As we welcome in the new year and all that it brings, now is a great time to take a step back and ensure that your business is in a good place and prepared for the year ahead. No matter what types of business goals you are setting this year, health and safety procedures should be included in your priorities. Managing health and safety properly, such as through a risk assessment, is not only good for you and your employees, but also good for business. 

Take a moment to think – when was the last time you undertook a workplace audit? Are your safety statements, risk assessments, and staff training up to date – and to the required standards?

There were 26 workplace fatalities in 2022, and while there was a decline of over 30% from 2021, there is more work to be done in reducing these numbers. The key to this is through the implementation of comprehensive health and safety statements in all workplaces. 

At Ayrton Group, we provide bespoke safety consultancy services that can be tailored to the needs of your business. Workplace safety consultancy services are an efficient way for you to address your organisation’s health and safety needs, ensuring that you comply with all relevant legislation. 

 

What is a Safety Statement, and why do I need one?

A safety statement is a legal requirement under Section 20 of the Safety, Health & Welfare at Work Act of 2005, and is based on the principle that safety can be managed because most accidents are foreseeable and can usually be prevented. They are, essentially, your written commitment to managing safety and health in your business and how you are going to do this. It should be used as a reference point for management and staff to promote workplace health and safety, giving reference to specific policies, procedures, equipment and responsibilities. 

As part of our Safety Statements consultancy service, we will conduct a comprehensive audit of your premises, procedures, equipment and staff to identify and assess any hazards and risks. The completed safety statement will include: 

 

What are risk assessments?

A risk assessment is a written document that identifies the hazards in the workplace that are under your control. It should assess the risks presented by these hazards, and detail the implementation of control measures to reduce the risk of these hazards causing harm. 

At Ayrton, our risk assessment consultants are qualified and competent in conducting risk assessments in the areas of ergonomics (online and in person), manual handling and the general workplace. As part of this service, we will complete a comprehensive audit of your workplace to identify, assess and help to reduce risks. 

Risk assessments can include: 

There are many types of risk assessments for different industries and scenarios, such as dynamic risk assessments for those working in changing circumstances, however it’s important that these documents are kept up to date. As workplaces, teams and processes change, so should your safety assessments to reflect the new or altered environment. 

 

At Ayrton, our bespoke safety consultancy services are tailored to the needs of your business. We understand that your business’ success is built on safety, so we offer a broad range of consultancy services for businesses across all sectors. These include risk assessments, gap and root cause analysis, workplace audits, safety policies and legislative compliance. 

 

If your New Year’s Resolution is to review your health and safety policies, speak to a member of our team today and rest assured with expert advice from our team of experienced professionals. Contact us today to find out more.

International Day of Persons with Disabilities: Ensuring a Disability Inclusive Workplace

International Day of Persons with Disabilities takes place annually on December 3rd. This initiative aims to promote the rights and wellbeing of persons with disabilities, and to raise awareness of the situation of persons with disabilities in every aspect of life. 

This year’s theme relates to transformative solutions for inclusive development, and the importance of innovation in fuelling an accessible and equitable world. Innovation is key in developing a more inclusive environment, ensuring that everyone is afforded the same opportunities, and that equality is the norm across the board. Assistive technology is one such development that can be employed by workplaces to increase accessibility, thereby reducing inequalities. 

According to the HSA (source), around one in every nine people in Ireland have a disability. 

 

Hidden Disabilities 

It’s important to be aware that not all disabilities are visible, and so your policies and actions in promoting accessibility and equality will need to cover both visible and non-visible disabilities. 

‘Hidden’ or non-visible disabilities may include mental health conditions, visual impairments or restricted vision, hearing loss, sensory and processing difficulties or neurodiversity. Neurodiversity is one of the most common examples of this, and examples include ADHD, Autism, Dyspraxia, Dyslexia and Dyscalculia. Neurodiversity can also be defined as a natural variation of the brain, which uniquely influences the individual’s cognitive and intellectual processes. 

You can learn more about hidden disabilities and the Sunflower awareness campaign here. 

 

Your Obligations as an Employer

The Safety Health and Welfare at Work Act 2005 states that employers must ensure ‘the safety, health and welfare at work of all employees’ in so far as is practicable (Source). In addition to this, Regulation 25 of the Safety, Health and Welfare at Work (General Application) Regulations 2007 addresses the safety of people with disabilities at work, and this states that employers must ensure that workplaces account for employees with disabilities, for example ensuring that people can access and use doors, staircases, and bathrooms. (Source) 

The Employment Equality Act is another piece of legislation relating to this matter, and states that employers must accommodate people with disabilities as is reasonable. These measures might include: 

To find out more about making reasonable accommodations, you can read more here.

 

How can you create an inclusive workplace culture?

Encouraging a sense of inclusivity in your workplace is essential in creating one that is fair for all. Some measures that you can take to promote this include: 

 

As always, it’s important that you maintain the thorough implementation of your health and safety policy. Certain hazards – for example loose wires – are dangerous for all, and may be particularly so for individuals with a disability such as restricted vision. You can find out more about the HSA’s guide to implementing inclusive health and safety practices for employees with disabilities here.

With any issue as crucial as Disability Inclusion, it is recommended to seek professional guidance to ensure that you are adhering to legislation and best practices. For a consultation on how to make your workplace safe for all, contact our expert team on (01) 838 5595 (Dublin), (021) 421 0331 (Cork), or email info@ayrton.ie.

We are delighted to announce the acquisition of KTC Safety Ltd as part of Ayrton Group’s continued expansion.

Portlaoise-based KTC will become part of the rapidly growing Ayrton Group, providing a comprehensive suite of workplace safety training and consultancy from our extensive facilities in Dublin and Cork, and now Portlaoise.

Commenting on the acquisition at the National Irish Safety Organisation’s Annual Conference 2022, Kieran Linehan, MD of Ayrton Group, said:

“This transaction marks a very significant milestone in the history of Ayrton Group. We are very proud to welcome the KTC Safety team to our organisation in a move that will accelerate our momentum towards achieving our ambitious growth objectives.”

Ayrton Director, Matthew Browne, added…

“This move comes in the midst of rapid growth for us at Ayrton Group, and forms part of a strategy set in motion a number of years ago to assist us with our ambitious growth plans. We are delighted to see this first step in our acquisition journey come to fruition. This expansion will bring unique skills and experience to both companies, meaning that our breadth of experience and indeed offering will be expanded.”

David Kearney of KTC said:

“This is a very proud day for me and for the entire team at KTC. Becoming part of Ayrton Group is hugely exciting for all of us and we look forward to enhancing our offering that will bring our client base the many additional benefits and services that come with being part of Ayrton Group.”

Pic Brian Lougheed

As the long evenings start to set in and the winter season begins, so does the prospect of severe weather occurrences. Whether you are an employer or employee, it’s important to be aware and prepared during this time, as the number of potential risks and hazards that can occur in your workplace increases. 

For employers, your first step in winter preparations should be a thorough risk assessment – including indoor and outdoor areas. Both can be prone to weather related hazards, and many areas can become slip, trip or fall hazards during this time of year. 

 

Weather Warnings 

Make yourself familiar with the various weather warnings and alerts, so that when Met Éireann issues a warning you will be prepared. The most common alerts are: 

You can learn more about the Severe Weather Chart at met.ie. 

 

Preparations

There are a number of things you need to consider when preparing your business for severe weather: 

Impact on your place of business

 

Impact on employees 

Cold Weather Hazards and Tips

There are a number of hazards you need to be aware of that are specific to cold weather. These include: unsafe driving conditions, slip and fall injuries, structural stress and damage, fire activity, power outages, cold-exposure, or delays due to school and road closures. 

To help keep your employees out of harm’s way, there are some simple steps you should consider:

 

Checklist 

The key to staying safe is being well prepared and aware of your surroundings and situation. There are a number of items that should be on your winter workplace checklist, including gritting, preparing a winter readiness plan, heating, ventilation and roofing. 

You can read more about preparing Your Winter Workplace Checklist in this useful guide.

 

If you would like a personal consultation regarding preparing your workplace for the winter, or any other health and safety concerns, feel free to get in touch with our team on info@ayrton.ie, or phone 01 838 5595 or 021 421 0331.

Construction Safety Week takes place in October. This initiative serves to promote best practices in the construction industry, to reinforce the importance of safety, health and overall wellbeing at work and in life.

Our blog post this month gives an overview of some important considerations when it comes to the construction industry.

Here are 5 key considerations for management in the construction industry:

Safe Access and Egress

Entryways to construction sites can be hazardous, with many workers and vehicles passing through. To prevent accidents in these often busy areas, there are a number of measures that should be taken.

Firstly, all construction work must be designed so that there is safe access and egress to and from the site. Once the site is set up, a risk assessment of each access and exit point should be carried out to identify risks and hazards.

Employers should ensure that exit points are clearly signposted, properly lit, and free of obstructions to allow for quick evacuation in the event of an emergency. All routes should also be properly maintained and inspected regularly.

Where possible, access points should be chosen so as not to overlap with pedestrian walkways / routes. If the site is adjacent to a public place, barriers can be used to prevent unauthorised people from entering.

If any ramps are in place for access or egress, they should be designed by a competent person, and should not create a tripping hazard. Ramp surfaces may also need to be treated to prevent slipping. (Source)

 

Working at Heights

Working at height is the biggest cause of fatalities in the construction sector. While a lot of

construction work takes place at large heights, these are not the only instances in which significant care must be taken: most fatalities occur at relatively low heights of 2-3 metres.

Working at height in construction can include such tasks as:

To ensure safety while carrying out these tasks, work should be planned thoroughly. A risk assessment should be conducted and a safety statement prepared. Another key recommendation is to prioritise collective protection over individual protection. This means using safety measures that protect everyone involved, rather than just one individual. 

Read our blog post about safe working at height for more information. 

 

Managing Hazardous Energies 

Hazardous energies are any source of energy that could cause harm to workers, including electrical, mechanical, thermal, chemical, hydraulic, and pneumatic sources of energy. Sources of these energies include pipelines, power tools, electrical conductors, and conveyor belts. (Source)

In any environment where workers may be exposed to these energies, meticulous pre-planning should be carried out. First, the hazardous energies that are present need to be identified, and then energy control procedures should be implemented. (Source)

Lockout / Tagout (LOTO) procedures are another important consideration. Use lockout devices where possible to prevent re-energisation of machinery. For equipment that cannot be locked out, tag out procedures should be used.

And, as with any working environment, employees should receive adequate training on the use of these machines, and the energy control procedures in place. These procedures should also be inspected regularly. (Source)

 

Safety by Example 

Safety in any organisation starts from the top down. To foster a culture of safety in construction environments, senior management should lead by example. By demonstrating excellent health and safety behaviours at all times, managers will create trust between them and their employees, and prevent employees from picking up bad habits or cutting corners.

Managers can also attend safety meetings and safety orientations so that all employees are aware of their commitment to safety. Leaders should share the company vision for health and safety and ensure that all employees are committed to it. One way to do this is to involve employees in health and safety decision making, and ensure that safety is a consideration in decisions at each level.

 

Using Mobile Equipment 

Another common cause of serious injuries and fatalities in the construction industry is mobile equipment and vehicles such as site dumpers, excavators, and bulldozers.

To reduce the risk of accidents occurring, here are some key safety rules:

There are also some considerations that are specific to the type of machine, for example excavator operators should be aware of exclusion zones and clearance. When operating telescopic handlers, workers should be aware of loading capacity, and ground conditions, and those working on mobile elevating work platforms (MEWPs) will need to wear fall protection. (Source)

 

With any construction activity, it is essential that all personnel are properly trained. Ayrton Group provides several construction skills courses, including CSCS 360 Degree Excavator, Slinger and Signaller CSCS, and Mobile Access Tower CSCS courses.

 

If you would like to avail of safety training or consultancy for your organisation, or to find out more, get in touch with us on 021 431 0331 or info@ayrton.ie.

To mark World Suicide Prevention Day 2022, our blog for this month will cover how to manage a mental health crisis in the workplace.

Stress, anxiety, and depression (SAD) are collectively a major cause of work-related illness, and mental illness in general is a leading cause of long-term absences from work. More than 3 in 10 people have experienced mental illness while in employment.

If mental illness becomes particularly severe, it may lead to a mental health crisis. A mental health crisis is a situation where the person is at risk of harming themselves or others, and impedes the person’s ability to function normally.

 

How to recognise the signs and symptoms of a mental health crisis in the workplace

There may not always be signals leading up to a crisis, however there are some common signs and symptoms. Note that mental health is complex and this list is not exhaustive. 

 

How to help an employee who is experiencing mental distress

According to the Employment Equality Act (2015), employers are obliged to protect the health, safety, and welfare of their employees, including mental and emotional wellbeing. Under this legislation, employers are obligated to make reasonable accommodations for employees with disabilities, including mental and emotional disabilities.

Examples of reasonable accommodation include:

 

There are many more accommodations that can be made, and employers should have a discussion with the employee to ascertain their individual needs.

Are you looking to increase your ability to manage mental health struggles in your workplace? Ayrton provides a Mental Health First Aid Course which teaches participants how to assist people who are experiencing stress or distress due to mental health conditions. Learners will be taught how to implement appropriate and timely interventions to support colleagues experiencing a mental health issue.

Read more about this course here.

If you’d like to speak to us about this or any other health and safety issues in your workplace, contact us on 021 421 0331 or info@ayrton.ie.

Working at height is the biggest cause of fatalities in the construction sector. Most fatalities occur at relatively low heights of 2-3 metres. (Source) 

How can these accidents be prevented? Keep reading to find out. 

 

The Safety, Health and Welfare at Work (General Application) Regulations 2007 contains all safety regulations pertaining to working at height.

 

What kind of activities does ‘Working at Height’ include?

According to the Health and Safety Authority (HSA), working at height pertains to any work activities that are carried out at a place above or below ground level, where the worker could sustain an injury if they fell from that place. (Source) 

Some examples of working at height include:

 

What activities are not included?

The following are not considered to fall under the ‘working at height’ category, and therefore are not subject to related regulations:

 

How can safety be ensured when working at height?

 

 

Ayrton can help you with all of this and more. Our Working at Heights Awareness Classroom Training is designed for those whose work includes Working At Height as part of their duties, particularly anyone who regularly needs to wear a harness for fall arrest. There is also an online version of this course, our Working at Heights Awareness Webinar Training.

We also provide safety consultancy services, including risk assessments, workplace audits, and safety statement consultancy. To find out more, email us on info@ayrton.ie or call 021 421 0331.

The growth of platform work and the gig economy presents numerous new challenges in terms of workplace health and safety. Platforms such as UpWork, Guru, Deliveroo, and Uber have become popular in the last few years, offering the prospect of more flexibility in terms of working location and schedules.

The Gig Economy and Digital Platform Work Defined

The gig economy is characterised by organisations appointing workers to short-term tasks and contracts, usually on a digital platform. A digital platform is a web-based platform, i.e. an app or website. An algorithm is used to assign tasks to workers and monitor their performance. There are generally three parties involved: the worker, the digital platform, and the client.

Work can be specific to a certain geographical area, for example in the case of food couriers. Some platforms advertise tasks that are not location-dependent, for example virtual assistant work or translation.

Depending on the platform, workers may be considered employees or self-employed, but for the most part, digital platform workers are classified as self-employed or freelance, and therefore are responsible for their own health and safety. (Source)

The Risks of Digital Platform Work

As with many other jobs, platform work can take place on site or online, and both can present risks. Hazards of on-site platform work include, but are not limited to:

There have been numerous reports of hazardous working conditions for platform workers. For example, research found that 63% of Uber Eats drivers had not been given training on road risk management and 65% had not been provided with safety equipment. 

Hazards of online platform work include:

This can lead to musculoskeletal disorders (MSDs) (Source)

In terms of psychosocial risks, most platform workers report experiencing stress. This is attributed to how task allocation is structured, how work is monitored and evaluated, and working conditions, such as having to be available at short notice. Platform work is often centred around reviews, and workers may avoid saying ‘no’ to clients out of fear of receiving poor ratings. Also, platforms tend to encourage workers to work faster, e.g. by paying workers per number of deliveries rather than per hour. This can result in increased stress levels due to overworking or taking jobs for which they are not qualified or equipped.

Many of these risks are similar to those of non-platform work, however the nature of platform work aggravates the risks and makes implementing a sound health and safety policy more complicated. For example, many platform workers are considered to be independent contractors or self-employed. For workers in the EU, this means that they are not covered by EU or national OSH regulations. Therefore, the workers carry the responsibility of preventing and managing risks. (Source)

In one study, workers had voiced concerns about being “pressurised” to accept jobs in unsafe areas as they feel that they will be penalised for refusing jobs. 

Irish Legislation for the Gig Economy

In Ireland, gig workers are not legally entitled to employment benefits, including sick pay and accident coverage. In November 2021, the Health and Safety Authority (HSA) announced its intention to address issues within the gig economy with the Protection of Employment (Platform Workers and Bogus Self-Employment) Bill 2021, which is before the Seanad at the second stage as of 19th July, 2022.

The HSA’s Strategy Statement 2022 – 2024 also outlined objectives to address emerging challenges presented by the gig economy, by targeting “activities in sectors in the gig economy, and where vulnerable workers and migrant workers are employed”, and increase focus on accident and fatality reporting (Source)

Risk Prevention and Management in the Gig Economy

More comprehensive legislation will mitigate many of the risks associated with platform work, but there are plenty of steps employers can take in the meantime to ensure the health and safety of their employees, including:

Of course, this is not an exhaustive list of the measures that employers can take to protect platform workers. Moreover, it is important to note that the employer’s responsibilities will vary depending on whether the worker is considered to be self-employed or not.

Ayrton Group is Ireland’s leading provider of workplace health and safety consultancy and training. Contact us today to find out how we can help you.

Musculoskeletal disorders are the most common work-related health issue in Europe. With 3 out of every 5 employees in the EU reporting musculoskeletal disorder issues, they are among the most common reasons for disability, sick leave, and early retirement. (Source) 

 

What are Musculoskeletal Disorders?

MSDs comprise a wide range of health issues that involve “impairments of bodily structures, such as muscles, joints and tendons”. (Source) Conditions can include carpal tunnel syndrome, osteoarthritis and myalgia. (Source)(Source) Working situations can cause or exacerbate these conditions, either due to the type of work or the environment in which the work takes place. Pain in the back and upper limbs are the most commonly reported types of work-related MSDs. The neck, shoulders, and lower limbs can also be affected. The majority of MSDs occur over the long term, but some can occur acutely as a result of a once-off accident.

 

What are the risk factors?

The most common risk factors in the EU are:

(Source)

MSDs can impact workers’ quality of life and ability to work as productively as they would under normal conditions. They can also have a detrimental effect on businesses, as they are the reason for a large number of working days lost in the EU. (Source)

An increasing number of people are working in sedentary jobs, which pose a high level of risk for MSDs. What’s more, the European population is ageing and retirement ages are generally increasing, which means there are more and more people in the workforce who have a chronic MSD. (Source) 

According to the Safety, Health and Welfare at Work Act 2005, employers are legally obliged to address workplace health and safety risks, and therefore should take a proactive approach to early intervention and mitigating the risk of MSDs.

 

What actions can employers take?

Prevention is better than cure, and the good news is that MSDs are easily preventable.

You can prevent MSDs, and improve the overall health and safety of your workplace, by carrying out a workplace risk assessment. Safety consultants will audit your workplace, reviewing elements including your work design and organisational factors, ergonomic equipment requirements and manual handling processes. With this information, they will develop a report with identified risks and recommendations for actions to be taken. 

It is recommended that employers take a collaborative approach and involve employees across the organisation in the prevention of MSDs. Encourage worker participation in all stages of the process, including hazard identification, risk assessment, and suggesting and implementing solutions. You can do this by facilitating workshops, distributing questionnaires, appoint a steering group or ambassadors, and/or provide training.

You should also look at reducing the psychosocial risks. For example, work-related stress can increase the risk of developing an MSD, or aggravate an existing MSD. (Source) Lack of support from colleagues or managers and low levels of job satisfaction can also contribute. Promoting positive workplace wellbeing is an important action in the prevention of MSDs and the success of the organisation in general.

There are many other small, simple steps that can be taken, including the provision of ergonomic chairs and workstations, sit-stand workstations, and other equipment such as voice recognition software, adapted keyboards and mice. Other measures include adjusting working hours and encouraging regular breaks and movement.

To ensure early intervention, you should encourage early reporting of any health issues and subsequent consultation with medical services. For workers who have developed MSDs and may have taken time off work, employers can provide support by having a clearly-defined return-to-work policy and/or facilitating rehabilitation.

If you’d like more information on any of these services, contact a member of our team who would be happy to help. Email info@ayrton.ie, call 021 431 0331, or submit a contact form.

As the warmer summer weather settles in (however short-lived it may be!), it’s a good idea to start preparing for the occupational health and safety risks that hotter temperatures can bring. These include sunburn, an increased risk of skin cancer, dehydration, heat stress, heat exhaustion, and heatstroke. Keep reading to learn about what you can do to prepare to work safely in the sun.

(more…)