Health and Safety Qcf Level 5 1.1

The Health and asylum at Work Act 1974 is the major piece of the wellness and sanctuary legislation in spacious Britain. It provides the legal frame break away to promote, stimulate and encourage high standards. The Act, when first introduced, provided an integrated system dealing with workplace health and risklessty and the protection of the public from work activities. By placing general duties upon employees, employers, the self-employed, manufacturers, designers and importers of work equipment and materials, the protection of the law, rights and responsibilities are available and given to all at work.Regulations made under the Act have the same backcloth and provide the potential to achieve clear and uniform standards. Examples of such regulations are The Management of Health & Safety at Work Regulations 1999The Workplace (Health, Safety & Welfare) Regulations 1992 early(a) health and safety legislation includes Health and Safety (First Aid) Regulations 1981 provide a fram ework for first aid arrangements in the workplace.The regulations require provision of adequate and captivate first aid equipment and trained personnel so that first aid notify be administered to employees. Electricity Electricity at Work Regulations 1989 Electricity can kill. Each year about 1000 accidents at work involve electric shock or burns are reported to the Health and Safety Executive Manual Handling The Manual Handling Operations Regulations 1992 Lifting and moving loads manually is the biggest cause of injury, so it is important to make use of every lifting equipment that is provided.In regards to fire, employers must carry out a fire safety risk assessment and keep it up to date. This shares the same approach as health and safety risk assessments and can be carried out either as part of an overall risk assessment or as a separate exercise. establish on the findings of the assessment, employers need to ensure that adequate and appropriate fire safety measures are in p lace to minimise the risk of injury or injustice of life in the event of a fire.To help prevent fire in the workplace, your risk assessment should identify what could cause a fire to start, i. e. sources of sacking (heat or sparks) and substances that burn, and the people who may be at risk. Once you have identified the risks, you can take appropriate action to control them. For businesses employing five or more people, there must also be an official record of what the assessment finds (your employer has to put plans in place to deal with the isks) and a formal health and safety policy which include arrangements to protect your health and safety In Northern Ireland we have The Health and Safety at Work (NI) Order 1987 Duties of Employers An employer has a general duty to, as far as is reasonably practicable, safeguard the health, safety and welfare of employees by ensuring plant and equipment are safe safe handling, storage, sustenance and transport of articles and substances pro vision for employees of information, instruction, training and supervision a safe working environment and adequate welfare facilities safe access and exit and a safe system of work The reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR) The Regulations cover employees, self-employed people, members of the public and other people who die or suffer injuries or conditions listed in the regulations as a result of work activities. The arrangements for reporting accidents changed on 1st April 2001. There is now a simplified procedure to report all cases to a single point, the Incident Contact Centre. Employers have a duty to report incidents that lead to staff being off work for seven days or more. On the 1st of April 2013 this will change to 3 days.The Health and Safety Executive NI are responsible for enforcing health and safety at work and occupy to influence the development of appropriate codes, standards or guidance, through the provision of operatio nal intelligence (from inspection and investigation) Failure to comply with these requirements can have serious consequences for both organisations and individuals. Sanctions include fines, imprisonment and disqualification. If a health and safety offence is committed with the consent or connivance of, or is attributable to any neglect on the part of, any director, manager, secretary or other similar officer of the organisation, then that person (as well as the organisation) can be prosecuted under naval division 37 of the Health and Safety at Work Act 1974.