive (HSE) has developed easy-to-use and how they may affect yourself and your workforce.
A workplace employee who can represent the views of their colleagues is a great way of involving your entire workforce in matters concerning their health and safety.
You may only have to consult under one set of regulations, or it may be both depending on circumstances.
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How to consult with your workers on health and safety
Practical ideas and hints on how to consult with your workers on health and safety and how different approaches will work in different work environments.
Consultation involves you not only giving information to your employees but also listening to them and taking account of what they say before making any health and safety decisions.
You can either consult with your employees about health and safety directly, or through a health and safety representative. If you recognise a trade union, it may appoint a health and safety representative. Your workers can also elect a health and safety representative.
The Health and Safety Executive (HSE) provide .
What must I consult about?
You must consult with employees or their representatives about the following:
- any new measures that could affect their health and safety at work, eg equipment, technology or processes
- arrangements for getting competent people to help them comply with health and safety laws - see appoint a competent person for health and safety
- workplace risks and measures to reduce them – see health and safety risk assessment
- health and safety training
What information should I make available to my employees?
You must give your employees, or their representatives, the information necessary to allow them to participate fully and effectively in the consultation. Information should include:
- any workplace risks
- the measures to control these risks
- what they should do if they are exposed to a risk, including emergency procedures
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RIDDOR: Reporting an incident
What should a workplace first aid kit include?
A list of what should be included in your business' first-aid box, such as plasters and dressings, and what you should not include in your first aid box.
Your business must have a suitably stocked first aid kit. There is no set list of items to put in a first aid box as it depends on what you assess your needs to be.
A low-hazard workplace first aid kit should include at least the following:
- a leaflet giving general guidance on first aid
- 20 individually wrapped sterile plasters (assorted sizes), appropriate to the type of work (you can provide hypoallergenic plasters, if necessary)
- two sterile eye pads
- four individually wrapped triangular bandages, preferably sterile
- six safety pins
- two large, individually wrapped, sterile, unmedicated wound dressings
- six medium-sized, individually wrapped, sterile, unmedicated wound dressings
- a pair of disposable gloves
You shouldn't keep tablets and medicines in the first aid kit.
Make sure you tell your employees where the first aid kit is and put up notices to let everyone in your workplace know where to find it.
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First aiders and appointed persons
When your business will need a qualified first-aider or a person in charge of first aid arrangements and how to appoint someone and provide training.
You need to appoint someone to take charge of first aid in your workplace.
Workplace first aiders
When you assess the first aid needs for your workplace you might decide that you need a qualified first aider. A first aider is someone who has undertaken training and has a qualification is approved by the Health and Safety Executive for Northern Ireland (HSENI). This means that they must hold a valid certificate of competence in either:
- first aid at work, issued by a training organisation approved by HSENI
- emergency first aid at work, issued by a training organisation approved by HSENI or a recognised awarding body
Appointed persons in charge of first aid
If you decide you don't need a first aider in your workplace, you should appoint someone to take charge of first aid arrangements. The role of this appointed person includes:
- looking after first aid equipment and facilities
- calling the emergency services when required
They can also provide emergency cover where a first aider is absent due to unforeseen circumstances (annual leave does not count). Appointed persons do not need first aid training, though emergency first aid courses are available.
There is always chance of an accident or illness, so you may consider providing qualified first aiders even if they aren't strictly needed. You do not need an appointed person if there are enough first aiders.
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RIDDOR: Reporting an incident
Your legal responsibilities to report accidents and illnesses under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR).
As an employer, a person who is self-employed, or someone in control of work premises, you have a legal duty to report and record some work-related accidents as soon as possible. The law is called the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations, known as RIDDOR.
If there is an accident connected with work, and someone is injured or killed you must notify the Health and Safety Executive for Northern Ireland (HSENI) or your local council without delay. Within ten days this must be followed up with a completed accident report form. This applies whether the person affected is an employee, self-employed person or member of the public.
What does RIDDOR apply to?
You must report the following incidents, whether they involve your employees or members of the public:
- deaths
- major injuries
- over-three-day injuries - where an employee or self-employed person is away from work or unable to work as normal for more than three days in a row (this doesn't include the day of the accident, but does include weekends and holidays)
- injuries where the person is taken from the scene of an accident to hospital
- some work-related diseases
- dangerous occurrences - where something happens that does not result in an injury, but could have done
Gas Safe registered gas fitters must also report dangerous gas fittings they find. Gas conveyors/suppliers must report some flammable gas incidents.
RIDDOR applies to all work activities but not all incidents are reportable. If someone has had an accident in a work situation where you are in charge, and you are unsure whether to report it, just call the HSENI Helpline on Tel: 0800 032 0121.
How to report an incident
You can report an incident to the HSENI:
- by calling the HSENI Helpline on Tel 0800 032 0121
- using the online form -
- by writing to them at the following address - HSENI, 83 Ladas Drive, Belfast BT6 9FR
Information supplied to the HSENI in a RIDDOR report is not passed on to your insurance company. If you think your insurer needs to know about a work-related accident, injury, or case of ill health remember to contact them separately.
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RIDDOR: Keeping records of accidents and ill health
What records of accidents, injuries and ill health you must keep under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR).
You must keep a record of any reportable injury, disease or dangerous occurrence. This must include:
- the date and method of reporting
- the date, time and place of the event
- personal details of those involved
- a brief description of the nature of the event or disease
You can keep the record in any form you wish. For example, you could choose to keep your records by:
- keeping copies of report forms in a file
- recording the details on a computer
- using your accident book entry
- maintaining a written log
If you choose to report the incident by telephone or through the Health and Safety Executive for Northern Ireland (HSENI) website, the HSENI will send you a copy of the record held within the database. You will be able to request amendments to the record if you feel the report is not fully accurate.
Keeping records will help you to identify patterns of accidents and injuries, and will help when completing your risk assessment. Your insurance company may also want to see your records if there is a work-related claim.
Remember:
- make sure you protect people's personal details by storing records confidentially in a secure place
- if you have more than 10 employees, or own or occupy a mine, quarry or factory, you must keep an accident book under social security law
- you can buy an accident book or record the details in your own record system
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Source URL
/content/riddor-keeping-records-accidents-and-ill-health
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What should a workplace first aid kit include?
What should a workplace first aid kit include?
A list of what should be included in your business' first-aid box, such as plasters and dressings, and what you should not include in your first aid box.
Your business must have a suitably stocked first aid kit. There is no set list of items to put in a first aid box as it depends on what you assess your needs to be.
A low-hazard workplace first aid kit should include at least the following:
- a leaflet giving general guidance on first aid
- 20 individually wrapped sterile plasters (assorted sizes), appropriate to the type of work (you can provide hypoallergenic plasters, if necessary)
- two sterile eye pads
- four individually wrapped triangular bandages, preferably sterile
- six safety pins
- two large, individually wrapped, sterile, unmedicated wound dressings
- six medium-sized, individually wrapped, sterile, unmedicated wound dressings
- a pair of disposable gloves
You shouldn't keep tablets and medicines in the first aid kit.
Make sure you tell your employees where the first aid kit is and put up notices to let everyone in your workplace know where to find it.
Developed withHelpActionsAlso on this siteContent category
Source URL
/content/what-should-workplace-first-aid-kit-include
Links
First aiders and appointed persons
When your business will need a qualified first-aider or a person in charge of first aid arrangements and how to appoint someone and provide training.
You need to appoint someone to take charge of first aid in your workplace.
Workplace first aiders
When you assess the first aid needs for your workplace you might decide that you need a qualified first aider. A first aider is someone who has undertaken training and has a qualification is approved by the Health and Safety Executive for Northern Ireland (HSENI). This means that they must hold a valid certificate of competence in either:
- first aid at work, issued by a training organisation approved by HSENI
- emergency first aid at work, issued by a training organisation approved by HSENI or a recognised awarding body
Appointed persons in charge of first aid
If you decide you don't need a first aider in your workplace, you should appoint someone to take charge of first aid arrangements. The role of this appointed person includes:
- looking after first aid equipment and facilities
- calling the emergency services when required
They can also provide emergency cover where a first aider is absent due to unforeseen circumstances (annual leave does not count). Appointed persons do not need first aid training, though emergency first aid courses are available.
There is always chance of an accident or illness, so you may consider providing qualified first aiders even if they aren't strictly needed. You do not need an appointed person if there are enough first aiders.
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Source URL
/content/first-aiders-and-appointed-persons
Links
RIDDOR: Reporting an incident
Your legal responsibilities to report accidents and illnesses under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR).
As an employer, a person who is self-employed, or someone in control of work premises, you have a legal duty to report and record some work-related accidents as soon as possible. The law is called the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations, known as RIDDOR.
If there is an accident connected with work, and someone is injured or killed you must notify the Health and Safety Executive for Northern Ireland (HSENI) or your local council without delay. Within ten days this must be followed up with a completed accident report form. This applies whether the person affected is an employee, self-employed person or member of the public.
What does RIDDOR apply to?
You must report the following incidents, whether they involve your employees or members of the public:
- deaths
- major injuries
- over-three-day injuries - where an employee or self-employed person is away from work or unable to work as normal for more than three days in a row (this doesn't include the day of the accident, but does include weekends and holidays)
- injuries where the person is taken from the scene of an accident to hospital
- some work-related diseases
- dangerous occurrences - where something happens that does not result in an injury, but could have done
Gas Safe registered gas fitters must also report dangerous gas fittings they find. Gas conveyors/suppliers must report some flammable gas incidents.
RIDDOR applies to all work activities but not all incidents are reportable. If someone has had an accident in a work situation where you are in charge, and you are unsure whether to report it, just call the HSENI Helpline on Tel: 0800 032 0121.
How to report an incident
You can report an incident to the HSENI:
- by calling the HSENI Helpline on Tel 0800 032 0121
- using the online form -
- by writing to them at the following address - HSENI, 83 Ladas Drive, Belfast BT6 9FR
Information supplied to the HSENI in a RIDDOR report is not passed on to your insurance company. If you think your insurer needs to know about a work-related accident, injury, or case of ill health remember to contact them separately.
Developed withHelpActionsAlso on this siteContent category
Source URL
/content/riddor-reporting-incident
Links
RIDDOR: Keeping records of accidents and ill health
What records of accidents, injuries and ill health you must keep under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR).
You must keep a record of any reportable injury, disease or dangerous occurrence. This must include:
- the date and method of reporting
- the date, time and place of the event
- personal details of those involved
- a brief description of the nature of the event or disease
You can keep the record in any form you wish. For example, you could choose to keep your records by:
- keeping copies of report forms in a file
- recording the details on a computer
- using your accident book entry
- maintaining a written log
If you choose to report the incident by telephone or through the Health and Safety Executive for Northern Ireland (HSENI) website, the HSENI will send you a copy of the record held within the database. You will be able to request amendments to the record if you feel the report is not fully accurate.
Keeping records will help you to identify patterns of accidents and injuries, and will help when completing your risk assessment. Your insurance company may also want to see your records if there is a work-related claim.
Remember:
- make sure you protect people's personal details by storing records confidentially in a secure place
- if you have more than 10 employees, or own or occupy a mine, quarry or factory, you must keep an accident book under social security law
- you can buy an accident book or record the details in your own record system
Developed withHelpActionsContent category
Source URL
/content/riddor-keeping-records-accidents-and-ill-health
Links
First aiders and appointed persons
What should a workplace first aid kit include?
A list of what should be included in your business' first-aid box, such as plasters and dressings, and what you should not include in your first aid box.
Your business must have a suitably stocked first aid kit. There is no set list of items to put in a first aid box as it depends on what you assess your needs to be.
A low-hazard workplace first aid kit should include at least the following:
- a leaflet giving general guidance on first aid
- 20 individually wrapped sterile plasters (assorted sizes), appropriate to the type of work (you can provide hypoallergenic plasters, if necessary)
- two sterile eye pads
- four individually wrapped triangular bandages, preferably sterile
- six safety pins
- two large, individually wrapped, sterile, unmedicated wound dressings
- six medium-sized, individually wrapped, sterile, unmedicated wound dressings
- a pair of disposable gloves
You shouldn't keep tablets and medicines in the first aid kit.
Make sure you tell your employees where the first aid kit is and put up notices to let everyone in your workplace know where to find it.
Developed withHelpActionsAlso on this siteContent category
Source URL
/content/what-should-workplace-first-aid-kit-include
Links
First aiders and appointed persons
When your business will need a qualified first-aider or a person in charge of first aid arrangements and how to appoint someone and provide training.
You need to appoint someone to take charge of first aid in your workplace.
Workplace first aiders
When you assess the first aid needs for your workplace you might decide that you need a qualified first aider. A first aider is someone who has undertaken training and has a qualification is approved by the Health and Safety Executive for Northern Ireland (HSENI). This means that they must hold a valid certificate of competence in either:
- first aid at work, issued by a training organisation approved by HSENI
- emergency first aid at work, issued by a training organisation approved by HSENI or a recognised awarding body
Appointed persons in charge of first aid
If you decide you don't need a first aider in your workplace, you should appoint someone to take charge of first aid arrangements. The role of this appointed person includes:
- looking after first aid equipment and facilities
- calling the emergency services when required
They can also provide emergency cover where a first aider is absent due to unforeseen circumstances (annual leave does not count). Appointed persons do not need first aid training, though emergency first aid courses are available.
There is always chance of an accident or illness, so you may consider providing qualified first aiders even if they aren't strictly needed. You do not need an appointed person if there are enough first aiders.
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Source URL
/content/first-aiders-and-appointed-persons
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RIDDOR: Reporting an incident
Your legal responsibilities to report accidents and illnesses under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR).
As an employer, a person who is self-employed, or someone in control of work premises, you have a legal duty to report and record some work-related accidents as soon as possible. The law is called the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations, known as RIDDOR.
If there is an accident connected with work, and someone is injured or killed you must notify the Health and Safety Executive for Northern Ireland (HSENI) or your local council without delay. Within ten days this must be followed up with a completed accident report form. This applies whether the person affected is an employee, self-employed person or member of the public.
What does RIDDOR apply to?
You must report the following incidents, whether they involve your employees or members of the public:
- deaths
- major injuries
- over-three-day injuries - where an employee or self-employed person is away from work or unable to work as normal for more than three days in a row (this doesn't include the day of the accident, but does include weekends and holidays)
- injuries where the person is taken from the scene of an accident to hospital
- some work-related diseases
- dangerous occurrences - where something happens that does not result in an injury, but could have done
Gas Safe registered gas fitters must also report dangerous gas fittings they find. Gas conveyors/suppliers must report some flammable gas incidents.
RIDDOR applies to all work activities but not all incidents are reportable. If someone has had an accident in a work situation where you are in charge, and you are unsure whether to report it, just call the HSENI Helpline on Tel: 0800 032 0121.
How to report an incident
You can report an incident to the HSENI:
- by calling the HSENI Helpline on Tel 0800 032 0121
- using the online form -
- by writing to them at the following address - HSENI, 83 Ladas Drive, Belfast BT6 9FR
Information supplied to the HSENI in a RIDDOR report is not passed on to your insurance company. If you think your insurer needs to know about a work-related accident, injury, or case of ill health remember to contact them separately.
Developed withHelpActionsAlso on this siteContent category
Source URL
/content/riddor-reporting-incident
Links
RIDDOR: Keeping records of accidents and ill health
What records of accidents, injuries and ill health you must keep under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR).
You must keep a record of any reportable injury, disease or dangerous occurrence. This must include:
- the date and method of reporting
- the date, time and place of the event
- personal details of those involved
- a brief description of the nature of the event or disease
You can keep the record in any form you wish. For example, you could choose to keep your records by:
- keeping copies of report forms in a file
- recording the details on a computer
- using your accident book entry
- maintaining a written log
If you choose to report the incident by telephone or through the Health and Safety Executive for Northern Ireland (HSENI) website, the HSENI will send you a copy of the record held within the database. You will be able to request amendments to the record if you feel the report is not fully accurate.
Keeping records will help you to identify patterns of accidents and injuries, and will help when completing your risk assessment. Your insurance company may also want to see your records if there is a work-related claim.
Remember:
- make sure you protect people's personal details by storing records confidentially in a secure place
- if you have more than 10 employees, or own or occupy a mine, quarry or factory, you must keep an accident book under social security law
- you can buy an accident book or record the details in your own record system
Developed withHelpActionsContent category
Source URL
/content/riddor-keeping-records-accidents-and-ill-health
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