708 risk unionlearn:layout 1 22/1/09 16:51 page 1...708_risk_unionlearn:layout 1 22/1/09 16:51 page...

A GUIDE FOR SAFETY

REPRESENTATIVES

708_RISK_UNIONLEARN:Layout 1 22/1/09 16:51 Page 1

A properly managed workplace should be both safe and healthy. The employer has a responsibility to identify risks and takereasonably practical measures to minimisethem. The law says that every employer has to conduct a risk assessment on the work theiremployees do and take ʻreasonably practicalʼmeasures to ensure their workers are not putat risk. That means removing or reducing thehazards that can put people at risk.

Risk assessment is the process used to identify hazards in the workplace and assess thelikelihood that these hazards will cause harm toemployees and others. It is part of a systematicapproach employers are required by law toadopt in order to manage health and safetyeffectively. Workplace risks should never be seen as inevitable and if risk assessments aredone correctly – and employers implement themfully – then it means that hazards are identifiedand removed or considerably reduced.

The TUC has produced this guide to riskassessment to ensure that safety reps havethe necessary tools to ensure their employerhas done a suitable risk assessment, as wellas taken appropriate measures to implementthe measures required. It should also help

safety reps to challenge the employer if theydo not do a suitable assessment or do not act to remove the hazards identified in the risk assessment.

It is important that union safety reps areinvolved and consulted on the process of riskassessment, and they should always be askedto comment on assessments, although theresponsibility for doing a risk assessment liesfully with management.

What is risk assessment?The risk assessment process is simple. It is:

an examination of the work and workplace to identify what could cause harm to people(a hazard); and an assessment of the chance, high or low,that somebody could be harmed by thehazards identified, together with an indicationof how serious the harm could be (the risk).

On the basis of this assessment a decision is made as to what prevention or controlmeasures should be taken to prevent thepossibility of harm.

There is no single method of risk assessmentthat covers all types of workplaces anddifferent employers will use different methods.Some of these are explained later in thisbooklet. However, every method involvesdecisions being made on how acceptable a risk is. This, whatever management may say, is not a scientific process but instead isone based on the value that they place on the safety and health of their workers.

It is therefore important you understand themethod of risk assessment your employer isusing and ensure that the process deals withthe issues that concern members promptlyand reflect the real risks in the workplace,including long-term health risks.

02 RISK ASSESSMENT


Although there is no single correct way ofdoing risk assessments, what is important toremember as a safety rep is that, whateverprocess is used, the risk assessments shouldbe systematic and thorough and must look atwhat actually happens in the real workplace –not just at what the employer thinks happens.

This means no real risk assessment can takeplace unless the people that actually do the jobsand who have a practical understanding of thehazards and risks involved have been consulted.

Of course the role of the safety rep doesn’tend when the risk assessment is completedand written up. When this is done, the rep willneed to ensure that the employer takes actionto remove those hazards that have beenidentified through the risk assessment process.

What the law saysThere is a general duty on all employers toensure the health, safety and welfare at workof all their employees. This is laid out in theHealth and Safety at Work Act 1974. This dutyis expanded in later regulations which spell out the specific requirements on employers toundertake risk assessments for every job andprocess, and also to act on them.

The main requirement to conduct a riskassessment is in the Management of Healthand Safety at Work Regulations 1999, whichplaces a legal duty on all employers to carryout risk assessments. Where there are five ormore workers employed the employer mustrecord the main points of the assessment.These regulations implement a EuropeanDirective which makes risk assessment themain way of identifying and controlling risksthroughout the European Union.

The Management Regulations require allemployers and self-employed people to assessthe risks created by their undertaking so as to

identify the measures they need to have inplace to comply with their duties under healthand safety laws. This makes the ManagementRegulations risk assessment provisions wide-ranging and all-embracing. In a nutshell, noemployer can comply with the law unless theyhave done a comprehensive and suitable riskassessment. However big or small, howeversafe they may consider their workplace to be, unless there has been a suitable riskassessment conducted then the employer is in breach of the law.

The Management Regulations lay down whatyour employer must do:

Make a suitable and sufficient assessment of the risks to the health and safety ofemployees and others who may be affected (such as contractors or the public).Where there are five or more employees,keep a written record of the findings of theassessment and any groups of employeesparticularly at risk.Identify and then introduce the preventiveand protective measures needed to improveworkplace health and safety.Have arrangements for the effective planning,organisation, control, monitoring and review of the preventive and protective measures.Review the assessment if there is any reasonto believe that it is no longer valid (e.g. if therehave been changes in the way work has beendone, such as new work processes orequipment). The employer should also reviewthe risk assessments after any injury, nearmiss or ill health caused by work.Provide any health surveillance identified inthe risk assessment.Establish procedures to be followed in theevent of serious and imminent danger.Provide health and safety information,instruction and training for all employees.Have competent health and safetyassistance. This can either be in-house or using an external advisor.

RISK ASSESSMENT 03


The guidance to the Management Regulationsalso recommends that management consultwith workers on the risk assessment. Inaddition, there is a general requirement under the Safety Representatives Regulationsfor the employer to consult with safetyrepresentatives. The TUC has argued thatsafety representatives should always beconsulted on risk assessments.

In addition to the legal requirements in the Management Regulations to conductgeneral risk assessments there are many other regulations which require a particular risk assessment to be done. These includeregulations on chemicals, noise, manualhandling, display screen equipment, personalprotective equipment, asbestos, work atheights, and fire safety. In most cases anemployer will meet the requirements of theother regulations by conducting just one riskassessment and it is not always necessary to produce different risk assessments for each individual regulation – so long as they are clear that they are complying with each set of regulations.

Suitable and sufficient The law states that an employer’s riskassessment must be “suitable and sufficient”.It is important that safety representativesunderstand a little about what this means. To be “suitable and sufficient” the riskassessment has to identify all the hazards and decide whether they have the potential to cause harm in the workplace. Employershave to familiarise themselves with the hazardsand risks through using Health and SafetyExecutive (HSE) guidance, materials availablefrom manufacturers, suppliers, trade bodiesand professional associations, as well as from employees and trade union safety reps. If necessary they should also consult outsideexpert advice.

The HSE’s approved code of practice to theManagement Regulations give advice on whatis “suitable and sufficient”. It makes it clearthat the method used has to be appropriate tothe complexity of the work activities and risksinvolved and that the risk assessment mustenable the employer to identify and prioritisethe measures that need to be taken. It alsomakes clear that once the risks are assessedand taken into account, insignificant risks canusually be ignored, as can risks arising fromroutine activities associated with life in general,unless the work activity compounds orsignificantly alters those risks.

Sometimes management will avoid assessingevery individual job and workplace, andinstead do a “generic” risk assessment basedon a sample which they then apply to all similarsituations. The HSE has said that thesegeneric risk assessments are acceptable if all the workplaces and jobs they apply to arevery similar, but safety reps should be cautiousabout this approach, as no two workplaces areever the same. In addition, many employerswill use an example risk assessment, oftendownloaded from the internet or from a tradeassociation, and simply adopt that withoutmaking any real effort to see how well it appliesto their situation. Safety reps should be onguard for this too, as unless managementgoes through the process of looking at everyelement of the work, the risk assessment willnot be suitable or sufficient in law.

To be suitable and sufficient a risk assessmenthas to identify all the potential causes of harm inthe workplace. This includes not only dangeroussubstances and equipment, but also workprocesses and work organisation. It must covernot only the risk of immediate injury but also thelong-term risks to health. The risk assessmentmust be systematic, comprehensive and addresswhat actually happens in the workplace, notwhat the employer says should happen. It should also cover non-routine activities

04 RISK ASSESSMENT


such as spillages and cleaning, what happensduring breakdowns, loading and unloading andmaintenance operations.

The assessment must cover everyone in theworkplace, including groups like maintenancestaff, security staff, cleaners, and visitors, andit should take account of preventative orprecautionary measures that have alreadybeen introduced and check that these areeffective in reducing risk.

Competent personsThe Management Regulations say that anemployer must appoint “competent persons”to assist them. The TUC believes that, for most organisations, it is best to have the“competent persons” employed directly withinthe organisation rather than using outsideconsultants who may have no real knowledgeof the workplace. In fact, the regulations statethat if a “competent person” is alreadyemployed then that person must be usedrather than an outside body or consultant.

When an employer does use an outsideconsultant they often end up with unnecessaryand costly paperwork or a process that is too complex, or unsuitable for that workplace.Some consultants also use their owncopyrighted method, which means thatwhenever the employer wants to do a new riskassessment, or even update the existing ones,they have to go back to the consultant.

There is no simple definition of what a“competent person” is at it will vary fromemployer to employer. In large organisationsthe competent persons will not only need to bequalified in health and safety management, butalso may have to have a detailed knowledge ofthe processes involved. This is particularly thecase in areas like manufacturing, chemicalsand high hazard industries. In some smallerworkplaces – in particular those with only a

small number of staff where the risks are wellregulated – a lower level of competency mightbe acceptable. However, in most medium andlarge sized organisations the minimum level of expertise would normally be CharteredMembership of the Institution of OccupationalSafety and Health. This is the mainprofessional body in the field and Charteredmembership is an indication that the person is qualified and that their experience is up-to-date. However, the employer should still check the experience of the person.

The HSE says that ‘competent people’ shouldhave a knowledge and understanding of:

the work being assessedthe principles of risk assessment andprevention of riskup-to-date health and safety measures; andhow to identify hazards at work.

RISK ASSESSMENT 05


In addition they should be able to:identify health and safety issuesassess the need for actiondesign, develop and implement strategiesand planscheck the effectiveness of these strategiesand planspromote health, safety and welfareadvances, and good practiceknow their limitations and when to call forothers with specific skills and expertise.

Written risk assessmentsWhere there are five or more employees thelaw says that the significant findings of the risk assessment must be recorded. The TUCbelieves that even when there are fewer thanfive a written record is important.

A written risk assessment is a vital document.Not only is it evidence that the risk assessmenthas been carried out, but it is a record of whatthe employer has ascertained needs to bedone to control any risks.

It should include details of any significanthazards identified, any existing controlmeasures in place and how effective they are,

and outline any aspects that need improving,as well as spell out the measures that have tobe introduced. Risk assessment records do notnecessarily need to be long, but they do needto be systematic and identify clear actions.

Written risks assessments should always begiven to safety reps so they can check all risksare being covered. Employers have a legalduty to provide safety reps with a copy of anydocument that the law requires them to keep.The written assessments can also prove usefulduring routine inspections of the workplace.

Specific groupsThe law says that assessments have tospecifically cover risks to certain groups, inparticular pregnant women and young people.Safety reps should ensure that they do.

Employers must consider the special positionof new and expectant mothers and conduct a specific risk assessment in any workplaceswhere there are women of child-bearing age.This should take account of any risks wherethe worker may be exposed to any process,working condition, or physical, chemical, orbiological agents, which might adverselyaffect the health and safety of the worker orbaby. Risk assessments should also includeconsideration of the risks for those who arepregnant, those who have given birth ormiscarried in the previous six months, orthose who are breastfeeding. The TUC hasproduced a specific briefing on pregnantwomen and risk assessment.

In addition, employers are required to makespecial consideration of the risks faced byyoung workers. This should include trainees,apprentices and those on work experienceschemes. In particular, they must take accountof young workers’ lack of experience, absenceof awareness of existing or potential risks, ortheir immaturity when they assess the risks to

06 RISK ASSESSMENT


their health and safety. The assessment mustbe made before the young person begins workand must address certain specific factors.Employers must take account of the results of risk assessment in determining whether theyoung person is prohibited from doing certainwork. In addition, if the young person is belowthe normal school leaving age – which includesmany people on work experience – theemployer must inform the parents of the child of the risks identified and the protectivemeasures used.

Risk assessment must also take account ofworkers with disabilities or long-term healthconditions. The HSE has produced detailedadvice to help employers ensure that riskassessments cover workers with disabilities,while at the same time not discriminatingagainst them. Employers have often usedhealth and safety as an excuse for notemploying disabled people in certain areas byclaiming they may be a ‘fire risk’ or that theirepilepsy may put them at risk in the workplace.In fact, it is important that risk assessment isseen as a way of protecting disabled peoplerather than preventing them from work.Employers should never make assumptionsabout the health and safety implications of aperson with a disability, as even if it does makea difference to the workplace risks, the risk canusually be controlled through simpleadjustments or changes.

Methods of risk assessmentThe HSE approachThe HSE have outlined the basic steps to riskassessment in their free publication Five stepsto risk assessment, which is also available ontheir website (see page 15). The guideprovides simple advice on what to do and is a useful starting point for undertaking a riskassessment in any workplace. It is aimedprimarily at small businesses and somemedium or larger employers would need a

more in-depth approach, but the principlesapply to all organisations.

The five steps identified in the guidance are:

The guide makes it clear that organisationsshould not overcomplicate the process,especially when the risks are well known andthe necessary steps to control them are easyto apply.

The guide also provides a sample form forrecording the risk assessment and its outcomes.

The TUC believes this straightforwardapproach is the best, although for largerworkplaces a more in-depth approach isneeded. There are a number of these anddifferent employers will use different systems. It is important that you are aware of, andunderstand, the method of risk assessmentyour employer uses.

The HSE have produced a number of examplerisk assessments in different workplaces, mainlycovering sectors with smaller employers likeretail, but also including areas like call centres,warehouses and office-based businesses.These can be found on the HSE website (see information and resources, page 15).

RISK ASSESSMENT 07

Step 1: Identify the hazards

Step 2: Decide who might be harmed and how

Step 3: Evaluate the risks and decide on precautions

Step 4: Record your findings and implement them

Step 5: Review your assessment and update if necessary


Hazard identification While most risk assessment methods are fairlyeffective at identifying physical hazards such as those related to electrical safety, chemicalhazards, fire safety, etc., they may be less goodat dealing with risk factors that arise from issuessuch as lone working, shift working, or theeffect of work organisation on stress or thethreat of violence. It is therefore important thatsafety reps ensure that the method used coversnot only physical hazards but also tasks,organisational factors, and varying locations,including off-site work or home working.

It is more likely that physical hazards alone willbe identified if an employer only uses a formwith a list of hazards on it supplied by a tradebody of from the internet. In order to identifyother hazards, the employer needs to look atinjury and sickness records to see whatproblems have been reported in the past. They also have to talk to workers and safetyreps – it is not enough to simply walk aroundand tick boxes.

Assessing the riskOnce the hazards have been listed, theemployer has to assess the risk. This isextremely subjective and there is no right orwrong approach. The regulations simply saythat the method used must be “suitable andsufficient”. What is suitable and sufficient to anemployer may not be suitable and sufficient toa worker.

The most common method of ranking risk isscoring a hazard in relation to its perceivedrisk. An example would be:

0 = no risk1 = slight risk2 = moderate risk3 = high risk

This system is very simple and easy to use butis limited in that it does not take into accountthe likelihood of an injury or illness occurring,or the numbers exposed to the hazard.

A more complex system is to use a chartcalled a matrix. Along one side of the matrixare a series of numbers relating to thelikelihood of something happening and alongthe other side a second set of numbersindicating the level of harm that will comeabout if the risk happens. The chart can haveas many steps as you like, but most use either3, 5 or 7 levels (see figure 1).

The likelihood of something happening is thenmultiplied by the level of harm it would cause.The resulting number is then measured againsta risk rating table – see figure 3 as an example.Again, this system is quite simple to use andeasy to understand but also has flaws. It isoften less useful in assessing the dangers tolong-term health, rather than immediateinjuries, and is also extremely subjective. It also may not take into account the number of workers involved.

08 RISK ASSESSMENT


There are other systems that build in otherfactors, such as the cost of accidents. Anexample of this is the ‘risk calculator’ used in some industries. Many high-risk industries such as chemical plants are likely to use anextremely specialised system, which also takesinto account societal risk. These systems arecovered by regulations dealing with majoraccident hazards and nuclear installations.While they are sophisticated they are often

very poor at identifying occupational healthissues, as opposed to specific safety risks.

Although risk assessments can generate a lotof paperwork it is a very imprecise science andmany of the decisions made about levels of riskreflect little more than the view of the persondoing the assessment, which is then presentedas fact. Safety reps should feel that they canalways challenge assessment assumptions.

Figure 2: The scoring might go like this:

Category Harm Likelihood1 Non-injury Almost impossible2 First aid Unlikely3 Fewer than 3 days off work Possible4 More than 3 days off work Likely5 Major injury Almost certain

Figure 3: An example of what an employer might set as standard for action arising out of the assessment:

Risk rating Action1-4 No further action5-9 Re-assess after next review10-16 Within three months17-25 Immediate

5

4

3

2

1

5

4

3

2

1

1

10

8

6

4

2

2

15

12

9

6

3

3

20

16

12

8

4

4

25

20

15

10

5

5

Figure 1: A five level matrix might look like this. The figures in grey give the overall Risk rating (see figure 3).

Harm

Liklihood

RISK ASSESSMENT 09


Risk assessment to riskmanagementRisk assessment is about identifying risks that need to be tackled in the workplace and prioritising them. In itself it is just a paperexercise. The other key part of the exercise isdeciding what action will be taken to removeor reduce the risks identified. Decisions overwhether to take action, and how quickly actionshould be taken is completely subjective, andoften more down to cost than anything else.

Health and safety reps must be aware of thelimitations of this process and use their rights tochallenge any decisions they do not agree with.

In evaluating risks and deciding whether to takeaction the employer is essentially putting a valueon a person’s health. No system will ever be ableto remove all risk; instead what it will attempt todo is to reduce the risk to what the employerbelieves is an acceptable level. In law this shouldbe “as low as is reasonably practical”. However,what is reasonable to management may not bereasonable to the workers who face the risks.The way management makes decisions on what to do following a risk assessment is oftenbased on cost.

All systems do this to some extent, and someof the more hazardous industries are openabout it. They will compare the cost to thecompany of a worker dying against the cost ofintroducing safety measures. This means theywill put a cost on a human life, or injury, and ifthe cost of taking action is less than that, theywill introduce control measures; if it is greaterthey will not. This figure often reflects the likely cost of compensation and the loss ofconfidence in the industry that would arisefrom a fatality.

Despite the fact that many employers makedecisions on this basis, the law is quite clear:they must reduce the risk to “as low as isreasonably practical”. This does not meanwhat is affordable; it means a balance betweenthe size of the risk and the size of the‘sacrifice’ (in time, trouble and money) toprevent the risk. Only if the cost is grossly out of proportion to the risk has the employerdone what is ‘reasonably practicable’.

Safety reps must therefore try to understandand question the assumptions that are beingmade over whether or not action should betaken. They should be able to challenge thedecisions on what measures to take after a riskassessment – even if the decisions have beenmade apparently ‘scientifically’.

Safety reps should also ensure that employersdo not try to ignore some of the lower-levelrisks by concentrating on hazards that are likelyto cause a fatality. 75 per cent of all work-related sickness absence is caused bymusculoskeletal disorders and stress-relatedillnesses. Because employers often concentrateon controlling hazards that they see as beingpotential killers – such as those related toelectrical safety – issues such as stress, dust,and repetitive injuries are often not prioritised,despite the fact that they are far more likely tooccur and will affect more people.

10 RISK ASSESSMENT


Prioritising preventionThe first aim of risk management shouldalways be to remove the hazard. Unfortunatelyemployers often forget this and see their goalas controlling hazards. Again, the law is clear,with the Management Regulations laying downprinciples for prevention that must be followedwhen deciding what to do about potentialhazards. This means, where possible, the firststep must always be to remove the hazardaltogether.

Only if that is not possible should managementlook at how to control the hazard. This must bedone in a certain order. Managememt will firsthave to look at reducing the risk, for example byusing a less hazardous process or chemical. Ifthat is not possible then they should preventaccess to the hazard, such as by guarding. If thatis not possible then they should try to organisework to remove or reduce exposure to thehazard and finally, if no other control methodswork, and as a last resort, they should issuepersonal protective equipment such as hearingprotection, goggles, footwear, etc.

Unfortunately many employers go straight to providing personal protective equipmentrather than removing or reducing the hazardby other means.

The Management Regulations also state that employers should adapt the work to theindividual rather than the other way round. This is particularly the case when designingworkplaces, but employers should always userisk assessment to see whether it is possible to improve work organisation by alleviatingmonotonous work or stressful processes.

The control measures should also look at issuesaround training and information for employeesand the provision of welfare facilities.

Not a one-off processWhichever risk assessment system youremployer uses it is important that theassessments are reviewed regularly. Thismeans looking at them again if there is achange in working methods, new procedures,equipment, or even sometimes personnel.They also have to be reviewed after any injuryor work-related illness.

There should also be procedures to ensurethat the control methods that have beenchosen for introduction have been put in place correctly, and are working effectively.

Most importantly, if your injury and illness ratesare not going down then your risk managementprocess is not working. It may be that you areusing the wrong method, or have not coveredall hazards, or the methods to remove orreduce risks have not worked; whichever, if youstill have problems with injuries or illness thenthe problem is with your risk assessments. That may mean starting from scratch again.Remember there is no single right or wrongmethod. Although risk assessment is a triedand tested method of removing risk, there willalways be ways of doing it better.

Union involvementThe legal responsibility to carry out a risk assessment lies with the employer.Nevertheless, it is important that health andsafety reps are involved in the process andplay an important part in ensuring that they aredone properly. This means safety reps shouldbe given a copy of all draft risk assessmentsand asked to comment on them. Safety repsshould make sure that risk assessments havebeen done for all workplaces, that they coverall areas and activities, that they are up-to-date, and they are comprehensive.

RISK ASSESSMENT 11


In ‘high hazard’ workplaces the employer mayhave sophisticated risk assessment processes.Rather than be put off by this, it is importantthat safety reps demand proper training in the employer’s methods so that they canunderstand them, and challenge them whereappropriate.

Employers have a duty to consult with safetyreps on all health and safety issues, and togive safety reps information about health andsafety matters relevant to their members. This

includes information about risk assessments.They must permit safety reps to take time offwith pay during working hours to undertaketheir functions, and dealing with riskassessments is a valid safety rep function.

One of the most crucial roles of a health andsafety rep is in the role of checking andchallenging their employer’s risk assessmentsand ensuring appropriate control measures are in place and working.

12 RISK ASSESSMENT


RISK ASSESSMENT 13

Other risk assessment conceptsIn addition to the standard risk assessment forms your employer may have other safetymanagement systems that link in with the risk assessment process. A number of these arelisted below. Most of them are relatively simple but if your employer uses any of them youshould ensure that you receive training on how they operate in your workplace.

Permits to work – This is a system for identifying a safe system of work and ensuring that it isfollowed. These are usually used in ‘high risk’ activities and involve a detailed risk assessmentbeing carried out before a specific activity. This is likely to lead to a list of specificrequirements that have to be adhered to during the activity.

Safe systems at work – Although this is a general term and all employers are required toprovide a safe system of work, some employers use the phrase to mean the way in whichcertain jobs have to be done. A safe system at work can only be established through theprocess of risk assessment. The phrase is particularly used for working within confinedspaces and lifting operations, although it can be used in any industry.

Safety plan – This is a particular requirement within the construction industry where there has to be an assessment of the risks involved in the overall project, with the identification and eventual implementation of appropriate precautions.

Safety case – This is the body of evidence that is produced so that a system is adequatelysafe for a specific process. It is commonly used in the rail, nuclear and offshore oil and gas industries.

Method statements – Method statements are descriptions of how a particular task oroperation should be carried out. The statement identifies all the components of a safe systemof work arrived at through a risk assessment. If a method statement identifies the risks andthe actions to be taken to control them, it can be an adequate legal record of the riskassessment.

Dynamic risk assessment – This term is often used to describe the day-to-day judgmentsthat employees have to make in respect of health and safety. They cannot be written downbecause they are about making specific judgments in a certain situation. They are certainlynot a substitute for risk assessment and can only be used to complement a risk assessmentwhere someone is appropriately trained. They are used in the emergency services.


1 Has your employer carried out riskassessments?

� If not, are arrangements in hand for them to be done?

2 Who carries out risk assessments?� Are they ‘competent’ (do they have

knowledge and understanding of the work involved, of the principles of riskassessment, prevention and control, and of current health and safety applications)?

� What qualifications/experience do they have?

� What information, instruction and traininghave they been provided with?

� Do they have the necessary time, resources,and authority to do proper riskassessments?

� Are outside consultants being used?� Are specialists, such as ergonomists,

brought in where necessary?� Have safety reps been consulted over the

appointment of the competent persons?� How will safety reps be involved in checking

the assessments?� Do assessments cover all the hazards and

risks at work?

3 Do assessments cover all areas, activities,processes, substances, equipment anddepartments?

� Do assessments cover systems of work,training, supervision and workingenvironment?

� Do they cover work organisation andcontent?

� Do they cover hazards which you or thosethat do the work have identified?

� Do assessments look at what actuallyhappens in practice and include non-routineoperations such as maintenance?

4 Do assessments cover all those who could be affected?

� Are those working outside normal hourssuch as security staff and cleaners, visitorsand sub-contractors covered?

� Have those particularly at risk (such as lone workers) been identified?

� Are specific risk assessments done forpregnant workers?

� Do individual assessments need to becarried out for some activities (for example,those working outside the main place ofwork)?

5 Are existing preventive measures beingused properly?

� Are the control measures followed?� Do the control measures work?� Are they monitored?� Is information, instruction and training

provision adequate?

6 Have measures been identified to preventor control the risks to health and safety?

� Can hazards be eliminated (for example, by not using a hazardous substance if notessential or removing a bullying manager)?

� If any hazardous chemicals cannot beeliminated can they be substituted with lessdangerous substances?

� If any hazards cannot be removed can theybe controlled at source (for example, byusing anti-slip flooring rather than using a warning sign)?

� If not, can hazards be isolated (for example,moving noisy equipment or isolating a dusty area)?

� If not, is suitable personal protectiveequipment provided as a last resort?

� Is health surveillance necessary?� Have procedures for serious and imminent

danger been drawn up?� Have safety representatives been consulted

about the employer’s plan to control risks?

14 RISK ASSESSMENT

Risk assessment – health and safety rep checklist


RISK ASSESSMENT 15

Information and resourcesThe HSE has a useful guide to riskassessment at www.hse.gov.uk/riskThis includes a link to ‘Five steps to riskassessment’. They have also produced a number of useful example riskassessments for a range of sectors.

The TUC website has a large number of resources on health and safety at:www.tuc.org.uk/healthandsafetyIt also publishes Hazards at Work, adetailed guide for safety reps on allaspects of health and safety called. This is available at www.tuc.org.uk

The quarterly magazine Hazards is aninvaluable resource for all safety reps.www.hazards.org

7 Have safety representatives been givencopies of, or access to, the written recordsof the risk assessments?

� Do they explain the hazards?� Do they accurately grade the level of risk?� Do they clearly outline the proposed control

measures?� Do they identify who is at risk?� Do they contain sufficient detail to allow

safety representatives to judge whether theyare adequate?

8 Are control measures being implemented?� Has a plan of action been drawn up for

implementing the control measuresidentified in the risk assessment?

� Does the plan identify priorities?� Does the plan set out an agreed timetable

for action?� Does the plan identify who is responsible

for taking the action?� Has money been made available to

implement the measures?

9 Are risk assessments kept up-to-date?� Do planned reviews of risk assessments

take place at regular intervals?� Are risk assessments redone before

changes, such as new equipment or new ways of working, are introduced intothe workplace?

� Are risk assessments reviewed if evidencesuggests that control measures are notadequate, for example following accidents,near misses, reports of ill-health, or findingsfrom safety representatives’ inspections?

� Are risk assessments reviewed of there areother reasons to suspect they are invalid, forexample in the light of new legislation ornew medical evidence?


Trades Union CongressCongress HouseGreat Russell StreetLondon WC1B 3LS

October 2008

Design: www.design-mill.co.ukPrint: Precision Printing Photography: Simon Weller


708 risk unionlearn:layout 1 22/1/09 16:51 page 1...708_risk_unionlearn:layout 1 22/1/09 16:51 page...

Documents