Toolbox talksPublished by CITB, Bircham Newton, King's Lynn, Norfolk PE31 6RH © Construction Industry Training Board 1996 First published 1996 Reprinted 1996, July 2015 Revised 1997, 1999, 2001, 2003, 2005, 2007 (x2), 2010, 2013, 2014, 2015, 2017, Dec 2018, Dec 2019, Aug 2022 ISBN 97841-85751-5541 SSP, SMSTS, SSSTS, HSA, DRHS and SEATS are all registered trade marks of the Construction industry Training Board CITB is registered as a charity in England and Wales (Reg No 264269) and in Scotland (Reg No SC044875) Mx ESS rect cosseo1 CITB has made every effort to ensure that the information contained within this publication is accurate. its content should be used as guidance only and not as a replacement for current regulations, existing standards or as a substitute for legal advice and is presented ‘without any warranty either express or implied, as to its accuracy. In no event will CITB be liable for any damages arising from reliance upon its content. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior permission in writing from CITB save that it may be read and saved by the original recipient, for whose private use it was originally intended,Overview New for the 2020 edition Acknowledgements Work-related injuries and ill health statistics for the construction industry How to use GT700 Use of icons Preparing and delivering a toolbox talk Toolbox talks download vi Construction site supervision vi Additional content vi Abbreviations and acronyms vil Further supporting information from CITB ix Feedback ix oO Legal and management Health and safety law Aol Construction (Design and Management) Regulations ‘A02 Health and safety management systems ‘Aga - A04 Risk assessments and method statements ‘A05 - A06 Leadership and worker engagement Ao7- An Statutory inspections and checks Az Accident reporting AI3oi Health and welfare Health and welfare Bol - B10 Personal protective equipment Bn- B13 Hazardous substances Bid - BIS Dust and fumes (Respiratory hazards) Bi6 - B18 Noise and vibration Big - B21 Manual handling B22 Go General safety Site organisation Cor- Coa Fire prevention and control C05 - CoB Temporary works cos Work equipment and hand-held tools C10 - C16 Site transport and mobile workforce ci7-c19 Lifting operations C20 oO High risk activities Working at height Dot - p09 Excavations Dio Underground and overhead services Di- biz Confined spaces pis Eh cvivennen Environmental management £01 - E10 Waste management EnCONTENTS Specialist activities | | Further information Toolbox talk delivery log Notes Feedback form Briefing record Fol - Fo7CONTENTS: Introduction Overview New for the 2020 edition Acknowledgements Work-related injuries and ill health statistics for the construction industry How to use GT700 Use of icons Preparing and delivering a toolbox talk Toolbox talks download Construction site supervision Additional content Abbreviations and acronyms Further supporting information from CITB FeedbackOverview Good communication is essential for heath, safety and environmental management on construction sites. It is vitally important that contractors, managers and supervisors engage and consult with workers, asi is an ‘effective way of identifying hazards and controling the risks. Itis the workers who have first-hand experience of actually carrying out the jab who may therefore be more knowledgeable about the risks involved. Willing and effective workor participation and feedback will be achieved whan workers: fare consulted with have confidence in their managers and supervisors know thei ideas and eonceme belistened to and, if required, acted upon have sufficient knowledge to recognise when something is not safe have been trained inthe skills necessary to deliver effective feedback, ‘Ample opportunity must ba given fr all workers to consult with their employer on ary concerns that they have regarding health and safety ‘Toolbox talks are one way of delivering advice on matters of health, safety and the environment, as well as ‘engaging in discussions fo obtain feedback, thus helping to maintain and improve standards. Toolbox tas (6T700) has been designed to assist supervicors at all levels to prepare and deliver affective toolbox talks on building and construction sites, e ‘The decision to leave the European Union does cause uncer ‘This publication contai Executive (HSE) and licensed under the Open Government Licenc / not only in relation to health, and environmental legislation and regulation. Withdrawal from the EU will not, on its ‘own, have an impa ‘at Work ete. Act 1974, but Brexit may result in the long-term re-examination of UK regulations which were implemented to align with EU directives. At the time of publication, references to legislation and regulations are correct. CITB does, however, strongly urge you to remain alert to possible future changes in this area. .ctor information published by the Health and Safety ‘chives .gov.uk/doc/epen-government-licence/version/3/ New for the 2020 edition Content snd images within 7700 have been updated, where necessary, to ensure the information reflects ‘current legislation and good practice. New talks hava also been added on the following topics. Whole-body vibration, © Mobile workforce, Electrical eafety, © Lifting operations. Acknowledgements CITB wishes to acknowledge the assistance offered by the following organisations in the preperation of this ‘edition of 67700, © GoskesSAFETY Ltd, © Theinternational Powered «Transport Scotland. © Gasew Mons ‘Access Federation (IPAF) © hit © Morgan Sindall © spi © ‘Nationwide Platforms.Work-related injuries and ill health statistics for the construction industry ‘These facts can help to support your toolbox talks. © The construction sector is @ major employer accounting for around 796 ofthe UK workforce, © Construction includes three broad industry groups. 1. Chil engineering covering general construction for civil engineering works, including road and railway Construction, and utility projects, The construction of buildings - covering general construction of buildings, including new work repair, additions and alterations. 3. Specialised construction activities ~ covering trades that are usually specialised in one aspect common to diferent structures (for example, demaition, electrical and plumbing installation, joinery installation, plastering, painting and glazing). (© The UK construction industry is made up of over 275,000 construction businesses, of which 80% employ fewer than 10 workers © Approximately .65 milion people are employed in the UK construction industry t covers activities including housing, utities, repair and maintenance, refurbishment, demolition, roofing, shopfittng, ‘mechanical and electrical, plumbing and highways maintenance. (© On average, 26 construction warkers are killed each year dus to accidents (© The biggest killer (around half fas from height, with an average of seven people dying each year as a result of fling through fragile roofs. 1© The most common over seven-day injuries are due to manusl handling or lifting accidents, followed by slips, trips and falls on the same level falls from height and being struck by an ebject. (© The construction industry has the largest burden of eccupational cancer. It accounts for over 40% of ‘occupational cancer deaths and cancer registrations each year in Great Britain, © The most significant carcinogen is past exposure to asbestos followed by silica dust, solar radiation, and coals, tars and pitches © Approximately 5,000 people die each year because of past exposure to asbestos. © Worksrelated respiratory disease covers @ range of illnesses that are caused or made worse by breathing in hazardous substances (euch as construction dust that damage the lungs. © Silica dust isthe biggest risk to construction workers after achestos, Prolonged exposure ta respirable crystalline slicg can cause silicosis, lung cancer and other serious respretory diseases. © Vibration white finger, carpal tunnel syndrome, noise-induced heating loss and dermatitis are the most ‘common nen-lung diseases suffered by those inthe construction industry lated absence. © Around 0.4 milion working days every year are lost through stress Construction workers (just like you) could die from work-related il health, or as a result of an accident, if control measures are not followed.How to use GT700 {47700 follows the standard structure thet is used across all core CITB publications. Section A: Legal and management oD Section B: Health and welfare a Section C: General safety DD eamanivetre Section D: High risk act Section Et Section F: Specialist activities Environment A the start of each section there isa contents list, which is divided into topic areas. Each topic area relates toa Chapter wit the CITB supporting publication ——__ SES ‘Construction site supervision (GE706). aa ‘The simple structure of 67700 wil assist suparvisors who have not received any formal training on how to deliver toolbox talks, Each toolbox tak is set aut over two facing pages. “The first page is aimed at you, the supervisor. It starts by outlining the reasons forthe talk, fllowed by information that has been broken down into manageable sections, saat enn i pny. pong dn Oe jered to your employees, to record the topic title(s), as the reference number may change, ‘The second page generally contains images, which can help to enhance the talk or provides you with @ space tomake notes, you have a handout that you want to use as an example or something specific to mention itis a good idea to ‘write it down ~ you can easily forget things if you do not have a prompt At the end of GT700 is briefing record, which can be copied, along with a log to record the toolbox talks you have delivered and a feedback form. tis important thet any feedback is acted upon, either to improve the ‘working practice orto note how the toolbox tak can be improved when delivered inthe future.Use of icons ‘This icon lists some suggested questions that you can ask. It is important that the ipants' understanding is tested by a ions, but you should avoid asking questions that could have a‘ 1o' answer - instead, ask questions that start wit ‘what, when, why, how, name" and so on. This icons a prompt to encourage discussions, by using a real- ‘Try to use examples, and encourage discussion at every opportunity. situation or example, experience to share. This icon draws your attention to important points or useful phrases that you can ask participants to remember. Preparing and delivering a toolbox talk Itis important that you prepare in advance for any toolbox talk ‘Think about what you'd expect f you were told to attend a toolbox talk and were in the audience. If ‘Someone just read from a book, word for word, would you want to listen or even be there? So, what information would you need? What would hold your attention? What questions would you ask? ‘The information contained within GT700 does nat have to be followed tothe letter ~ the points are there as e guide, You ean add to them using your ‘own experiences or leave points out f they are not relevantto your particular site or activity. ‘Ale think about the location where you are giving the tallc Would it be best suited to being: © ina quiet area with no distractions © onsite at the work location © inn area suitable for using any equipment that will be demonstrated? Using aids (such as samples of equipment, handouts or photographs) ar even giving a demonstration will hold [people's attention, For exemple, i you are giving a talk on the safe use of pocium steps, then try to give the talk ‘on site with a podium step elosa by (notin the canteen, with no equipment. ‘The suggested length ofa talkis between 10 and 20 minutes, However, the duration will also depend upon the “ameunt of interaction there is with the people receiving the talk. Unless you have to, de not stifle discussions purely because of ime issues; people are abviously taking an interest and learning fom itPrepare - What should you consider? 1. Before the talk think about what preparation i required. 2. Check the safety aspects ofthe proposed location. Consider effective ads that you can use to enhance the talk During the talk, keep distractions toa minimum. Reason - Why are you giving the talk? What incentive is there for people to listen? 1. Employees are generally iformation-prof: they fier out what they en ignere. In giving tlk, you have to make sure that you gain ther interest rom the start, 2. Get their attontion as quickly ae possible. You won't get the attantion of your audiance by saying, ‘Well, i's time for another safety talk.’ 3. Look for interesting opening lines. Each talk will offer a suggestion but, of course, you may choose an ‘example from your own experience. 4. Tella dramatic story related tothe subject, perhaps something you have read inthe press, for example, "How the clothes of an operative became entangled in the moving parts of plant, causing serious injury, when he accidentally knocked the Start’ button during servicing. 5. Consider why anyone should listen, They won't ston simply because you ate the supervisor or manager. You have to maka it interesting and show concern for their health and safety. 8. Think about ways te make it more interesting or interactive, especially if the topic is well Known and the talks reminder. People are generally more likely to retain information, and thus moze likely to become aware oftheir safety and health, if they have actively taken par in something, So, for example, i's a new {ype of personal protective equipment (PPE) get them toty it on and ask for feedback, 7. toolbox talk shouldn't be just one-way communication, iis important to engage people in discussion, especialy when talking to experienced people, 8. Give some relevant statistics, Outline - It is important to explain here the major stages of your talk 1. Clearly indicate the main areas you will concentrata on, 2, Decide on the key points you want to make that ae relevant to your ste situation, '3. People wll only beable to cope with four or five pieces of information in each stage, 30 concentrate only of the relevant information.Toolbox talks download “The Toolbox taiks download (GT700/20 DL) contains al of the toolbox talks plus: (© abiiefing record, delivery log and feedback form, which can alle printed, as required © presentation that wil help trainers deliver an effective toolbox talk presenter's course to managers and Supervisors from the buiding, construction and civil engineering industries, who wll in turn be delivering toolbox tals to workers {© lms of three toolbox talks being dolivored by sito personnel on a ive site, Watching these talks being prepared and delivered in different styles wil halp you gain the confidence you need to prepare and deliver your own talks. Construction site supervision Toolbox tas (GT700) has been designed to fellow the same structure and chapter layout as Constructian site ‘supervision (GE706). This will help you when preparing for a toolbox talk. For example if you want to deliver atalkon = conerete and sca (S18 Silica dust) further Dstt py) information to prepare forthe tak can be found = within GE708, Section 8: Health and welfare, Chapter 14 Dust and fumes (Respiratory hazards) GE706 isthe oficial reference mataral fr the CITB Site Safety Plus Site supervision safety training scheme (S8STS), atwo-day course for fist line manages and supervisors and the one-day SSSTS This additional content (AC) icon is used in our publications to direct you to complementary content such as videos, interactive scenarios and webiinks. ‘To access this additional content use the following steps to navigate the structure, “The example provided is for the Neodlestck injures toolbox talk, referenced in talk B03. ‘step? | Openthe companion wobsite | www.citbcouk/gt700 ‘step2 | Openthe relevent section forthe | Supporting information Content required ‘stop _| Select the relevant link ‘Needlestick injuries toolbox talk Step4 | Accessthe additional content —_| Access the toolbox talkWhere can | find additional content in this publication? “The table below identifies the pages in this publication where the AC icon appears and the information that can be accessed via the companion website GT700 section | Location | Content B: Health and welfare | B03 talk ‘Watch a needlestick injuries toolbox tak 07 talk ‘Watch the ecstasy information film ‘Watch the LSD information fm ‘Watch the cocaine information film ‘Watch the heroin information fm ‘Watch the cannabis information film Biztalk ‘Watch an eye-protection toolbox talk Bietak ‘Watch Simon's story living with an asbestos-related disease Dé High risk activities | O07 talk ‘Watch a working on scaffolds toolbox talk Abbreviations and acronyms ‘The following list containe some ofthe abbreviations and zeranyms that ean be found in eomman use in the building and construction industry. The list should not be considered as exhaustive. Abbreviation | Explanation ‘ACOP. ‘Approved Code of Practice BS British Standards BSI British Standards Institution CAA. Construction Awards Alliance CAR Control of Asbestos Regulations BH Constructing Better Health cpm Construction (Design and Management) Regulations C108 Chartered Institute of Building CLAW Control of Lead at Work Ragulations ‘eMiosH Chartered Member ofthe Insitution of Occupational Safety and Health ‘CONIA Construction Industry Advisory Committee ‘cOsHH Contral of eubstancas hazardous to health ‘orcs Construction Plant Competence Schame eses Construction Skils Certification Scheme DEFRA Department for Environment, Food and Rural Affairs DSEAR Dangerous Substances and Explosive Atmospheres Regulations cA Environment AgencyAbbreviation Explanation EMAS Employment Medical Advisory Service FASET Fall Arest Safety Equipment Training FMB Federation of Master Builders FPA Fire Protection Association FRS Fire and Rescue Service HASWA or HSWA __| Health and Safety at Workeete, Act HAVS: Hand-arm vibration syndrome HEL Highly flammable liquid(e) HSE, Health and Safety Executive Tos Institution of Occupational Safety and Health 7 Industry Training Board To Industry Training Organisation 18 Joint Industry Board la Local Authority (es) LOLER Lifting Operations and Lifting Equipment Regulations Lea Liquefied petroleum gas use Learning and Skis Council MHSWR ‘Management of Health and Safety at Work Regulations NEBOSH National Examination Board in Occupational Safety and Health Nv’ National Vocational Qualification PPE Personal protective equipment PUWER Provision and Use of Work Equipment Regulations RIDDOR Reporting of Injuries, Diseases and Dangerous Occurrences Regulations | RPE Respiratory protective equipment S80 ‘Sector Skills Council ssP, Site Safety Plus ‘sva ‘Scottish Vocational Qualification UKAS United Kingdom Accreditation Service wev Whole-body vibration WEL Workplace exposure limit wwr Working Well Together INTRODUCTIONFurther supporting information from CITB CITB has 9 wide range of products, publications and courses that will help to improve your health, safety and ‘vironment Knowledge. ‘Aftor reading this publication or attending the CITB Site Safety Plus Site supervision safety training schome (SSSTS) you may wish to consider the next step in expanding your health, safety and environment knowledge and competence, Details of courses can wwvw.eitb.co.uk/eours found on the CITB website: nd -qualificatione/fin raining-course/site-cafety-plus-courses, ‘The Site Safety Plus scheme provides « number of courses that will enhance and develop your skills within the building, civl engineering and ald industries, Courses give everyone, from operative to senior manager, the sklls they need to progress. weve 19/site-aafety-plus-sep/acheme-rules For further information on Site Safety Plus refer to their scheme rules: .co.uk/standards-and-delivering Feedback It you have any comments on the content ofthis product, or suggestions for improvement or extra talks, your feedback would be welcome, You can contact us by email ar telephone, O- Q ores ications @eitb.co.ukCONTENTS: Legal and management Health and safety law ‘AO! Legal duties - What they mean to you Construction (Design and Management) Regulations A02_ CDM Regulations ~ What they mean to you Health and safety management systems A03_ Company health and safety policies ~ What they mean to you ‘A04 Personal competence Risk assessments and method statements ‘AOS Risk assessments and method statements ‘A06 Young people on site Leadership and worker engagement ‘A07 Worker involvement A08 Fairness, inclu: and respect — Your responsibilities A09 Fairness, inclusion and respect - Health, work and wellbeing: A10__ Fairness, inclusion and respect ~ Respect Ail Fairness, inclusion and respect - Acceptable language Statutory inspections and checks ‘Ai2__ Inspections and checks Accident reporting A13. Accident and incident reportingLegal duties - What they mean to you Reason | You should be aware of your legal duties, You cannot comply with the lew if you are nat aware of whatit says. ‘Outline | This talk expla and secondary ‘the legal duties of employees under the Health and Safty at Work ete. Act 1874 ation inthe form of regulations, Health and Safety Law Pn What you need to know ‘All workers neigh to werk in plas whe ks wt ah anda are prope {Soule Heals say ue sopra yung br at ak rl thro Work Sinner rpc heslh mst ro mt ey ‘Whar employers smust do for you Poe = ‘Health and safety law poster >> LEGAL DUTIES - WHAT THEY MEAN TO YOUReason | You should be aware of your legal duties, You cannot comply with the lew if you are nat aware of whatit says. ‘Outline | This talk explains the legal duties of employees under the Health and Safety at Work etc. Act 1974 and secondary legislation in the form of regulations Framework of health and safety law |The Heslth and Safety at Work ete. Act 1974is the primary piace of legislation covering occupational health and safety. It gives the underlying principles of how work activites should be earied out safely 2. More detailed secondary legislation is provided through the issue of regulations, which also carry the full {oreo of law. 3. The Health and Safety at Work ete. Act and related regulations are enforced by the Health and Safety Executive (HSE) and local authorities, Your legal duties under the Health and Safety at Work ete. Act 11. You mast safeguard your own health and safety and that of others (such as other workers and members of the public) who may be affected by your actions or emissions. 2. Youmust co-operate with your employer to help them comply with ther legal duties. 3. You must no interfere with anything provided for haalth and safety. Your legal duties under the regulations Some of the legal duties imposed on employees by regulations are shown below. © General safety. To follow the training and instructions provided when using machinery, equipment, dangerous substances, transport equipment or safety devices, Report anything which you believe could endanger your own health or safety or that of ethers, @ Information, instruction and training. Attend a site induction before starting work on a new site, when requested by your employer or principal contractor or when site hazards change, 1's0nal protective equipment (PPE). You must use PPE in accordance with training and instructions siven. Report loss or damage and store correctly after use, © Control of substances hazardous to health (COSHH). You must make use of any control measures provided to enable you to work safely with hazardous substances, © Noise, You must wear hoaring protection and take ether actions that your employer may decide are necessary to protect your hearing, © Manual handling. You must make use of any system of work provided by your employer to eliminate or reduce the lelinoed of manual handling injures, © Electricity. You must co-operate with your employer and follow instructions with regard to working safely. Why is itimportant not to interfere with items provided for your health and safety? How can you assist your employer to comply with their legal duties? What should you do if your safety helmet is dam: What does co-operate mean? form your workers of the company policy re LEGAL DUTIES - WHAT THEY MEAN TO YOU >CDM Regulations - What they mean to you ‘The Construction (Design and Management) Regulations 2015 (CDM) are the most important ‘regulations for construction workers and apply to all construction projects, Ifyou know what both you and your employer should do, you should be safe at work. Outline This talk covers some ofthe main topes inthe day-to-day running of a safe site. People who demonstrate a questioning attitude by challe Working Well Together (WWT) campaign posters 1ssumptions, investigating ‘unusual situations and considering the outcomes of planned actions help make sites safer. >>, (CDM REGULATIONS ~ WHAT THEY MEAN TO YOUCDM Regulations - What they mean to you Reason | The Construction (Design and Managernent) Regulations 2018 (CDM) are the most important ‘regulations for construction workers and apply to all construction projects, Ifyou know what both you and your employer should do, you should be safe at work. Outline | This talk covers some ofthe main topics in the day-to-day running ofa sae site Employers’ duties 1. Plan the work, develop safe systems of work and explain how the work should be undertaken safely, 2, Provide suitable welfare and security facilities forthe sit, ‘3. Eneure hazards have been removed by making sure they have been designad out and solecting suitable methods of work: Ifthe hazards cannot be removed, cortrol measures must be put in place to reduce any Fiske injury oil health to as low as is reasonably practicable. 4. Provide the right information, tothe right people, atthe right time (or exarnple, provide a ste induction and brief workors on relevant parts of the construction phase plan). 5. Ensure workers have the necessary skills, knowledge, training and experience to carry out thelr roles. 18. Provide supervision, as required, based on the findings ofthe risk assessment. 7. Ensure work ectivitios are programmed to minimise the risk of something going wrong, Consult and engage with workers. 18, Provide and explain relevant paperwork (method statements and risk assessments) to supervisors ‘and workers, General construction site requirements 1. Provide suitable and sufficient site access and agress (entranco/exits), 2. Provide safe pedestrian and traffic routes on site, ideally keeping pedestrian routes and vehicle routes separate 3. Plan any construction, demolition, refurbishment or dismantling work 4. Workplaces, excavations, scaffolds, ladders, mobile elevating work platforms (MEWPs) and so on, must be confirmed as suitable forthe task and checked before use. 5. Store and transport any hazardous substances or explosives securely and use them safely, 8, Ensure the site is adequately lit tal times. 7. Take steps to prevent injury from contact with overhead and underground services. 18. Ensure vehicles are used, towed and loaded safely, and use a vehicle marshal where appropriate Your duties 1. Fellow instructions from your supervisor and make sure that you work safely. 2. Report anything thet you thinks unsafe, Stop work ifyou are not sure and ask for advice, 3. Know and follow the site rules, including what to doin an emergency and the location of fire-fighting oF other emergency equipment. 4. Report any signs of trespass and unauthorised access. 5. Look after your tools, personal pratective equipment (PPE) and, most importantly, yourself and yaur workmates. When you are given ajob to do, what do you expect from your supervisor? What should you do betore starting work in an excavation? What should you dof you are unsure of your ability to carry out your task safely? What should you do if you see one of your workmates doing something that you thinkis unsafe? (CDM REGULATIONS - WHAT THEY MEAN TO YOU >,Company health and safety policies - What they mean to you Reason | Everyone at work must be aware oftheir company health and safety policy. We all need to understand our duties to protect our wellbeing and safety. Outline | This tak covers some important aspects of the employer's duties and your duties. >>. ‘COMPANY HEALTH AND SAFETY POLICIES - WHAT THEY MEAN TO YOUCompany health and safety policies - What they mean to you Reason | Everyone at work must be aware oftheir company health and safety policy. We all need to understand our duties to protect our wellbeing and safety. Outline | This tak covers some important aspects of the employer's duties and your duties. Company health and safety policy 1. Acompany health and safety policy is requied by law Iti a written statement of how your employer intends to manage health and safety Everyone has duties and is provided with protection by following the guidance set out in their health and safety policy 3. The health and safety policy fr a largor organisation may consist of many different elomonts, 4, Areas such as employee consultation will be covered in your employer's health and safety policy Health and safety policy content 1. Theheath and safety poly contain infomation on how e company wl manage its gs duties to comely with the law. {statement of intent at the beginning of the policy sets aut the intentions ofthe company and how it wil manage its business in order to comply with legal requirements is followed by details ofthe organisation's structure (such as the identification of health and safety advisers} and the arrangements for policy implementation (such as risk assessment approach), 4. Also included are the duties of each individual duty holder (such as first aiders and fire wardens} 3. What it means for you 1 You should have access to a copy of your employers health and safety policy, understand its contents and fellow the guidance set out in it. 2. The policy isa set of procedures to protect workors and others. ‘3, Many construction workers are killed every year due to accidents. By following your heath and safety policy, you can help reduce accidents and incidents at work 4. fyouhave a doubt or concern, you have a legal duty to ask for an explanation. 5. We are all our own safety supervisors ~ take care of yourself and others! Consultation 1. Consultation is more than people just giving you information - itis about employers listening and taking account of what you say, before they make decisions that wil affect your health and safety 2. Employers can carry out consultation by: “talking to and listening to trade-union safety representatives or other appointed representatives, = having regula health and safety committees of forums = using inductions, dally briefings and toolbox talks to explain what is happening, and to listen to and act upon your comments, ~ talking to you directly during informal visits or walkabouts ~ setting up a system that lets you report problems or suggest safer ways of doing your work, 3. These measures should make construction work safer so that you can return home safely to your family at the end of each day. Who is your health and safety representative? Can you name them? ‘When should you ask questions about the company health and safety policy? portant to report unsafe situations? .ctions should you take if you see a workmate doing something that you think ie unsafe? ‘What actions could you take to: your workplace? How does your employer coneult with you with respect to your health and safety? COMPANY HEALTH AND SAFETY POLICIES - WHAT THEY MEAN TO YOU > \prove your own safetPersonal competence everyone knows the limits oftheir personal competence. ‘The competence of people is important for the safety of everyone al work itis important thet Outline | This talk explains what is meant by competence of both the employer and individuals, GE Constucton Par 5 Eompotence Scheme setae & Examples of competency card schemes Covet) erat ») olf —@ competence r prec i Competence covers several aspects >. PERSONAL COMPETENCEPersonal competence Reason | The competence of people is important fr the safety of everyone at work. Itis important that {everyone knows the limits oftheir personal competence, Outline | This talk explains what is meant by competence of both the employer and individuals, Employer competence Employer competenca is sometimes known as corporate competence. Itis the ablity of the company to manage health and safety eficionty and effectively through ite policies and procedures (sotling targets). '3. Employer compotence (your manager or supervisor) helps to provide you with a safe place of work, with safe access and egress, method statements and risk assessments, along withthe correct tools needed to do your jab. 4, The company expects you to have a questioning attitude and think proactively before taking any action, to tensure the action is appropriate and safe, Personal competence 1. Your competence isthe key toa successful and safe business. 2. Personal competence isa blend ofthe fellowing. Skills ~ your ability to manage and influence yourself and others, Knowledge of haalth and safety issues, Attitude ~ your motivation o achieve your health and safety ims. Training to gain the nevessary knowledge and/or qualifications. Experience, which can only be achieved over a periad of ime. 3. Using your personel competence can ensure not only your safety but also that of others. 4. Personal competence provides the route for a successful projec: a project that is well planned, well carried out, complatad safoly and meats all ofthe necessary targets. Benefits of personal competence You can achieve job satisfaction and respect for the quality ofthe work that you produce. 2, Your employer relies on you for your expertise andl you may have the potential fr promotion. 3. A.competent worker i a safe worker. Competency cards (such as CSCS cards) provide proof that you have the required training, qualifications and experience. When should you question the work method you have been asked to use? What should you do if the method statement and risk assessment don't match the task? What makes you competent? ‘What action should you take if you think you need more help or training? © ‘Now inform your workers ofthe company provision fr taling.Risk assessments and method statements Reason | Work must be planned and carried aut ina eafe manner. The construction industry continues to have an unacceptable accident record, ‘Outline | This talk covers what risk assessments and method statements mean to you [ Example of a risk assessment matrix on Likelihood ree Ce Medium Severity Risk assessments can prevent accidents > RISK ASSESSMENTS AND METHOD STATEMENTSRisk assessments and method statements Reason | Work must be planned and carried aut in a safe manner. The construction industry continues to have an unsceeptable accident record, ‘Outline | This talk covers what risk assessments and method statements mean to you. Risk assessments 1 Allemployers have a legal duty to prepare rsk assessments for work activities that could foreseeably result in injury or ill health to any person er damage to equipment. Fisk assessments identity the ways in which the job activities, environment or the materials used could result in injury i health ar damage (the hazards) and the control measures that must bs putin place to {ensure thatthe chance of anything going wrong is eliminated or reduced to an acceptable level 3. Employers with five or more employees must have writen risk assessments, 4. If thote are fewer than five employees, the rek assesements must ail he carted out, although there is no legal duty to write them down. 5. Employers have a legal duty to communicate the significant findings of risk assessments to workers whe ‘may be allected. Its important that you understand what they say 6. There is no specified way for laying outa risk assessment so you must familiarise yourself withthe way your employers present theirs, 7. Inmany cases, the risk assessments wil form the basis for a method statement. Method statements 1, Amethod statementis a written lst of operations, to be carried out in logical, specified sequence, in trder to complete a work activity in a safe manner 2. Everyone involved in a job for which a method statement has been written should read it(or have it ‘explained to ther) and signif, having understood its contents. 3. Awoll-wrtten method statement addresses all the hazards present and plans the work so thatthe risk of fan accident is eliminated or reduced to an acceptable level 4, Method statements should be site and task specific. 5. Itis important that you understand all aspecis of your method statement fll How would a company with five or more employees record its risk assessments? Whatis a hazard? What is risk? What example can you give of a control measure? What should happen if you need to deviate froma method statement? @ What information would you expect to find in a risk assessment? ing with the potential to cause harm (such as an unprotected edge). ihood of harm coupled with the severity (for example, is there anyone working near the unprotected edge and would itresult ina fall rom 10 em or 10 m2). RISK ASSESSMENTS AND METHOD STATEMENTS >,‘Construction sites are hazerdous places, even for competent and experienced adults who should bbe aware ofthe dangers. Young people, with their lack of safety awareness, are particularly at risk of work-related injury or il health, Outline | This talk covere why young people are vulnerable and what everyone should be doing to safeguard theirhealth and safety on steYoung people on site Reason | Construction sites are hazardous places, even for competent and experienced adults who should bbe aware ofthe dangers. Young people, with their lack of safely awareness, are particularly at risk of work-related injury or il health, ‘Outline | This talk covers why young people are vulnerable and what everyone should be doing to safeguard their health and safety on site Who is a young person? 1. Health and safety law defines a young person as anyone under 18 12. The law does not prohibit the employment of young people on construction sites. What are the problems? 1. Young people may not have the same level of safety awareness as a more experienced person. 2. For some young people, construction site will be their fist experience of a workplace. Young people may nat appreciate thei own limitations and will require a greater level of supervision than fan adult ~ the evel depending on the job, site conditions and their experience. 4. Young people may unwittingly creste dangerous situations because ofan eagerness to please, 5. Yeung people may be more likely to arrive at work whist unfit, due to several factors. Protection of young people 1. isk assessments must take account of young people onsite and jobs that they are required to do. 2. Ensure that young people attend the site induction, even ifthey are only going to be on site for 8 short time 3. Be aware of their lack of safety awareness, their physical and peychological immaturity and their inexperience. 4. Only give jobs to young people that they can cope with, both physically and mentally. 5. Donotallow young people to carry out particularly dangerous jobs (such as using cartridge-operated tools). 6. Whatever the job, you must ensure thatthe lavel of supervision is adequal 17. Iyoung people are working near to you, you should be ready to stop them ifthey carry out any activity that isunsate, 8. Encourage young people to speak out they do not feel safe with what they have been asked to do; itmay only be @ case of reassurance, or it may be that more supervision is required. Do not tolerate messing about, or other unsafe actions ‘What action should you take if you witness a young person in a position of danger? What do you do ifa young person arrives unfit for work? What things need to be considered when assessing the level of supervision? How did you feel on your first day on a construction site? Now inform your workers of the company policy re ‘of young people on site. ling safeguarding the health and safetyWorker involvement Reason | Involving workers in management decisions can help to improve health and safety performance, Workers like you are an important part of every business and engaging with workers is a key element to success. Outline | This tak covers the key principles required in the relationship between the employer and you. -Peoplein all roles should work together to ensure safe working practions ‘Make suggestions ta improve your site rewolvement Reason | Involing workers in management decisions can help to improve health and safety performance. ‘Workers like you are an important part of every business and engaging with workers is a key element to success. Outline | This talk covers the key principles required in the relationship between the employer and you. Involving workers (worker engagement) 1. Allemployers have a legal duty to involve you in decisions made with regard to heslth and safety matters 2. People doing the jab have a more accurate idea of haw to improve not only health and safety but also performance. 3. Communication, co-operation and establishing trust are important elements in worker engagement. Engaging with you 1. You should be encouraged to stop work and seek advice when you fee! unsafe, 2. Ifyou have any concerns, of think you ean make your work or workplace safer then tell your supervisor. 3. Treat others (such as sub-contractors) in the same way as you would your own workmates. 4. Be prepared to be asked for your opinion and contribute if you can, 5. Procedures can be changed, nothing is st in stone. Ifyou have an idea, speak to your super ormanager Benefits for everyone 1. Byhaving an open, blame-free culture, work willbe carried out more safely and eficienty, 2. Mistakos and near misses can be quickly identified and control measures put in place to prevent 3. Open communication, where good and bad things are freely discussed, has benefits for health and safety, and production, Why is itimportant to be able to approach your supervisor about a problem? ‘What should you do if you think you can make a job safer? What should you do next if you do not get help from your immediate supervisor? How important ist that you are involved in decisions at work? Do you have any suggestions on how to improve the way you are working? Qo er er ts ae aFairness, inclusion and respect - Your respon: jason | Employers and employees need to be aware oftheir rights and responsiblities, Workplaces are ‘more productive and healthy in an environment free from bullying and harassment. Outline | This tak covers legal and contractual rights and responsibilities regarding dignity in the workplace, and will raize awereness of the issues that can affect good working relationships. >. FAIRNESS, INCLUSION AND RESPECT ~ YOUR RESPONSIBILITIESFairness, inclusion and respect - Your responsibilities Reason | Employers and employees need to be aware oftheir rights and responsibilities, Workplaces are more productive snd healthy in an environment free from bullying and harassment. ‘Outline | This tak covers legal and contractual rights and responsibilities regarding dignity in the workplace, and will raise awareness of the issues that can affect qood working relationships. What the law says. 4. Everyone in the construction industry has legal duties under the Equality Act 2. Companies will have rules of behaviour within their own terms and conditions, some of which may extend beyond the pratzction afforded within the Equality Act. 3. Everyone in the construction industry is protected by the Act and their company rules of behaviour. 4. The Act supports and protects any worker to challenge behaviours, even when not directed at them, 5. The Act puts reaponsibilias on managers to act swiftly to challenge behaviours. ©. The Act gives you the right not to be harassed by third parties and makes the employer potentially liable for harassment of their employees by people such as customers or cients, Provisions of the Act concerning harassment 1. Under the Actyour employer has legal duty to provide a workplace fee from bullying and harassing behaviour They should = make it clear in their terms and conditions, training, end polices and procedures tht such behaviour wil not be tolerated ~take ny complaint seriously challenge your behaviour to safeguard thers who may be affected by your actions and behaviours ~ensure breaches in behaviour ate investigated and treated inline with disciplinary procedures (or dignity at work procedures). 2. Under the Act you, as an employes, have a legal duty to ensure you treat co-workers. with dignity and respect, 2nd the public Other provisions 1. Unfair dismissal. Employers have a duty of care forall their employees. Ifthe mutual trust and confidence bbetwrean employar and emplayee is broken (for example, through bullying and harassment at wark) then ‘an employee can resign and claim constructive dismissal on the grounds of breach of contract. Employers ‘are usually responsible inlaw forthe acts oftheir workors 2. Health and safety breach of contract. Linder the Health and Safety at Work ee, Act 1974, employers are responsible for the health, safety and welfare at work ofall employees, What else can you do? 1 Unfortunately there may be times when not el employers or managers follow the correct procedures, Iso, there are organisations you can contact for support, advice or guidance Advisory, Conciliation and Arbitration Service (ACAS) - Helpline 0300 1231100 |ACAS is an independent body with statutory duties, It provides information, advice and training, and works with employers and employees to solve problems and improve performance in the workplace. e Who hes responsibility for ensuring the workplace is free from harassment and everyone is, treated fairly and with respect? Which legislation protects you from behaviour affecting your dignity and r Whe do you talk to if you feel that you are being harassed or bullied? pect? FAIRNESS, INCLUSION AND RESPECT - YOUR RESPONSIBILITIES: >,Fairness, it clusion and respect - Health, work and wellbeing Reason | Theresa higher risk of occupational disability within construction than in many other industries Everyone needs to be aware oftheir legal responsibilities (the Equality Act) regarding protected characteristics, and of common health problems, supportive behaviours and actions to promote wolloeing at work, ‘Outline | This talk covers the Equality Act, protected characteriatios, common health probleme and the link between heath, wellbeing and wark. Stress |. The Heslth end Safety Executive (HSE) defines stress as the adverse reaction people have to excessive pressures or other types of demand placed on them. 2, Stress has been associated with anxiety and depression, heart disease, back pain and gastrointestinal illnesses. ‘3. Health and cafety law expects an employer to assass and take measures to contral sks from work-related stress, 4. Inconstruction, stress could be caused by many triggers, especialy the time constraints of projects and the need to get the job done, It can lead 9 you feeling more angry, or becoming tired and anxious. 5. Stress and time pressures could also lead to you taking more risks with your long-term health (for example, a two-minute job that may release silca dust and therefore requires you to wear respiratory protective equipment can easly turn into a 15-minute job if you have to goto the store to collect the necessary personal protective equipment). ‘You are responsible for talking to your manager about any factors outside the workplace that ean tum ‘otherwise normal pressures of work into excessive ones. Other issues affecting health and wellbeing 1. Companies should have clear guidelines on the fllowing, which can severely damage health and wellbeing. ~ Drug and alcohol abuse, Bullying and harassment. Horassment i unlawful under the Equality Act. >, FAIRNESS, INCLUSION AND RESPECT - HEALTH, WORK AND WELLBEINGFairness, inclusion and respect - Health, work and wellbeing Reason | Theresa higher risk of occupational disability within construction than in many other industries Everyone needs to be aware oftheir legal responsibilities (the Equality Act) regarding protected characteristics, and of common health problems, supportive behaviours and actions to promote wolloeing at work, ‘Outline | This tak covers the Equality Act, protected characteristics, common heath problems and the link between heath, wellbeing and wark. Scope of the Equality Act 1 Everyone in the companys protected by the Equality Act and has legal duties under the legislation. 2, Other provisions under health and safety legislation set out duties to control work-related health risks General provisions of the Equality Act 1. There are a numberof protected characteristics under the Equality Act. Examples of protected characteristics are age, disability, sexual orientation, nationality, ethnic origin and religion 2. itis discrimination to treat 8 person with a disabiliy unfavourably because of something connected with ‘their disability (such as a tendency to make speling mistakes arising from dyslexia) or discrimination by association (Such as f someone has caring responsibilties for a person with e disability). 3. Employers sre required to make reasonable adjustments to working conditions or the werkplace where ‘that would help to accommodate s particular person witha disability 4. One in five people in the UK has a disability Connection between health and work 1. The connection between physical hazards (such as noise, dust and chemical hazards) and health is woll recognised amongst employers and employees, Less understood isthe relationship between mental and physical wellbeing and the jobs we do. 2. Over two milion people have reported anillness (such as stress, anxiety, back pain or depression) that they believe has been caused, or made worse, by their work. Mental health 1 One in four people in the UK will experience @ mental health problem each year. 2. By 2020, depression will rank cecond to heart disease as the laading cause of disability worldwide. 3. Mental heath can affect anyone, regardless oftheir age, gender, ethnicity or social group. The most ‘common forms of mental ill hath are anxiety, depression, phabic anxity disorders and obsessive Compulsive disorders. 4. Itcan be classed 38 a cisabilty under the Equality Act, which makes ituntavfl for an employer to treat anyone with a mertal health problem less favourably, without a justifiable reason. Qe ‘Who has responsibility for your health and wellbeing at work? What examples can you give of protected characteristics covered by the Equality Act? What reasonable adjustments could be m How can mental health be managed? Whatis stress and who is responsible for managing it in the workplace? What other issues can affect your health and wellbeing at work? FAIRNESS, INCLUSION AND RESPECT HEALTH, WORK AND WELLBEING >.Fairness, inclusion and respect - Respect Reason | Everyone needs to be aware of what respect in the workplace means. Workplaces are more productive and healthy in an environment fre from bullying and harassment. Outline | This tak covers legal and contractual rights and responsibilities regarding dignity in the workplace, and will raize awareness of the issues that can affect good working relationships. Types of bullying 1 Bullying and harassment is behaviour that makes comeone feel intimidated or offended, Bullying and harassment takes many diferent forms. = Physical bullying includes ary physical contact that would hurt or injure person, = Verbal bullying includes name-calling or making offensive remarks or jokes. Indirect bullying includes spreading rumours or stories about someone, telling others about something that was told to you in private, and excluding others fram groups. = Social exelusion, where victims are deliberately excluded from group activities = Intimidation, where someone is pressured into doing what the bully wants against what they believe to be right = Hostile work environments, created by a boss or co-worker whose actions, communication oF behaviour make daing your job impossible, This means that the behaviour has altered the terms, conditions and/or reasonable expectations ofa comfortable work environment for employees (thats, ary reasonable person would find the conduct abusive) ~ Cyber-bullying uses e-echnelogy as a meens of vicimising others. itis the use of an internet service or ‘mobile technologies (such as email, online forums, social networking, instant messaging, web pages oF 'SMS (text messaging) with the intantion of herming another parson Itis also bullying fyou feel hurt because of things said about your ethnic background, religious faith or beliefs, sex, sexuality, disability, educational needs, appearance or family issues. Effects of bullying and harassment 1. Onthe recipient can inchide low sell-esteem, antisocial behaviour illness (auch as sts, rashes ‘and insomnia), reluctance to return to work, absenteeism, anxety, depression and possible suicidal tendencies. 2. At the workplace can include time wasted dealing with negative behaviour and absenteeism, can affect recruitment and winning future jobs, and can create a hostile working envircnment. 13. The effects of bulying and harassment could give the company a bad reputation and put off potential new workers and future customers. >>. FAIRNESS, INCLUSION AND RESPECT - RESPECTFairness, inclusion and respect - Respect Reason | Everyone needs to be aware of what respect in the workplace means. Workplaces are more productive and healthy in an environment fre from bullying and harassment. Outline | This tak covers legal and contractual rights and responsibilities regarding dignity in the workplace, and will raize awareness of the issues that can affect good working relationships. What does respect mean? 1. Respectis ensuring your behaviour towards teams, colleagues, clients or contactors is appropriate and does not cause offence, 2. Itisabout treating people how you would expect tobe treated and maintaining an environment where individual differences are respocted. 3. Most companies will hve a policy seting out these standards of behaviour and wil ink them to theie discipline and grievance procedures, Some ate referred to as dignity and respect, while others may be known a8 anti-bullying and harassment policies. What are harassment and bullying? 1. Harassment is unwanted conduct affecting the digity of men and women ~ any actions er comments that are viewed as demeaning and unacceptable to the recipient, 2. Bullying isthe deliberate action or behaviour directed towards snather perzon that has the affect of cceusing pain and distress to that person. Bullying or harassment can take many forms. It may bein # one-to-one situation or involve groups: of people. Whatever the ferm of harassment, it will be unwanted behaviour thats unweleome ‘and unpleasant. Harassment and the Equality Act - Protected characteristics 1. Harassment is unlawful under the Equality Act and applies to the protected characteristic (age, disability, gender reassignment, race, rligion or belief, sex and sexual orientation). Harassment complaints related {these characteristics can be heard at an employment tribunal, and any that are upheld can lead to the harasser being held personally liable, as wel as the compary, 2, Most company anti-bullying and harassment policies apply to any form of harassment, whether related to {a protected cheracteristic or not, and penalties for any breaches ofthe policy can be imposed internally ‘through the compary/s disciplinary procedures. 13. The Equality Act allows employees to complain of bahaviour that they find offensive, evan if iis not directed at them, and the complainant need not possess the relevant protected characteristic themselves. ‘Sexual harassment is one of the most common forms of harassment and is specifically outlawed by the Equality Act 5. Employees ate also protected from harassment because of perception (if others think someone possesses ’ particular protected characteristic) and association (F they are asgociatad with someone who has 3 protected characteristic euch as being a family member or friend). Can you give examples of bullying or harassing behaviour that you have seen or experienced? What other characteristics might be covered by company policies and disciplinary procedures? What should you do if you are being harassed? Why do you think tis important to challen What do you think it would fee! i behaviour? id harassing behaviour? ing andor hat FAIRNESS, INCLUSION AND RESPECT - RESPECT a>Fairness, inclusion and respect - Acceptable language Reason | Everyone needs to be aware of what language is acceptable when working on site, Workplaces {re more productive and healthy when worker, staff and visitors feel safe and not threatened. Outline | This talk covers inappropriate language and why itis disrespect and it raises awareness of issues that can affect good working relationships. ‘What has this got to do with fairness, inclusion and respect? |The underpinning foundation of fainees, inclusion and respect is that everyone is treated with respect and Consideration and isnot threatened or intimidated by the wards or actions of others. 2. Every sector ofthe commurity has members who wl fel threatened or intimidated when hearing inappropriate language. 3. People are protected by law from this type of harassment and, n particular any language used to put down and disrespect them (or others) because of for example, age, race, religion, sex or sexual orientation, 4. Managers and supervisors are instructed to challenge the use of bad language by workers and make sure ‘that all staff know that using inappropriate language could result disciplinary action a> FAIRNESS, INCLUSION AND RESPECT - ACCEPTABLE LANGUAGEFairness, inclusion and respect - Acceptable language Reason | Everyone needs to be aware of what language is acceptable when working on site, Workplaces {re more productive and healthy when worker, staff and visitors feel safe and not threatened. Outline | This talk covers inappropriate language and why itis disrespect and it raises awareness of issues that can affect good working relationships. What is inappropriate and disrespectful language? |. Workers using bad and/or abusive language, particularly in places where they can be heard by people nearby, is unacceptable. You need to consider those around you. 2. Language evolves and individuals may consider their use of expletives (swear words) to be an acceptable part of everyday conversation, In some cases, between two like-minded peopl, it could be viewed a8 acceptable ~ butit isnt. Banter is type of communication on many sites and good benter can make a hard job enjoyable. tari, ican lead to them day can be repeated by many individuals over the course ofthe day and that banter then turns from a fun exchange of comments toa negative aspect of work for some people or one individual. Why do you use this type of language? |. To appear more adult and streetwise and so gain respect from other workers? 2. You always use it and think it has nothing ta da with anyone else? 3. You cannot express yourself without using such language? 4. itis habit you have got into? 5. Youuseitat home and 20 can't sae why you shouldn't use i alsewhors? What effect will it have on others? 4 tmay make them less likely to want to return to work 2. You could intimidate the person who hears i or make them feel uncomfortable. 3. A person who was considering working onsite may change their mind 4. twillhave a negative effect on young or impressionable people (such asf you are working in ‘a community or ata school). What effect will it have on your employer? 1. Your organisation will look unprofessional as result 2, _Itmight put people off from employing your company in the future, 3. Clients or partner companies you are working with may be offended and see their association with you as having @ negative impact on their own public Image, which could affect current ot repeat business. What examples can you give of inappropriate langua; What should you dof you are being harassed? ‘Why do you thinkit is important to challenge bullyi ‘What do you think it may fee! like to be on the receiving end of inappropriat What do you think it may fee! like to be on the receiving end of bullying a harassing behaviour? How would you feel if someone walked off site as a result of your that you have seen or experienced? sive langui FAIRNESS, INCLUSION AND RESPECT - ACCEPTABLE LANGUAGE a>Inspections and checks Reason | Inspections, checks and record keeping are an important part of site safety. Construction site equipment can be exposed to harsh working conditions, but inspections and checks help to ensure itis safe to use or can highlight a fault that requires fixing, Outline | This talk covers the types of inspections and checks that should be carried out A health and safety inspection Ifyou notice unsate tools, plant, access systems (such as ladders or scaffolds) or excavations that look unstable, atop work and report itto your supervisor.Inspections and checks Reason | Inspections, checks and record keeping are an important part of site safety. Construction site equipment can be exposed to harsh working conditions, but inspections and checks help to ensure itis safe to use or can highlight a fault that requires fixing, Outline | This talk covers the types of inspections and checks that should be carried out What the law says. 1 Regulations place duties on employers to carry out formal statutory inspections on a regular basis and for the findings to be recorded. 2. Scailold plant and tool tage are often used ae a visible sign that equipment and work areas have been inspected, but a written record must be completed and reteined to comply with the law. 3. Inspections should only be carried out by trained end competent people, who must also complete a record oftheir findings. 44. Everyone on site has a duty to carry out their awn workplace end work tool pre-use checks, Frequency of checks and inspections ‘Small tools and equipment should be checked dally by the user and defects (such as damaged plugs, sockets and leads) reported, 2. Chacklsts should be provided with larger plant and equipment are carried out, as required 3,_ [tis recommended that on-site equipment (such as electrical items and RCDs) should be portable appliance tested (PAT) in ine with company policy 4. Lifting equipment and accessories (such as cranes and slings) require daily checks and weekly inapections 5. Access equipment (such as scaffolds and ladders, hop-ups and podiums) should be visually inspected every time they are used. 16. Excavations should be inspected at the start of every shift and weekly racords retained. sure bath the daily and weekly checks Statutory examinations 1 Lifting equipment (such as MEWPs), iting accessories (such as chains and slings) and safety nets, ‘a wel as cranes used for lifting people, must be thoroughly examined, es @ minimum, every six months, 2. Virtually everything else should be thoroughly examined, as a minimum, every 12 months, including fire-fighting appliances, site olfice electrical systems and equipment, and cranes. jepection and a thorough examination? Whyis itimportant to report any defects that you find? What should you dof you notice an inspection tag date has expired? What should you do if you are working on a scaffold and notice that a guard ing? Now inform your workers of the company policy for inspection and and equipment. amination of plantAccident and incident reporting y20n | Prompt accident reporting and accurate accident investigation are important, Establishing why accidents occur and examining the causes can help prevent them from being repeated. Outline | This talk covers reporting and recording procedures Unsafe conditions Something withthe potertit te cause harm “ey * = / Near misses Accidents ‘An Incident that nearly resulted nan injury ‘An incon that resulted n a jury ‘ordamage ordamage Qin -ne tine ey >. ‘ACCIDENT AND INCIDENT REPORTINGAccident and incident reporting Reason | Prompt accident reporting and accurate accident investigation are important, Establishing why accidents occur and examining the causes can help prevent them from being repeated. Outline | This talk covers reporting and recording procedures Accident reporting 1. Health and safety law (specifically the Reporting of Injuries, Diseases and Dangerous Occurrences: Regulations 2013 or RIDDOR) requires that the following types of accident are reported to the Health and Safety Executive (HSE), = Fatalities and specified injuries. ~ Injures resulting in more than seven days off work or inability to cary on with normal work: = Occupational diseases. = Dangerous occurrences. 2. Unsafe conditions and near misses should always be reported to your supervisor or manager, 3. By receiving such accident reports the HSE and your company can establish accident trends, highlight. trees of weakness and effectively target preventative measures, 4. Everyone on site must ensure that ll accidents, no matter how minor, are recorded inthe site ‘accident book 5. Accidents to members ofthe public arising out of site activities must be reported, ©. Ifaccurate records are made, the affected partes can refer back to them ata later date, if there is a need. 7. Completed accident reports are confidential Accident investigation 1. Your employer has # duty to investiga all accidents to establish the cause and prevent recurrence, 2. The HSE and the police will also investigate fataltios and ather serious accidents. Ifyou are involved in an investigation: = lsten carefully to the questions and remain calm state honestly what you saw or heard do not be afraid to say when you do not know an answer. Remember that the reason forthe investigation is to prevent the accident happening again, not to apportion blame. Whyis itimportant that all accidents are recorded in the accident book? Why is itimportant to report unsafe conditions and near misses? Who, in your company, should be informed if an accident has just occurred? erate with someone who ie carrying out an accident Qe What action should you take if you witnessed an accident to another person? Inform those present ofthe location of the accident book and the company procedure for reporting, recording and investigating incidents and accidents, including the requirement for ‘employers to ensure that completed accident report kept confident ‘ACCIDENT AND INCIDENT REPORTING a>CONTENTS: Health and welfare Bol Bo2 B03 Bos Bos Boe Bo7 Bos Boo B10 Bn Biz Bis B14 BIS BI6 By Bis Big B20 B21 B22 Health and welfare General health and wellbeing First aid Needlestick injuries Skin protection Sun protection Leptospirosis (Weil's disease) Drugs and alcohol Mental health Work-related stress Welfare facilities, including personal hygiene Personal protective equipment Personal protective equipment Eye protection Respiratory protection Hazardous substances COSHH Lead, lead paint and lead dust Dust and fumes (Respiratory hazards) Asbestos Dust and fumes (Respiratory hazards) Silica dust Noise and vibration Noise Hand-arm vibration Whole-body vibration Manual handling Manual handlingGeneral health and wellbeing Reason | itis a legel requirement that employers ensure your general health and wellbeing. There is @ high risk ofill heath and injury in the construction industry. ‘Outline | This talk covers some of the causes of work-related ill health and some preventative measures that can be putin place. ‘Make use of any eccupatfonal health faites onsite Site canteen area for aking breaks ‘The Construction Industry Helpline provides support and advice on arange of topics, from ‘occupational health and wellbeing to financial aid in times of hardship caused by accident, ill >> (GENERAL HEALTH AND WELLBEING ‘or bereavement. Tel: 0345 605 1958.General health and wellbeing Reason | It isa egal requirement that employers ensure your general health and wellbeing. There isa high risk oil health and injury in the construction industry. ‘Outline | This talk covers some of the causes of work-related ill health and some preventative measures that can be putin place General health and wellbeing 1. Genera il hesith is @ broad term covering anything from stress to @ bad back or respiratory diseases, 2. Poor working practices are one ofthe main causes of ill haath 3. Over two milion working days are lost inthe construction sector every year ae a result af workrlated ilhealth, 44 Peopio with haath problems hm obo eae fy, with consideration by ther amplyer and 3. Your general health s important forthe quality of your later lite ~an injury today can cause many years of suffering, discomfort and sometimes cisabilty. Control measures 1. Your employer has @ duty to ensure that your general health and wellbeing ie provided for in the workplace 2. Use the correct methods of work and ansure you use the correct protective measures (auch as dust suppression, personel protective equipment (PPE), and so on), so thet exposure is reduced, 3. Suitable welfare facilities (for example, washing, eating, drinking and changing facilities) should be provided to minimise the risk ofl health. This is a legal requirement and should be provided fer you, (Welfare facilities should be hygienic and wall maintained, 4. Ifyou take medication or have an existing health problem you must tell your employer so that your wellbeing can be assured. 5. Follow instructions from your supervisor, have @ questioning mind and, whan in doubt, ask. Precautions 1 Ifyou beliove you may be suffering from ll halth (such as early onsct of noise-induced hearing loss signs cof hand-arm vibration syndrome, bad back, dermatitis, respiratory problems o signs and symptoms of stress) bring itto the attention of your supervisor, heath and safety adviser, occupational health adviser or someone in a postion of responsibilty 2, Ensure that the respiratory protective equipment (RPE) you have been given is the right type forthe job and you have been face-ft tested. 3._ Ifyou discover a problem (such as blocked toilet), don't ignore it~ report it. 44. fyou think you need help with a task, ask ~ don’t try and cope on your own. h When should youreport something that could cause Who should you report a problem to? What should you do if you think the welfare facili What should you dof one of your workmates ha: Ith to you or others? are inadequate? family problem that is causing them ‘Now inform your workers of the company provision for providing good general health and wellbeing on site and any relevant employee assistance programmes provided, (GENERAL HEALTH AND WELLBEING >First aid Reason | Every ste should have procedures in place for first aid. A trained fist alder could save a ite ‘Outline | This talk explains what you should know, basie frst aid and when itis required, Types of fest-ala tit ‘Bye-wash station a >. =irst aid Reason | Every ste should have procedures in place for first aid. A trained fist alder could save a ite ‘Outline | This talk explains what you should know, basie frst aid and when itis required, Before first aid is required 1. Ensure you know where the firstsid kits kept 2, Know who the firs aider, emergency frst aiders and appointed persons are, 3. Have a small travelling first-aid kit f you are working in a small group away from the main site orifyou use potentially dangerous tools or machinery. 4. Fomiliarise yourself with the procedure for contacting the emergency services, Discovering a casualty 1. Ifyou are with someone else, send them to cal the emergency services and to bring additional help. 2. Assess the situation and ensure your own safety as you approach the casually. 3. Remove any hazards from around the casualty, fits safe to do so. 4 Goto hecasaty anid out whats wrong Dont move the casual ules they rein imma langer. 5. ifyou are alone, call or help - ifno-one comes, explain tothe casualty that you are going to find help and call the emergency services, 8, Return and stay with the casuslty until help arives. 7. Don't give drinks or food to the casualty. Only moisten ther lips and don't allow them to smoke. Employers! responsibilities 1. Complete a first-aid needs assessment. 2, Ensure that there is either an appointed person to take charge of first-aid arrangement or that there are ‘appropriate numbers of suitably trained first aiders or emergency fist aiders. ‘3. Ensure that there are adequate facilites and suitably stocked first-aid kis 4. Appoint somebody to check and restock the first-aid kits, 5. Ensure the first-aid equipment provided is appropriate fr the nature of the work environment and the umber of workers. 6. Ensure that first-aid cover includes, for example shift work and holiday cover, 7, Ensure fist aiders are easy to identify ~ usually by a sticker on ther safety helmet. Provide you with information about the first-aid arrangements, emergency contact numbers and local hospital details. When would you need a first-aid kit of your own? Whats the first thing you should do if you find a casualty? ives? What should you do until a first iv Whos the frst aider for this location? What are the differences between an appointed person, an emergency first first alder? What are th jorities of first aid? actions to be taken in the event of an emergency, including the procedure for calling the @ Now inform your workers of the company pr ind the ‘emergency servieNeedlestick i juries Reason | itis possible that you wil find @ used hypodermic syringe or needie on a site at some time. You need to know what todo ifyou accidentally prick your skin, as you could become infected with @ serious disease, ‘Outline | This talk covers the actions you should take fyou discover a needle and if you puncture your skin with it Treat discarded syringes and needies with care Ifyou suffer a needlestick injury and do not follow this guidance, you could be exposed to the HIV virus, Hepatitis B or Hepatitis, all of which have serious potential health implications.Needlestick i juries Reason | itis possible that you wil find @ used hypodermic syringe or needie on a site at some time. You ‘need to kriow what todo ifyou accidentally prick your skin, as you could become infected with a serious disease, ‘Outline | This talk covers the actions you should take ifyou discover a needle and if you puncture your skin with it What is a needlestick injury? ‘An accidental punctute of the skin by @ hypodermic needle Ifyou find a ne 1. [thas probably beon used by a drug user and may be contaminated with infected blood. 2. Donet touch itor move it. 3. Leave responsible person to safeguard it while you report the matter to your supervisor. 4, Ifyou have a site nurse, they should be informed. 5. Ifyou de not have @ nurse onsite the local Environmental Heelth Department should be informed, 8. fansedle or syringe must be moved: if possible, bring the sharps bin to the sharp ~ always avoid carrying sharps tothe bin ~ use suitable PPE such as sharps gloves and suitable plastic tongs or grabbers, Avoid using pliers or similar tole with steel jaws = do not wrapit in paper or put it into a litter bin if available, ideally place it in a sharps bin, otherwise placa it ina claar glass battle or jar ~ dispose of it safely through the site nurse, locel police or Enviranmantal Health Department = wash your hands thoroughly. Ifyou prick your skin 1. Donot panic 2. Gently squeeze the area around the wound to encourage bleading, De not suck the waund. 4. Wash the ste of the injury thoroughly with soap and water at the fist opportunity. 5. Obtain medical assistance as soon as possible from ether the site nurse or the nearest hospital with an accident and emergency department. Ifyou can do so safely, take the syringe or needie with you. 8. if dealt with properly and promptly, the risks of ¢ resulting health problem are minimal, 7. Think about the consequences of not acting promptly. ‘On what types of site do you think you a Due to the secretive nature of drug taking, in which i syringes and needles are most likely tobe found? What diseases do you think that you could catch from a needlestick injury? ‘What could be the worst possible outcome? What should you do if you prick your skin with a needle on site? most likely to discover used needles or syringes? sof a site do you think that discarded ra probably at theSkin protection Reason | Dermatitis sa skin condition caused by contact with something that iritates the skin or causes {an allergic reaction. Some types of dermatitis ae so severe that sufferers have to give up work or change their trade. ‘Outline | This talk covers hazards tothe skin and precautions to protect your skin. Dermat showing crusting and thickaning of kin Irtant contact dermatitis (pieza knee} from a coment buin Allerg contact dermatis oF the fog | you notice symptoms such as redness, itching, dryness, cracking or blistering of the skin, reportit to your employer and see your doctor,Skin protection Reason | Dermatitis is a skin condition caused by contact with somathing that irtates the skin or causes ‘an allegic reaction. Some types of dermatitis are so severe that sufferers have to give up work or change their trade. Outline | This talk covers hazards to the skin and precautions to protect your skin, Contact hazards to skin 1. Mineral ols including fuel cls and mould els, can give you bad skin conditions cil acne or even cancer. 2. Prolonged skin contact with oly rags in overall pockets can cause testicular cancer. ‘3. Chemicals including alkalis, acids and chromates, can penetrate the skin, causing ulcers and dermatitis. 4, Cement can cause chronie dermatitis, Wet cement can cause eerious burns, which could lead to the amputation of a limb. '8. Solvants and degraasers (euch as thinners) di 6. Tar pitch and bitumen products can cause blisters and oil ache, They can also cause tar warts, leading to.cancer 7. Epoxy resins, glass fibre and some hardwood dusts can iritate the ckin, which can lead to dermatitis. ©. Etremes of sunshine temperture end humidity make the skin more susceptible to derma nd other skin problems, lve natural ils in skin, leaving it open Precautions to protect your skin 1 Comply with your employers safe system of work. 2. Avoid skin contact with hazardous substances and wear the correct personal protective equipment (PPE), ‘3, Keep your skin clean and use after wash skin cream. 4. Keep your workplace clean. 18. Get frat aid for cuts and grax 6. Don'tuse abrasives or solvents to clean your skin. 7. Don'tlet synthetic resins or glue harden on your skin 8, If you experience skin contact with hazardous substances, periodically examine the affected part, of your skin for signs of damage. ‘9, Never wear cl-contaminated clothes next to your skin, 10. Seek professional medical advice, if necessary. What hazarde are there from contact with mineral oil? What effect do solvents have on your skin? What ean you wear to protect your skin? What should your employer be doing for you? What should not be used to clean your skin? How can exposure to the sun affect you? snd keap them covered, @ otis cercrisccsarpecryae yo NSun protection Reason | You should know the simple steps to take to protect yourself from the sun. Outdoor workers can bbe overexposed tothe sun's ultraviolet (UV) radiation and are therefore at greater risk of skin ‘cancer than those who usually work indoors, ‘Outline | This talk covers the facts and statistics about skin cancer, who is at risk and how to protect yoursel. ‘See. doctor immediately you are concemed about amole Q ould be checked by a doctor - don't put it off.Sun protection Reason | You should know the simple steps to take to protect yourself rom the sun. Outdoor workers ean bbe overexposed tothe sun's ultraviolet (UV) radiation and are therefore at greater risk of skin ‘cancer than those who usually work indoors, ‘Outline | This talk covers the facts and statistics about skin cancer, who is at risk and how to protect yoursel Facts and figures 1. Exposure te UV radiation is an occupational health hazard for anyone working outside, 12. UV radiation from the sun is a major cause of skin cancer. Cases have doubled in the last 20 years. Around 800 construction workers are diagnosed with skin cancer every year as a result of exposure to UV radiation, 3. Skin cancers are more common in women in the younger age groups. 44. Sunlight causes the skin to produce a dark pigment called melanin; this is @ sign thatthe skin has been demmaged. A suntan is perceived as healthy’ but it may not be so 5. Long-term sun exposure speeds up the skin's agsing process, making it become more dry and wrinkled, Who has an increased risk of skin damage? 1. Poop with pale skin, fir hair frockles or a large number of moles. The risk is less for people with dark hairand brown or black skin, However, prolonged sun exposure can be bad forall skin types, so don't be ‘complacent. 2. People with a family history of skin cancer and those exposed to high levels of sunlight (such as autdoor workers) Control measures 4. Take care not to burn; skin exposed tothe sun can burn in a litle as 10 minutes 2, Cover up with loose clothing, Keep your clothing on 50 that you do not expose unprotected areas. 3. Wear a hat to shade your face and neck. 4. Seekshade during the hottest part of the day and take your breaks inthe shade, 5, Frequently apply sunscreen of SPF 15+-to parts ofthe body exposed tothe sun. ‘Apply sunscreen to areas ofthe body that are not easly protected by clothing, Why are s0 many construction workers diagnosed with skin cancer each year? What should you do if you have moles that are changin for colour and/or itching, weeping or bleeding? oes >Leptospirosis (Weil's disease) Reason | Actions must be taken to avoid the presence of rats on site, Leptospirosis can be fatal.Don't become a statistic, Outline | This talk covers the effects and symptoms of leptospirosis, the measures you should take to avid itand who could be at risk. Fats’ urine can cause leptospirosis (Weis disease) WARNING LEPTOSPIROSIS HEALTH HAZARD FRESH WATER STREAMS AND MUD POSSIBLY POLLUTED WITH BACTERIA EXERCISE CAUTION Leptospirosis warning natioe a>. LEPTOSPIROSIS (WEIS DISEASE)(Weil's disease) Reason | Actions must be taken to avoid the presence of rats on site, Leptospirosis can be fatal. Don't become a statistic. ‘Outline | This tak covers the effects and symptoms of leptospirosis, the measures you should take to avoid itand who could be at risk. What is Leptospirosis? 1 Leptospirosis, which is also known as Wei’ disease, is an infection thet can be passed from animals to humans. 2, The disease enters the body through breaks in the skin and through the lining of the mouth and nose. 3,_ Itis caused by contact with rat urine or water contaminated by the urine of rats and other small mammals 4, Itstarts ac @ mid illness end it can be easily cured if treated early enough. 5. Ifleftuntreated it becomes more serious and can cause jaundice and iver and kidney damage. In extreme ceases it can be fatal, ©. The initial symptoms are similar to fu (such as headaches, chills and muscle pains), so tis possible that ‘you could ignore the symptoms or be treated for the wrong illness, Who is at risk? 1. Workers in areas that show evidence of rat infestation are classed as being at high risk. In general, all workers should be aware af tha dangers of leptespiross, and take added precautions on relurbishment and demolition projects. 2. Also at risk are operatives who work regularly in or near water, such as those engaged in: = work on sewers and other drainage systems = work on canals and similar conservation projects tunneling werk. What can you do about it? 1. Donitencourage the presence of vermin, Carefully dispose of waste food, especially on sites that fare wet or adjacent to rivers and lakes. 2. Donot handle the carcassas of dead rats or other amall mammals, 3. Cover all cuts and abrasions with a waterproof dressing and wear appropriate protective clothing. 4. Ifyou frequently work near water, cary a card or tag saying that you may be at risk of catching the disease, 5. Exercise good hygiene by washing hands before preparing or eating food, and taking meals and drinks ‘away from ste areas that may attract vermin 8. Be aware that you can catch the disease ifyou get water in your mouth and nose after falling into a watercourse, ‘See your doctor immediately if you think you are infected. What should you dof you become aware of rats on your site? How can the disease enter the body? What should you tell your doctor if you have flu-like symptoms after falling into water that ‘may be contaminated? LEPTOSPIROSIS (WEILS DISEASE) a>Drugs and alcohol Reason | Statistics show that alcohol and drug use are increasing on site, This can lead to accidents, co ‘we need to make sure it doesn't happen on tis site ‘Outline | This talk covers the effects of alcohol and drugs on your safety and that of others, Ecstasy Cocaine Amphetamines Heroin cannabis aa DRUGS AND ALCOHOLDrugs and alcohol Reason | Statistics show that alcohol and drug use are increasing on site, This can lead to accidents, co ‘we need to make sure it doesn't happen on tis site, ‘Outline | This talk covers the effects of alcohol and drugs on your safety and that of others Alcohol 1. Inahigh-risk industry like ours, alcohol and work do not mix wel, 2. Alcohols a drug that has negative impacts on parts of the brain function, causing blurred vision, slower reaction times and impaired memory. When working on site you need to be fully focused on the task at hand. 2 fyoute oundto be intoiated with ink you weit be allowed on sit and you may end un sing your jo 4. Don't get drunk the night before and expact to work safely onsite the next dey. You could still be over the limit when you drive to work, as alcohol may take more time than you think to werk out of your system, 5. Many drivers who ar killed ina toad accident are over the legal alcohol in blood limit 8. Aint of 4% beer equals 23 units. Readily available guidance recommends net drinking more than 14 units per week (two units per day). takes around one haur for your liver to process one unit of alcohol and forthe aleahol to laave your body. “Many fatal workplace accidents have been alcohol-related. Drugs 1. All drugs, including those described as egal highs, can affect your ability to work safely. 2, Some effects of drugs are slow reaction times, clumsiness, poar decision making and di 3. Even drugs presoribed by your dactor could make you unfit for wor 4. You ara far mora likly to have an accident on site when under the influence of drugs or ¢o-called legal highs. 5. Ifyou know someone is under the influence of drugs, don't think that it isn't your problam. Tell your supervisor and help to resolve the prablem belore someone gets hurt. What effect can alechol have on you? What could be the result of being under the influence of alcohol on site? What effect could taking drugs have on you and your workmates? How long does a pint of beer take to get out of your system? What should you dof you see a person taking drugs? ted vision. 6 sereMental health Reason | Male construction site workers are three times more likely to commit eueide than the average: UK worker ‘Outline | This talk covers some of the various mental heath issues people may experience while at work. Anxiety 1. Anviety and panic disorders are not uncommon but if lft untreated, can cause distress tothe individual, 2. At work. an individual sufering from anxiety may lose interes, lack concentration, display low morale and be inital, ‘3. Anviety can often be controlled with medication, and psychological and self-help therapies. Depression 1. Individuals with depression can often feel helpless, experience low moods and morale and lose interest in ‘activities they previously enjoyed. 2. Depression can be mild, maderate or severe, ‘3. When depression is not managed t can have serious health and safety implications for sufferers and co-workers, 4. Antidepressant medication can cause drowsiness, which may affect the individuals ability te drive or ‘operate plant and machinery. An assessment should be carried out to ensure the type of work being Undertaken is suitable with the treatment being received, Bipolar disorder 1+ Bipolar dicreris mental heath problom tht mel flects mood previous rfenedto g8 marie lepression. 2. With bipolar disorder, suforors are likely to have times where they experionce dispa manic or hypomanic episodes (feeling high) ~ depressive episodes (feeling low) = potentially some psychotic symptoms during manic or depressive episodes. oad swings:Mental health Reason | Male construction site workers are three times more likely to commit suicide than the average: Uk worker, ‘Outline | This talk covers some of the various mental health issues people may experience while at work. Management of mental health issues 1 People living with mental health problems can often control their condition through strategies involving medication, healthcare, therapy and self-management (for example, by doing things that make them happy, such as hobbies or exercise) 2. Managers should be aware ofthe signs of mental ll health and put steps in place to support their employees. 3. Management should actively work to support individuals and create an environment where those with ‘mental health conditions are able to talk to someone or saek guidance from other sources, 4, Management should work to ramove the stigma around mental heath issues and the unhealthy idea of Construction being a tough man’ environment where seeking help is seen as a weakness, 5, Team leaders should be trained to spot the signs of mental heslth concitions and be able to identify sufferers and guide them to support e Do you know who to speak to if you think you have a mental health issue? ‘What does your employer have in place to help people with mental health condi Wher ne? ‘could you go for help other than your employer? found on the MIND websi ‘ww wamind.orgsuks ‘Afree to download Building Mental Health Toolbox Talk can be found on the Building Mental Health website: www.buildingmentalhealth:net/resources.htmlWork-related stress Reason | Stress isthe adverse reaction people have to too much pressure or othar demands placed upon them. [tis not an ines in itself, butt can lead to individuals not being able to perform at work and can have an impact on their health and wellbeing, ‘Outline | This tak covers the signs and symptoms of stress and how it can be effectively managed. Signs and symptoms The following are examples of the symptoms that people suffering with stress can display. 1. Behaviour Finding it hard to sleep, being quiet and withdrawn, and avoiding dificult situations, 2, Physical ~ Tiredness, headaches, nausea, indigestion and chest psins, 3. Mental - Being indecisive, finding it hard to concentrate, loss of memory, and feelings of isolation. 4. Emotional ~ Being irritable, angry, anxious, losing their sense of humour and being hypersensitive, suffering from work-related stros support for work-related stress can be found on ion working days every year are lost through stress-related ab Q wes yo aWork-related stress Reason | Stress isthe adverse reaction people have to too much pressure or other demands placed upon them. [tis not an ness initse, butt can lead to inividuals not being able to perform at work and can have an impact on their health and wellbeing, ‘Outline | This talk covers the signs and symptoms of stress and how it can be effectively managed. Stress - the problem 1. Anyone can suffer from stress, in any role and at any level of an organisation If stress is not addressed it can lead to some common mental health conditions (such as anxiety and depression), 2, Work-related stress and common mental health conditions are closely linked, with similar signe and symptoms. For people with mental heath conditions, work-related stress can also trigger or worsen an existing mental health condition. 3. The biggest barrier to obtaining supports the stigme associated with the condition, 4. People who work alone, or who may have particular responsibilities that set them apart from their work colleagues, can be particularly vulnerable 5. Work-related stress accounts for around 37% of el work-related ill heslth cases. Suicide i the single biggest cause of death in man aged 20-45 inthe UK. 12 of work-related strees have been identified and the HSE desoribes them as follows. 1, Demands. Issues thet should be considered include work patterns, workload and working environment. 2. Control, How much contral the individual has over the way thay do their work and, in particular, their work patterns and workload. 3. Support. Whether workers fe! that adequate encouragement and resources are provided by the company, managers and colleagues, and Fany systems are easy to access for concerned individuals 4, Role. Workers at al evels must understand their role and how they fit into the organisation, and have the skills, experience and support to deliver, with no conflicting elements tothe roe. 5. Change. People (particularly vulnerable people) can be suspicious of the motives behind organisational change which, whether large or small, must be well managed and effectively communicated. 8. Relationships. Workers must not be subjected to unacceptable behaviour by anyone at work. Conflicts must be dealt with promptly and effectively Bulljing can take many forms; light-hearted banter fo one: person may be perceived as bullying by another. Both personal and work-related bullying behaviour may be experienced within a workplace. Dealing with stress Ivan individual feels that they may have symptoms of stress, they can do a number of things in order to address the challenges that are facing them, 1, Talkto someone they trust, with whom they can share issues and challenges. 2, Talk to therline manager about modifying their role, task or hours of work and any training or development requited for an early resolution, 3. Practise relaxation techniques (these might include meditation or mindfulness, which research has shown ‘can bereft individuals sufering from stress and depression). Improve their diet; avoid foods high in refined sugars and cut down on aleohol, smoking and caffeine. 55. Avoid long, regular working hours if stall possible, 8. Take regular breaks from the workplace and incorporate frequent moving and stretching exercises. 7. Take regular exercise. 8. Seek addtional support and guidance (euch as human resources or occupational healt impacting your health,