The Health and Safety Executive (HSE) has reported in the 12 months to 31 March 2021, 142 workers in GB lost their lives at work, compared to the record low of 111 in 2019/2020. 

 

This increase is seen against a background of furloughed workers, Covid 19 affecting work generally and an accompanied 10% reduction in weekly hours worked (ONS figures). Last year’s low has been linked to the slow economic activity during the first wave of the pandemic in March 2020. Also, this year’s figure has risen above the 5-year average of 136 workplace fatalities, suggesting that safety standards have fallen. In addition, Covid 19 deaths have not been included in figures. 

 

The construction, agriculture and manufacturing sectors have all recorded an increase in fatalities in the 12 months to March 2021, construction 39 deaths, agriculture 34 and manufacturing 20. Comparisons with earlier years however is difficult due the effects of the pandemic. 

 

The reason for this increase is unclear, it may be due to the introduction of Covid 19 measures, or it could be due to the pressures of the pandemic overwhelming workplace safety matters. 

According to a report by New London Architecture, there are 525 new planned high-rise buildings with 20+ floors, for London alone. 

This will increase the problem Health and Safety professionals face and how to consistently operate safe workings at height. 

 

So, what is working at height? 

According to the HSE, working at height is defined as; work in any place where, if precautions were not taken, a person could fall a distance liable to cause personal injury. 

You are working at height if you: 

• work above ground/floor level 

• could fall from an edge, through an opening or fragile surface or 

• could fall from ground level into an opening in a floor or a hole in the ground 

 

Companies need to ensure that no employee or job applicant receives less favourable facilities or treatment on grounds of sex, disability, race, colour, nationality, ethnic origin, national origins, religion or belief, age, gender reassignment, pregnancy, maternity, sexual orientation, or someone is married or in a civil partnership or are placed at a disadvantage by imposed conditions, requirements or practices which cannot be shown to be justified. These are known as "protected characteristics". 

 

In addition, businesses should avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy. Candidates for employment or promotion should be assessed objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability. 

 

To help further it is important to understand and consider the definitions of unlawful discrimination: 

Asbestos is a mineral that was mined for and used heavily in the construction/manufacturing industry following World War II, largely used in insulation, and building materials. This was due to its properties such as being a good thermal insulator, a good electrical insulator, minimal chemical reactions as well as being relatively fireproof. All these attributed made asbestos one of the best building materials. The only downside to Asbestos which was not widely known at the time was that once these Asbestos containing material are broken, the fibres they release are deadly once breathed in. 

When Asbestos containing materials or ACMs are broken or start to break-down they release exceedingly small fibres into the air, some looks like string others look like needles. 

Of these 65,427 RIDDOR reports; 29% were attributed to slips trips or falls, 19% were attributed to manual handling, 11%struck by moving objects, 9% Acts of violence and lastly 8% Falls from height. 

The number 1 and number 2 workplace injury rate per 100,000 workers during 2019/20 was Construction and Agriculture, forestry and fishing. These industries have a statistically significantly higher risk of injury compared to other industries. Although recent trending suggests that the injury rate has been falling over the last decade, it is now starting to plateau across the board, this includes Self reports, RIDDORS and fatalities. 

Injuries at work do not only affect the individual but also the employers, it is estimated that nearly 6.3 Million working days were lost due to non-fatal workplace injuries. 

. Despite this understanding employee learning is limited to compliance training only, with little or no commit to investing in employees beyond this. Usually this decision is due to limits in financial resources or lack of understanding of how learning can transform their businesses. With this in mind we have put together some practical advice on how businesses may overcome these limits and be more innovative about how they can translate learning into business results. 

 

Firstly, it is important to understand where it is suggested learning takes place using the 70:20:10 model: 

 

As shown, this particular model suggests that most learning takes place through practice and experience rather than through formal training courses. This is important as it enables any business to invest in their employees by providing them with continuous opportunities to learn at work. To achieve this continuous learning employers can adopt the following: 

In the first instance, it is a legal requirement that employees are competent to undertake required tasks in a safe way. The Health and Safety at Work etc. Act (HSWA) 1974 states that employers need to provide whatever information, instruction, training and supervision is necessary to ensure, "so far as is reasonably practicable", the safety of their employees and others affected by their activities. 

 

The Management of Health and Safety at Work Regulations (MHSWR) 1999, outlines where safety training is most important, e.g. when people start work, on exposure to new or increased risks and update skills and knowledge where needed. The MHSWR require employees to consider the capabilities, training, knowledge and experience of workers and ensure that the demands of their work do not exceed their ability to carry out their role without risk to themselves and others. 

Yet research shows that most change initiatives fail to get their intended outcomes and may even limit business potential. The effects of not managing change effectively can be devastating, so it’s important that business owners understand the issues and techniques to support effective change. So, with this in mind we have put together a number of points to help with implementing business change during challenging time. 

 

Fires do not have to be deadly, if you know the early signs of a possible accidents and the associated fire safety measures you must take to protect yourself and more importantly everyone else on the premise. 

Below are some things that will prepare you for a fire accident in your premises, so loss of lives and property is minimal; 

• Create time in the working day for other activities that can help reduce stress. 

• Take time out to rest after busy periods: take regular breaks and use your annual leave entitlement. 

• Don’t work when you’re unwell. 

• Avoid working excessive hours or emailing employees outside working hours. 

• Encourage your team to do the same. 

 

• Are you fair, open, and consistent? If so, your team is more likely to cope well under pressure. 

• Do you regularly give positive and constructive feedback? 

• Are you approachable and comfortable having sensitive conversations? 

• How do you handle conflicts or cases of bullying/harassment? 

• Do you adapt your management style to suit the needs of individuals? 

• Do you give your team members as much autonomy and support as you can? 

• Do you communicate change effectively and support your team through it? 

• Do you give people who work alone or in the work environment opportunities to form relationships with others?