1155 results for 'retail sector'

Skills education and talent

Recruiting, retaining, training and upskilling staff is a major challenge for businesses in Ireland’s Experience Economy.

FDI Business Monitor Issue 2 2025

Update on EROs and SEOs May 2026

There are currently a number of sectoral employment agreements and employment orders in place which set out the minimum rates of pay and conditions of workers in specified business sectors including construction, contract cleaning, childcare and others. See our overview of the pay rates applicable at present together with changes in the pipeline.

COVID-19 Crime Prevention Advice

The emergence and spread of Coronavirus (Covid-19) in Ireland is challenging in many respects for all our citizens. At this time we would like to remind our communities that in addition to protecting our health and wellbeing we should also be mindful of our own security.

April 06, 2020

BioPharmaChem Company of the Year Winner Announced at BPCI Impact Awards 2025

BioPharmaChem Ireland (BPCI), the Ibec group that represents the biopharmaceutical and chemical sectors, today announced the winners of the inaugural BioPharmaChem Impact Awards 2025, as part of the BioPharmaChem Impact Conference.

May 12, 2025

Improve your company's cyber-resilience

October is European Cybersecurity Month. In this article, NSAI outline the three key areas to address to improve your company’s cyber resilience.

October 02, 2023

Overview

one workers are those who work by themselves without close or direct supervision. Anybody who works alone, including contractors, self-employed people and employee, is classed as a lone worker. Lone workers include: people in fixed establishments where only one person works on the premises, e.g. in small workshops, kiosks, petrol stations, shops and home-workers people work separately from others, e.g. in factories, warehouses, some research and training establishments, leisure centres or fairgrounds people who work outside normal hours, e.g. cleaners, security, special production, maintenance or repair staff, etc. people who work working away from their fixed base, e.g. on construction, plant installation, maintenance and cleaning work, electrical repairs, lift repairs, painting and decorating, vehicle recovery, etc. agricultural and forestry workers service workers, e.g. rent collectors, postal staff, social workers, home helps, district nurses, pest control workers, drivers, engineers, architects, estate agents, sales representatives and similar professionals visiting domestic and commercial premises. “An employer has the same responsibility for the safety and health of employees who work from home as for any other employees. This covers the provision of supervision, education and training and the implementation of sufficient control measures to protect the homeworker. The employer should accept liability for accident or injury of a homeworker as for any other employee.” - HSA Website Under Part 1, S.2 (3) of the 2007 regulations, lone workers are classified as a sensitive risk group which includes those working at home. Whilst the risks of lone working for employees carrying out office work are far lower than other roles such as security or retail, employers still need to consider what the potential hazards could be in relation to remote working. The isolation experienced when lone working can potentially impact an employee’s wellbeing. This is relevant to the lone working risk assessment as it may be a potential hazard to the employee’s health and wellbeing, often referred to as a psycho-social hazard. Employers’ responsibilities Employers’ considerations should include: Whether appropriate risk assessment is conducted in relation to the potential hazards for employees working alone or in remote locations, either onsite or at home. Whether the employee has adequate first aid provisions whilst working remotely. Who they should contact in the workplace if there is a work-related accident or emergency that could impact their health. What emergency procedures are in place in the case of a fire, a violent incident or some other emergency for employees working in a co-working space or on a client site. Are communication tools between the employer and employee being used for a health and safety purpose and not just an employer relations purpose? It is important that employers check in regularly with employees not just on their work but also to assess their wellbeing. It may be prudent to check with the employee whether they have a smoke detector in the home as well as any other equipment that they have in place in the event of a fire or a first aid kit in the event of a minor injury. Employee’s responsibilities Equally, it is important to ensure that those working remotely are also aware of their responsibilities in relation to lone working and maintaining their health and wellbeing whilst in work. Employers should regularly remind remote workers of their own safety responsibilities in line with Section 13 of the 2005 Act which in summary are: Be responsible and look after their own safety and health in the workplace wherever that is located. Safeguard the safety and health of other people who could be affected by their work, for instance working on client sites and following their safety and health procedures. Use the work equipment properly and in line with the training they received. Not misuse any equipment they have been provided for their safety and health. Report all accidents, injuries, near-misses or other dangerous occurrences that arise whilst in the course of work. Report any work-related stress issues.