Every April, the UK marks Stress Awareness Month, a national reminder that stress isn’t just an occasional inconvenience — it’s one of the most common and persistent challenges affecting our wellbeing.
With millions of people across the country reporting high levels of stress at work, at home, and in daily life, this month offers a vital opportunity to pause, reflect, and take stock of how stress shows up in our routines.
It’s also a chance to open up conversations that too often stay hidden, challenge the stigma around mental health, and explore practical ways to build resilience in a world that rarely slows down.
Contact us if you require a risk assessment or would like pointers on where to get information.
A well‑designed Display Screen Equipment (DSE) setup isn’t just a box‑ticking exercise—it’s a legal requirement and a cornerstone of keeping people healthy, comfortable, and productive at work. The UK’s Health and Safety (Display Screen Equipment) Regulations 1992 set out clear duties for employers and expectations for workers, and understanding them helps prevent avoidable discomfort and long‑term health issues.
The DSE Regulations apply to anyone who uses a screen for an hour or more as part of their normal work. These workers are classed as DSE users. Employers must:
These duties apply whether someone works in an office, hybrid, or from home.
Prolonged screen use can lead to a range of health issues if workstations aren’t set up correctly. While the risks are often low, they become significant when poor posture, unsuitable equipment, or long periods without breaks are involved.
A good DSE setup helps:
DSE‑related problems typically develop gradually, which is why early reporting and proper assessments are so important. Key issues include:
These conditions can be prevented or significantly reduced with proper workstation design and regular review.
Workers have a responsibility to report discomfort, pain, or any issues with their workstation as soon as they arise. The regulations expect users to:
Speaking up isn’t complaining—it’s essential for preventing minor discomfort from becoming a long‑term health problem.
A DSE assessment must be carried out:
Assessments should look at:
Where risks are identified, employers must take action—whether that’s adjusting equipment, providing accessories, or changing work routines.
A strong DSE culture is built on:
This isn’t just about compliance—it’s about valuing people’s health and ensuring they can work comfortably and effectively.
Take a look at the infographic below to offer guidance.
Contact us if you require a DSE assessment or would like further information.
On Wednesday 11 March 2026, the UK marks No Smoking Day! — an annual campaign encouraging people to quit smoking and take a positive step for their health.
For employers, this isn’t just a public health message. It’s an opportunity to reflect on workplace culture, fire risk management, legal compliance, and how we support our teams in making healthier choices.
Why This Matters to Employers
Smoking remains one of the leading causes of preventable illness in the UK. In many of the sectors we support — engineering, waste management, care, laundry, manufacturing and mechanical services — smoking can have wider implications:
No Smoking Day gives businesses a timely reason to review whether policies are clear, fair and supportive.
The Legal Position: What Employers Must Know
Workplace smoking legislation in England is primarily governed by the Health Act 2006, supported by the Smoke-free (Premises and Enforcement) Regulations 2006.
In simple terms:
Beyond smoking legislation, employers also have duties under the Health and Safety at Work etc. Act 1974 to ensure, so far as reasonably practicable, the health, safety and welfare of employees.
This includes:
What About Vaping?
Vaping is not covered by smoke-free legislation in the same way as tobacco. However, employers are entitled — and encouraged — to set clear workplace policies around e-cigarettes.
A lack of clarity often causes tension between staff.
Questions to consider:
Clarity prevents conflict.
Fire Risk and Site Safety
In higher-risk environments — particularly waste sites, workshops, warehouses and care settings — smoking can significantly increase ignition risks.
Consider:
A small housekeeping failure can become a serious incident.
Supportive Approaches — Not Just Enforcement
While enforcement is important, No Smoking Day is a reminder that culture matters.
Supportive employers can:
If any of your team are considering stopping smoking, supportive guidance is available through the NHS and local stop-smoking services.
If you would like guidance on how to support employees in quitting — while maintaining clear workplace boundaries — please contact us. We are happy to point you in the right direction.
A Quick Workplace Checklist
This week, ask yourself:
✔ Is our smoking policy up to date?
✔ Does it clearly cover vaping?
✔ Are designated smoking areas safe and suitable?
✔ Are cigarette bins provided and maintained?
✔ Is our fire risk assessment reflective of real behaviour on site?
✔ Are staff aware of available support if they wish to quit?
If you are unsure about any of the above, it may be time for a policy review.
Let’s Work Together
If you would like your smoking and vaping policies reviewed, your fire risk assessment refreshed, or your managers supported in handling workplace issues fairly and confidently — contact us.
We believe good health and safety is not about catching people out. It’s about setting clear expectations, managing risk sensibly, and supporting people to make better choices.
Guest Blog Opportunity
We are always keen to collaborate with like-minded professionals.
If you would like to guest blog for us on a health, safety or wellbeing topic, please get in touch. Sharing practical insight helps raise standards across all sectors.
No Smoking Day is about positive change.
As employers, we have the opportunity to lead that change in a way that is compliant, practical and supportive.
If you would like help reviewing your approach — or guidance on supportive ways to help your team stop smoking — contact us.
Workers are as likely to have an accident in their first 6 months at work as during the whole of the rest of their working life.
This increased risk is because of:
This means workers new to a workplace may:
Assess the new starter’s capabilities. This might include:
Don’t forget to assess cultural issues and grasp of English where relevant – you may need to use visual, non-verbal methods like pictures, signs or videos.
Provide an induction. Plan it carefully, including photos of hazards where possible, and use plain, simple language.
Take time to walk around the workplace or site with new workers and show them where the main hazards are, like falls and slips.
Make sure control measures to protect against risk are up to date. Check they are being properly used and maintained by:
Provide relevant information, instruction and training about the risks new workers may be exposed to and the precautions they will need to take to avoid them.
Provide adequate supervision. Make sure workers know how to raise concerns. Supervisors should be aware that workers may find it difficult to raise concerns because of unfamiliarity and inexperience.
Check workers have understood the information, instruction and training they need to work safely, and are acting on it. This is important during the vital first days and weeks at work.
Make sure workers know:
Young people may lack the experience and maturity of their colleagues. You need to consider the risk to young people at work.
Migrant workers are another group that may be particularly at risk when starting work. Advice for employers of migrant
Contact us if you have any questions.
Guest Blogging
If you feel that you could contribute to this blog then please feel free to send me a proposal of your guest blogging ideas and we can discuss these further info@walkersafety.co.uk . Please note any proposals must be of benefit to my readers from individuals with knowledge of their subject matter.
H&S
Health and safety isn’t just the responsibility of managers, consultants, or directors. For it to work effectively, everyone needs a basic level of understanding, supported by clear, accessible health and safety documentation on the premises.
Policies and procedures only protect people if they are understood, available, and followed. Without this, even the best-written systems quickly become ineffective.
The Importance of Basic Health and Safety Awareness
A basic understanding of health and safety enables employees to:
When people understand why rules exist — not just what they are — compliance improves, risks reduce, and safety becomes part of everyday working life rather than an afterthought.
The Role of Health and Safety Documentation
Health and safety documentation provides the framework that supports safe working. This may include:
Having these documents available on the premises ensures employees can refer to them when needed and confirms that the organisation has clearly communicated expectations.
Documentation should never sit unseen in a filing cabinet or digital folder. It must be accessible, relevant, and practical.
Training: Turning Paper Into Practice
Training bridges the gap between written procedures and real-world behaviour.
Effective health and safety training:
Training should be proportionate to the role and risks involved. Inductions, toolbox talks, and refresher sessions are all valuable ways of ensuring employees remain informed and competent.
Without training, documentation becomes meaningless. Without documentation, training lacks consistency.
Maintaining and Reviewing Health and Safety Documents
Health and safety documentation must be kept up to date.
This includes:
Regular review ensures documents remain accurate, legally compliant, and aligned with how work is actually carried out.
Everyone on Board With a Common Goal
Health and safety works best when everyone shares the same objective: keeping people safe.
This means:
When health and safety is seen as a shared responsibility rather than a burden, it becomes part of the company culture. This shared commitment leads to better communication, fewer incidents, and a safer workplace overall.
Legal Duties and Responsibilities
UK legislation makes it clear that employers must provide information, instruction, training, and supervision to protect health and safety.
Key legislation includes:
Employees also have duties to:
Accessible documentation and basic understanding support everyone in meeting these legal obligations.
The Benefits of Getting It Right
Organisations that prioritise health and safety understanding and documentation benefit from:
Ultimately, good health and safety management protects people — and that protection relies on knowledge, communication, and consistency.
Final Thoughts
Health and safety doesn’t need to be complicated, but it does need to be clear, understood, and accessible.
Providing employees with a basic level of health and safety knowledge, supported by well-maintained documentation on the premises, enables them to work safely, confidently, and in line with company policies and procedures.
When everyone understands their role and works towards a common goal, health and safety becomes not just a requirement — but a strength.
To find out more about your roles and responsibilities, click here.
Contact us if you require further information.
Guest Blogging
If you feel that you could contribute to this blog then please feel free to send me a proposal of your guest blogging ideas and we can discuss these further info@walkersafety.co.uk . Please note any proposals must be of benefit to our readers from individuals with knowledge of their subject matter.
