Yes. Your legal obligation to carry out risk assessmentsThe 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. for the safety of your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. extends to those who work from home. See Staff working from home for guidance on how to do risk assessmentsThe 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. for staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who work from home, and General risk assessment for remote workers for a template 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 should perform a 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. as soon as you become an employerA person or business hiring one or more staff members..

You are then legally required to review and renew 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. if it is no longer valid for some reason, or there have been significant changes to anything that it covers.

For example, obviously you should carry out a new 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. if you change business premises or your existing ones are reconfigured. However, you must also look out for less wholesale changes and review 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. if you buy a new piece of potentially hazardous equipment, someone suffers (or nearly suffers) an injury at your workplace, or your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. report a potential problem. StaffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members' needs may change over time, and you should also carry out a new 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. where a staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member becomes pregnant or has new health needs, including staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members going through peri/menopause.

In practice, your business will inevitably change over time, so even if you do not spot any trigger, you should review and update 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. regularly. There is no set time frame by which you must review 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.; an annual review is a sensible starting point for most businesses.

You can use General risk assessment for an office, General risk assessment for a shop or other business open to customers, and General risk assessment for remote workers to help you carry out a 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. within your business.

An accident (or even a near miss) on your premises or involving one of your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. may mean that there are risks within your business that require action. You should review 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. to see if you can make any improvements as a result.

Yes. If you have 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., you must perform a 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., regardless of where they actually work. If staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. work off-site either some or all of the time, this will affect what you can do to control the risks they are exposed to, but you must still do the assessment and take what action you can in the circumstances.

See General risk assessment for remote workers to assist you.

No. The whole point of a 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. is that you actually do something about any health and safety issues that it shows. See Deciding what action to take for details of some of the kind of actions you might need to take, but bear in mind that every business is unique and you must give careful thought to exactly what yours requires.

Yes. You must consult with your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. or their representatives when performing 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.. They will be well placed to talk about any risks that they have noticed day-to-day, which might not be immediately obvious.

You can use General risk assessment for an office, General risk assessment for a shop or other business open to customers, and General risk assessment for remote workers to help you identify the hazards in your workplace.

You must identify things in your office which pose a risk to the health and safety of staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. or visitors to your business premises. You may find it helpful to walk around your premises to consider what could potentially cause a hazard, and you must consult with your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. about what they think the risks are (see Q&A 8). It may also assist to check your accident book to see if there have been any problems.

A hazard can be anything that may cause harm. Hazards might be obvious (industrial machinery, dangerous chemicals) or more everyday (a low doorway, an open drawer). Do not forget to consider the risk of psychological injuries as well as physical ones. See Q&A 10 for the kinds of things you should look out for.

Be thorough when looking for hazards, but note you are only expected to anticipate risks which are reasonably foreseeable, meaning you do not have to predict every possible hazard, no matter how unlikely.

There are some risks that are common to most business premises. When you are performing 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., you should look out for these risks in particular:

1. slip and trip hazards such as deliveries not put away, cables across the floor, loose flooring, spills, rainwater etc;

2. electrical equipment of any sort;

3. fire hazards (these will generally be dealt with 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. – see Fire safety risk assessment);

4. risks associated with manual handlingWhen a person moves something, eg by lifting, putting down, pushing, pulling or carrying it. or lifting, for example moving stock or office furniture;

5. environmental issues, such as ventilation, temperature or noise levels;

6. general maintenance risks, such as damaged or defective equipment, storage, cleaning supplies and the presence of vermin or pests;

7. risks associated with workstations, for example through the use of display screen equipmentDSE: Anything with a screen, including televisions, computer monitors, laptops and smartphones. (DSEDisplay Screen Equipment. Anything with a screen, including televisions, computer monitors, laptops and smartphones.), poor posture or any repetitive movement;

8. 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. (changing lightbulbs or putting up decorations are common examples of this), or objects falling from height (a risk in storage areas);

9. risks caused by other people to the physical and mental health of your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. and the public, including as a result of violence or verbal abuse and stress;

10. lone working (eg times of the day or tasks that see staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. alone during their working day both on and off the premises);

11. risks caused by unfamiliarity with the job or premises (this might be a particular issue for contractorsPeople, in business for themselves, who provide services to others. They may be individuals simply working under their own names, or may offer services through companies or partnerships. Sometimes known as freelancers or consultants. or temporary workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. );

12. issues affecting workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. experiencing symptoms of peri/menopause or other reproductive health issues, including temperature of the workspace, breaks and facilities.

This list is not exhaustive – you must keep an open mind to any risks specific to your industry (eg machinery, vehicle use, food handling) and your particular premises (eg low beams, stairs). For how to deal with any hazards you find, see Deciding what action to take.

You can use General risk assessment for an office, General risk assessment for a shop or other business open to customers, and General risk assessment for remote workers to help you identify the hazards in your workplace.

See Staff working from home for guidance on the types of hazards to look for in 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. for staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who work remotely. You can use General risk assessment for remote workers to help perform 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 are some risks that you should consider for most staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. working remotely. Common risks include:

1. electrical equipment of any sort;

2. fire hazards (these will generally be dealt with 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. – see Fire safety risk assessment;

3. risks associated with manual handlingWhen a person moves something, eg by lifting, putting down, pushing, pulling or carrying it. or lifting, for example carrying equipment required to do the job remotely;

4. environmental issues such as ventilation, temperature or noise levels;

5. risks associated with workstations (especially for staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. doing a lot of office-type work from home), for example the use of display screen equipmentDSE: Anything with a screen, including televisions, computer monitors, laptops and smartphones. (DSEDisplay Screen Equipment. Anything with a screen, including televisions, computer monitors, laptops and smartphones.);

6. risks to the mental health of your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. such as stress;

7. lone working, which can both increase the risk of physical harm and pose a threat to mental health;

8. risks posed by members of the public (eg violence or verbal abuse);

9. driving for work and travelling abroad.

This list is not exhaustive – you must keep an open mind to any risks specific to the particular work your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are doing remotely. For how to deal with any hazards you find, see Reducing health and safety risks.

You can use General risk assessment for remote workers to help perform 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. and should follow the five-step process outlined in Q&A 7.

Yes. If you employ any women of child-bearing age, and the nature of the work could involve a particular risk to a new or expectant mother or her baby, you must take those risks into account in 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..

Work will almost always involve risks to women who may become pregnant or new mothers, for example, manual handlingWhen a person moves something, eg by lifting, putting down, pushing, pulling or carrying it., travelling for work, movement, posture (eg in a sedentary job), mental and physical fatigue and work-related stress can all be risk factors. You will not be fulfilling your legally required duties if you do not think about expectant and new mothers until 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. tells you she is pregnant.

You can use General risk assessment for an office, General risk assessment for a shop or other business open to customers, and General risk assessment for remote workers to help you identify risks to women of child-bearing age as part of your general risk assessmentsThe 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 also carry out a separate individual 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. when a workerA staff member who has an obligation to do their work personally for someone who is not their client or customer. tells you in writing that they are pregnant, breastfeeding or have given birth in the last six months. See Q&A 15 and following for further guidance. You can use Pregnancy and maternity: risk assessment to carry out a specific 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. for pregnant women and new mothers.

Yes. As well as including the risks to women of childbearing age in 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. (see Q&A 14), you must carry out an individual 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. for a workerA staff member who has an obligation to do their work personally for someone who is not their client or customer. who informs you in writing that they are pregnant, breastfeeding or have given birth in the last six months.

Upon receiving written notification that your workerA staff member who has an obligation to do their work personally for someone who is not their client or customer. is a new or expectant mother, you should:

1. complete an individual 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. for them. You can use Pregnancy and maternity: risk assessment to carry out a specific 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. for pregnant women and new mothers. Common risks for new or expectant mothers include: lifting and carrying, long working hours, travel, movement and posture problems, workplace temperature issues, mental and physical fatigue and work-related stress;

2. review 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. and check whether your existing controls and risk management are sufficient to remove or control risks to pregnant workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. or new mothers;

3. talk to your workerA staff member who has an obligation to do their work personally for someone who is not their client or customer. to check whether they have any specific concerns about their pregnancy (eg medical conditions) and/or concerns about carrying out their work during pregnancy;

4. consult with their trade union representative or other health and safety representative (if they have one);

5. record your findings and provide these to your workerA staff member who has an obligation to do their work personally for someone who is not their client or customer. and their safety representative (if they have one).

You should also ensure you keep your workerA staff member who has an obligation to do their work personally for someone who is not their client or customer. 's individual 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 review (see Q&A 16 for more guidance). If you identify a significant risk, you must decide if you can control or remove the risk and if not, take appropriate action to protect your workerA staff member who has an obligation to do their work personally for someone who is not their client or customer. . You can find further guidance on what action you may need to take at Risks to pregnant women and new mothers.

Yes. You must regularly review your workerA staff member who has an obligation to do their work personally for someone who is not their client or customer. 's 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. throughout their pregnancy and make any changes as necessary to protect them. You should also review and update 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. if you make any significant changes to your workplace or your workerA staff member who has an obligation to do their work personally for someone who is not their client or customer. 's duties.

Yes, if you intend to employ any young people. Before you employ them, you must carry out a 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. that includes them. A young person is anyone under the age of 18. Failure to carry out 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. is a criminal offence and puts the young person at risk of illness or injury.

You should also consider children in 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. if their health and safety might be affected by your business, for example when visiting your shop or other premises. In particular, you should be aware that children are less careful than adults.

You can use General risk assessment for an office, General risk assessment for a shop or other business open to customers, and General risk assessment for remote workers to help you identify risks to young people as part of your general risk assessmentsThe 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..

No. Although if your current 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. does not take account of young people on your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., you must review it and include them before hiring a young person.

You can use General risk assessment for an office, General risk assessment for a shop or other business open to customers, and General risk assessment for remote workers to help you identify risks to young people as part of your general risk assessmentsThe 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..

When considering young people as part of 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., you must look at the risks posed to them by reason of their age, and protect them appropriately. In particular, you are legally required to consider:

1. their inexperience, lack of awareness or risks and immaturity;

2. how your workplace is set out, including the young person's workstation;

3. whether they will be exposed to physical, biological or chemical agents;

4. what work equipment they will use, and how they will use it;

5. how your work processes are arranged;

6. what health and safety training they will need; and

7. whether there are risks from any particular dangerous substances, processes and work.

As ever with a 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 then take appropriate steps to address any risks that you note. For example, young people may require closer supervision and more training than other staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., or it might be necessary to prevent them from using certain pieces of equipment.

You can use General risk assessment for an office, General risk assessment for a shop or other business open to customers, and General risk assessment for remote workers to help you identify risks to young people as part of your general risk assessmentsThe 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..

Yes. You should think about risks to people with disabilities as part of 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.. You have a legal duty to make reasonable adjustments for 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. staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., provided you know or could reasonably be expected to know about their 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 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. can therefore help you to avoid discriminating against 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. staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer..

If your business is customer-facing, you should also consider the potential risks to 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. customers as part of 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., and make reasonable adjustments to accommodate them.

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 is anyone with a physical or mental impairment that has a substantial and long-term adverse effect on that person's ability to carry out normal day-to-day activities. See List of common disabilities. 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. does not need to be permanent – for example, menopausal symptoms can be classed as 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. if symptoms are severe.

You can use General risk assessment for an office, General risk assessment for a shop or other business open to customers, and General risk assessment for remote workers to help you identify risks to 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. people as part of your general risk assessmentsThe 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..

No. There is no legal requirement to carry out a separate 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. for 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. However, if you find out that a staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member has 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., you should review 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. (and evacuation procedures under 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.) to ensure that you have fully considered the risks.

You can use General risk assessment for an office, General risk assessment for a shop or other business open to customers, and General risk assessment for remote workers to help you identify risks to 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. people as part of your general risk assessmentsThe 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..

When considering 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. people as part of 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., you should consider whether you need to make any reasonable adjustments to enable them to do their job and minimise the risks to them whilst they do so.

Disabilities can affect people in very different ways, so you must not make assumptions about what your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. need. Consult with 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. or their representatives about what adjustments you can make to reduce the risks to staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. with disabilities.

Reasonable adjustments can include a range of measures, from making physical adjustments to your premises to allowing 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. staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member to work flexible hours or take additional breaks. See Risks to disabled staff for full details of the kind of actions you might need to take.

A failure to make a reasonable adjustment will entitle the affected individual to bring a claim for unlawful discriminationTreating someone differently directly or indirectly because of their age, disability, gender reassignment, marriage or civil partnership status, being pregnant and/or being on maternity leave, race, religion or belief, sex or sexual orientation. (see Dealing with legal claims brought by staff for further information on how to deal with such a claim).

Yes. You must consider the risks to any 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. you have who may work alone as part of 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..

A lone workerA staff member who has an obligation to do their work personally for someone who is not their client or customer. is someone who works by themselves without close supervision. For example, if you have a staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member who works by themselves in your office outside of normal working hours such as a cleaner or 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. staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., or a sales person or representative who travels to clients. It is important to consider their needs specifically as lone working carries particular risks which may not affect other staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., eg some tasks may not be able to be performed safely by a lone person.

As part of 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., if you identify that some of your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. will be working on their own for prolonged periods of time, you should consider in particular:

1. whether a lone workerA staff member who has an obligation to do their work personally for someone who is not their client or customer. can safely unlock and lock up your business premises by themselves;

2. any risk of violence or aggression against them (eg if they are the sole server in a shop);

3. any physical work that may be too much for one person to do safely (eg lifting heavy loads, operating machinery);

4. if the lone workerA staff member who has an obligation to do their work personally for someone who is not their client or customer. 's first language is not English, whether there are clear arrangements in place to ensure effective communication, especially during an emergency;

5. any medical conditions that may mean that it is not safe for a staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member to work alone; and

6. whether there are sufficient procedures in place to deal with emergencies with lone workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. , such as access to first aid.

Given the potential for heightened risk to the health and safety of lone workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. , it is especially important that lone workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. are given training on how to address the identified risks (see Health and safety training for staff for guidance).

You can use General risk assessment for an office, General risk assessment for a shop or other business open to customers, and General risk assessment for remote workers to help you identify risks to lone workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. as part of your general risk assessmentsThe 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..

If you are legally obliged to keep records (see Q&A 25), they must specify the findings of 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. and identify any group 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 particularly at risk (eg lone workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. , pregnant women etc).

General risk assessment for an office, General risk assessment for a shop or other business open to customers and General risk assessment for remote workers all contain the legally required information when filled in properly.

There is no legal minimum time that you must keep your risk assessmentsThe 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.. The HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. recommends only that you keep them for as long as they remain relevant to your business.

As a general rule, five years should be suitable in most businesses. As an absolute minimum you should keep risk assessmentsThe 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. for three years, this being the normal length of time anyone who is injured has to make a claim for compensation against your business. In some cases it will be appropriate to keep your risk assessmentsThe 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. for much longer, for example it may be best to keep risk assessmentsThe 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. relating to a particular manufacturing process for as long as that process is being carried out.

You do not have to give copies of your risk assessmentsThe 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. to 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.. However, you are legally required to keep them informed about health and safety in your workplace by telling them what risks you have identified and what you have done to help protect them from those risks, so making your assessment available can be an efficient way of doing this.

Yes. Before you employ a child, you must provide both the child and a parent or guardian with information on the risks to the child's health and safety identified in 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. (including any risks from another employerA person or business hiring one or more staff members.'s business activities that have been brought to your attention) and also what preventative and protective measures you have or will put in place.

There is no longer any requirement to report COVID-19 outbreaks at your workplace to your local public health team. However, if you experience high levels of people with respiratory symptoms in your workplace you should apply the risk mitigations set out at Q&A 30 more thoroughly (such as ventilation and cleaning) and encourage and promote staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. compliance to help reduce spread.

There is no longer a legal requirement for individuals who have tested positive for COVID-19 (or who have any of the main COVID-19 symptoms) to self-isolate. The requirement for unvaccinated close contacts of individuals who have tested positive for COVID-19 to self-isolate has also been removed.

Individuals who have tested positive for COVID-19 (or who have any of the main COVID-19 symptoms) are still advised to stay at home and try to avoid contact with other people for at least five full days, and they can return to normal activities once they feel better and no longer have a high temperature. They are also encouraged to avoid contact with individuals who are at a higher risk of becoming severely unwell with COVID-19 for ten days from the date of their positive test.

Although the legal requirement for self-isolation has been removed, as an employerA person or business hiring one or more staff members., you still have obligations to keep your workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. safe and you should carefully consider what measures are appropriate for your workplace as part of your 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.. StaffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members who have symptoms of COVID-19 or who have tested positive should stay at home and avoid contact with other people for at least five days. The Government has advised such staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to try to work at home if they can and feel well enough to do so, or to talk to their employerA person or business hiring one or more staff members. about other options available to them. You should support and encourage staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to follow the guidance for people with symptoms of a respiratory illness.

For further guidance about your obligations towards staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who are unable to come to work due to coronavirus, see Dealing with sickness absence. Note that staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who are self-isolating at home are no longer eligible for SSPStatutory sick pay: A sum of money that certain members of staff are entitled to if they cannot work because of sickness., unless they are unwell; see Sickness absence for further guidance.

Although the legal requirement for self-isolation has been removed (see Q&A 32), as an employerA person or business hiring one or more staff members., you still have obligations to keep your workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. safe and you should carefully consider what measures are appropriate for your workplace as part of your 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.. StaffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members who have symptoms of COVID-19 or who have tested positive should stay at home and avoid contact with other people for at least five days. The Government has advised such staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to try to work at home if they can and feel well enough to do so, or to talk to their employerA person or business hiring one or more staff members. about other options available to them. You should support and encourage staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to follow the guidance for people with symptoms of a respiratory illness.

For further guidance about your obligations towards staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who are unable to come to work due to coronavirus, see Dealing with sickness absence.

Face coverings are no longer legally required in most settings in England and Wales, however you should ensure you stay up to date with the latest requirements. The Government has advised people to consider wearing face coverings when:

1. they are coming into close contact with someone who is at an increased risk of complications from COVID-19 or other respiratory infections;

2. they are in crowded or enclosed spaces and/or will be in close contact with others, and COVID-19 rates are high;

3. when there are an increased number of respiratory viruses circulating, such as in winter, and they will be in close contact with other people; and

4. if they have COVID-19 symptoms and need to leave their home and/or be indoors with others.

No. Routine contact tracing in England ended on 24 February 2022 and the Government is no longer encouraging businesses in certain sectors to collect data from staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., customers and other visitors to their premises for NHS Test and Trace.

In Wales, contact tracing ended in March 2023. Businesses are advised to consider whether collecting information from visitors and customers on communicable diseases such as norovirus or coronavirus might be appropriate as part of ongoing mitigation measures for communicable diseases. Any such collected information should be stored appropriately and kept no longer than absolutely necessary and must be securely disposed of or deleted by 21 days of the date the person was present on the premises. For guidance on how to store and securely dispose of personal dataAny information about an identifiable, living person. Information which cannot be used to identify someone on its own will still be personal data if it can be used in combination with other information to identify that individual., see Data retention.

Under your general health and safety obligations, so far as reasonably practicableProportionate action in the circumstances - weighing up the benefit against the time, trouble and expense involved. you must ensure that your business premises are properly ventilated with a sufficient supply of fresh, clean air.

HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. advises ways of identifying poorly ventilated areas, which include:

1. identifying where there is no natural or mechanical ventilation where people work;

2. checking whether ventilation systems provide fresh air from outside;

3. looking for areas that feel stuffy or smell bad; and

4. using CO2 monitors (although these are less effective in areas used by only a few people; you can find HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. guidance here).

Remember to check changing rooms and areas used for breaks, and when assessing risks think about how much time people spend in the area, how large the area is, and whether any features of the workplace affect air flow (for example, large pieces of equipment). If ventilation cannot be improved, consider restricting the number of people using the space and how long they spend in the space.

You can improve natural ventilation by opening windows, air vents and doors (but do not prop fire doors open). If an area's ventilation cannot be improved, you will need to assess whether the number of people using that should be reduced or if mechanical ventilation could be installed.

It is a good idea to air the rooms in your workplace out by opening all the doors and windows fully (this may be more appropriate when the room is unoccupied.

Make sure your system is set to maximise fresh air and minimise recirculation. You may need to speak to the people who manage your ventilation systems to understand whether adequate ventilation is provided, how the system is maintained, and whether you need to increase the rate of fresh air being drawn into the system and/or supplement it with natural ventilation. You could also consider operating your mechanical ventilation systems before and after people use the workplace (if this is not already done).

It is best not to have air re-circulating from one workspace to another (for example using air conditioning) unless there is also a supply of outdoor air.

Some steps to consider include opening higher-level windows to create fewer draughts, relaxing dress codes so workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. can wear extra layers, and using heaters or heating systems if the area is well ventilated and/or alongside natural ventilation. You could also consider only partially opening windows, and/or opening doors and windows fully while workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. are on breaks. There are certain health and safety requirements for temperatures in a comfortable working environment; see Comfortable working environment for more guidance.

There are no current coronavirus restrictions in place in England and Wales, but you should keep up to date with the latest Government guidance. The programme to shield clinically vulnerable people is no longer in place for most people.

Some workersStaff members who have an obligation to do their work personally for someone who is not their client or customer. remain at a greater risk of serious illness from COVID-19, for example people who have a weakened immune system. The Government has advised that employersA people or businesses hiring one or more staff members. may wish to consider the needs of such staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., and that there is specific guidance for those staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members to follow. You should encourage your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to follow this guidance if they are at higher risk from COVID-19. The guidance advises staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to work from home if it feels right or, if they cannot work from home, to speak to their employerA person or business hiring one or more staff members. about arrangements to reduce their risks. You can find examples of ways to reduce risks at Q&A 30. Bear in mind that if a staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's illness amounts to 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., you are required to consider reasonable adjustments to enable them to continue working for you. For further guidance, see Long-term sickness absence and disability. You may also wish to use our COVID-19 individual risk assessment.

You also have specific health and safety responsibilities towards staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members who are pregnant, which includes identifying any risks posed to them and taking steps to mitigate them; see Risks to pregnant women and new mothers for further guidance.

If a staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member advises you that she is pregnant, you must carry out a 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. and/or check your existing risk assessmentsThe 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. for risks that might affect your pregnant staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member. You should regularly review this 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. as 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.'s pregnancy progresses, or if workplace risks change. You can use Pregnancy and maternity: risk assessment as a template. Although you are not explicitly required to consider COVID-19 risks in your risk assessmentsThe 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 should take any risk mitigation steps appropriate for your workplace circumstances (see Q&A 30). When doing so, bear in mind that pregnant staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are at higher risk from COVID-19 and other respiratory infections.

If you identify a significant health and safety risk, you should adjust your staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's working conditions or hours (if reasonably practicableProportionate action in the circumstances - weighing up the benefit against the time, trouble and expense involved. to do so) or offer alternative work on the same terms and conditions. If you cannot do so, you must suspend 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. on full pay.

Pregnant staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members should be involved in 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. process, and risk control measures should be strictly followed. See What health and safety matters do I need to consider for pregnant staff? for further guidance.

Specific COVID-19 advice has been replaced by public health advice, and HSEHealth and Safety Executive. Britain's national regulator for workplace health and safety. states that employersA people or businesses hiring one or more staff members. must continue to consult 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. on matters of health and safety. EmployersA people or businesses hiring one or more staff members. should support staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members' mental health and wellbeing through reassurance that they are maintaining a safe workplace, and provide appropriate support for staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members' returning to work after long COVID (see Q&A 43).

For an overview of your HR considerations, see Staff working from home.

Some people experience the effects of a COVID-19 infection for a long time after the initial infection. This is known as 'long COVID' or 'post-COVID syndrome'. Symptoms can be long-lasting, and may come and go over a long period of time.

If a member of staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. has long COVID, this can affect their ability to work and may cause them to have time off sick. The usual rules for sick payPayment made by an employer to a staff member during the staff member's time off work due to illness or disability. will apply in such cases. See Sickness absence and Long-term sickness absence and disability for further guidance.

EmployersA people or businesses hiring one or more staff members. should provide appropriate support to assist staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members suffering from or returning to work after long COVID, obtaining an occupational health assessment if necessary, and reviewing and/or updating 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. if appropriate. Other considerations might be a phased return to workA process where a member of staff who has been off sick long-term returns to work gradually, increasing their duties and/or working hours over time., adjustments to working conditions or hours and discussing whether the staffAnybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member wants colleagues to know of their condition.

It is possible that long COVID may be considered 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., but, as it is a new condition, this may not be clear in each person's circumstances. Rather than trying to assess whether the condition amounts to 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., ACASAdvisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommend that employersA people or businesses hiring one or more staff members. focus on making reasonable adjustments to assist 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. in returning to or staying in work, taking such 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.' needs into account in risk assessmentsThe 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..