You have a legal obligation to safeguard others from harm while they are in your care, using your service, or exposed to your activities.
Employers owe a duty of care to their employees. Mobile workers are entitled to the same level of care as their office-based colleagues, this includes while travelling and working remotely.
According to The British Crime Survey (2016), as many as 150 lone workers throughout England and Wales are attacked every day. Although there is little management can do to prevent the intent of others, the law requires that they must ensure adequate action has been taken to guarantee the safety of their workers. These actions must include, adequate risk assessments and the implementation of a robust risk management solution. Failing to do so may result in severe financial penalties and commercial risk.
Health and Safety at Work etc Act 1974 (HSW Act)
Employers have a legal duty under this Act to ensure, so far as is reasonably practicable, the health, safety and welfare at work of their employees.
The Management of Health and Safety at Work Regulations 1999
Employers must consider the risks to employees (including the risk of reasonably foreseeable violence); decide how significant these risks are; decide what to do to prevent or control the risks, and develop a clear management plan to achieve this.
The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR)
Employers must notify their enforcing authority in the event of an accident at work to any employee resulting in death, major injury, or incapacity for normal work for three or more days. This includes any act of non-consensual physical violence done to a person at work.
Safety Representatives and Safety Committees Regulations 1977 (a) and The Health and Safety (Consultation with Employees) Regulations 1996 (b)
Employers must inform, and consult with, employees in good time on matters relating to their health and safety. Employee representatives, either appointed by recognised trade unions under (a) or elected under (b) may make representations to their employer on matters affecting the health and safety of those they represent.
The Corporate Manslaughter Act and Corporate Homicide Act
From June 2007, organisations can be prosecuted if the way in which its activities are managed or organised by senior management results in a person’s death or amounts to a gross breach of a relevant duty of care owed by the organisation to the deceased.
Health and Safety Executive – Legislation
Health and Safety Executive – Working Alone in Safety
Corporate Manslaughter and Corporate Homicide Bill
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