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Category Archives: Health and Safety

Published July 15, 2019 · Updated July 25, 2019

Slips and Trips

Slipping and tripping are the most significant causes of major workplace injuries and lost working time, therefore it is certainly sensible to undertake a review of the risks within your premises.

The review process should include the collation of all relevant information based upon:

documentation review: manufacturers’ data, risk assessments, accident and near miss reports, and complaints received, housekeeping arrangements etc
verbal information: interviewing those who were involved in the recent incident as well as others from previous incidents, or those who have had near misses
physical evidence: undertaking an inspection, observations of work activities and further investigation of any flooring and traffic routes within the premises.

In larger workplaces, to undertake an effective review, it may be sensible to divide the premise into smaller areas and undertake a “mapping exercise” to identify any particular matters of concern.

Although aimed at Safety Representatives, the Health and Safety Executive (HSE) mapping tool (available at www.hse.gov.uk/slips/mappingtool.pdf) can identify potential hotspots and the potential causes of slips and trips. All relevant data from the documentation review, verbal information and physical information can be used to populate the map of the area under review.

In terms of recommendations, the HSE also has a useful checklist of potential issues and possible action to take in relation to various slip and trip issues.

Walker Health and Safety.

Published July 8, 2019 · Updated July 25, 2019

Safety Tips for Working in the Heat

As the warm weather continues, the dangers of working outside also increases. Knowing how to work safely in hot weather can help prevent heat stress and heat stroke. Heat stroke is the most serious heat-related disorder and occurs when the body can no longer control its temperature. The body temperature can rise to 106 degrees Fahrenheit or higher within 10 to 15 minutes and heat stroke can cause death or permanent disability if emergency treatment is not provided. Other heat-related disorders include heat exhaustion, heat cramps and heat rash.

Heat stroke occurs when the body no longer sweats and body temperature reaches dangerous levels. Symptoms of heat stroke include:

Dry, hot reddish skin and lack of sweating
High body temperature
Strong, rapid pulse
Chills
Confusion
Slurred speech

Heat exhaustion is the body’s response to the loss of water and salt, typically through sweating. Symptoms of heat exhaustion include:

Excessive sweating
Weakness or fatigue
Dizziness and/or confusion
Clammy skin
Muscle cramps
Flushed complexion

Heat cramps are painful cramps in the body’s muscles due to low salt levels and are typically caused by excessive sweating. Symptoms of heat cramps include:

Muscle pain usually in the abdomen, arm or legs.
Muscle spasms usually in the abdomen, arm or legs.

Heat Rash is an irritation of the skin caused by excessive sweating. Symptoms of heat rash include:

Red cluster of pimples or small blisters
Usually on neck and upper chest, groin area, under the breasts, and in elbow creases.

Ten Hot Weather Safety Tips:

Stay hydrated. Drink plenty of fluids.
Avoid dehydrating liquids. Alcohol, coffee, tea and caffeinated soft drinks can hurt more than help.
Wear protective clothing. Lightweight, light-colored and loose-fitting clothing helps protect against heat. Change clothing if it gets completely saturated.
Pace yourself. Slow down and work at an even pace. Know your own limits and ability to work safely in heat.
Schedule frequent breaks. Take time for rest periods and water breaks in a shaded or air conditioned area.
Use a damp rag. Wipe your face or put it around your neck.
Avoid getting sunburn. Use sunscreen and wear a hat if working outside.
Be alert to signs of heat-related illness. Know what to look for and check on other workers that might be at high risk.
Avoid direct sun. Find shade or block out the sun if possible.
Eat smaller meals. Eat fruits high in fibre and natural juice. Avoid high protein foods.

Stay safe this summer, keep hydrated.

In June 2017 we had a weather warning heat health watch. Read here for further details.

Published July 1, 2019 · Updated June 25, 2019

Personal Protective Equipment (PPE) Regulations

In the past PPE was governed by (EU) 2016/245 – it is now being implemented as a legally binding regulation, with some amendments. For example – hearing protection has been moved from category II to Category III – essentially it has now been classified as more important to protect your teams hearing.

PPE Category Classifications

PPE Category	Category Description	Activity	Above the neck PPE product examples
Category I	Simple PPE (PPE designed to protect users against minimal risks)	Placing product on the market – manufacturers self-declaration	Sweatbands Cold Weather Hood System Sun Capes
Category II	Intermediate PPE (PPE not covered within category I or III)	Initial Product approval	Safety spectacles Industrial helmets Bump caps
Category III	Complex PPE (PPE falling under this category includes exclusively the risks that may cause very serious consequences such as death or irreversible damage to health)	On-going surveillance through testing or factory auditing	Respiratory PPE Industrial helmets claiming Molten Metal and Electrical Resistance(EU) 2016/425 PPE Regulation change: Hearing Protection

PPE is equipment that will protect the user against health or safety risks at work. It can include items such as gloves, safety helmets, eye and ear protection, high-visibility clothing, safety footwear and safety harnesses. It also includes respiratory protective equipment (RPE)

A risk assessment will help to identify where you need to look at certain risks and these control measures in more detail. These control measures do not have to be assessed separately but can be considered as part of, or an extension of, your overall risk assessment. It is the Last Resort to use PPE, other avenues must also be considered.

Walker Health and Safety Services Limited have teamed up with Active Workwear to bring you a PPE info graphic. I would recommend that you issue to employees and display on noticeboards as the information could be beneficial to them.

Contact Walker Health and Safety Services should you require further information.

PPE Infographic

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June 17, 2019

Hidden Disabilities

Many people cope day in, day out with hidden disabilities, which include hearing or vision problems, mental illness or chronic pain. Employers and colleagues often struggle to take these disabilities as seriously as they should because of the lack of physical symptoms. But, organisations are now better-placed than ever to improve both the lives of skilled, talented staff and the general workplace environment.

if a colleague is completely deaf in one of their ears. They get very frustrated that, unless they keep mentioning it, no one takes this disability into account in meetings or when planning conference calls — but the truth is because we can’t see it, we usually forget it is an issue.

The burden is extremely real for the person involved.

Further, research by the charity Scope found evidence that more than 50% of UK employees with a less obvious disability worry constantly about losing their jobs. Scope adds that people with disabilities are twice more likely to lose jobs than their non-disabled colleagues.

Ironically, because many disabled people feel obliged to work harder and longer to prove themselves, they often appear to be better-performing workers. Conversely, asking for reduced hours is sometimes seen as a big negative.

A long disturbing list

The list of hidden disabilities that people still typically suffer in the 21st century includes the consequences of past physical injuries, arthritis and rheumatism, diabetes, chronic fatigue syndrome, asthma, cystic fibrosis, epilepsy, traumatic brain injury, learning disabilities (LD), HIV/AIDS, attention deficit disorder or attention deficit hyperactivity disorder (ADD/ADHD).

It also includes psychiatric disabilities, such as major depression, bipolar disorder, grief, schizophrenia, anxiety disorders and post-traumatic stress disorder.

Many people travel and work with cancer. They may be undergoing drug treatment which leaves them feeling nauseous, dizzy, tired and weak.

Migraines can be totally debilitating in ways that are hard for co-workers to understand.

Fibromyalgia, also called fibromyalgia syndrome (FMS), is a long-term condition causing pain all over the body. It can also increase pain sensitivity, fatigue, muscle stiffness, sleeping difficulties, problems with mental processes (known as “fibro-fog”) that effect memory and concentration, and cause headaches and irritable bowel syndrome with stomach pain and bloating.

Dyslexia is a condition that doesn’t differentiate who it affects. Even so, many people feel obliged to carry the weight of dyslexia at work by allowing themselves to be labelled lazy or disorganised for fear that their job, status and salary will be at risk if the truth is known.

Thousands of diabetic employees also have to put up with injecting themselves throughout their lives — and worry constantly about the future.

Progressive deafness, or profound hearing loss, affects many workers.

Managing hidden disabilities

Managing and mitigating hidden disabilities can impose a huge mental stress on top of the unpleasantness, chronic pain and fatigue of the original condition itself.

Occasionally, employees may not even know that they have a disability. They may feel unable to articulate their condition, which then leaves them feeling misunderstood and ignored. Or they may suspect that something is wrong, but don’t know what it is, or how to start fixing it.

A considerable number of employers are still reported not to react well to hearing that a member of staff has a mental disability such as bipolar disorder or depression. It is seen as a weakness rather than an affliction.

Being sent for an occupational health assessment can make matters worse; hints that one possible outcome could be dismissal only racks up the pressure.

So what can employers do?

Employer perspective

Many employers may very much want to help but don’t know what to do or say; they don’t want to cause offence. Educating staff and a change in culture helps managers, too, because a healthy and productive environment works for everyone.

A good starting point can be to create a safe space in which all employees feel confident enough to raise, explain and discuss what are often very personal and confidential issues. Taking special advice can be helpful, although it may best come from the employees concerned.

Raising awareness that hidden disabilities even exist will be a bonus as another barrier broken. Encouraging understanding in the workplace will prevent pointed glances at the clock, or derogatory comments about someone’s commitment.

Greater use of flexible working patterns is often a very useful tool. Rather than doing less, it is an opportunity to trust valued workers to work efficiently around their conditions.

Target support at the disability in question. Communications support is vital. for people with hearing concerns, good lighting, adapted telephones, an absence of background noise and even assistance learning lip-reading all go a long way. For those with visual impairments, additional risk assessments may be required, as may software that magnifies onscreen text or images.

Work with the employee in question to create an action plan, if required, to help them manage their condition and allow them leave to attend appointments connected with their health.

Employers should also acknowledge that travel can be a major issue even before work starts and long after it has ended.

The strain of regular commuting can be high if sufferers find it hard or embarrassing to ask for, say, seats on crowded buses, tubes or trains. In some instances, they report being helped only when they actually pass out. Could a parking space be arranged at work? Might working hours be adjusted to prevent travel in rush hour?

Another constant rub for externally fit-looking people is being told that disabled toilets are meant for the “disabled”. Bystanders frequently don’t understand what they can’t see. Supporting your employee, if relevant, in applying for and owning a Radar Key to unlock thousands of accessible toilets across the country instantly can be a great help.

Lets help one another in the workplace.

Published June 10, 2019 · Updated May 20, 2025

What is a DSE Assessment?

Smart watch and phone safety

It is a legal requirement for businesses where staff work at fixed workstations, home workers or hot-desking to complete the following:

A DSE workstation assessment
Provide an eye test if a staff member requests for one
Provide training and information for employees

Improper use of DSE or poorly designed workstations or environments can lead to staff suffering with neck, shoulder, and back pain as well as fatigue and eye strain.

What is a DSE risk assessment?

Most employers are required to carry out a DSE assessment, but what exactly is one, and what does it need to cover? To start, let’s understand what DSE is, then look at how we can assess it.

What is DSE?

DSE stands for Display Screen Equipment. As the name suggests, a DSE assessment is an assessment of Display Screen Equipment. Display Screen Equipment (DSE) is a device or equipment with a display screen and often refers to a computer screen. However, it includes both conventional display screens and those used in emerging technologies such as laptops, touchscreens and other similar devices.

In a work environment, desktop computers are traditionally looked at when considering DSE, but it is important to consider other display screens such as tablets, laptops and smartphones.

What is a DSE assessment?

A DSE assessment is an assessment of risk from the way we use computers, laptops, tablets and other display screens at work. Each workstation should be assessed, and the risks reduced as low as is practical.

A DSE assessment looks at how a user works at their workstation. Like any risk assessments, the aim is to identify the hazards and assess the likelihood and severity of harm to those that may be affected. Then, reduce the risk by altering the workstation or providing tools to make it comfortable.

If you have sat at a computer screen for a long time, you may already be familiar with some of the hazards. Poor posture or lack of movement throughout the day can lead to back pain. Staring at the screen for long lengths of time can give you headaches.

But it’s not just computer screens that are causing issues. Slouching over your phone, tablet or handheld device for even a short length of time can give you neck and upper back pain.

Why do we need a DSE assessment?

The Health and Safety (Display Screen Equipment) Regulations. These regulations lay out some key requirements for employers surrounding the use of DSE, one of which is the need to carry out a suitable and sufficient assessment of workstations used in the workplace.

2.—(1) Every employer shall perform a suitable and sufficient analysis of those workstations which – (regardless of who has provided them) are used for the purposes of his undertaking by users; or have been provided by him and are used for the purposes of his undertaking by operators The Health and Safety (Display Screen Equipment) Regulations 1992

Any workstation used by your business, regardless of who provides it, should be assessed. So DSE requirements apply to co-working spaces, remote working, temporary workplaces and your own offices.

However, this should not just be considered a tick box exercise to comply with legal requirements. A DSE assessment can actually help combat ill-health and conditions, such as epilepsy and therefore improve health and productivity in the workforce.

DSE assessments can also help increase productivity. This is the result of employees being less tired, and more comfortable while sitting/standing at their workstation.

What does a DSE risk assessment cover?

Problems are often caused by the way we use our DSE. The display screen may not be the cause of back pain, but the way you sit at it could. Computer workstations or equipment can be associated with neck, shoulder, back or arm pain, as well as with fatigue and eyestrain.

So, it’s not just the display screen that needs to be assessed. Everything to do with the use of the equipment should be considered. Other items looked at in the assessment includes, the keyboard, the mouse, furniture and the environment.

The assessment should also encompass the general environment and includes lighting, reflections, glare, temperature, humidity and noise. All of these elements can impact how the equipment is used, and the risks to users.

The business benefits to DSE assessments

Display screen equipment are the most common tool used across all businesses, and can offer many benefits to a business including:

Improved health, wellbeing and morale for DSE users
Sustained production from reduced sick leave
Minimising the risk of compensation claims for upper limb disorders
Reduced administration costs
Encourages positive behaviour and adoption of DSE good practice.
Improved organisation safety

The Walker Health and Safety blog is brought to you by the team at Walker Health and Safety Services Limited. You can contact us using the address or email address below or via the form on our main site.

e-Innovation Centre
University of Wolverhampton
Telford Campus
Priorslee
Telford
Shropshire
West Midlands
TF2 9FT

E-mail: info@walkersafety.co.uk
Telephone: 0845 834 0400
Fax: 0845 834 0401

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.

Category Archives: Health and Safety

Slips and Trips

Safety Tips for Working in the Heat

Ten Hot Weather Safety Tips:

Personal Protective Equipment (PPE) Regulations

PPE Infographic

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Hidden Disabilities

What is a DSE Assessment?

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