Information and training



Employees must be provided with specific “comprehensive and relevant” information about the risks identified 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, but advises employers to consider providing English for Speakers of Other Languages (ESOL) courses for workers who need to improve their 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 workers (including agency-supplied) who speak the same language to help smooth the transition when they are first taken on;



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


• seeking advice from a Citizens Advice centre, which may have contacts with overseas worker communities who can provide help;


• providing written information in relevant languages, but ensuring a competent translator familiar with any technical terms is used;


• 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.



The TUC has produced online Working in the UK guides available in several languages. They are aimed at preventing the exploitation of migrant workers by unscrupulous employers. The guides provide workers with information and guidance on health and safety as well as pay, employment contracts, change to working hours and sick pay. In addition, the TUC guide Safety and migrant workers aims to help safety representatives and other union activists work with migrant workers to make sure that their rights and safety are protected.



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.