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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.

Misinformation and Disinformation

In today’s world we have become used to having information available to us at our fingertips. The great advances facilitated by the internet and digital media mean the answers to our questions are often a mere click away.

April 25, 2024

CEO Update: Enterprise Package sends right signal, but more needs to be done

Commitments across several areas, lobbied for by Ibec, have been delivered.

May 17, 2024

No plans for further immigration permission extension after May

Since the beginning of the pandemic Minister McEntee has announced nine temporary extensions of immigration and international protection permissions.

This temporary permission means that people who held a valid permission to be in the State in March 2020 are legally permitted to remain until 31 May 2022 even if their Irish Residence Permit (IRP) card has expired and they are awaiting a new one. At this time, according a Notice for Employers published by the Department of Justice on 23 May, there are no plans to issue an extension beyond 31 May 2022. Those covered by the extension are entitled to remain, reside and work in the State if their previously granted permission allowed them to do so.

May 26, 2022

Bread and Salt

By now, we all know that a balanced diet is essential for health. Everything in moderation and a little of what you fancy!

October 06, 2021

Maximising Security and Fraud Prevention for your business

They say prevention is better than cure! Preventing financial cyber-crime and fraud should be a priority for every business. Read our tips from Freemarket on how to choose the right fraud prevention system for your business this October, European Cybersecurity Month.

October 02, 2023

Drafting a company shift work policy

The value of having a written shift policy is to cover the most common eventualities that arise, to allow for some flexibilities where operationally necessary, to reserve the right to change and to provide clarity on benefit entitlements. Where this area of the business will grow, a written policy will ensure that staff, managers and others can check company policy easily and make decisions (e.g. pay roll entitlements).