Strategies to improve employee health, safety and wellbeing

A new year offers employers the opportunity to refocus on workplace safety. The volume of accident and near-miss reports which circulated in the media during 2024 arguably raised the question of whether employers are satisfying their obligation under the Safety and Health At Work Act, Chapter 356 to identify workplace hazards.

Hazards present within one of five categories — physical, chemical, biological, ergonomic or psychosocial. Within these categories, anything that has the potential to cause harm may be classified as a hazard. The wide scope of this definition conveys the importance of the employer’s duty to diligently assess the safety of workspaces used by workers.

Potential hazards in the workplace are innumerable. Some are obvious, such as overloaded electrical sockets, cramped office spaces with dusty boxes, fluctuating and extreme office temperatures, or dim and poorly lit corridors. Alternatively, there are undetected hazards such as frequent absenteeism or sick leave which are triggered by overwork, bullying, harassment or chronic fatigue.

The varying ways employees may be exposed to harm demand that employers must deploy adequate resources to protect employee health, safety and wellbeing. Several strategies may be considered to ensure fulfillment of this legislative mandate.

Develop an “eye” for hazard identification

Employers, as the key stakeholders in workplace safety, should take proactive steps to maintain safe environments. This involves establishing and training safety committees, conducting routine organisational risk assessments, and mandating company training. Bare minimum compliance with this duty is not enough and the extent of the action taken by the employer must be tailored to support the size of the organisation and the nature of the work being performed.

Safety Committees

Attention to detail is key. The employer and appointed safety committee members must be alert to the types of hazards prevalent within their industry of work.

This requires that those responsible for an organisation’s safety must thoroughly research the nature of the business to appreciate the experiences and encounters of workers and be able to appropriately provide reasonably practicable solutions. Becoming acquainted with the organisation’s safety policies and emergency procedures is thus a requirement.

The integrity of the safety committee is equally pivotal. Appointed committee members should have the trust, confidence and respect of colleagues. This guarantees ease of cooperation from staff during accident investigations or risk assessments. The committee must remain cognisant of the employer’s overarching legal obligation, thereby ensuring the confidentiality of any reports made by staff.

Risk Assessments

Routine documentation of risk assessments is essential for implementing appropriate controls to protect employee safety. These assessments should be comprehensive, evaluating the potential risks of harm to anyone who may be exposed to a hazard.

When conducting the evaluation, all aspects of the workplace must be inspected. This includes details such as the frequency of office furniture or carpet changes, reviews of equipment service logs, and elevator maintenance records. Additionally, the company’s accident history should be analysed to gather data on frequently reported incidents.

The safety committee must be unbiased. During an assessment, committee members must remain discrete until authorised to divulge the findings of a risk assessment, to eliminate compromise or prejudice to the rights of the employer or employee.

All findings from the risk assessment must be thoroughly documented, as the safety committee may be required to justify the conclusions in a report.

Company Training

Safety training is essential. Employees must be trained in spotting potential hazards and the reporting procedure when a risk is identified.

The training materials disseminated must be relevant to the industry and nature of the business. The training offered for a restaurant will vary from that offered for a hospital. All training must be adapted to fit the nature and culture of the business. The peculiarities of every industry must be researched before company training.

Employees should also be informed of their rights regarding requests made to access specific information.

Safety is a team effort

The responsibility for safety in the workplace lies primarily with the employer. However, employers cannot identify and manage all potential hazards on their own. Therefore, safety is a collective effort, and fostering a “brother’s keeper” mindset is essential within the workplace.

To enhance safety, employers should appoint safety committees or safety delegates as a proactive measure against hazards. Building strong relationships with staff members can significantly aid in the identification of potential hazards.

Employees who feel valued and respected are more likely to engage in protecting their work environment. Ultimately, the success of a safety system depends on the employer’s ability to create an atmosphere where employees feel comfortable communicating about safety concerns.

Remember the Bigger Picture

The success of a company goes beyond end-of-year profits and extends to its ability to protect the physical, mental, social or financial wellbeing of those employed or contracted to work for the organisation.

Improvements to the health, safety and wellbeing of an organisation are unlikely to occur overnight. Commitment to the safety process is thus paramount to fulfill the moral, financial and legal duty owed to a worker. Additionally, for this to succeed, a mindset shift is required where employers acknowledge employees as valuable assets to the company’s success.

Robin K. A. Prescod is an attorney-at-law.