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WOMEN
IN THE WORKPLACE The end result is often prolonged absenteeism from the work place at a substantial cost to the NHS and employer, not to mention the overall negative effect upon the employee, often leaving physical and mental scars. One answer may simply be that Health & Safety along with the myriad of Legislation, Regulations and Guidance mean different things to different people. In addition, many Employers and Employees are still unaware of these specific Regulations and Guidance. Whether an employer or employee, ones perception of Health & Safety varies enormously, and is further complicated by the differing range of environments ranging from offices, and retail to retail warehousing, manufacturing and the public sector. Regardless of the working environment and activity performed, One of the most important factors is one of "ATTITUDE" and PERCEPTION to HAZARDS. In most cases the definitive answer would be to employ "Common Sense" and act accordingly. With increasing pressure upon employees to perform and the personal need to succeed, common sense in the workplace often evaporates. Couple this fact with the false notion that "ACCIDENTS ONLY HAPPEN TO OTHER PEOPLE" and you have the perfect scenario for accidents and incidents in the workplace. |
Winter & Company will be publishing a series of articles on "Women's Health & Safety in the Workplace". In this months special feature we focus upon:- New and Expectant Mothers at
Work In addition, where women of childbearing age are employed, the risk assessment must include risks specific to new and expectant mothers. This is irrespective of whether an employer knows that they have new or expectant mothers working for them. The sorts of hazards that should be considered are physical, biological and chemical agents, work processes and working conditions. Many of these hazards are already likely to be covered by specific Health and Safety regulations. An employer will need to keep risk assessments for new or expectant mothers under review. When an employer has been told in writing that a worker is pregnant, has given birth within the previous 6 months or is breast feeding, then certain actions must be taken. As a general rule the employer should first consider removing any hazard to her that has been identified or prevent any exposure to it. Where this is not feasible, the risk of exposure should be controlled. If, however, there is still a significant risk to the safety or health of a new or expectant mother at her work - a risk which goes beyond the level to be expected outside the workplace - then an employer must take the following further steps to remove her from the risk: |
Step 1: temporarily adjust her working conditions and/or hours of work; or if it is not reasonable to do this, or it would not avoid the risk then:- Step 2: offer her suitable alternative work if any is available; or if that is not feasible, then the employer must:- Step 3: suspend her from work (give her leave on full pay) for as long as is necessary to protect her safety or health or that of her child. Employers also need to give additional special consideration to new or expectant mothers who work at night. Remember, no excessive lifting, reaching or twisting. Check on a weekly basis workstation set-up and posture together with trip and fall hazards. Ensure the comfort of the work chair and offer alternative seating where necessary... "Continue to monitor and review" WINTER
& COMPANY HEALTH & SAFETY TRAINING COURSES
For your convenience, Health & Safety Training Induction Courses are held on-site at your premises. For further information email us at training@health-safety.net For information on health & safety matters in your office, including “questions & answers”, see our web site at www.health-safety.net. |
risks in their workplace
that might harm any of their employees and to do what is reasonably
practical to control those risks.