Understanding Vulnerable Workers
Under the Employment Equality Acts, employers are obliged to reasonably accommodate people with disabilities and must take “reasonable measures” to meet the needs of employees with disabilities. However, there are employees who may not have a diagnosed disability but still may be more susceptible to risks due to various factors. These individuals are termed as “vulnerable workers”.

Recognising and addressing the needs of this group of workers is crucial to ensure they also have a safe and inclusive working environment.

Vulnerable workers encompass a diverse range of individuals who may be at higher risk of harm or exploitation in the workplace. This group can include but is not limited to:

Young Workers: Those who are new to the workforce and may lack experience or awareness
of workplace hazards or lack of confidence to ask for help.

Elderly Workers: Individuals (over the age of 55) who may experience physical limitations or health issues that make them more susceptible to accidents or injuries. Given many workplaces now allow employees work beyond retirement age, this is a growing group.

Migrant Workers: Those who may face language barriers, cultural differences, or
unfamiliarity with local safety regulations.

Temporary, Contract or Gig Workers: Individuals employed on a short-term basis who may
not receive adequate training or supervision.

Workers with Disabilities: Those who may require accommodations or specialised training to
perform tasks safely. However, as outlined about, legislation is in place to protect this group.

Pregnant or New Mothers: Women who require specific considerations to protect their health and the health of their unborn child or accommodate new mothers’ specific needs and requests.

Sensitively Identifying Vulnerable Workers
Identifying vulnerable workers requires a thoughtful and respectful approach to avoid stigmatisation or discrimination. While the legislation stipulates what employers’ responsibilities are, they also need to assess risk factors and how they might impact potential vulnerable employees while also creating an environment where employees can express their concerns or challenges; this can be done by:

Encouraging Open Communication: Create an environment where workers feel comfortable discussing any concerns or challenges they may face.

Anonymous Employee Surveys: Conduct surveys to gather feedback on workplace experiences, preferences, and any barriers to safety.

Individual Assessments: Conduct confidential individual assessments or consultations to identify specific needs and accommodations for vulnerable workers.

Collaboration with Experts: Seek guidance from occupational health professionals, disability advocates, or cultural consultants to address unique needs effectively.

Protecting Vulnerable Workers
There are some key measures employers can take to safeguard the well-being of vulnerable workers.

Comprehensive Training: Provide thorough safety training programs tailored to the needs of vulnerable workers, emphasising hazard recognition, risk mitigation and emergency procedures.

Accessible Information: Ensure that safety policies, procedures, and instructions are communicated clearly and in multiple languages if necessary.

Personal Protective Equipment (PPE): Supply appropriate PPE to address specific vulnerabilities, such as hearing protection for elderly workers or ergonomic supports for workers with disabilities.

Supervision and Support: Assign mentors or supervisors to closely monitor vulnerable workers, offering guidance and assistance as needed.

Accommodations: Make reasonable accommodations for workers with disabilities or health conditions, such as modifying tasks or providing assistive devices.

Healthcare Resources: Provide access to healthcare services and encourage regular health check-ups, especially for workers with pre-existing conditions or pregnant workers.

Reporting: Ensure safety reporting is done by all employees as it is a key component in effective health and safety procedures.

Importance of conducting Workplace Risk Assessments
Conducting thorough risk assessments is essential for identifying potential hazards and implementing effective control measures. When assessing risks for vulnerable workers, consider the following factors:

Physical Hazards: Evaluate the physical demands of tasks and identify any risks of strain, falls, or repetitive motion injuries.

Environmental Hazards: Assess exposure to extreme temperatures, noise levels, and other environmental factors that may impact vulnerable workers differently.

Psychosocial Risks: Consider factors such as stress, fatigue, and harassment that may disproportionately affect vulnerable workers.

Emergency Preparedness: Ensure that emergency procedures are inclusive and accessible to all workers, including those with mobility limitations or language barriers.

Employers are obliged by law to ensure the health, safety and wellbeing of all employees and there are severe consequences if this is neglected. But there is also the ethical obligation to ensure a productive and harmonious workplace for all. By implementing proactive measures, conducting thorough risk assessments, and sensitively identifying and supporting vulnerable workers, employers can create a culture of inclusivity and safety that benefits everyone involved.

There is more information available on the HSA website. Or contact one of the team at Ayrton Group, 021 431 0331 or email info@ayrton.ie.

Introduction

Earlier this year the Health & Safety Authority (HSA) published data relating to workplace fatalities in 2023. It reported that 43 people lost their lives in work-related accidents, proving a stark reminder of the critical need for comprehensive health and safety training in the workplace. The data highlights that there was a sharp increase in the number of workplace fatalities last year (43) compared with 28 in 2022. However, there has been a decrease in the rate of fatalities over the ten year period from 2.8 per 100,000 workers in 2014 down to 1.6 workers per 100,000 in 2023.

Rising Concerns

The HSA’s findings reveal a troubling reality: despite advancements in safety regulations and technological innovations, workplace accidents continue to claim lives and cause debilitating injuries. The number of workplace fatalities remains distressingly high, with incidents occurring across diverse industries and paint a sobering picture. There continues to be a high level of fatalities in the farming/ agriculture sector (16 fatalities) and construction (11 fatalities); accounting for over two third of all workplace fatalities last year.

Working with vehicles accounted for the loss of 13 lives, the highest cause, while falling from heights was the second leading cause with 11 fatalities. While workplace fatalities affected all age groups, the highest number involved people of the age of 55 and over with 22 fatalities in 2023 compared with just 10 in 2022. Over half (53%) of all fatalities were self-employed.

The vast majority of those who lost their lives (39) were male and four were female. Co. Cork has the highest number of fatalities (7 lives lost) with Dublin and Kerry both accounting for 5 fatalities each.

Workplace fatalities Ireland

The Human Cost

Behind every statistic lies a human story — a worker whose life was cut short, a family grappling with grief, and individuals coping with life-altering injuries. These tragedies serve as poignant reminders of the imperative to prioritise safety in every workplace. Beyond the economic costs and legal ramifications, the human toll of workplace accidents underscores the moral obligation to safeguard workers’ well-being.

The HSA urged self-employed and duty holders and employers to undertake risk assessments and ensure the appropriate safety measures and controls are in place to protect workers.

The Role of Training

Amidst these sobering realities, workplace health and safety training as well as the appropriate assessments and controls are indispensable tools in preventing accidents and mitigating risks. Ayrton Group and others offer a comprehensive range of effective training programs that empower employees with the knowledge, skills, and awareness necessary to identify hazards, implement preventive measures, and respond swiftly to emergencies. By fostering a culture of safety, training initiatives not only reduce the likelihood of accidents but also cultivate a sense of collective responsibility among workers.

Collaborative Efforts

Our partnership approach to working with organisations means we have a full understanding of their specific health and safety challenges and ensures we deliver the training to employees to meet these challenges. Through partnership and by fostering dialogue, sharing best practices, and leveraging collective expertise, organisations can enhance safety standards and cultivate a culture of continuous improvement.

Conclusion

As we confront the sobering realities revealed by the latest HSA report, the imperative of workplace health and safety training has never been more important. By prioritizing prevention over reaction and investing in robust training courses, risks can be mitigated, lives saved, and a culture of collective responsibility cultivated.

Let us heed the call to action, recognising that safeguarding lives is not just a legal obligation but a moral imperative that defines our commitment to the well-being of our workforce and society as a whole.

Financial Fallout: While the immediate costs of workplace accidents might seem contained, the ripple effect is significant. Consider these average figures for Ireland:

For any business, employee safety is paramount. It’s not just a moral obligation, but a smart financial decision. While injuries and accidents might seem like one-off incidents, the true cost extends far beyond immediate medical bills and workers’ compensation. Here at Ayrton Group, we firmly believe that prioritising safety and understanding these hidden costs are crucial for ensuring a healthy and productive work environment.

But these are just the tip of the iceberg. Hidden expenses include:

A Human Cost We Cannot Ignore: Sadly, even with robust safety measures, workplace fatalities can occur. According to ILO and EU-OSHA research, work-related accidents and illnesses result in the loss of 3.9% of global GDP, translating to a staggering €2,680 billion annually. The human costs of workplace accidents is immeasurable, leaving families and communities devastated. No amount of money can compensate for the loss of life or the lasting physical and emotional trauma.

Time and Energy Drain: The hidden costs don’t stop there. Every accident, regardless of severity, diverts valuable time and energy away from core business activities. The average length of a workplace accident case in Ireland is 12 months, consuming time and energy for:

These hidden costs can lead to decreased morale, higher employee turnover, and a less efficient overall operation.

Investing in Safety, Investing in Success: At Ayrton Group, we understand that prevention is always better than cure. That’s why we are proud to be NEBOSH certified and prioritise:

By proactively investing in safety, we can significantly reduce the risk of accidents and their associated costs. Remember, prioritising safety is not just about ticking boxes; it’s an investment in your:

Partner with Ayrton Group and let us help you create a workplace where safety is not just a value, but a way of life.

Together, let’s prevent accidents, protect lives, and ensure a brighter future for everyone.

Contact us today to learn more about our safety solutions.

Hazards associated with green jobs 

‘Green jobs’ are a relatively new description of opportunities that focus on environmentally friendly work activities. As the requirement to balance economic growth and environmental protection becomes more…, the number and scope of these jobs expands. As the sector develops and opportunities increase, so do the number of new risks associated with the activities. It’s important that as the green economy continues to grow, that green jobs are safe for workers as well as the environment.

 

What are green jobs?

According to the European Agency for Safety and Health at Work, green jobs can be defined as ‘contributing, in some way, to the preservation or restoration of the environment’. The green economy is diverse, spanning a multitude of sectors, skills and specialisations. These types of jobs can include activities that help to protect ecosystems and biodiversity, reducing the consumption of energy and raw materials, or reducing waste and pollution (Source).

 

Health and safety implications

While green jobs have numerous benefits for the environment and society, they may still come with some health and safety risks – the word ‘green’ does not necessarily mean ‘safe’ for workers who are employed in these jobs. As such, it’s important that proper consideration and assessment is undertaken within all workplaces. 

The types of (potential) risks associated with these emerging industries can be broadly defined as follows: 

 

1. Traditional Risks

People working in green industries can face health and safety hazards that are commonly associated and recognised in more ‘traditional’ workplaces:

 

2. New Risks

Besides the ‘traditional’ work-related risks, green workers could be exposed to new and emerging risks that may be associated with new technologies, processes, workforces and indeed substances or agents. 

In rapidly evolving green industries, workers and employers may face challenges related to inadequate training and knowledge gaps concerning new technologies and practices, increasing the likelihood of accidents and mistakes.

 

To ensure the success of green jobs while minimising health and safety risks, it is essential for employers and regulators to implement proper training programs, enforce safety protocols, conduct risk assessments, and provide workers with appropriate personal protective equipment (PPE).  A new combination of skills will be required to negate these risks (source). Continuous monitoring and improvement of workplace safety practices will contribute to a safer environment for those engaged in green jobs.

 

At Ayrton, our consultancy team has considerable experience in the assessment and management of hazards across all types of workplaces and are continually upskilling to provide best-in-class service. Contact us here to find out more.

Many of us will be familiar with the year-round workplace safety risks of our workplaces, however there are a number of risks that are specific to times of the year. During the summer months, we see seasonal risks associated with hot, dry weather – particularly where work activities occur outdoors. Besides being a risk to your employees, uncomfortable working conditions can lower productivity levels. The following list recaps some of the simple things you can watch out for as the summer months settle in. 

 

Sun Safety 

Exposure to the sun should not be confused with heat. UV rays pose hazards to workers, particularly those who spend long periods of time working outdoors such as construction workers, by causing damage to the skin. Even in overcast conditions there is still a risk of exposure to UV rays, so taking precautions on a daily basis is an important habit to keep. 

Short term effects include sunburn which ranges from a mild reddening on the skin, to more serious burns that will blister and peel. Sunburn can also contribute to fatigue and dehydration. 

According to a recent IOSH report, one UK study found that the level of UV rays that workers are exposed to over a lifetime could cause non-melanoma skin cancer. In fact, the report states that more than 3,000 cases of skin cancer reported every year are caused by outdoor work in construction and other industries. Outdoor workers are at an adverse risk of excessive exposure during the summer due to the nature of their work, meaning proper protection from UV rays and sun exposure is extremely important. 

There are a number of precautions that should be taken to be Sun Safe with regards to workplace safety. Sunscreen should be applied on a regular basis, and this sunscreen should be a broad spectrum that protects against UVA and UVB rays (Irish Cancer Society). Bear in mind that sunscreen will wear off due to sweat so reapply as needed. Wearing light and loose fitting clothes that cover as much skin as possible such as long sleeved shirts and wide brimmed hats and sunglasses can also protect your skin and eyes. 

 

Heat-related illness

It takes time to acclimatise to hot weather conditions, and very often in Ireland we see spurts of extremely hot weather and even heat waves. As these conditions can be unpredictable, it’s important to be aware of the dangers extreme heat can cause in the workplace. 

Heat stress occurs when the body is unable to regulate its internal temperature and overheats. There are a number of factors that will contribute to heat stress, such as the rate or intensity of work, humidity levels, hydration, and the weight or insulation levels of clothing. Some of the most common symptoms include poor concentration, heat rash, muscle cramps and fainting. Heat exhaustion can lead on from this if not treated, and symptoms could include headache, giddiness, nausea, damp skin and even severe thirst – a late and serious symptom. If these symptoms are not treated, heat stroke may occur. This is the most severe heat related disorder that occurs, and can even result in death if not detected and treated early enough. Symptoms to watch out for include chills, irritability, disorientation, rapid shallow breathing and fainting.  

Other dangers

Extreme heat and physical labour or exertion will increase the rate at which our bodies lose water, depleting hydration levels and thereby causing a health and safety risk. Symptoms include thirst, fatigue, muscle cramps, confusion, dizziness, nausea, excessive sweating and hot, dry skin.

Very often, visibility can be reduced due to glaring sunlight and steps should be taken to mitigate this risk. These steps should include the clear identification of work zones and the use of barriers surrounding them. If the work zone is on or near a road, a lower speed limit should be introduced, and workers should be equipped with the appropriate level of high visibility apparel. 

 

Summer safety tips  

Here are some simple workplace safety precautions you or your employees can take when working during the summer and hot weather. 

 

If you are unsure where to start with a workplace safety plan for the summer months, want to ensure your plan and processes are up to standard, or to fine tune and improve your precautions, you can speak to a member of the Ayrton Consultancy team today. Contact us today to find out more. 

With 30 years of experience in the health and safety industry, we’ve heard our fair share of tall tales about health and safety.  Oftentimes, we hear that health and safety controls are “just an excuse for not letting things happen” – but it’s the opposite that is true: comprehensive health and safety planning and regulations allows for activities to take place safely under their guidelines. 

Keep reading to find out about some of the most common myths and misconceptions around health and safety.

 

Myth: Complying with Health and Safety is expensive. 

Truth: Yes, there is certainly a cost associated with conducting proper Health and Safety reviews, and implementing the correct procedures. However, when we weigh up this cost in comparison with the costs associated with accidents and injuries, it is more often than not far less expensive – and more productive.

If an employee suffers an injury during the course of their work, the business can lose out on productivity – being down a team member, the associated investigation costs, replacing the member of staff during their absence (including the cost of hiring & training this new team member) and any insurance-related costs and claims that might arise. The proper procedures are an investment for your business, rather than an expense.

 

Myth: Health and Safety means no fun. 

Truth: Safety procedures aren’t about stopping activities from happening, but instead making sure that they happen safely. Think about all of the fun and interesting activities that you can do – but with proper Health and Safety regulations in place. Would you do a bungee jump without knowing it was safe?  These regulations are in place to protect you and your employees.

 

Myth: Health and Safety is just a tick the box exercise and is a nuisance. 

Truth: Health and Safety is much more than a tick the box exercise! It’s there to protect you and your employees, and it should be taken seriously. While there can be a lot of paperwork or admin work involved in preparing documentation like Safety Statements and Risk Assessments, these activities are necessary to ensure that everyone is on the same page and understands the risks, responsibilities and correct reactions should something happen.

 

Myth: I work in an office. There’s no Health and Safety risks there. 

Truth: This is possibly one of the biggest misconceptions about working in an office environment. The typical office can pose many hazards for employees; most notably musculoskeletal issues, eye strain and hand and wrist pain. There are also risks of slips, trips and falls, electrical safety, fire safety, manual handling and even falls from heights. Every workplace – even an office environment – should have access to a competent first aider and safety officer, along with adhering to all workplace Health and Safety requirements.

 

Myth: This is mostly common sense, we don’t need training in common sense. 

Truth: While it’s true that some Health and Safety risks may seem obvious, in a panicked situation common sense doesn’t always register. This is where the proper training and knowledge can assist in having a plan that you can rely on. On top of this, there are many situations that you may not consider risks or even notice, that can cause serious issues or harm. This is where a qualified and competent Health and Safety officer or consultant is essential, as their experience and training can unearth these hazards and help you to put a plan in place to prevent them from happening.

 

Myth: Health and Safety tries to stop things from happening, and just tries to ban activities that we’ve always done. 

Truth: If safety procedures were designed with the intent of stopping things, we wouldn’t have the likes of ladders, wings, or even ice rinks. What Health and Safety procedures aim to do is to reduce the risks associated with the activities that we undertake. Your Health and Safety officer or consultant will aim to ask the right questions at the right time, to ensure everyone’s safety.

 

Myth: I use the gym, so I already know how to lift something heavy.

Truth: Just as with your workout, the correct technique when lifting something is essential in preventing strain or injury.  The situation in which you might lift in the gym is different to how you would approach something in a work situation. Did you know that a third of all workplace injuries reported to the HSA are caused by manual handling activities? Manual handling training covers any role that involves moving heavy loads and is important to help you to understand and minimise the risk of injury.

 

Myth: All of these procedures will just reduce our productivity. 

Truth: Health and Safety does not negatively affect productivity, in fact it will help to improve it. Having a Health and Safety plan in place will ensure that your workload is planned out efficiently and safely. This means jobs get done, and safely. What really impacts on your business’ productivity is staff being absent from their work due to injury or illness.

 

Myth: Safety equipment isn’t necessary, it’s uncomfortable and I can’t do my job properly while I’m wearing it.

Truth: While certain equipment can feel cumbersome to work in, remember that safety equipment such as helmets, goggles and gloves are absolutely essential in protecting workers from injury. These recommendations are in place for a reason and help to ensure your wellbeing, and your ability to continue doing your job without serious injury.

 

This list is by no means exhaustive, and if you are reviewing or implementing Health and Safety procedures for your workplace, you should always seek the assistance of an experienced professional. Our Consultants would be more than happy to assist you in assessing the needs of your business. Get in touch with our team today by email to info@ayrton.ie, or phone 01 838 5595 or 021 421 0331.

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.

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.

Mental health is an integral part of our lives. For many of us, the same can be said about our work. Consequently, the integration of the two is an issue that requires great attention and care. Workplace mental health has been particularly pertinent in recent times, as COVID-19 and resulting restrictions have caused increased levels of fear, anxiety, and depression.

This year, World Mental Health Day takes place on Sunday, 10th of October. This important date comes at a particularly apt time, as many people undergo the stressful process of returning to their workplace. For some, this will be a relatively minor change and for others it will take a considerable amount of adjustment. In any case, the change is likely to cause at least some level of stress and anxiety to many.

Poor workplace mental health can lead to other issues such as absenteeism, high levels of staff turnover, and lowered productivity. (Source) (Source) As an employer, it is worth addressing your organisation’s capacity to cultivate an environment that promotes positive mental wellbeing throughout this period of change.

Below, we have outlined a number of measures you can take to do this.

Communicate Clearly

Uncertainty often causes or exacerbates stress and anxiety, so clear communication between employers and staff is essential.

Specifically, many people may experience heightened health anxiety prior to and during their return to the workplace. To allay these concerns, assure all staff that you are complying with public health guidelines. Make them acutely aware of any COVID-related protocols that are present in the workplace, such as hand hygiene procedure and physical distancing restrictions. You can do this by providing induction training prior to employees’ re-entry, or by placing signage around the workplace. Employers should also have a clearly defined COVID-19 response plan in place to manage incidences where a member of staff shows symptoms or is a confirmed case or close contact. (Source) Some staff members may have been on furlough, in which case you should have a strategy in place to transition them back to the workplace. Measures can include a phased re-entry or setting out a plan for their return. (Source)

To relay all necessary information to your staff, you can provide a company-specific orientation or induction session to brief your employees on what they should expect. According to regulations, you must also provide general COVID-19 induction training. (Source) Provide guidance or training to line managers also, so that they can impart this information to their respective teams. They should be aware of the potential effect that this transition period may have on employees’ mental health and should be clear on their responsibilities in terms of catering to this. (Source)

Assess and Adapt

As well as assessing your workplace for physical hazards, it is recommended to undertake a mental health related risk assessment. This process requires the same steps as any risk assessment i.e., identifying and assessing the risk, and subsequently taking steps to address it. (Source) Risks here could include stressors such as uncertainty around health and safety protocols, or increased workloads due to higher rates of employee absence. To foster a sense of positive mental wellbeing in your workplace, particularly during this stressful period, it may be necessary to make accommodations such as adjusting workloads, deadlines, and schedules. (Source)

Along with these preventative measures, you must also have a plan in place to deal with issues that may arise. If an employee discloses an issue related to their mental health, organise a meeting with them to discuss the issue. They should be reassured of confidentiality and encouraged to speak openly and avail of mental health supports. During this meeting, you should also arrange a plan for any adjustments that need to be made to their working situation. Brief the employee on what supports are available and arrange for others to be provided if needed. In the case of complex cases, you can seek support from mental health professionals. If there is an emergency, and/or you feel that an individual may be in immediate danger, you should contact the emergency services on 999. (Source)

Take measures to cultivate positive mental wellbeing in your organisation. This may include offering counselling, occupational health services, or if such services are not available internally, signposting employees to external support. (Source) If your workplace already offers such services, conduct an audit of them to ascertain whether they have the capacity to handle a potential increase in demand. (Source)

It is also important to consider the mental wellbeing of managers and HR professionals, who have been under considerable pressure to respond to a continually evolving situation, as well as managing their existing duties. It is important to remind them to monitor their own mental wellbeing and seek support if needed. (Source)

How We Can Help

At Ayrton, we are committed to promoting workplace health and safety, and we recognise the importance of workplace mental health as an aspect of our overall wellbeing. Our course, ‘IOSH Managing Occupational Health and Wellbeing’, is designed to train managers and supervisors to improve health and wellbeing across their organisation. Participants are taught how to recognise a ‘well’ employee, what to consider in a health needs assessment, and the importance of managing fluctuations in people’s health. Find out more here.

You can also find out more about the return to work in relation to public health guidelines in our previous blog post.