Health ???

Safety ???

Welfare ???
Construction ???
Built Envirnoment ???
 Health

The protection of the bodies and minds of people

from illness resulting from the materials,
processes or procedures used in the workplace.
 Safety

The protection of people from physical injury.

 Welfare

The provision of facilities to maintain the health and

well-being of individuals at the workplace.
Welfare facilities include
washing and sanitation arrangements, the provision of
drinking water, heating, lighting, accommodation for
clothing, seating (when required by the work activity),
eating and rest rooms.
First aid arrangements are also considered as welfare
facilities.
 Occupational or work-related ill-health

is concerned with those illnesses or physical and mental

disorders that are either caused or triggered by
workplace activities.
 Environmental Protection

Arrangements to cover those activities in the workplace

which affect the environment (in the form of flora,
fauna, water, air and soil) and, possibly, the health and
safety of employees and others.
Such activities include waste and effluent disposal and
atmospheric pollution.
 Accident

Any unplanned event

that results in injury or ill health of people,
or damage or loss to property, plant, materials
or the environment or a loss of a business opportunity
 Hazards
An unsafe condition or activity, that if left uncontrolled
can contribute to an accident.
A hazard is any source of potential damage, harm or adverse
health effects on something or someone under certain conditions
at work. Basically, a hazard can cause harm or adverse effects
(to individuals as health effects or to organizations as property or
equipment losses).
Workplace Hazard Example of Hazard Example of Harm Caused

Thing Knife Cut

Source of Energy Electricity Shock, electrocution
Condition Wet floor Slips, falls
 Risks
Risk is the chance or probability that a person will be
harmed or experience an adverse health effect if
exposed to a hazard.
Activities such as construction work are called high risk
when they are high hazard.

Although the hazard will continue to be high, the risks

will be reduced as controls are implemented.

The level of risk remaining when controls have been

adopted is known as the residual risk.
 Hazards and Risks
• A hazard is anything in the workplace that has the potential to
harm people.
• Hazards can include objects in the workplace, such as machinery
or dangerous chemicals.
• Other hazards relate to the way work is done. For instance, hazards
on a production line could include manual handling, excessive
noise and fatigue caused by the pace of work.
• A risk arises when it's possible that a hazard will actually cause
harm. The level of risk will depend on factors such as how often
the job is done, the number of workers involved and how serious
any injuries that result could be.
What are the main causes of ill health and
accidents at work?
Every year over 200 people are killed at work and several
hundred thousand more are injured and suffer ill health.

The biggest causes of days off work sick are aches and pains
such as back problems and stress.

The most common causes of serious accidental injury at work

are slips and trips.

The most common causes of death from accidents are falls

from a height and being struck by vehicles in the workplace.
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The law and guidance
There are two main kinds of health and safety law.

Some is very specific about what you must do,

but some, such as the Health and Safety at Work etc Act 1974
(HSW Act), is general, requiring you to do what is ‘reasonably
practicable’ to ensure health and safety.

The Health and Safety Executive (HSE) has produced

publications (many available to view at www.hse.gov.uk) to
help you to decide what this means in practice.
The law
Under the Health and Safety at Work etc Act 1974 (the HSW
Act), you have to ensure the health and safety of yourself and
others who may be affected by what you do or do not do.

It applies to all work activities and premises and everyone at

work has responsibilities under it, including the self-
employed.

The Management of Health and Safety at Work Regulations

1999 also apply to every workplace and require all risks to be
assessed and controlled.
Inspectors and the law
Health and safety laws which apply to your business are
enforced by an inspector either from HSE or from your
local authority.

Their job is to see how well you are dealing with your
workplace hazards, especially the more serious ones which
could lead to injuries or ill health.

They may wish to investigate an accident or a complaint.

Inspectors do visit workplaces without notice but you
are entitled to see their identification before letting
them in.

Inspectors have the right of entry to your premises, the

right to talk to employees and safety representatives
and to take photographs and samples.

They are entitled to your co-operation and answers to

questions.
If there is a problem they have the right to issue a notice
requiring improvements to be made, or (where a risk of
serious personal injury exists) one which stops a process
or the use of dangerous equipment.

If you receive an improvement or prohibition notice you

have the right to appeal to an industrial tribunal.

Inspectors do have the power to prosecute a business or,

under certain circumstances, an individual for breaking
health and safety law, but they will take your attitude
and safety record into account.
The principal duties under HSW Act
are placed upon employers
to ensure the health and safety of their employees and
persons not in their employment
but affected by their work undertaking.
An employer is required to ensure the health and safety of
his employees
by the provision and maintenance of plant and systems of
work which are safe and without risks to health,
by ensuring the absence of risks to health and safety in
connection with the use, handling, storage and transport of
articles and substances,
by the provision of such training, information, instruction
and supervision as required, the maintenance of places of
work in a safe and healthy condition and
by the provision of adequate welfare facilities within a safe
working environment.
Code of practice (plural codes of practice)
A set of guidelines and regulations to be followed by members
of some profession, trade, occupation, organization etc.; does
not normally have the force of law

The Approved Code of Practice (ACOP) has special

legal status and gives practical advice for all those
involved in construction work.

If you follow the advice in the ACOP you will be doing

enough to comply with the law in respect of those
specific matters on which it gives advice.
Construction (Design and
Management) Regulations 2015
Some Approved Code of Practice

Health and Safety Legislation

In Construction
 Managing health and safety in construction
Construction (Design and Management) Regulations 2007
Approved Code of Practice

 Rider-operated lift trucks

Operator training and safe use
Approved Code of Practice and guidance

 Dangerous Substances and Explosive Atmospheres—

Approved Code of Practice and Guidance
Dangerous Substances and Explosive Atmospheres Regulations
(Northern Ireland) 2003

 Safe use of woodworking machinery—

Approved Code of Practice and Guidance
Provision and Use of Work Equipment Regulations
(Northern Ireland) 1999
 Safe use of lifting equipment—
Approved Code of Practice and Guidance
Lifting Operations and Lifting Equipment Regulations
(Northern Ireland) 1999

 Control of substances hazardous to health (Sixth edition)

Approved Code of Practice and Guidance
Control of Substances Hazardous to Health Regulations
(Northern Ireland) 2003

 Managing noise at workplaces

Approved Code of Practice for Noise Management and Protection
of Hearing at Work

 Concrete pumping
Approved Code of Practice 2005

 First aid in the workplace

Code of Practice 2014
 Children and young workers
Code of Practice 2006

 Confined spaces
Code of Practice 2011

 Excavation work
Code of Practice 2013

 Formwork
Code of Practice 2006

 Managing the risk of falls at workplaces

Code of Practice 2011
 Scaffolding
Code of Practice 2009

 Managing the work environment and facilities

Code of Practice 2011

 Welding processes
Code of Practice 2013

 Steel construction
Code of Practice 2004

 Mobile crane
Code of Practice 2006
Concrete Pumping Code of Practice 2005 is an approved
code of practice under section 274 of the Work Health and
Safety Act 2011 (the Act).
First aid in the workplace
Code of Practice 2014
This Code provides practical guidance for persons conducting a
business or undertaking on how to comply with duties under the
WHS Act and Regulations to provide adequate first aid facilities
in the workplace.
It includes information on first aid kits, procedures, facilities and
training for first aiders.
This Code applies to all types of work and all workplaces covered
by the WHS Act
First aid is the immediate treatment or care given to a person
suffering from an injury or illness until more advanced care is
provided or the person recovers.

First aider is a person who has successfully completed a

nationally accredited training course or an equivalent level of
training that has given them the competencies required to
administer first aid.

First aid equipment includes first aid kits and other equipment
used to treat injuries and illnesses.

First aid facilities include first aid rooms, health centres, clean
water supplies and other facilities needed for administering first
aid.
The WHS Regulations place specific obligations on a person
conducting a business or undertaking in relation to first aid,
including requirements to:

 provide first aid equipment and ensure each worker at the

workplace has access to the equipment

 ensure access to facilities for the administration of first aid

 ensure that an adequate number of workers are trained to

administer first aid at the workplace or that workers have
access to an adequate number of other people who have been
trained to administer first aid.
Number of trained first aiders

The following ratios are recommended:

 low risk workplaces – one first aider for every 50 workers

 high risk workplaces – one first aider for every 25 workers.

The number and type of trained first aiders can be further refined by
following the five-step guide below:
Step 1:
Identify the maximum number of workers at the workplace at any
one time.
Step 2:
Consider the nature of the work being carried out at the workplace
and determine if your workers are at a high risk of being exposed to
hazards that could require immediate first aid treatment.
Step 3:
Determine if the workplace is remote or if access to emergency
services is difficult. High risk workplaces that do not have timely
access to medical and ambulance services should have at least one
first aider for every 10 workers.

Step 4:
Consider the variety of ways that your workers carry out work, for
example:

 if a worker spends most, if not all, of their time working alone

and in transit i.e. their workplace is their vehicle
In these situations, it may not be practicable to have a first aider
available at all times at the workplace. However, these workers must
be able to access first aid assistance, for example by ensuring they
are provided with:

 an effective means of contacting emergency services or first

aiders

 information, instruction and training on how to respond if a

serious injury or illness occurs.
Step 5:
Before finalising the number of first aiders your workers require
access to, consider if there are any other factors that indicate that
your workplace needs additional first aiders, for example:
 the arrangement of work (multiple shifts or overtime)
 seasonal work, where there may be a sudden and significant
increase or decrease in the number of workers
 where there are large numbers of other persons present on a
regular basis (e.g. schools, shopping centres, hotels and function
centres)
 access during times when a first aider is absent (e.g. annual
leave).
OFFENCES, PENALTIES
Under the Work Health and Safety Act 2012, new
offences and penalties for breaches of duties

The WHS Act establishes three main categories of criminal

offence penalties for a breach of a work health and safety duty:
Category 1 – for reckless conduct that exposes an individual to a
risk of death or serious injury or illness that is
engaged in without reasonable excuse;
Category 2 – failure to comply with a health and safety duty that
exposes an individual to a risk of death or serious
injury or illness, and
Category 3 – failure to comply with a health and safety duty.
Work Health and Safety Act
PENALTIES FOR NON-COMPLIANCE

http://sydney.edu.au/whs/policies/penalties.shtml
Penalties for breaches to work health and safety law

A breach to work health and safety law occurs either when:

 a person is put at risk of injury
 illness or death occurs
 steps are not taken to avoid a risky situation from occurring
 there is a failure to comply with regulatory requirements.

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safety/laws/penalties-for-breaches-to-work-health-and-safety-law
Examples of breaches of work health and safety law include:
 exposing workers to the risk of excessive noise
 working at heights where the risk of falling is not controlled
 allowing unlicensed operators to use specified equipment (e.g.
forklifts)
 not ensuring that plant is appropriately guarded to eliminate or
minimise exposure of workers to moving parts
 failing to have in place safe work method statements for work
carried out in or near a confined space
 not notifying Workplace Health and Safety Body when a
notifiable serious injury or illness occurs at your workplace.
An on-the-spot fine also known as an infringement notice is an
alternative to prosecuting alleged offenders directly through
court.

On-the-spot fines may be issued for work health and safety

offences prescribed in the State Penalties Enforcement
Regulation 2014.

Both person conducting a business or undertaking (PCBUs) and

workers can be issued with an on-the-spot fine.
Examples of offences which can be issued with a fine include
 failure to comply with an improvement notice
 failure to record a notifiable incident (for example a work-caused
serious injury or illness)
 allowing persons to carry out high risk work without seeing
written evidence that the worker has the relevant high risk work
licence
 failure to allow health and safety representative to exercise
his/her powers or functions
 failure to use/wear personal protective equipment (PPE)
provided by PCBU in accordance with information, training or
reasonable instruction given by PCBU (fine issued to worker)
 failure to test electrical work
 failure to ensure electrical equipment was de-energized before
carrying out electrical work.
The fine may be paid in full at any Workplace Health and Safety
Queensland office within 28 days or arrangements can be made to
pay an on-the-spot fine of $200 or more in installments.
Failure to pay
Not paying the fine can lead to further enforcement action
including:
 redirection of wages or funds from a bank account
 issuing of a warrant for the seizure and sale of property
 suspension of the debtor's driver's licence until the debt is
satisfied
 issuing an arrest and imprisonment warrant.
What is a Health and Safety Policy?

A policy is a written statement, usually comprises three elements:

 a statement section (often a single page) detailing
how safety will be managed and
that demonstrates the organisation's commitment to health and
safety
 an organisation section that details
where responsibilities are allocated and
how employees fit into the overall safety management system
 an arrangements section that contains details of
how specific activities and functions are managed.
This arrangements section could include such matters as
• risk assessments,
• fire safety,
• first aid,
• accident reporting,
• electrical safety,
• work equipment,
• hazardous substances,
• manual handling and
• other workplace issues.

In larger organisations the arrangements section may refer to other

documents, such as safety manuals or safe systems of work.
The policy statement can be brief, but it should mention:
 management's commitment to protect the safety and
health of employees
 the objectives of the program
 the organization's basic health and safety philosophy
 who is accountable for occupational health and safety
programs
 the general responsibilities of all employees
 that unacceptable performance of health and safety
duties will not be tolerated
Reactive Monitoring and Active Monitoring
Monitoring of the health and safety activity may be split into two
important, yet distinct areas:
 Active Monitoring and
 Reactive Monitoring.

Most people are familiar with, and comfortable with the concept of
reactive monitoring.
This is the process of investigation into things that have gone wrong (such
as accident investigation) and involves learning from mistakes.
These mistakes may have resulted in injuries and illness, property damage
or near misses.

Active monitoring is an important aspect of modern safety management

that appears to be very difficult for some companies to accept and to buy
into.
It is the things that we do that generally keep employees (and other
persons) from harm; but it is the records and documents that we keep
(and complete) that will help to protect the Company.
 Reactive monitoring occurs when companies investigate (suspected)
failures in their health and safety systems. Typical examples include
accident and incident investigation as well as investigations into cases
of ill heath, and near misses etc. Even from these few examples, it can
be seen that reactive monitoring involves responding to some form of
health and safety failure, such as: an accident, incident, near miss,
failure of equipment, etc.
The role of active monitoring is very different. Active monitoring aims
to avoid failures and help to improve (health and safety) performance
by looking at the operations, systems, equipment and people to ensure
that there are no faults or failings (or to identify them before they lead
to accidents and incidents are correct them). Active monitoring gives
the company feedback on its performance without the need for an
accident, incident or case of ill health. It allows companies to measure
successes rather than merely to respond to recorded failures.

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