What is a Competent Person in Health and Safety?

When talking about health and safety in the workplace, appointing a ‘competent person’ to help the organisation comply with health and safety law is something you often hear about – but what is a ‘competent person’?

Put simply, a competent person is someone who has extensive experience of the workplace, who understands the health and safety hazards within it, who has knowledge of health and safety law and who knows what needs to be done to keep people safe from harm.

The Management of Health at Safety at Work Regulations 1999 state that business owners must select ‘one or more competent persons’ to assist with health and safety compliance, but the level of competence required and the number of competent persons needed depends on your specific workplace and work activities: the higher the risk, the higher the level of competence.

A few examples of a competent person include:

• An expert in fire safety measures who ensures compliance with fire safety regulations.
• Someone with in-depth knowledge of a particular work activity.
• A supervisor on a construction site who’s worked in the role for 10+ years.
• An employee with extensive experience of operating specific machinery.
• A manager with considerable knowledge of health and safety legislation.
• A health and safety inspector who regularly identifies hazards as part of their role.
• A kitchen manager who regularly trains staff members in safety measures.
• A site manager with extensive knowledge of the workplace and its layout.
• A qualified first-aider who can easily recognise and manage health risks.

Competent Person Responsibilities

The business owner always has overall responsibility for health and safety in the workplace and a competent person cannot take on this duty. However, a competent person has a wide range of responsibilities in order to assist the business owner in meeting their legal obligations.

A competent person, because of their knowledge and experience of the workplace, is well-placed to provide business owners with advice on health and safety. Whilst their duties will be specific to their particular workplace,  responsibilities of a competent person usually include:

• Identifying hazards in the workplace.
• Inspecting the premises, work equipment and work practices at regular intervals to identify any new hazards.
• Assessing the level of risk presented by each hazard through a risk assessment and reviewing and updating this at regular intervals.
• Offering ideas of practical control measures that will reduce the likelihood of harm.
• Keeping up-to-date with health and safety regulations and ensuring the workplace continues to comply with the law as regulations change or are updated.
• Communicating health and safety policies and procedures to other staff members and providing relevant health and safety training where required.

Want to Learn More?

Are you a competent person for your workplace? Then our range of online Health and Safety Courses – including Risk Assessment Training and Health and Safety Training For Employees – will help you to perform your role effectively and ensure your workplace complies with health and safety law.

How to Become a Competent Person

All types of organisations must comply with health and safety legislation and so must have a competent person – or persons – to help ensure these legal requirements are met.

The Health and Safety Executive (HSE) states that a competent person is ‘someone who has sufficient training and experience or knowledge and other qualities that allow them to assist you properly. The level of competence required will depend on the complexity of the situation and the particular help you need.’

Ideally, the competent person should always be someone within the organisation, as these people have unparalleled knowledge of the workplace, the work tasks and the hazards they present. If there is no-one suitable to be a competent person in-house, then you can outsource the role to an external professional, but this should be reserved for high-risk workplaces where specialist advice is more likely to be required.

To become a competent person for your organisation, there are three key traits you must possess:

1. Experience

A competent person needs to have experience of the industry, the workplace and the work activities. Ideally, they’ll have worked for the organisation for some time and may have worked in different roles there, gaining experience of identifying, assessing and resolving risks. The competent person also needs to have in-depth knowledge and practical experience of the specific industry and its related hazards.

2. Ability

A competent person must have the technical ability and competence to perform the role. This means they need to possess the skills to identify hazards and suggest practical solutions to control them. Competent persons don’t need to have a formal qualification but they must be trained well enough so they can perform the role effectively. The competent person also needs to be able to understand health and safety law and how this applies to the workplace, plus keep track of any changes to regulations.

3. Attitude

A competent person must have a positive attitude towards health and safety compliance and actively promote a positive health and safety culture within the organisation. They need to be proactive about identifying and resolving hazards, confident to communicate policies and procedures to other members of staff and willing to put health and safety at the forefront of all work activities.

Appointing a competent person is an essential part of health and safety compliance and something that all business owners and employers should consider. A competent person is able to help the organisation meet its legal requirements, keep workers safe from harm and ensure hazards are dealt with quickly and efficiently. By appointing a competent person with the right experience and abilities, your workplace will ensure a positive health and safety culture where employee welfare is always the first priority.

Further Resources:

• Online Health and Safety Courses
• What are Safe Systems of Work?
• Risk Assessment at Work: Free Template

The post What is a Competent Person? appeared first on The Hub | High Speed Training.

What is a Fire Safety Policy?

A fire safety policy is a written document that outlines how fire hazards in your premises will be managed and how you’ll protect people from fire should one occur.

By law, employers and people in charge of business and non-domestic premises must take steps to reduce the risks caused by fire. This means ensuring potential dangers are identified, fire safety responsibilities are clearly laid out and that there is a sufficient plan in place for what to do if a fire occurs. A fire safety policy is a simple way to ensure you have all of this information documented in one place.

The person responsible for creating the fire safety policy – the ‘responsible person’ – may be the employer, the building owner, the building’s landlord, an occupier of the building or someone else with control over the premises, like a facilities manager.

The responsible person must ensure that the fire safety policy is tailored to their specific building or buildings and protect everyone that might be present there, including workers, contractors, suppliers, members of the public and passers by.

Policies and Procedures for Fire Safety

The Regulatory Reform (Fire Safety) Order 2005 is the main piece of legislation governing fire safety in non-domestic and multi-occupancy buildings across England and Wales. It applies to all workplaces and all common parts of multi-occupancy domestic buildings, such as blocks of flats.

Under the Fire Safety Order, the responsible person – whether the employer, landlord, building owner or manager – must:

• Carry out a fire safety risk assessment for the premises.
• Ensure fire safety hazards are managed with appropriate fire safety measures.
• Assign fire safety responsibilities to named people, such as fire wardens.
• Train staff members in fire safety precautions.
• Create PEEPs for those who need them.
• Plan for what needs to happen in an emergency evacuation.
• Maintain the building’s general fire safety measures, such as fire extinguishers, emergency lighting, safety signage and fire doors.

The fire safety procedures for your premises will depend on the type of business, type and size of building and number of people present, but examples include:

• An adequate number of fire escape routes and means of escape, ensuring people are able to find their way out the building safely.
• Means of giving warning in case of fire, such as a fire alarm system and smoke detectors that are tested regularly.
• Clear fire safety signs and notices, indicating the location of fire exits and fire-fighting equipment.
• Suitable fire extinguishers, ensuring the right type of extinguisher is installed.
• Adequate emergency lighting, in case evacuation happens in the dark.
• A clear plan for what happens in case of emergency which is regularly tested through a fire drill.

If you are an employer, then it’s a good idea to share your fire safety responsibilities by nominating a fire warden or fire marshal who will work with you to ensure fire safety measures are in place and effective. All nominated fire wardens need to be given full training in fire safety, and their name and contact details should be shared with the whole business so everyone knows who to contact if fire safety hazards arise.

Looking to Learn More?

As an employer, it’s vital that all your employees are fully trained in fire safety measures so they know what to do in case of emergency. Our range of online Fire Safety Courses, including Fire Warden Training and Fire Risk Assessment Training, will provide members of staff at all levels with essential fire safety knowledge.

How to Write a Fire Safety Policy

Fire safety policies should always be tailored to your specific premises, as all businesses and buildings have different risks and different needs. There is no ‘one-size-fits-all’ policy that applies to everyone. Instead, you need to identify the fire safety risks, safety precautions and emergency procedures that are specific to your premises.

In general, a fire safety policy will contain a statement declaring the business’s commitment to fire safety and three main sections: an identification of the fire safety hazards, details of how these risks are avoided with relevant fire safety precautions and what should happen if a fire breaks out.

Fire Safety Policy Template

Use the link below to download a blank fire safety policy template that you can adapt for your own premises. Note that the pre-filled information in each section is an example only and must be tailored to your own individual building, people and needs.

A sufficient and regularly-reviewed fire safety policy is an essential part of risk management for all types of workplaces, buildings and premises. The responsible person in charge of fire safety for the premises must create a fire safety policy that covers all aspects of the building and the people in it to ensure everyone is kept safe and can evacuate safely in case of fire.

Further Resources:

• Fire Safety Courses
• Fire Safety Quiz
• Fire Safety Rules and Regulations in the Workplace

The post Fire Safety Policy: Free Template appeared first on The Hub | High Speed Training.

In this article, we’ll outline what a manual handling risk assessment is and why it’s important, what the steps of a manual handling risk assessment are and provide you with a free risk assessment template to use in your workplace.

What is a Manual Handling Risk Assessment?

A manual handling risk assessment is a step-by-step process that enables employers to control the health and safety risks caused by manual handling activities in the workplace.

Under the Management of Health and Safety at Work Regulations 1999, all employers must manage health and safety risks. This means identifying what might cause injury in the workplace, how likely it is someone may be harmed and what can be done to control the risks. Carrying out a risk assessment is the essential first step in this process.

A manual handling risk assessment can be carried out by employers or any competent person nominated by the employer. What’s important is that this person understands the workplace, work activities and manual handling activities carried out there, whether that’s lifting, putting down, pushing, pulling, carrying or moving objects, people or animals.

When carrying out a manual handling risk assessment, the competent person should also keep the TILE acronym in mind: Task, Individual, Load and Environment. When each of these four categories is considered, it will help to more easily identify the manual handling risks that need controlling. You can find out more on TILE  in our article: What Does TILE Stand For?

If it’s identified that a risk assessment isn’t enough to control the hazards, either because they cannot be removed or the risk of harm is too great, then a Safe System of Work may need to be considered instead.

What are the Risks of Manual Handling?

The main risks of manual handling are musculoskeletal disorders (MSDs). These are injuries or conditions caused or made worse by poor manual handling practices and can affect the back, neck, shoulders, forearms, wrists, hands, hips, legs, knees, ankles and feet. The HSE estimates that MSDs made up a third of all workplace ill-health conditions.

Manual handling makes the risk of developing an MSD more likely if any of the following activities are performed incorrectly or unsafely:

• Bending, crouching or stooping.
• Lifting heavy or bulky loads.
• Pushing, pulling or dragging loads.
• Stretching, twisting and reaching.
• Carrying out repetitive actions.
• Using sustained or excessive force.
• Carrying out a task for a long time
• Working with display screen equipment (DSE).
• Working with hand-held power tools for a long time.
• Driving heavy vehicles, long-distance driving or driving over rough ground.

Want to Learn More?

If you have members of staff that carry out manual handling tasks in the course of their work, then training in how to work safely is essential. Our online Manual Handling Course will ensure that your employees are sufficiently trained in the principles and practices of safe manual handling.

5 Steps of a Manual Handling Risk Assessment

There are five steps of a manual handling risk assessment that the competent person needs to follow to ensure their risk assessment is sufficient and effective.

The 5 steps of a manual handling risk assessment are:

Step 1 – Identify the Hazards

This means looking around the workplace, speaking to employees and considering all work activities that involve manual handling and which may cause harm. Take a look at existing ill-health records and accident books to identify any previous issues that have caused harm, too. Then, make a list of each individual hazard you’ve identified.

Step 2 – Who Might be Harmed and How

For each of the identified manual handling hazards, consider who is likely to be harmed by them. It could be workers, visitors, contractors, suppliers or members of the public. Bear in mind that some people have more specific needs because of a disability or their age, for example, so may be at more risk of injury from manual handling than others.

Step 4 – Implement Control Measures

This step means looking at each manual handling hazard and determining what needs to be done to reduce the risk of harm. First of all, the hazard should be removed completely – is there an alternative way the task could be done so manual handling is avoided? If removing the hazard isn’t possible, then how can you control the level of risk? For example, changing the process, introducing machinery, reorganising the workplace or training staff members.

Step 4 – Record Your Findings

For organisations with more than five employees, keeping a record of your risk assessment is a legal requirement. For smaller businesses, it’s not the law but is still recommended. Recording your findings means making a written note of all the identified manual handling hazards, who might be harmed by them and what you are doing to control the risks of harm.

Step 5 – Review and Update

Once your manual handling risk assessment is completed, it’s important that it’s regularly reviewed to ensure the control measures remain effective. There are many reasons why you might need to make changes to the risk assessment, whether it’s because of new staff members, new processes, changes to equipment or something else. The risk assessment should also be reviewed and updated if there have been any related accidents or near misses.

Manual Handling Risk Assessment Template

Below is a free manual handling risk assessment template for you to download and use in your own workplace. Note that all risk assessment templates require personalisation for your own specific workplace and work activities, so you’ll need to check which sections are relevant, add your own and ensure the content is tailored to your own needs.

If manual handling is part of your workplace’s operations, then it’s important to carry out a manual handling risk assessment before allowing employees to begin tasks. The harm caused by incorrect manual handling can be long-term and debilitating for workers, so it’s important that the hazards are identified and control measures put in place to reduce the risk of harm.

Further Resources:

• Manual Handling Online Course
• What are Safe Systems of Work?
• Manual Handling Weight Limits: What are the Safe Lifting Guidelines and Techniques?
• Consequences of Poor Manual Handling

The post Manual Handling Risk Assessment: Free Template appeared first on The Hub | High Speed Training.

What is ISO 45001?

ISO 45001 is an internationally-recognised standard that helps businesses to develop and maintain an effective occupational health and safety (OHS) management system. It gives organisations a clear framework to follow with the overall aim of improving the health and safety of the workplace, for both employees and visitors.

Workplaces of all types must adhere to health and safety legislation – notably the Health and Safety at Work, etc. Act 1974 – and ensure all workplace hazards are identified, controlled and managed. This includes any risk that might affect a person’s health, whether physical or mental, or their safety whilst at work.

ISO 45001 covers various key areas of an OHS management system, including hazard identification and risk assessment, legal compliance, health and safety policies, setting objectives, emergency planning, incident investigation, implementation of procedures, auditing and continual improvement.

It should be noted that ISO 45001 is now the expected standard for organisations, instead of the existing OHSAS 18001 British standard that applied previously. If your company has OHSAS 18001 certification, then it’ll need to re-address its OHS management system and make changes to ensure it complies with the latest practices contained in ISO 45001.

The main differences between ISO 45001 and OHSAS 18001 are that ISO 45001 has more emphasis on leadership engagement, risk-based thinking and continual improvement of OHS performance. 

Benefits of ISO 45001

Being ISO 45001 certified shows to clients, contractors, suppliers, stakeholders and investors that your organisation takes health and safety seriously, has a robust OHS management system in place and is compliant with the requirements of the ISO standard.

Other benefits of ISO 45001 certification include:

• Fewer workplace injuries, accidents and near misses – having a robust ISO 45001 OHS management system in place means all hazards have been identified as far as possible, effective control measures have been implemented and the risks are continually being monitored. This reduces the likelihood of accidents and injuries occurring, reduces their severity and reduces the chances of near miss incidents.
• A clear framework to systematically manage risks – ISO 45001 gives you an internationally-recognised framework to follow to ensure occupational health and safety risks are well managed in your businesses. This framework enables you to strategically carry out a risk assessment, implement control measures and improve health and safety.
• Compliance with health and safety legislation – ISO 45001 certification ensures that your company complies with all relevant health and safety regulations, whatever the industry you work in and no matter the level of risk involved.
• Better commitment to health and safety – achieving and maintaining ISO 45001 certification requires you to look at your OHS management system in great detail and ensure all leaders are on-board with the control measures and continual auditing of the system. In turn, this improves your company’s commitment to health and safety and will boost your reputation as a caring employer.
• Continual improvement of health and safety management – the ISO 45001 framework is based on ‘plan, do, check, act’, meaning that you’re required to continually audit, review and improve your OHS system. This ensures your system continues to work, evolve and enhance health and safety.

ISO 45001 Requirements

ISO 45001 applies to all organisations in all industries, no matter the level of risk or the number of health and safety regulations you need to comply with, and can be integrated into your existing health and safety management system.

ISO 45001 certification is particularly valuable for higher-risk industries, such as manufacturing, construction or explosive atmospheres. For lower-risk industries, a complex OHS management system might not be as useful, and a more simple risk assessment may be all that’s required to effectively manage hazards and their effects.

The ISO 45001 requirements cover areas such as:

• How well your organisation and staff understand the health and safety issues specific to the business and industry, and how your organisation responds to those issues, taking into account everyone who might be affected.
• How the leadership team demonstrates their commitment to health and safety by enforcing procedures, identifying and reporting new hazards, understanding safety regulations and providing clear guidance to workers.
• How the leadership and management team communicate health and safety expectations to workers to ensure they stay informed and up-to-date on risks and their controls, whether that’s through toolbox talks, regular staff training or team updates.
• How the organisation identifies, evaluates and resolves risks and how effective an organisation’s risk assessments are. Workplaces must consult with their workers to ensure all hazards are identified and that control measures will work in practice.
• How the organisation routinely audits, updates and improves its health and safety management system, which methods it uses and who has responsibility for doing so. The company must have a system in place for identifying areas for improvement and then implementing changes.

Looking to Learn More?

In order for your occupational health and safety management system to be effective, it’s vital that all members of staff are up-to-date with their health and safety knowledge. Our full range of online Health and Safety Courses covers all industries and all topics, ensuring everyone at every level can receive the essential training required by law.

How to Get ISO 45001 Certification

To get ISO 45001 certification for your organisation’s OHS management system, you’ll need to follow a series of steps:

Step 1: Understand the ISO 45001 requirements

Firstly, it’s essential that you familiarise yourself with the requirements and expectations of the ISO 45001 standard. To create an ISO 45001-compliant OHS management system, you’ll need to understand the context of your organisation and how the standard applies to your industry. You can purchase a copy of the standard here.

Step 2: Undergo a stage 1 assessment

A stage 1 assessment is done to check whether your occupational health and safety management system meets the requirements of ISO 45001 or whether improvements or changes are needed. After the assessment, you’ll receive an audit report that highlights the actions needed in order to achieve certification. Changes might include altering the management structure, better compliance with regulations, improving hazard identification or making practices safer.

Step 3: Undergo a stage 2 assessment

A stage 2 assessment is a more in-depth review of your OHS management system by an auditor. The auditor will look at all your operations, procedures and processes to check whether they meet the ISO 45001 requirements or if more is needed. If there are any areas of non-compliance with the ISO 45001 standard, then these will be communicated to you so improvements can be made before a certificate will be issued. Too many instances of non-compliance could result in your application being rejected.

Step 4: Receive and maintain your ISO 45001 certificate

If your organisation’s OHS management system passes the stage 2 assessment, and no further actions are required and all areas of non-compliance have been addressed, then you’ll be awarded the ISO 45001 certification. The ISO 45001 certification is valid for 3 years – the same as all ISO certifications – and requires regular audits in order to be maintained.

An ISO 45001 occupational health and safety management system is an internationally-recognised framework for effectively identifying and managing safety hazards within your organisation. When the steps of the ISO 45001 framework are followed and ISO 45001 certification is obtained, your organisation will be able to prove that it takes the health and safety of workers seriously and can ensure the procedures it has in place remain effective.

Further Resources:

• Online Health and Safety Courses
• What are Safe Systems of Work?
• Toolbox Talks in Construction: Guidance on Meeting Topics and Resources

The post What is ISO 45001 – Occupational Health and Safety Management? appeared first on The Hub | High Speed Training.

What is a Personal Emergency Evacuation Plan?

A personal emergency evacuation plan – known as a PEEP – is an escape plan written for a specific individual who may need additional support to evacuate a building during an emergency, such as a fire.

Under UK fire safety legislation, all owners and managers of buildings and workplaces have a legal responsibility to ensure all occupants can escape safely and quickly in the event of a fire.

For some people, evacuating a building quickly or understanding fire evacuation procedures can be difficult due to a physical or mental impairment, so they require extra assistance from others. These people require a bespoke PEEP written just for them, whether permanent or temporary.

A permanent PEEP is created for someone with a lifelong disability or impairment, such as difficulties with sight, hearing, mobility or dexterity, a mental health condition or a neurodiverse condition that makes awareness of risk or interpretation of instructions difficult.

A temporary PEEP is created for someone with a short-term disability or impairment, such as a broken leg, someone recovering from surgery or a person in the later stages of pregnancy. Temporary PEEPS should be reviewed and updated whenever the person’s condition changes.

Why Might a Personal Emergency Evacuation Plan Be Needed?

If a person cannot evacuate a building unaided during a fire emergency, then they require a PEEP. This usually refers to people who have:

• A sight impairment, so perhaps cannot read emergency signage and information, are unable to identify exit routes or struggle to see fire safety hazards.
• A hearing impairment, so may struggle to hear fire and smoke alarms or be unable to clearly hear evacuation instructions from the fire warden.
• A mobility impairment, so are unable to use stairs, may not be able to move very quickly, are unable to walk unaided or need specialist equipment to be moved.
• A dexterity impairment, which affects strength or coordination, so may have difficulty opening fire doors, operating fire alarms or opening windows.
• A neurodiverse condition, such as autism, which can mean a lack of awareness of what alarms mean, inability to follow escape instructions, difficulty interpreting what’s happening or affect ability to recognise hazards.
• A mental health condition, certain conditions may cause difficulty in recognising or interpreting evacuation instructions.
• An injury or medical condition, such as a broken leg or the later stages of pregnancy, may make it difficult to move quickly or use stairs.

In the UK, the Equality Act 2010 requires employers to make ‘reasonable adjustments’ for any members of staff who may have difficulty escaping during a fire or other emergency. This includes creating a tailored PEEP for those who require one and which addresses each particular person’s individual needs.

Furthermore, the Regulatory Reform (Fire Safety) Order 2005 requires employers to carry out a fire risk assessment to identify and manage fire hazards in the workplace and, as part of this, they must ensure all employees can evacuate safely in case of fire. The fire risk assessment must take into account people who need extra help to evacuate and, once identified, PEEPs must be created for these people.

Want to Learn More?

For owners, employers and managers of buildings and workplaces, a knowledge of fire hazards and fire safety procedures is essential, not only for legal compliance but also for the welfare of the people you are responsible for. Our range of online Fire Safety Courses, including Fire Warden, Fire Risk Assessment and Fire Safety For Care Homes will give you the knowledge you need to keep people safe.

How to Create a Personal Emergency Evacuation Plan

The person in charge of the premises, whether an owner or employer, has overall responsibility for ensuring personal emergency evacuation plans are created but they can also give the responsibility to a nominated person. This could be a manager, supervisor or facilities officer, for example, who is identified as the responsible person for creating and reviewing PEEPs.

To create a personal emergency evacuation plan, the responsible person needs to fill out a form containing a range of standard questions about the person’s health condition and/or disability, any concerns the person has about evacuating and the support the person will need in the event of a fire. You can download a free PEEP template below.

The exact information recorded in the PEEP will depend on the person it’s being created for, the risks present and the building/s involved. It’s important that all PEEPs are created with the individual in mind and the information on it is tailored to them; never use a ‘one-size-fits-all’ approach.

The main contents of a PEEP include:

• Details of the person’s health condition, impairment and/or disability.
• Whether it’s a permanent or temporary PEEP.
• How the person will reach a place of safety in an emergency.
• Whether the person understands the evacuation instructions.
• Any special equipment or procedures the person needs to help them escape.
• Whether the person is able to evacuate unaided or if they need assistance.
• Who the PEEP will be shared with.
• A signature from the person stating they agree to the contents of the PEEP.

Once a PEEP has been created, the safety arrangements within it must be physically checked to ensure they work as expected. Carry out a rehearsal of the evacuation, with the person the PEEP has been created for, to ensure that everything goes smoothly and there aren’t any unforeseen risks or problems. Once checked, the PEEP can then be marked as finalised.

The contents of the PEEP should also be reviewed regularly – at least annually and whenever the person’s condition changes, whether it gets better or worse. If changes to the PEEP are needed as a result of the review, then a new rehearsal of the plan should be done to ensure the changes are adequate and safe.

Personal Emergency Evacuation Plan (PEEP) Template

You can download a free personal emergency evacuation plan template at the link below – use this blank PEEP form as the basis for creating a bespoke PEEP, ensuring you fill out each section with information relevant and specific to the person it’s for.

A personal emergency evacuation plan (PEEP) is an essential legal requirement for employers and building owners, as everyone within the premises, no matter their health, impairment or disability, must be able to evacuate quickly and safely in the event of fire. Use our free downloadable PEEP template to help you get started.

Further Resources:

• Online Fire Safety Training
• Fire Safety Quiz
• What is the Equality Act 2010 and Why is it Important?

The post Personal Emergency Evacuation Plan: Free Template appeared first on The Hub | High Speed Training.

What are Musculoskeletal Disorders?

Work-related musculoskeletal disorders (MSDs) are injuries to the muscles, tendons and nerves, often as a result of sprains and strains caused by overuse during work activities. They are commonly classed as upper-limb disorders (shoulders, wrists, forearms, hands and neck) or lower-limb disorders (legs, knees, ankles, hips and feet) but can also affect the lower back.

Specific named MSDs are carpal tunnel syndrome, tendonitis, tension neck syndrome, trigger finger, tennis elbow, radial tunnel syndrome, repetitive strain and slipped discs. All of these can be very painful and long-lasting and may prevent a person from carrying out work tasks.

Why are Musculoskeletal Disorders a Problem in the Workplace?

Musculoskeletal disorders are a problem in the workplace because they can stop you from carrying out work tasks, whether temporarily or more permanently. If you have an MSD caused by a work activity, then continuing to pursue that task will only make the injury worse and may cause long-lasting damage.

Those with musculoskeletal disorders can also go on to develop further health problems, including mental health issues such as depression. This is particularly true if the injury affects your wellbeing and the pain prevents you from carrying out normal tasks or doing activities that you enjoy.

Furthermore, the HSE tells us that, in 2022/23, 6.6 million working days were lost due to work-related musculoskeletal disorders. This creates a big problem for employers, who are losing large amounts of time and money as a result of preventable injuries. Companies may even lose employees due to ill-health, as MSDs can prevent them from performing their role at all.

Symptoms of Musculoskeletal Disorders

Symptoms of musculoskeletal disorders vary in severity from person to person and depend on the particular part of the body that’s been affected. General symptoms of musculoskeletal disorders include:

• Localised or widespread pain.
• Tingling muscles.
• Dull aches or numbness.
• Swelling.
• Twitching or ‘burning’ muscles.
• Aching or stiffness of the whole body.
• The sensation of pulled or overworked muscles.
• Limited movement.
• Fatigue.
• Disturbed sleep.

Causes of Musculoskeletal Disorders at Work

Musculoskeletal disorders at work are commonly caused by poor manual handling practices, including lifting, carrying, pushing or pulling an object, person or animal. Manual handling is not inherently dangerous but can cause problems if the tasks are done repetitively or forcefully, and without allowing enough time in between for rest and recovery.

Manual handling tasks that are particularly hazardous include:

• Moving heavy, bulky or awkwardly-shaped loads.
• Stretching to reach things, such as a high shelf.
• Twisting, turning or bending the back and neck.
• Stooping awkwardly to reach something.
• Gripping or clenching the hands tightly for a long time.
• Moving objects in a small space without much room to manoeuvre.
• Pushing/pulling with sustained or excessive force/
• Repetitive or prolonged work using the same movement.
• Moving something that’s beyond your personal capability.
• Working in constrained body positions.

Alongside manual handling tasks, musculoskeletal disorders can also be exacerbated by:

• Using hand-held power tools for a prolonged time (vibration).
• Working with display screen equipment (DSE).
• Long-distance driving or driving heavy vehicles.
• Extreme heat or cold.
• Work pressure, stress, demands of the job or lack of breaks.
• Working when physically tired.

Looking to Learn More?

If you’re at risk from musculoskeletal disorders because of your work, then our Manual Handling Training and Display Screen Equipment Training courses will help you recognise the hazards and understand what to do to prevent them from causing you harm whilst in the workplace.

Preventing Musculoskeletal Disorders in the Workplace

Musculoskeletal disorders are largely preventable if work tasks are carried out correctly and safely, and the appropriate control measures are followed at all times.

Poor manual handling practices are a common cause of musculoskeletal disorders in employees, whether you’re lifting, carrying, pushing or pulling something or someone in a care home, warehouse, construction site or agricultural setting.

If your job requires manual handling, then you can prevent the risk of MSDs by:

1. Using an automated or mechanised method – instead of manually moving an item, can you use equipment or machinery to bear the weight for you? For example, trolleys, hoists and carts.
2. Considering TILE – before carrying out any manual handling task, always assess it first to ensure you have all the information you need to perform the job safely. This means considering TILE – the Task, Individual, Load and Environment.
3. Breaking the load down – if possible, break the load down into several, smaller components so the weight you’re moving is lessened and more evenly distributed.
4. Breaking the task down – if your manual handling task is prolonged or repetitive, remember to take breaks every so often to rest your muscles, stretch and loosen up ready to carry on.
5. Knowing your limits – do you know how much you can safely lift before a load becomes too heavy? Familiarise yourself with safe weight limits and never carry out a task if it’s beyond your personal capability.
6. Checking your footwear – your shoes may be the last thing on your mind, but slips, trips and falls when manual handling can easily be caused by wearing incorrect footwear. Ensure your shoes have good grips on the soles, covered toes and supportive ankles to prevent injuries.
7. Changing the layout of the workplace – can you reduce carrying distances, eliminate the need for lifting things to high up shelves or avoid twisted body postures by repositioning things in the work area? 
8. Adjusting the conditions of the workplace – improving lighting, flooring and temperature can also reduce stress and make manual handling tasks both easier and safer. Ideally, you want as much natural light as possible, a non-slip floor and a temperature that isn’t too hot or cold.
9. Asking another person to help – team manual handling is often safer than carrying out manual handling on your own, as the load is shared and the weight is distributed between several people. Just remember to communicate well between team members.
10. Ensuring you know how to lift, push and pull safely – undertaking training in manual handling practices is important, as it makes sure you know how to carry out tasks correctly and safely in order to avoid injury.

Musculoskeletal disorders are a common workplace injury, especially when your job role involves manual handling tasks. However, MSDs can be prevented if you carry out tasks with care and remember to take regular rest breaks, as this will prevent your body from becoming overworked and stop musculoskeletal disorders developing,

Further Resources:

• Health and Safety Training For Employees
• A Guide to the Most Common Workplace Hazards
• Managing Occupational Health in Construction
• What are the Consequences of Poor Manual Handling?
• DSE & Posture Checklist for Standing Desk Users
• Team Manual Handling Tips
• The 5 Most Common Occupational Illnesses (and How to Prevent Them)

The post Work-Related Musculoskeletal Disorders appeared first on The Hub | High Speed Training.

What is Workplace Violence?

Workplace violence can happen in any workplace of any size and any type of business, whether you have a hundred employees, just a handful of colleagues or if you work alone. It’s a significant concern for both employees and employers, as workplace violence can have a serious impact on wellbeing and safety – of both your staff members and the business as a whole.

Did you know…

The Worker Protection Act 2023 changes came into effect for all businesses in October 2024. The Act places a new legal obligation on employers to take reasonable steps to prevent sexual harassment in the workplace. Our Sexual Harassment Training for Employees course helps businesses comply with their new responsibilities.

Whilst anyone can be subject to workplace violence, certain occupations are more vulnerable than others. At particularly high risk are job roles that involve working with the public, that open after dark or that serve alcohol. This puts workers in the service industry most at risk – including occupations such as healthcare workers, social workers, hospitality staff and taxi drivers.

Workplace violence occurs when an event triggers someone to react and the workplace environment is conducive towards violence happening. As an employer, leader or manager, therefore, your role is to remove this link and prevent the workplace from being a place where violence is allowed – or enabled – to occur.

Workplace Violence Examples

Generally speaking, there are four main ‘types’ of workplace violence that you may come across:

1. Violence with criminal intent – including theft, criminal damage, cyber attacks or aggravated assault. The violence may be against the business, the premises or the people that work there and is usually carried out by someone outside of the workplace, not an employee.
2. Customer or client violence – including physical assault and verbal attacks, such as threats and intimidation. The violence is instigated by a customer, client or other visitor to the workplace, usually because they are upset or angry with the business, product or service received.
3. Worker-on-worker violence – including physical assaults, verbal abuse or emotional abuse, such as harassment, intimidation and bullying. This is when employees turn on each other and act aggressively or hostile towards each other, whether physically or through their words and behaviours.
4. Interpersonal violence – including domestic violence. This type of violence occurs between two people with a close relationship, whether that’s a romantic relationship, a friendship or a manager-employee relationship.

To learn more about the warning signs of violence in the workplace and how to recognise potential conflict, take a look at our dedicated article: Signs of Conflict in the Workplace.

7 Tips to Prevent Workplace Violence

Employers, leaders and managers have a duty of care towards their employees and must ensure that workplace violence is prevented and discouraged. Here are seven top tips to prevent workplace violence in your organisation:

1. Always follow safer recruitment practices – safer recruitment is about safeguarding your business and staff from unsuitable employees, right from the start. Preventing workplace violence begins with a thorough hiring process where background checks are carried out on potential employees to see whether they have any history of violence, including any recent convictions. If something comes to the surface, then seek an explanation from the person and, if insufficient, be sure to retract the job offer.
2. Establish zero-tolerance policies – all businesses must have strict violence, harassment and bullying policies in place to ensure employees know what is expected of them, how to report incidents and what the disciplinary measures are. These policies should be regularly reviewed, updated and communicated to all members of staff and customers where relevant.
3. Enable open communication with employees – all employees should have access to a reporting procedure for any concerns and incidents related to workplace violence. As a leader or manager, ensure you have an ‘open door’ attitude and ensure workers have an easy and effective line of communication with senior managers. This will help workers to feel confident that their grievances will be heard and responded to fairly, thus increasing safety, trust and wellbeing.
4. Highlight the importance of respect – respect in the workplace goes a long way towards reducing the chances of workplace violence, as employees will be much more understanding and tolerant of each other’s differences. Businesses should encourage a positive culture where equality and diversity are welcomed, celebrated and respected.
5. Provide regular awareness training – conducting regular training sessions in topics such as conflict management, EDI, resilience and unconscious bias will help workers understand which behaviours are and aren’t acceptable and how to respond to violent incidents appropriately. Training sessions can also empower workers to recognise warning signs, promote a positive workplace culture and effectively manage their mental health.
6. Enhance workplace security – implementing security measures in the workplace, or maintaining those you already have in place, can significantly reduce the chances of violence occurring. This might include CCTV, security guards, keycard entry systems, panic buttons, security lights or visitor check-in procedures. Security features such as these provide additional safety for staff and help to deter violence from happening.
7. Carry out a workplace violence risk assessment – a thorough and regular risk assessment will enable you to identify areas of vulnerability in your workplace and then put measures in place to address these issues. For example, inadequate security measures, problems with the reporting procedure or lack of awareness. Remember to talk to employees and ask for their feedback and observations before implementing control measures, as they are often best-placed to identify areas for improvement.

Want to Learn More?

As an employer, having strong leadership skills is essential for managing your workforce, promoting a positive workplace culture and effectively preventing workplace violence. Our Leadership and Management Training and Effective Leadership Training courses will help you to develop this knowledge further.

How to Handle Violence in the Workplace

Handling violence in the workplace isn’t always easy, especially if you have a close relationship with the person or people who instigated it. As an employer, leader or line manager, however, you have a responsibility to follow any disciplinary procedures your organisation has in place.

The Health and Safety Executive (HSE) states that procedures must be in place for responding to incidents of violence in your workplace, and the response must be proportionate to the level of risk. Staff should also be trained in how to cope with foreseeable violence, where necessary, and know how to report incidents.

If a member of staff has acted violently or abusively towards another member of staff or someone else on the premises, such as a customer or contractor, then you will need to carry out disciplinary action. It’s vital that you apply the same disciplinary procedures to everyone, no matter their status, position or relationship to you. Depending on the severity of the violence, you may need to suspend the employee whilst an investigation into the incident is carried out.

If a member of staff has committed an illegal act, then you may need to contact the police before following your organisation’s disciplinary procedure. You can still carry out your own investigations whilst a criminal case is ongoing.

If a member of staff has received an injury due to violence and requires medical treatment or extended time off work as a result, you should allow this. As with any other absence, check your company policy about whether the worker will still be paid in full whilst off work and how much time they’re entitled to. For employees who have been subject to violence or witnessed violence, bear in mind that this can be a traumatic experience for them, so consider what support you’re able to offer in terms of leave or counselling, for example.

In some instances, a worker may want to raise a grievance because of a violence in the workplace. In these cases, ensure the employee is provided with your organisation’s grievance policy and help them to follow the process of reporting a grievance, attending a grievance hearing and dealing with the outcome.

It’s also a good idea to carry out a debriefing after a violent incident in the workplace. This means reviewing your risk assessment and looking carefully at what happened, how and why it happened and what can be done to reduce the likelihood of something similar happening again. Talk to the members of staff who were involved or who witnessed the violence to establish exactly what occurred and learn of any changes they’d recommend or support they need.

Violence in the workplace is not something that should be taken lightly and employers must have robust procedures in place to handle violent incidents. Violence can be instigated by anyone in any type of workplace, so ensure you’ve carried out a relevant risk assessment to highlight any potential concerns and do what you can to prevent violence in the workplace from occurring. Keeping workers safe from harm is the duty of all employers, leaders and managers.

Further Resources

• Conflict Management Training Course
• Understanding the Different Types of Group Conflict: A Guide for Managers
• Managing Conflict in the Workplace: A Guide for Line Managers

The post Preventing Workplace Violence: Employer Responsibilities appeared first on The Hub | High Speed Training.

What are Burns and Scalds?

Burns and scalds are painful injuries caused by heat damage to the skin. Depending on their severity, both burns and scalds can be identified by red skin, peeling skin, blisters and swelling, or even white/charred skin in more serious cases.

Minor surface burns and scalds can be treated using appropriate first aid knowledge at home or in the workplace. However, more severe burns will require immediate medical attention.

The difference between burns and scalds is:

• A burn is caused by dry heat – such as a hot surface, fire or the sun.
• A scald is caused by wet heat – such as steam, boiling water or hot liquid.

Causes of Burns and Scalds

Some common causes of burns include:

• Touching a hot iron sole plate.
• Hot ovens, including baking trays and oven shelves.
• Gas burners and open flames.
• Lit matches and candles.
• Cigarettes.
• Hot metal or glass surfaces or objects.
• Overheated electrical equipment.
• Contact with corrosive chemicals.
• Contact with a live electrical current.
• Sun exposure.

Some common causes of scalds include:

• Boiling water from the kettle.
• Steam from a kettle or pan.
• Hot drinks, like tea and coffee.
• Hot water straight from the tap.
• Hot or boiling oil.

Different Types of Burns and Scalds

The NHS explains four main types of burns and scalds:

1. Superficial epidermal burns – the outer layer of the skin will appear red and slightly swollen. It might be painful but there is no blistering. This type of burn can be treated with basic first aid.
2. Superficial dermal burns – the outer layer of skin and parts of the tissue underneath are damaged and the skin will appear pale pink with small blisters. It is likely to be painful but can usually be treated with basic first aid.
3. Deep dermal or partial thickness burns – both the outer layer of skin and the tissue underneath are damaged and the skin will appear red and blotchy. The skin may also become swollen, blistered, moist or dry and it can be very painful or even painless. This type of burn requires immediate medical attention,
4. Full thickness burns – all layers of the skin are damaged, including the deeper layers of fat and tissue below the surface. The skin may be burnt away and look pale or blackened with a leathery or waxy texture. This type of burn can often be painless and requires immediate medical attention.

Alongside thermal burns and scalds caused by dry or wet heat, other types of burns are:

• Chemical burns – caused by an acid, alkaline or caustic substance coming into contact with the skin, eyes or organs, triggering a chemical reaction on the skin’s surface that can be very damaging and even fatal.
• Electrical burns – caused by contact with a live electrical current. When the electrical current passes through the body, it heats the skin tissue and internal organs, sometimes causing severe harm.
• Radiation burns – caused by high exposure to radiation, including X-rays and UV rays. This type of burn can sometimes take days to show physical symptoms, unlike other types of burns where the signs are immediately evident.

Looking to Learn More?

Do you need to be trained in first aid for work? Then take a look at our Workplace First Aid Course which teaches you how to respond to accidents, injuries and emergency situations in the workplace. If you’re already trained in emergency first aid, then consider our First Aid at Work Refresher Training and Emergency First Aid at Work Refresher Training courses.

How to Treat Burns and Scalds

Burns and scalds are treated in the same way and your first priority should be to cool down the affected area as quickly as possible.

To treat burns and scalds, follow the first aid advice below:

1. Where possible, move the casualty away from the source of heat to prevent further burn injuries to them or to you.
2. Remove any loose clothing or jewellery near to the burnt area of skin, but do not remove anything that has stuck to the skin.
3. Use cool or lukewarm running water to cool the burn for at least 20 minutes. Do not use ice, creams or greasy substances.
4. Cover the burnt area of skin, ideally with a layer of cling film or a clean plastic bag, and raise the affected area to help reduce any swelling.
5. Keep the casualty warm and comfortable, avoiding touching the burnt area, and give them painkillers if needed.

Remember, if the casualty has received a severe, deep burn, a chemical burn or an electrical burn, you should contact the emergency services immediately for further medical care. Keep the casualty calm and reassured until the emergency services arrive.

Burns and scalds can be very painful injuries and are often caused by accidents with hot surfaces and liquids. Whether the burn occurs at home or in the workplace, it’s important to have the right first aid knowledge so you know how to respond and treat the burn or scald quickly and appropriately.

Further Resources:

• Workplace First Aid Course
• What Should Be In A First Aid Kit?
• How to Conduct a First Aid Needs Assessment: Free Template

The post Burns and Scalds: First Aid Advice appeared first on The Hub | High Speed Training.

Ladders and step ladders should only be used where the risk assessment for the work activity shows that equipment offering higher fall protection is not suitable. They should only be used for short-duration and low-risk tasks. To ensure the equipment remains safe to use, ladders and step ladders must undergo regular inspections.

In this article, we will cover what ladder inspections are, who should complete them, how to complete them and when they should be completed. We will also provide a ladder safety inspection checklist.

What are Ladder Inspections?

Ladders and step ladders are everyday tools used for various work activities, but they can also pose a serious risk if not in the correct condition. Therefore, a ladder inspection is required to ensure the ladder is safe and operates as intended to prevent and reduce accidents.

The employer is responsible for ensuring that ladder inspections are conducted regularly. These inspections should consist of a thorough test of each of the ladder’s components to ensure it is functional, as well as a visual check of its overall condition, such as signs of wear and tear, damage or defects that could affect the stability or integrity of the ladder.

In addition to this, a pre-use check should also be completed, by the person using it, at the beginning of each work day, before any work is begun on the ladder or any time the condition of the ladder has been changed, for example, if it has been moved from one location to another or if it has been dropped at any point. Any defects, damages or safety concerns following these pre-use checks must be reported to a manager or supervisor immediately before any work continues.

Need a Course?

Our Ladder Safety Training will help you understand how to use ladders and step ladders safely. Knowing how to choose, set up and use ladders reduces the likelihood of accidents.

Who Should Inspect a Ladder?

Employers must ensure that the inspection is completed by a competent person, which in most cases will be the employer themselves, a manager or a supervisor. However, if there is no competent person within the company to complete an inspection, the ladder should be sent to specialists, such as the manufacturer or supplier.

A competent person is someone with the technical skills, knowledge, experience and training needed to complete a valid inspection. 

How to Inspect a Ladder

Inspection of a ladder requires taking steps to confirm whether the ladder is safe for continued use by identifying any potential hazards or, ideally, lack thereof.

The overall condition of the ladder should be checked for visible signs of damaged, loose, cracked, bent or missing parts, as well as any sign of wear and tear, corrosion or any other defects on all of the stiles, rungs and mechanisms of the ladder. Any of the manufacturer labels or instructions must also be present and visible.

The functionality and integrity of the ladder should also be inspected, such as ensuring the rungs and side rails are securely attached. The locking mechanisms and spreaders must also be checked to ensure they are functioning correctly, and the ladder must be checked to ensure it is stable when placed in a working position.

Different types of ladders will also require additional checks. Download the ladder inspection checklist provided in this article for a detailed list of the checks needed.

During the inspection, the competent person should confirm that all ladders used are suitable and strong enough for the task. Changes to ladder standards mean that, since January 2019, all new ladders must be made in compliance with the BS EN 131 standard.

Ladders must also always be maintained and stored in accordance with the manufacturer’s instructions.

Use a ladder inspection checklist

To complete a ladder inspection, in addition to recording the condition of the ladder, the following must also be included:

• The name and address of the competent person undertaking the inspection and/or the name of the business for which the inspection was carried out.
• The location of the work equipment that has been inspected.
• A description of the work equipment that has been inspected.
• The date and time of the inspection.
• Details of any issues identified that could put people’s health and safety at risk.
• Details of any actions taken to solve or manage the issues identified.
• Details of any further action that is necessary.
• The name and position of the competent person who has written the report.

The results of this inspection must be documented and recorded to manage any risks and comply with legal requirements.

How often should ladders be inspected?

A formal, detailed inspection of ladders should be completed and recorded in accordance with the manufacturer’s instructions. In most cases, this will be at least every six months. However, depending on the specific work activities and environment, it may be that the intervals of inspections are legally required to be more frequent; for example, any ladder part of a scaffold system must be inspected every seven days to meet the scaffold inspection requirements.

Ladder Inspection Checklist PDF

Download our Ladder/step ladder inspection checklist PDF to help you understand what is needed for an inspection and to keep a record of these findings.

Remember, it is a legal requirement that employers ensure ladders are inspected by a competent person and that up-to-date records of these detailed inspections are kept.

Further Resources:

• Ladder Safety Training
• Ladder Safety Quiz
• RIDDOR: How to Report an Incident or Accident at Work
• Safely Securing Ladders: Guidance & Procedure
• Guidance on the Ladder Angle Rule

The post Ladder Inspection: Free Checklist appeared first on The Hub | High Speed Training.

What is a Chemical Burn?

A chemical burn is a burn to the skin, eyes or internal organs caused by an acid, alkaline or caustic chemical. Chemical burns are sometimes also referred to as caustic burns. When an irritant comes into contact with your skin, eyes or organs, the reaction can be very damaging and may even be fatal.

Chemical burns are caused by a chemical reaction with your skin, rather than by heat like other types of burns caused by hot flames or sparks. It may be that you touch the chemical with bare hands, the chemical spills onto and through your clothing, the chemical gets splashed into your eyes or the chemical is swallowed and ingested. All of these incidents have the potential to cause a chemical burn.

Causes of Chemical Burns

Most chemical burns are caused by accidents due to the mishandling or improper use of chemical substances, whether in the workplace or at home. They can also be caused by both small and large volumes of chemicals – sometimes just a splash of a chemical onto your skin is enough to cause a burn. This is why it’s so important that you handle all types of chemicals with care.

Examples of everyday substances that are common causes of chemical burns include:

• Battery acid, including household batteries and car batteries.
• Bleach and cleaning products containing bleach.
• Paint thinner.
• Drain cleaning and drain unblocking products.
• Ammonia and products containing ammonia, like oven cleaner and many other household cleaning products.
• Pool chlorination products.
• Disinfectants.
• Polishes, including furniture polish and car polish.

Some groups of people are more at risk from chemical burns, too. More obviously, people who work with chemicals as part of their job role are more at risk from chemical burns. However, it’s children, people in later life and those with certain disabilities who are perhaps most at risk from chemical burns, as they may have more difficulty recognising the dangers of not handling chemical products safely, making spills or accidental ingestion more likely.

Want to Learn More?

Do you handle chemicals as part of your work? You can learn more about chemical safety with our COSHH training course and understand the basics of first aid and how to handle emergency situations with our Workplace First Aid course.

Signs and Symptoms of Chemical Burns

Depending on how the chemical burn was obtained, different signs and symptoms may be seen. For example, you will see fewer visible signs if someone has swallowed a chemical compared to if they’ve got it on their hands.

Immediately after contact with a chemical, the first sign of a chemical burn is usually an intense stinging pain around the affected area.

As time progresses, the casualty is then likely to experience symptoms such as:

• Blistering of the skin.
• Peeling skin.
• Discolouration of the skin – often red or black.
• Irritation of the skin.
• Swelling or numbness.

If a person has swallowed or ingested chemicals, they may experience symptoms such as:

• Low blood pressure and dizziness.
• An irregular heartbeat.
• Coughing.
• Headache.
• Vomiting.

How to Treat Chemical Burns

If you suspect that someone has received a chemical burn, you should:

1. Immediately call the emergency services for further help, as the chemical burn may be more serious than it appears. Rng for advice on the NHS 111 helpline if you’re unsure of what to do.
2. Carry out the first stage of the primary survey and check the area nearby to see what evidence you can see and to ensure it’s safe for you to approach. Can you see any chemical containers that may give you a clue as to which chemical has harmed them? Are there pools of chemicals on the floor or soaked into their clothing that suggests a hazardous spill? This kind of information is useful for your own safety and also to pass onto the emergency services when they arrive.
3. Wear protective gloves when approaching the casualty to avoid coming into contact with the chemical yourself. You could also open a door or window to ventilate the space.
4. Carefully remove any contaminated clothing from the casualty, being careful not to touch or spread the chemical further. Do not remove any clothing that has stuck to the burn.
5. Rinse the affected area with clean, lukewarm water for at least 20 minutes to cool the burn and remove as much of the chemical as possible. Pour the water so it flows away from the body and away from yourself, so it doesn’t cause further damage. Do not wipe the skin as this can spread the chemical to further areas.
6. Keep the casualty calm and reassured until the emergency services arrive. Medical professionals can then clean the burn properly and apply an appropriate dressing, or take the person to hospital for further treatment if required.

Depending on the severity of the burn, it can take a long time for the body to heal following a chemical burn. A minor burn on the surface of the skin will heal fairly quickly but may leave a scar if it’s affected the deeper skin tissue. For more severe burns, the casualty may need to stay in hospital for some time and it can take years for the affected area to fully heal.

Further Resources:

• Workplace First Aid Training
• What are the Responsibilities of a First Aider?
• What Should Be In A First Aid Kit?

The post Guidance on Chemical Burns appeared first on The Hub | High Speed Training.