No. The law only requires you to take action that is appropriate for the size of your business and the nature of your business activities. Also, a lot of health and safety improvements come at minimal cost, eg combating the risk of slips in your workplace by putting mats down inside the entrances in wet weather and designating a spot for wet umbrellas.

If you identify a risk reduction or avoidance measure that is very expensive, you must balance the cost against the level of risk it addresses and the effectiveness of the measure if you take it. The higher the risk, the more serious the consequences and the more effective the measure, the more likely it is that you should to spend the money.

You cannot charge an employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. for any health and safety equipment that you provide to them. For example, if you must provide employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. with hard hats and fluorescent vests, you cannot require them to pay for those hats and vests, whether by docking their wages or otherwise.

No. The law only requires you to take action that is appropriate for the size of your business and the nature of your business activities. You do not have to take expensive or inconvenient measures to combat trivial risks.

It is important that the action you take is a considered response to the specific circumstances of your business. The following list of suggested steps are of general application to help you get started:

1. Keep floors clean and clear

   Good housekeeping and a regular cleaning schedule will help with this. Use wet floor signs or keep people away from wet areas if floors cannot be dried after cleaning.

   Design your systems of work to minimise the risk of spills where possible.

   You must keep traffic routes clear so that people do not trip over things. For example, you might:

   1. have a policy requiring staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to unpack and put away deliveries immediately rather than leaving them near the door;

   2. provide sufficient bins and storage areas to keep things out of the way;

   3. regularly check for trailing cables; or

   4. ask staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to report any slip or trip hazards they see to be dealt with straight away, particularly if spillages are a regular occurrence.

2. Combat bad weather

   Try to prevent rainwater making your floors slippery by using doormats, keeping doors closed where possible or adding a canopy over your entrance. You could also designate an area for wet umbrellas by the entrance to prevent drips.

3. Proper maintenance

   Warn people of uneven flooring, steps etc where appropriate, eg using a bright colour on the edge of a step and making sure the area is well-lit. Fix any problems promptly, eg curling carpet, wobbling tiles, worn anti-slip coating.

4. Provide handrails

   You must provide suitable handrails for staircases unless you cannot fit one without it getting in the way.

Your legal obligations to deal with slips and trip hazards includes areas that people have to use to access your workplace (lobbies, corridors, stairs, roads (except for public roads) etc), so do not forget about those areas when considering your risk reduction strategy. If these areas are shared with other businesses, you must coordinate with them to implement a proper strategy between you.

What action you should take will depend on your particular circumstances. The following list of suggested steps are of general application to help you get started:

1. grit or salt outside areas in icy weather, or provide people with an alternative route;

2. fix, highlight or cordon off any maintenance problems like holes or uneven paving; and

3. ensure that outside lighting is good enough to see any hazards.

You must take steps to either stop staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. exposure to noise at work or reduce it as much as you reasonably can in the circumstances.

What action you should take will depend on your particular circumstances, but if your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are exposed to noise at work you might consider:

1. making sure existing machinery is properly maintained;

2. changing equipment or processes to reduce the level of noise;

3. changing your systems of work to reduce the time each staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member is exposed and train staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. properly about the risks and how to avoid them;

4. design and layout adjustments to your workplace to shield staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. from noise or absorb it better; and

5. provide staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. with hearing protectors and enforce a policy that they are used correctly and consistently.

If your workplace is a consistently very noisy environment, you have legal obligations to monitor the hearing of employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. who are exposed to it, for example by providing hearing tests.

Full details of the noise thresholds beyond which you have to take these actions are beyond the scope of this service.

If you have asbestos at your business premises, you are under a legal duty to manage it if you are responsible for repairs or maintenance to the affected areas. What that management might entail will be specific to your business. The consequences of not doing enough are very serious. Full coverage of the subject is outside the scope of this service. If you are in any doubt about the presence of asbestos in your workplace or how to deal with it, get a properly trained person to conduct a survey. They must be accredited by the United Kingdom Accreditation Service (UKAS).

Do not damage, break or disturb any material suspected of containing asbestos during your investigations. Depending on the type and condition of the asbestos, it may not be necessary to have it removed but a management plan should be put in place.

It is important that the action you take to deal with vermin and pests is a considered response to the specific circumstances of your business. The following suggested steps are of general application to help you get started:

To prevent an infestation or catch it early, you could:

1. conduct regular inspections for:

   1. signs of pests, particularly in kitchens and waste areas;

   2. holes or flaws in the building, which could allow vermin or pests in;

2. ensure you have good housekeeping practices and cleaning schedules in place;

3. encourage staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to keep track of food that they have on the premises and either use it or throw it away promptly;

4. provide suitable storage for staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. food items; and

5. remove rubbish regularly.

If you do discover an infestation in your building, contact a pest-control professional. It is worth seeing whether your local authority An administrative body in local government, responsible for the provision of public services in each district, borough or council.offers a suitable service: you can check online. If you have an infestation of large numbers of rats or mice, you must report this to your local authority, who may give you specific instructions about how to deal with the infestation.

You must comply with fire safety regulations about the facilities and equipment you provide. This includes specific requirements about:

1. the installation, maintenance and use of fire alarms;

2. emergency exits and escape routes;

3. firefighting equipment;

4. emergency lighting; and

5. signage.

See Fire safety for full details of each of these.

StaffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. training can help address fire safety risks. You must give careful consideration to what staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. training is appropriate in the specific circumstances of your business and repeat it as often as necessary. As a starting point, consider:

1. Basic fire safety induction training for new staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.

   Fire safety training (location of exit routes and fire extinguishers etc) should be given to all new staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. as part of their onboarding process.

2. Fire safety drills

   Regular fire safety drills are usually a key part of staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. training. The government recommends them as part of your fire safety strategy. See Fire drills for full details.

3. Appoint and train fire marshalsStaff who are given a specific role to perform during an emergency evacuation of the premises. Usually this will involve: conducting fire drills; during a fire evacuation, checking everyone has left the area of the building for which they are responsible; and conducting regular assessments of the adequacy of the fire fighting equipment and procedures in place in the premises.

   You are legally required to appoint people to carry out your evacuation plan in the event of a fire or other emergency.

   Your fire marshalsStaff who are given a specific role to perform during an emergency evacuation of the premises. Usually this will involve: conducting fire drills; during a fire evacuation, checking everyone has left the area of the building for which they are responsible; and conducting regular assessments of the adequacy of the fire fighting equipment and procedures in place in the premises. ' responsibilities might include guiding staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. and customers safely out of the building to an assembly point, calling the emergency services and taking a head-count of those evacuated to ensure no one is left inside.

   See Fire marshals for how many to appoint and who to choose.

4. Training in the use of firefighting equipment

   You must nominate and train responsible staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members in how to use your firefighting equipment, eg fire extinguishers. See Using firefighting equipment for details.

There are lots of basic housekeeping measures you can take to reduce the risk of fire. Exactly what you should do is dependent on the specific circumstances of your business and what you have noted in your fire safety risk assessmentThe process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers.. However, the following suggested actions will get you started:

1. ensure that heat sources and things that burn are kept well apart (eg keep packaging or rubbish storage away from kitchen areas, ensure lighting is not in contact with anything flammable);

2. keep escape routes clear at all times;

3. allow smoking only in suitable areas outside, away from potential fuel sources;

4. regularly check the number of appliances using a single extension cord or socket to avoid overloading;

5. lock away sources of fuel when not in use;

6. keep stocks of flammable materials to a minimum;

7. regularly remove rubbish, packaging, excess papers etc from both inside and outside your premises; finely divided materials like shredded paper and sawdust are particularly dangerous in quantity; and

8. do not permit internal fire-resistant doors to be propped open.

Good maintenance of your premises and equipment is important in the management of fire risk. Exactly what you should do is dependent on the specific circumstances of your business and what you have noted in your fire safety risk assessmentThe process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers.. However, the following suggested maintenance list will get you started:

1. regularly test electrical equipment (see Q&A 18 and following for information about portable appliance tests);

2. annual testing of any gas appliances by a Gas Safe registered engineer (you can check the register online);

3. check fire alarms weekly in accordance with the manufacturer's instructions, and get a full professional test every 6 to 12 months;

4. check emergency lighting monthly in accordance with the manufacturer's instructions;

5. check fire-resistant doors close properly with a good seal around the edge;

6. check daily that fire exit doors open and close properly and that they have not been locked or secured so that people cannot escape in an emergency;

7. get firefighting equipment professionally tested annually;

8. maintenance checks along escape routes to ensure they are safe to use; and

9. seal up any gaps in walls, ceilings and floors;

Arson is a real risk for businesses. You should take measures to discourage it where possible. Exactly what you should do will depend on the specific circumstances of your businesses, however, start by considering:

1. securityAlso known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. lighting outside your premises;

2. securing the entrances to the building where possible (although do not forget that anyone inside must still be able to escape in an emergency);

3. make sure rubbish is removed regularly and do not leave bins and skips next to the building;

4. use a monitored alarm system during hours that the premises will be empty;

5. secure storage areas; and

6. remember to take keys, keycards, securityAlso known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. passes etc from staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who have been dismissed as they are leaving. If access to the building is by keycode, change it.

Yes. In most businesses, a sensible electrical safety regime will include a mix of visual inspections by a competent member of staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. and PAT testingPortable appliance testing by an electrician. See Q&A 22 for how often each type of check should be done.

Any staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. using electrical appliances should keep a general eye out for damage to the appliances, their cables and plugs and the sockets that are used.

To carry out a thorough visual inspection yourself, the HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. recommends that you:

1. check whether electrical equipment is up to the job and being used properly (check the manufacturer's instructions if you are not sure);

2. ask staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. whether there have been any problems with the electrical equipment that they use;

3. check the equipment and cables for signs of damage including fraying or cuts, taped joints, burn marks of discolouration;

4. inspect the plug for signs of damage, including by removing the plug cover (with the appliance unplugged) and checking for:

   1. burn marks;

   2. loose screws;

   3. a proper fuse;

   4. the wires are attached to the correct terminals; and

   5. there are no bare wire apart from at the very ends.

If you find any issues, or are not happy carrying out a visual inspection yourself, you should call an electrician to help.

The frequency with which you should carry out visual inspections of electrical appliances depends on the type of appliance. See Q&A 22 for a table of how often you should carry out your own inspections and when you should get a proper PAT testPortable appliance test. done.

The recommended time frames for testing differ depending on the type of equipment (including whether the equipment is earthedWhere electrical equipment is connected to the ground to prevent the exterior of the equipment becoming live. Equipment with metal casing should be earthed. or double insulatedElectrical equipment that has high-integrity insulation and does not need to be earthed for safety. Equipment with plastic casing is usually double insulated.) and how often the equipment is moved. The HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. recommends the following time frames as a guide:

After you have conducted the first few formal visual inspections, you can use the information to adjust how often you carry out the inspections. For example, if you are finding a lot of problems in certain types of equipment or in some areas of your business premises, you should have more frequent inspections.

Rarely. You have a limited duty to pay for glasses or other eyewear for employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. who use display screen equipmentDSE: Anything with a screen, including televisions, computer monitors, laptops and smartphones.. You are only obliged to do so if normal prescription eyewear will not do the job and special glasses are necessary for the use of the DSEDisplay Screen Equipment. Anything with a screen, including televisions, computer monitors, laptops and smartphones..

Prolonged use of display screen equipmentDSE: Anything with a screen, including televisions, computer monitors, laptops and smartphones. (eg a computer) can cause medical issues for your employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. such as neck pain, eyestrain or headaches. You must do what you can to avoid or reduce the risks of these health issues if your employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. normally use DSEDisplay Screen Equipment. Anything with a screen, including televisions, computer monitors, laptops and smartphones. for work. In particular you must:

1. provide employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. with suitable workstations, remembering that different people may need different equipment, eg in an office environment be prepared to provide footrests, screen stands, special chairs etc if required (see Comfortable working environment for how to set up a workstation);

2. have your employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. undergo regular workstation assessments (regardless of whether you have provided their workstation equipment or not) to ensure that their workstations are correctly set up to minimise health and safety problems and act if any problems are identified;

3. plan your employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.' work routine to allow periodic breaks or changes in activity, to reduce long periods of uninterrupted work at a screen;

4. provide employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. with free eye tests on request (see Q&A 23); and

5. train your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. in the proper use of display screen equipmentDSE: Anything with a screen, including televisions, computer monitors, laptops and smartphones., so that they are aware of the risks and can take some responsibility for their own welfare while using it (see What to cover in health and safety training).

You must ensure that workstations used by your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are both suitable for the particular person who will be working there, and for the actual work that they will be undertakingA promise to do or not do something, commonly contained in a contract.. Poorly set up workstations carry a risk of various problems including neck, back and arm pain, repetitive strain injury (RSI) and carpal tunnel syndrome (CTS).

To help prevent these problems, the HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. recommends that you should:

1. have your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. undergo regular workstation assessments to analyse their own workstation;

2. be accommodating to staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. requests for adjustments (eg a chair with better back support or a footrest);

3. encourage staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to take regular short breaks from their work in order to break up repetitive motions;

4. manage your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members' workload in a way that enables them to take these breaks;

5. engage with your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. regularly to see if they are experiencing any health issues so that problems are caught early;

6. if a workstation is outdoors, you must ensure that:

   1. staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are protected from bad weather as much as possible;

   2. staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. can leave the workstation quickly in the event of an emergency; and

   3. any slip or trip hazards are identified and addressed.

These suggestions are not exhaustive, and all potential health and safety risks posed by workstations should be assessed as part of your general health and safety risk assessmentThe process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers.. You must consider the particular risks in your own business and respond to any specific issues raised by your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer..

If manual handlingWhen a person moves something, eg by lifting, putting down, pushing, pulling or carrying it. cannot be avoided, you must assess the dangers it poses so that you can act to reduce them wherever you reasonably can. Consider:

1. the type of movement (eg lifting from the floor, twisting, stooping, reaching, pushing, pulling or holding objects at a distance from the body);

2. the distance involved (eg lifting or lowering or carrying over a significant distance);

3. what is being moved (eg whether it is heavy, bulky, sharp, hot or cold, unstable or with contents that could shift);

4. the workplace (eg slippery, uneven or unstable floors or work surfaces, cramped conditions, adequacy of lighting, temperature or humidity issues);

5. the person involved (eg is there a particular strength or height requirement, or would the task be dangerous for pregnant women or people with health conditions); and

6. whether clothing or personal protective equipment required causes problems.

If manual handlingWhen a person moves something, eg by lifting, putting down, pushing, pulling or carrying it. cannot be avoided, you must act to reduce the danger it poses wherever you reasonably can. Exactly what is appropriate will depend on the particular circumstances of your business, but could include:

1. reducing the amount of manual handlingWhen a person moves something, eg by lifting, putting down, pushing, pulling or carrying it. required as much as possible, eg moving delivery points to reduce distances, changing shelving or storage arrangements, breaking up loads into smaller, lighter pieces (note that you may be required to label heavy items with their weight – see Q&A 34);

2. training in proper techniques (see Q&A 30 and following);

3. providing suitable lifting and handling aids, with guidance on when and how to use them;

4. adjusting your systems of work, eg requiring staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to work in pairs, increasing the number of breaks or rotating tasks;

5. ensuring the work environment does not cause problems, eg:

   1. check flooring for uneven or damaged areas or sudden changes in level;

   2. provide adequate lighting;

   3. avoid requiring manual handlingWhen a person moves something, eg by lifting, putting down, pushing, pulling or carrying it. in extremes of hot or cold;

6. making sure employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. have appropriate clothing and footwear for doing the job; and

7. making sure only physically suitable employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. do manual handlingWhen a person moves something, eg by lifting, putting down, pushing, pulling or carrying it. (eg taking extra extra care of pregnant employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. or those who are physically weaker); and

8. sending employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. for health checks if they are at risk of injury.

The HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. gives some simple guidance for lifting, once you have established that a load is safe to lift and move alone:

1. Plan before lifting or moving

   Consider whether any lifting or handling aids will be needed and whether it is a one person job or not. Check the route of the lift and clear any obstacles, particularly those around the item to be lifted (eg packaging or wrapping that has been removed). Think about whether you will need to pause partway through and check that there is somewhere you can easily put the load down to do so.

2. Stand properly

   Feet should be apart with one leg slightly forward for balance, particularly if picking the item up of the ground.

3. Keep good posture

   To pick up, bend the back, hips and knees slightly rather than bending only the back, or fully squatting to take hold of the load.

4. Get a good grip

   Hug the item close if possible with the heaviest side closest to the body, rather than holding it with the hands only. Keep it close to the waist if possible.

5. Do not twist or lean whilst carrying a load

   Face straight forwards, keeping your head up and turn by moving your feet if required.

6. Move smoothly

   Jerky or sudden movements can increase the risk of injury.

7. Put the load down before adjusting its position

   It is usually easier to slide the load into place once you have put it down.

No. The law requires you to do everything that you reasonably can to keep your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. safe. There are no legally prescribed weight limits for manual handlingWhen a person moves something, eg by lifting, putting down, pushing, pulling or carrying it.. The HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. does provide suggested maximum weights for men and women, depending on how high the person will be required to lift and how far away from their body they must hold the item. However, you must take into account the specific circumstances of the individuals working for you, eg physical strength, frequency of lifting required, medical history (eg prior problems with back trouble). See Q&A 32 for the suggested maximum weights for women and Q&A 33 for the suggested maximum weight limits for men.

Suggested weight limits, in kilograms, for women are below, depending on the height of the lift and whether it is close to the body or at arm's length.

Note that if the task involves lifting an item through more than one of these heights, you should use the lowest weight as your guide. For example, lifting a box from the ground and carrying it at waist height means a maximum weight of three or seven kilograms, depending on whether the lifting is close to the body or further away.

Similarly, picking up an item at arm's length but carrying it close to the body means that the lighter, arm's length, maximum weight will be appropriate.

Suggested weight limits, in kilograms, for men are below, depending on the height of the lift and whether it is close to the body or at arm's length.

Note that if the task involves lifting an item through more than one of these heights, you should use the lowest weight as your guide. For example, lifting a box from the ground and carrying it at waist height means a maximum weight of five or ten kilograms, depending on whether the lifting is close to the body or further away.

Similarly, picking up an item at arm's length but carrying it close to the body means that the lighter, arm's length, maximum weight will be appropriate.

Sometimes. You are required to help your employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. by giving them information about the weights they are required to handle if there is a risk of injury to them. Where it is reasonably practicableProportionate action in the circumstances - weighing up the benefit against the time, trouble and expense involved. for you to do so, you must give employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. the weight of the load and, if it is not evenly distributed, which side is the heaviest. For goodsPhysical items being sold. Distinguished from digital content and services, neither of which are physical items. that you have bought, you may find the manufacturer has already labelled them appropriately, or you could ask them to do so.

You do not have to label things in this way if the time, effort and expense of doing so is greater than the benefits to the health and safety of your employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.. There may be other steps you can take instead, eg if employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. have to handle a range of items that cannot practically be weighed individually beforehand, you could train them on the expected range of weights that they will encounter.

If your risk assessmentThe process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. has identified occasions when people may be working at heightWork anywhere that a person could fall a distance and be injured if precautions are not taken. Work above ground level, near an edge or fragile surface, or by a hole in the ground can all be work at height., you must take appropriate action to protect them. This does not mean that you have to do everything you can think of to protect staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.. Your actions only need go as far as what is reasonably practicableProportionate action in the circumstances - weighing up the benefit against the time, trouble and expense involved..

You must:

1. Minimise the need for staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to work at heightWork anywhere that a person could fall a distance and be injured if precautions are not taken. Work above ground level, near an edge or fragile surface, or by a hole in the ground can all be work at height.

   StaffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. must not be required to work at heightWork anywhere that a person could fall a distance and be injured if precautions are not taken. Work above ground level, near an edge or fragile surface, or by a hole in the ground can all be work at height. if there is a reasonable alternative way of doing things (for example, using extendable tools from the ground when cleaning rather than making staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. climb ladders).

2. Take steps to prevent falls

   You must ensure the work is properly planned and supervised, for example by:

   1. using existing safe places of work where possible, eg if an area requiring work can be reached from a flat roof with a guard rail, use that as the access point rather than somewhere new;

   2. checking weather conditions (where relevant) and cancelling work if they are not safe;

   3. training staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. where required to ensure they are competent to carry out the work; and

   4. selecting appropriate equipment for the job (at its simplest, this may just mean providing a stepladder rather than letting staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. stand on chairs or desks).

3. Minimise the seriousness of any falls

   You can do this by minimising the distance of any potential falls where possible, or using protective equipment to stop people being hurt, eg installing safety nets, ropes or a fall-arrest system. StaffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. must be properly trained in how to take appropriate preventative measures and in how to use any safety equipment.

Yes. They are often the best option for low-risk short jobs. The HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. does not consider ladders to be suitable for tasks which will take more than 30 minutes.

You must limit the use of ladders to people who know how to use them properly (on-the-job training is fine), and anyone using a ladder at work should carry out a visual check of it to ensure it is not damaged or slippery (eg if it is dirty from a previous job, this could make it slippery).

Potentially, yes. If you have staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. working at heightWork anywhere that a person could fall a distance and be injured if precautions are not taken. Work above ground level, near an edge or fragile surface, or by a hole in the ground can all be work at height., there will likely be a risk of falling objects. You must protect people from this risk so far as reasonably practicableProportionate action in the circumstances - weighing up the benefit against the time, trouble and expense involved.. This means you must balance the cost and inconvenience of any preventative steps you can take with the likelihood and seriousness of any harm.

As a minimum, stopping anyone walking underneath people working at heightWork anywhere that a person could fall a distance and be injured if precautions are not taken. Work above ground level, near an edge or fragile surface, or by a hole in the ground can all be work at height. will be important. Consider how equipment and loose materials can be secured and make sure your systems of work and staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. training cover minimising the risk to people below as well as the risks to the person working at heightWork anywhere that a person could fall a distance and be injured if precautions are not taken. Work above ground level, near an edge or fragile surface, or by a hole in the ground can all be work at height..

Not necessarily. However, if vulnerable people might have access to them (eg children), you should lock them away when not in use.

There are extra concerns for remote workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. (eg homeworkers, travelling sales representatives) as they can easily become isolated. See Staff working from home for guidance on how to combat stress, depression and anxiety in remote workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. . First, consider the steps outlined at Q&A 42. The following steps can help you address the additional common causes of stress for staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who work remotely:

1. ensure remote workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. come in regularly (eg once a week) so they can stay up to date with the business and keep in touch with other staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.;

2. remember to include them in work socials to tackle feelings of isolation;

3. provide helplines for IT support or equipment breakdown;

4. set up proper systems to keep in contact with remote staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. during the day (eg phone, email, instant messaging, video-conferencing, online discussion forums) and check in with them regularly; and

5. have informal discussions with staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to assess their mood and talk through how they approach their tasks.

Where staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members take unacceptable levels of sickness absence due to work-related stress, you may need to consider taking action to address the issue. See Dealing with sickness absence for further information on how to handle staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. absences resulting from stress.

In addition to a suitable policy, consider the following steps suggested by the HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. to help ensure your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are safe drivers (note that not all of these steps will be appropriate in all circumstances, so think about what will be effective in your business):

1. require staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to have full, clean driving licences and check them periodically;

2. provide driver training if required, eg for new recruits or staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. with poor accident records;

3. staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. should not use their phone whilst driving, even with hands-free;

4. for motorcycle riders, appropriate protective equipment must be worn; and

5. health concerns that might affect driving must be taken seriously and investigated.

In addition to a suitable policy, consider the following steps suggested by the HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. to help ensure your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. vehicles are safe (note that not all of these steps will be appropriate in all circumstances, so think about what will be effective in your business):

1. if the vehicle belongs to the business it must be properly maintained;

2. require staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. using their own vehicles for work to keep them properly maintained, eg serviced in accordance with the manufacturers' recommendations;

3. loading should not exceed the vehicle's capabilities and any loads should be properly secured; and

4. daily checks to vehicles may be appropriate and problems should be fixed promptly.

In addition to a suitable policy, consider the following steps suggested by the HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. when journey-planning (note that not all of these steps will be appropriate in all circumstances, so think about what will be effective in your business):

1. ensure enough time is allowed in the working day for travel so that staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are not rushing;

2. adjust your expectations if weather conditions are poor and ensure that your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. do too;

3. consider proper route-planning and take rush hour into account where necessary;

4. ensure that drivers have access to welfare facilities in the premises they visit as part of their work;

5. require staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to take a 15 minute break every two hours, in accordance with the Highway Code; and

6. avoid requiring staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to drive between 2am and 6am, and 2pm and 4pm if possible, as these are the times when sleep-related accidents are most common.

See Rules about working hours for guidance on drivers' working hours.

No. Your legal duty to minimise risks to your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. only covers travel as part of the job, eg driving to visit a client, make a delivery or see a supplier. StaffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. travelling from home to their usual place of work are not usually your responsibility.

StaffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who travel abroad for work could face a wide range of risks depending on the nature of their work and the country they are in. Exactly what is appropriate for your business will depend on your particular circumstances. However, as a starting point you should consider the following recommendations:

1. consider writing an international health and safety policy for staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. (see Q&A 50);

2. plan properly before confirming any trip (see Q&A 51);

3. make sure your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. have suitable means of contacting work during the trip (see Q&A 53);

4. consider whether any personal securityAlso known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. arrangements are appropriate (see Q&A 54); and

5. make contingency plans for crisis management (see Q&A 55).

If you are sending staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. abroad, whether on short trips or for longer periods, you should have a travel and international employment policy. It does not have to be complex and can simply say that your business is responsible for staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. travelling on business and will provide suitable training, equipment and general support to protect their health and safety.

You should:

1. Make suitable practical arrangements

   Find out exactly where your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member is going, how they are going to get there, what work they will do and in what general circumstances and conditions and how long they will be there. You need to give some thought to whether the workplace itself is a reasonable place to send your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member, whether they are competent and capable of minimising risks to their safety, and make sure you know enough about the risks involved in the particular working environment concerned.

2. Arrange insurance

   Your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member will need appropriate insurance (covering eg flight problems, lost luggage and medical emergencies).

3. Provide suitable equipment if necessary

   Depending on where your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member is travelling and for how long, you could also provide them with medical kits, training on health guidelines for travel abroad and arrange access to a doctor and hospital. You should make sure they know what to do in a medical emergency.

Yes. You must make sure that your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. have the relevant vaccinations or take other recommended medical precautions (eg anti-malarial drugs) before travelling for work. If you do not provide staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. with proper information and they become ill, they may be able to sue you for compensation.

In some countries, certificated vaccinations are required to secure entry (eg yellow fever vaccinations are required to allow entry to much of West and Central Africa and South America).

You need to think about how you will keep in touch with staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who are travelling, as they must be able to communicate with you when they need to. You could set particular times when you want staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to contact you to check in. If you are providing mobile phones for staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. travelling abroad, make sure they will work in the relevant country and that there is a back-up communication plan if the phone is stolen or does not work. On a practical note, do not forget that time differences and different working days of the week in other countries may mean that someone in the office needs to be briefed to pick up the phone out of hours.

While working abroad your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. could be vulnerable to risks such as theft or violence. The seriousness of these risks obviously vary between countries. Consider giving travelling staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. securityAlso known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. briefings covering personal securityAlso known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. procedures, avoiding being a target, being aware of mugging and scams, how to contact the police or local embassy and any high-risk areas they should avoid.

Warn staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. too about the risks of bribery, which can be a commonplace part of business in some countries. If an employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. bribes someone, your business commits a criminal offence under English law. It does not matter if the business was not aware of what the employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. was doing. The only defence is if you have adequate procedures in place to combat bribery within your business. A clearly communicated anti-bribery policy will be a key part of these procedures.

You should make contingency plans for crisis management. Most commonly this will be required for accidents, cancelled flights, stolen laptops etc, although natural disasters may also be relevant depending on the area visited.

Plans could include keeping electronic copies of any travel documents and passport so that you can email them if needs be, and making sure that the staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member has access to funds to pay for an extra night's accommodation if necessary.

You must be careful when resorting to moving an employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. into a different role for health and safety reasons during her pregnancy or after birth (see Q&A 56 for when to consider this). You cannot move her to any different role you choose. Obviously it must address the health and safety concerns that have given rise to the need to temporarily change the employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s role, but she must also be working under similar terms and conditions to before. Specifically, the terms and conditions of the temporary role must not be substantially less favourable than for her normal job. If they are, you may face a claim from the employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work., asking to enforce her rights.

Example: An employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. works in an international sales role that requires frequent flying to visit clients. Her basic terms of employment include a generous allowance to compensate her for the amount of travel she does. The risk assessmentThe process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. concludes that she cannot travel safely after the 28th week of her pregnancy and she is transferred to work on domestic accounts. She is no longer paid the travel allowance. The temporary terms and conditions are substantially less favourable due to the loss of the travel allowance, and the employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. could bring a claim to enforce her rights.

See Pregnancy - health and safety letter if you wish to make changes to a pregnant employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s role and Pregnancy - suspension on health and safety grounds letter if it is necessary to suspend her.

Yes, but there are consequences if her refusal to move is unreasonable.

You may be legally required to move an employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. who is pregnant or a new mother to a different role for health and safety reasons (see Q&A 56 for when you have to do this).

She is entitled to refuse the new role if it is reasonable for her to do so, in which case you must suspend her on full pay as long as is necessary to avoid the risk. See Pregnancy - suspension on health and safety grounds letter. It may be reasonable for the employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. to refuse the alternative role offered if, for example, it carries health and safety risks of its own.

However, if an employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. unreasonably refuses alternative work, she will lose the right to be paid during the suspension. It will likely be unreasonable for women to refuse alternative work if it is a similar job, deemed safe in a proper risk assessmentThe process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers., under the same terms and conditions.

Failure to offer suitable alternative work to a pregnant employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. before suspending her or failure to pay wages during any suspension (where the employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. has reasonably refused suitable alternative work) can result in a legal claim for compensation from your employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work..

Yes; in the event that no suitable alternative work is available to protect her health and safety or that of her baby, you must suspend a pregnant employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. on full pay for as long as necessary to avoid the risk. Failure to give the employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. full pay during this time entitles her to bring a claim for compensation.

If you suspend a pregnant employeeAn individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work., you should confirm what you are doing in writing. See Pregnancy - suspension on health and safety grounds letter.

You should ensure that you reassess the situation as the staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's pregnancy progresses (eg at the start of each trimester) and send updated letters where necessary.

You must provide suitable rest facilities for pregnant and breastfeeding mothers (see Fitting out new premises with health and safety in mind for more information about what to consider when fitting out your premises). Depending on what facilities you already have in place for your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., you may well not need to do anything extra. If there is somewhere that pregnant and breastfeeding employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. can rest (and lie down, if necessary), that is enough.

No. There is no legal requirement for you to set aside space for breastfeeding employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. to express and store milk. However, you can make provision for this if you wish. Note that toilets are not a suitable place for women to express milk.

Yes, although be careful if doing so. If you reasonably believe that providing the service would create a risk to the customer's health and safety because she is pregnant, you can refuse and will not be illegally discriminating against her.

Note that if people with other physical conditions will also be at risk, you must refuse them as well.

For example, if you run a beauty salon some of your treatments may be unsuitable for people with either high blood pressure or heart conditions and pregnant women, in which case you must refuse service to all those types of people.

You can never allow a young person (under 18) employed by you to be exposed to anything which is toxic, carcinogenic or radioactive enough that it has long-term health effects.

No, if there is a risk to the health of the young person (under 18), you cannot ask them to:

1. work in extreme heat or cold;

2. work in very noisy areas; or

3. do work which involves vibration.

The HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. advises that usually, the measures you take to protect adult staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. from these environmental conditions will be enough to also protect young people.

No. By making reasonable adjustments and taking appropriate and proportionate action based on your risk assessmentThe process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers., there is normally no reason not to hire a disabledA physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. person for a role.

You certainly must not use health and safety as an excuse not to hire a person with a disabilityA physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities..

Your general risk assessmentThe process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. should identify any risks to staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who work at home. You must take reasonable steps to reduce or eliminate those risks. See Staff working from home for detailed guidance on how to reduce health and safety risks to homeworkers.

Yes. You are legally required to ensure that suitable consideration is given to the health and safety of computer workstations for employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. working from home, regardless of whether you have provided the equipment. See Staff working from home for further guidance on how homeworkers can conduct their workstation assessment.

You need to balance the cost and inconvenience of addressing any health and safety risks against the seriousness of the risk. This may mean you need to provide equipment. See Staff working from home for guidance on deciding whether to provide new equipment for health and safety reasons. If your computer workstation assessment for a employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. working from home shows that there are risks, you must take steps to address them so far as reasonably practicableProportionate action in the circumstances - weighing up the benefit against the time, trouble and expense involved.. This means balancing the cost and inconvenience of those steps against the seriousness of the risk. If employeesIndividuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. only occasionally work from home, you may not need to do anything. If they regularly do so, consider providing a suitable desk, chair, footrest (if required), etc.