Information and training

Employees must be provided with specific “comprehensive and relevant” information about the risks and how to avoid them (Regulation 10).

The HSE says that employers have a duty to provide comprehensible information to workers – this does not have to be in writing, or necessarily in English. Other options include:

• asking an employee who speaks good English to act as an interpreter (as long as they can do this to a reasonable standard) or seeking outside help;

• using a “buddy system” — putting experienced workers with new or inexperienced migrant (including agency-supplied) workers who speak the same language to help smooth the transition when they are first taken on;

• employers co-operating to employ the services of a professional (accredited) interpreter, for training sessions, for example;

• seeking advice from local Citizens’ Advice Bureaux which may have contacts with overseas worker communities who can provide help;

• providing written information in a relevant language(s), but ensuring they use a competent translator familiar with any technical terms;

• using non-verbal communication to get the message across: for example, DVDs or videos, audio tapes, and/or internationally recognised signs and symbols, which could include hand signals and;

• using simple, clear English in training sessions, and training supervisors in how to communicate clearly.

Regulation 13 says employers must provide health and safety training during working hours for new recruits and whenever there are new or increased risks, for example, where new equipment is introduced or there is a change in the work being carried out. Employers must take account of workers’ capabilities regarding health and safety.