Mental Health Awareness Week (May 11–17) shines a light on something we all share: the need to feel supported, understood, and emotionally well. It’s a time to break down stigma, celebrate resilience, and encourage open conversations about the struggles we often keep private.
By learning, listening, and supporting one another, we help build a future where mental health is treated with the importance it deserves.
Final Thought
if you require a risk assessment, let us know. Creating a mentally healthy workplace isn’t complicated—but it does require commitment. When employers and employees work together, small, consistent actions can lead to meaningful change.
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.
Contact us if you wish to find out further information.
As we move through April, it’s a good moment to pause and reflect on one of the most overlooked aspects of workplace safety: near‑miss reporting. While accidents and injuries rightly receive attention, the incidents that almost happened often hold the most valuable lessons. Strengthening how we recognise and report near misses can dramatically reduce risk, prevent harm, and build a stronger safety culture across UK workplaces.
A near miss is any unplanned event that didn’t result in injury, damage, or loss — but had the potential to. Examples include:
These moments are warnings. They highlight hazards before they escalate into something more serious.
Every near miss is a chance to fix a problem before it becomes an incident. When employees report them, organisations can identify patterns, remove hazards, and improve processes.
Encouraging open reporting shows that safety is a shared responsibility. It builds trust and empowers people to speak up without fear of blame.
Preventing accidents reduces downtime, compensation claims, and operational disruption. A proactive approach is always more cost‑effective than reacting after the fact.
While near misses aren’t legally required to be reported under RIDDOR, demonstrating a robust internal reporting system helps organisations meet their wider duty of care under UK health and safety law.
Complicated forms or unclear processes discourage people from speaking up. A quick digital form, QR code, or simple reporting line can make a huge difference.
Employees must feel safe to report issues without fear of criticism. Reinforce that near‑miss reporting is about learning, not blaming.
Nothing undermines a reporting system faster than inaction. Acknowledge reports, investigate promptly, and communicate what’s been done.
Regularly update teams on improvements made as a result of near‑miss reports. This reinforces the value of reporting and encourages ongoing participation.
When managers and supervisors report near misses themselves, it sets the tone for everyone else.
Near misses are gifts — early warnings that give us the chance to prevent harm before it happens. By taking them seriously, acting on them, and encouraging open reporting, organisations can create safer, healthier workplaces for everyone.
Contact us should 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 my readers from individuals with knowledge of their subject matter.
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.
