Health and safety risk assessment

risk assessmentCarrying out health and safety risk assessments

Risk assessment is a process in which you identify hazards, analyse or evaluate the risk associated with that hazard and determine appropriate ways to eliminate or control the hazard.  Regulation 3 of Management of Health and Safety at Work Regulations 1999 requires every employer to make a suitable and sufficient risk assessment of the risks to the health and safety of employees to which they are exposed whilst they are at work, and the risks to the health and safety of the general public whilst on the work premises. If your employer exposes you to risk at work, you address it by raising a formal grievance.

 

Resources available

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Employee Representative Guide for non-union workplaces

DOCUMENTS, FORMS AND LETTER TEMPLATES

 

Other requirements

Besides carrying out a risk assessment, your employer is also required to;

  • Make arrangements for implementing the health and safety measures identified by the risk assessment;
  • Appoint competent people to help in implementing the arrangements;
  • Set up emergency procedures;
  • Provide clear information and training to employees;
  • Work together with other employers sharing the same workplace.

There are other health and safety regulations which require action in response to particular hazards, or in risky industries.

 

What are hazards in the workplace?

A workplace hazard is anything that has the potential to cause harm to a person. Hazards can be equipment and machinery, a slippery floor, work overload and even the behaviour of your colleagues or contractors.  If you are injured at work and it is not your fault, you could have a personal injury claim. Take a look at employee rescue resources on making a health and safety claim in the employment tribunal as well as personal injury claims.

 

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Disclaimer 

This resource is published by Employee Rescue Limited. Please note that the information and any commentary on the law contained herein is provided free of charge for information purposes only. The information and commentary does not, and is not intended to, amount to legal advice. Employee Rescue accepts no responsibility for any loss occasioned to any person acting or refraining from action as a result of the material contained in this update. Further specialist advice should be taken before relying on the contents of this summary. No part of this summary may be used, reproduced, stored in a retrieval system or transmitted in any form without the prior permission of Employee Rescue Ltd.

Case Study

Westlake v ZSL London Zoo (2015) An employment tribunal ruled that a London Zoo meerkat handler who got into a Christmas party fight with a monkey specialist over their love rivalry for a llama keeper was unfairly dismissed, however she received nothing in compensation.  The employment tribunal said that two zookeepers who got into a fight at London Zoo’s Christmas party should have received the same disciplinary sanction. At London Zoo’s Christmas party, zookeeper Ms Westlake got into a fight with a colleague, Ms Sanders. The fight appeared to originate over another zookeeper Mr Davies, Sanders’ former boyfriend who was... Read More
Westlake v ZSL London Zoo (2015) An employment tribunal ruled that a London Zoo meerkat handler who got into a…Meerkats v Monkeys
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