Bishop Bewick Catholic Education Trust and gardening services provider Nicolas Thépot (trading as ‘The Green Yem’) both pleaded guilty to health and safety breaches following the incident, which left a 68 year-old with serious injuries.

Gillian Gardner had been walking her dog on the pavement along West Road in Newcastle when she was hit by the falling branch, which, as a result of the impact, knocked her on to the road and into the path of incoming traffic.

The incident took place on 9 August 2022. Thépot had been contracted by the trust to fell two trees in the grounds of St Cuthberts Catholic High School on Gretna Road. He and a young apprentice set about the work and having climbed one of the trees, Thépot was using a chainsaw to remove branches and sections of the trunk. He had been using a rope to tie to the branches to be removed, with his young apprentice tasked with pulling each one inside the school boundary as they fell.

However, it was during this operation that the rope snapped, causing both it and the falling branch to crash into Mrs Gardner and her dog.

In a statement, she said her ordeal had left her unable to leave the house for several weeks, with the injuries sustained including several broken ribs.

“It probably took about a year to totally recover she said. “I still can’t carry anything heavy. I feel like it has all been downhill since my accident and I’ve lost confidence in what I can and can’t do."

An investigation by the Health and Safety Executive (HSE) found that Thépot had no training or qualifications in arboriculture or in the use of chainsaws. He was using an unsafe method to fell the tree, by carrying out aerial chainsaw work above the open footpath and road.

The investigation also found Bishop Bewick Catholic Education Trust had made no checks on Thépot’s experience, competence or qualifications. The trust had not checked how he intended to do the work in advance of awarding the contract, made no check on the method used during the work, and did not stop the work after the incident.

In fact, Thépot continued working on the tree the very next day using the same method. The only change made was that some cones and tape were placed on to the pavement. There was no way around the coned off area for pedestrians without stepping into the busy road, nor was there any signage in place to indicate risk. Members of the public were still walking underneath the tree while Thépot was working with a chainsaw – with the risk not immediately obvious to members of the public from the path. The trust did not attempt to stop him working in this manner despite the obvious risks and the incident the previous day.

The work was only stopped when HSE inspectors became aware of the incident, arrived on the scene, and served prohibition notices on both the trust and Thépot.

Bishop Bewick Catholic Education Trust, pleaded guilty to breaching their duty under section 3(1) of the Health and Safety at Work Act 1974 to conduct their undertaking in such a way as to ensure, so far as is reasonably practicable, that persons not in their employment are not exposed to risks to their health or safety. It was fined £20,000 and ordered to pay £4,344 in costs at Newcastle Upon Tyne Magistrates Court on 17 April 2025.

Nicolas Thépot, (of Netherwitton Way, Newcastle upon Tyne) as a self-employed person, failed to discharge his duties under section 3(2) of the Health and Safety at Work Act 1974, to ensure persons not being his employees are not exposed to risks to their health or safety. He pleaded guilty at South Tyneside Magistrates Court on 7 May 2025 and was given a 12 week prison sentence, suspended for 12 months. He must also complete 100 hours of unpaid work and ordered to pay £1,000 towards the prosecution costs.

After the hearing, HSE inspector Stephen Garner said: “This incident was completely avoidable had the tree been felled by a safe method with controls put in place to protect members of the public from being struck by falling branches.

“It is particularly concerning that, in this case, the work continued by the same method the very next day, even after a member of the public was injured.

“This prosecution demonstrates HSE will not hesitate to take action against those who put the public at risk through unsafe work methods.”

Researchers found that employees experience ‘embitterment’ - an emotional response to perceived workplace injustice - on days when they are assigned more unreasonable tasks than usual.

This negative emotion not only affects their work but also spills over into their personal lives, leading to an increase in rumination, the repetitive dwelling on negative feelings and their causes. This can result in difficulty detaching from work, ultimately preventing recovery from job-related stress.

The findings also reveal that this harmful cycle takes place mainly on days when employees receive less appreciation from their colleagues than usual.

Published in the journal Work & Stress, the study involved researchers from UEA, in the UK, the University of Cyprus, and Aristotle University of Thessaloniki, in Greece.

The authors say it emphasises the importance of workplace recognition in mitigating the emotional toll of perceived ‘illegitimate’ tasks that are considered as unnecessary and/or unreasonable, and how this can help protect employees’ wellbeing.

Co-author George Michaelides, Professor of Work Psychology at UEA’s Norwich Business School, said: “Our findings underscore how assigning unreasonable tasks can violate employees' sense of fairness and harm their emotional wellbeing. It also emphasises the crucial role of supervisors in minimising such tasks and prioritising core responsibilities.

“Additionally, fostering a culture of appreciation among colleagues can serve as a protective factor, helping employees cope with workplace stress. Organisations can support this by equipping employees with the skills to express gratitude effectively, creating a more positive and resilient work environment.”

Lead author Dr Evie Michailidis, from the University of Cyprus, added: “The importance of appreciation for mitigating feelings of embitterment cannot be overstated. Without appreciation, unreasonable tasks foster feelings of embitterment that spill over into private lives, making it harder to mentally disconnect and recover after work."

The study highlights the dynamic nature of embitterment and suggests that unnecessary and unreasonable tasks are potential predictors of this emotion, which in turn can interfere with employees’ ability to recover from work during their time off.

Most importantly, it allowed the team to test the boundary conditions under which these relationships are stronger or weaker.

Unnecessary tasks could be those employees believe perceive as pointless and lacking relevance to their role - for example writing a report that no one will read - undermining their sense of purpose and value in the workplace.  

Unreasonable tasks are often those employees consider exceed their role, capabilities, or responsibilities - such as asking a senior employee to perform a novice’s work - generating a sense of injustice because they might violate expectations of fairness and respect in the workplace. 

Appreciation has been recognised as an important buffer to the effect of illegitimate tasks and the threat to professional identity an employee experiences when exposed to them. It refers to getting recognition for achievements and qualities by significant others at work, such as supervisors or colleagues.

The team collected data from 71 employees using daily surveys over five working days. These surveys helped the researchers track individual’s feelings of embitterment, the degree to which they had to engage with illegitimate tasks, how much appreciation they felt from their colleagues and supervisors, and how much they thought about work during their time off.

Participants worked in different industry sectors, with most in accounting and finance.

‘Daily workplace embitterment and work-related rumination during off-job time: Illegitimate tasks as antecedents and the buffering role of appreciation’, Evie Michailidis, Despoina Xanthopoulou and George Michaelides, was published in Work & Stress on May 14.

Mark Pinder, 51, was working for East Riding Sacks Ltd, a manufacturer of paper sacks, at its site in Stamford Bridge, near York, when the incident happened on 11 February 2023.

Mr Pinder, from York, had been operating one of the production lines when a blockage occurred on the upper deck of the machinery. After identifying the cause, he attempted to remove the blockage. He had been standing on the stationery metal rollers when his colleagues witnessed part of the machine being activated. Mr Pinder was struck by the machine which caused him to lose his footing.

He fell approximately three metres from the unguarded edge of the metal rollers to the factory floor below.

Although paramedics were called to the factory, he died at the scene as a result of his injuries.

An investigation by the Health and Safety Executive (HSE) found that East Riding Sacks Ltd failed to provide a robust safe system of work. This related to the isolation of the sack making line and the removal of blockages. They also failed to identify the risk from a fall from height and implement appropriate measures.

The HSE investigation also found that workers routinely cleared blockages themselves, relying solely on the interlock guarding to stop the machine, even though they had not been adequately trained in isolation or blockage removal procedures. In addition, workers were using the conveyor belt as a shortcut between gantries, often climbing over the handrails onto the equipment rather than down the stairs and walking around. Management were unaware of this practice.

HSE guidance states employers must take effective measures to prevent access to dangerous parts of machinery and to avoid work at height where possible. Where routine access is required to components, suitable measures should be taken to stop the movement of dangerous parts before a person can reach a danger zone. 

East Riding Sacks Ltd, of Full Sutton Industrial Estate, Stamford Bridge, Full Sutton, York, pleaded guilty to breaching Section 2(1) of the Health and Safety at Work Act 1974. The company was fined £533,000 and ordered to pay £6,066 in costs at Hull Magistrates Court on 30 April 2025.

HSE inspector Elliot Archer said: “Every year, a significant proportion of accidents, many of them serious and often fatal, occur as a result of people accessing dangerous parts of machinery and working at height.

“Where access beyond machinery guarding and safety devices is required for the removal of blockages, robust isolation procedures to remove all sources of power should be implemented alongside a suitable safe systems of work.

“Had these been in place, and the recognition of work at height being undertaken been flagged by the company, with appropriate controls implemented, this incident would have been avoidable”

This HSE prosecution was brought by HSE enforcement lawyer Karen Park and paralegal officer Lucy Gallagher.

The launch coincides with Mental Health Awareness Week (12-18 May) and expands HSE’s Working Minds campaign, which supports businesses in preventing work-related stress and supporting good mental health. 

With around half of all work-related ill health attributed to stress, depression and anxiety, the new module provides step-by-step guidance for employers on conducting effective risk assessments, identifying root causes of work-related stress, and implementing solutions that have a real impact. 

Kayleigh Roberts from HSE’s engagement and policy division said, “Preventing work-related stress isn’t just the right thing to do for your workers—it’s also a legal requirement. Our new online learning module aims to make it easier for businesses, particularly small to medium organisations to understand their obligations and what they need to do on a practical level. 

“This isn’t about ticking boxes. It’s about embedding good practices into everyday business operations. By taking a proactive approach, employers can improve productivity, reduce sickness absence, and retain their valued workers. The module provides all the practical templates, tools and resources needed to get started or to review existing practices.” 

HSE highlights six main areas that can lead to work-related stress if not managed properly: demands, control, support, relationships, role, and change. 

Businesses are encouraged to implement the Working Minds campaign 5Rs approach to support the risk assessment process: 

1. Reach out and have conversations 
2. Recognise the signs and causes of stress 
3. Respond to risks by agreeing action points 
4. Reflect on the actions taken 
5. Make it Routine to check in regularly 

Employers can register for the online learning module to access step-by-step advice, practical tools, and downloadable templates. 

Visit the Working Minds campaign website for more information about the Working Minds campaign and to download materials. 

Data from a new report, called Understanding Mental Health in the Built Environment 2025, revealed more than three-quarters of workers had been encouraged to get involved in support events like Mental Health Awareness Week, and more than half of people surveyed said they had access to a mental health first aider at work if they need help. 

Despite the positives however, there remains an alarming amount of people struggling with their mental health working within the industry, including the 28 per cent of survey respondents who revealed they have experienced suicidal thoughts in the past year. Nearly one in five (17 per cent) also revealed they do not have the confidence to approach a colleague they think might be struggling. 

Daisie Barnett, policy development manager at CIOB and author of the report, said: “This survey follows a similar report CIOB published in 2020, just before the Covid-19 pandemic. We were interested to see how the industry has responded, particularly in the wake of the pandemic and the data gives us mixed results. 

“We know working in construction is not without its physical and mental challenges, so it is incredibly encouraging to see the increase in support available to the workforce. Fifty-four per cent of people we spoke to told us they have mental health first aiders available at their place of work, up from 35 per cent in 2020, more than a third (35 per cent) said they now have scheduled 1:1 meetings with their managers and 77 per cent have been encouraged to get involved with awareness events.” 

Worryingly however, there remains a significant number of people working in the industry living through mental ill-health, including high levels of anxiety, fatigue and thoughts about suicide. 

“Looking at the data, nearly one in four people (24 per cent) working in the industry have experienced stress daily over the past year,” Barnett continued. 

“Twenty per cent of those we spoke to have experienced daily fatigue, most likely due to long working hours to meet looming deadlines, and more than a quarter have felt suicidal at least once over the past year. 

“In an ideal world, nobody working in the industry would experience any mental wellbeing concerns at all. While that vision might be slightly unrealistic, CIOB believes there is still far more the industry and government can do to support the people working in the construction sector.” 

CIOB has made a series of recommendations, challenging companies to commit to achieving better mental health outcomes.  

Barnett added: “Clearly, there is more work to do, and our report sets out some excellent starting points for both businesses and the government to consider. 

“Firstly, we would like to see more company leaders commit their business to the Mental Health at Work Commitment, which is a simple framework that builds off the Thriving at Work standards.   

“More companies need to mandate monthly 1-1 check-in meetings between managers and their direct reports that focus on mental wellbeing, fatigue management plans, and induction processes that promote integration and the importance of wellbeing to new staff. 

“Managers need better training in identifying and managing poor mental health. Even for micro businesses, there are free webinars online to help people better equip themselves with an understanding of mental health issues.” 

Recommendations to the UK Government include reducing the financial stress on small businesses by reviewing the Fair payment Code and considering whether this should be made mandatory for large contractors to stick to. 

CIOB has also called for an update to the Suicide Prevention Strategy for England drawing experience from Australia’s successful strategy, and targets to be put in place to measure its progress. It has also recommended Government ensures its Men’s Health Strategy has sufficient focus on mental health in high-risk sectors such as construction to ensure initiatives are appropriate and achieves the outcomes intended.  

CIOB’s report has been backed by Mates in Mind, a leading charity addressing the stigma surrounding mental ill-health. Sam Downie, managing director, said: “We know that training is a crucial step in building positive mental health in and through work, in order to embed a proactive culture of prevention. 

“Educating all employees and workers across your supply chain to spot the signs of mental ill-health, have the confidence to start a conversation about it and be able to signpost further support, is crucial. It is through normalising conversations about mental health, that we are able to address the stigma that surrounds it, and it is education, and practice of course, that gives people the confidence to start those important conversations. 

“In addition, for those in management positions, it is also important to know how and when to assess and mitigate the risk of stress. Even though employers have a legal duty of care to protect workers from stress at work by doing a risk assessment and acting on it, almost 70 per cent of respondents in our survey, said that their line managers would not know how to undertake stress risk assessments or understand when they may be necessary.”   

Free resources to support individuals struggling with their mental wellbeing can be found at: www.samaritans.org or by calling the NHS by dialling 111 (UK only). The CIOB Assist fund exists to help members who may be experiencing mental health difficulties and signposts a variety of accessible materials. 

The 61-year-old was working for Camclad Contractors Limited, replacing cladding panels on a former abattoir that had been damaged in a storm, when the incident took place at Gaerwen Industrial Estate, Anglesey, on 24 January 2018.

An investigation by the Health and Safety Executive (HSE) found that the work had only been planned from photographs and that no site visit had taken place before starting the work. The dimensions of the building were not known to the contractor. This meant  the cherry picker hired to allow safe access to height did not reach all parts of the structure that were to be repaired.

To complete the work, workers had to leave the safety of the cherry picker basket and used boards found on site to work on the fragile roof. It was whilst doing this that  slipped and fell through the fragile roof, landing on the concrete floor below.

Employers and those in control of any work at height activity must make sure work is properly planned, supervised and carried out by competent people. HSE has guidance on working at height which includes using the right type of equipment for working at height.

Speaking after the case HSE principal inspector Damian Corbett said: “Those in control of work have a responsibility to devise safe methods of working and to provide the necessary information and instruction to their workers in the safe system of working.

“If the work had been adequately planned, it would have provided a suitable safe system of work and prevented the risk of falls through fragile materials. Companies should be aware that HSE will not hesitate to take appropriate enforcement action against those who fall below the required standards.”

Camclad Contractors Limited of Wyboston Lakes, Great North Road, Wyboston, Bedfordshire pleaded guilty to breaching Regulation 4(1) of the Work at Height Regulations 2005 and been fined £225,000 and ordered to pay costs of £10,000.

A director of the company, Dominic Lakeman-Pettit also of Great North Road, Wyboston, Bedfordshire pleaded guilty to breaching section 37(1) of the Health and Safety at Work etc Act 1974 and was sentenced to four months in prison suspended for 12 months and ordered to carry out 200 hours unpaid work. He was also ordered to pay costs of £1,000.

Martin Dunford, who was 33, was ‘very much loved’ by his family who say they miss him ‘every day’ since the incident on 23 January 2020. Martin, from Pocklington in Yorkshire, was killed after being pinned against the side of a lorry loader as two stacks of concrete blocks fell onto him.

Hydraulic hose specialist Pirtek is calling for urgent action following findings from their ‘Under the Hard Hat’ campaign research. Based on a survey of 343 workers across engineering, manufacturing, waste, marine and construction sectors, the research exposes widespread mental health issues.

The data reveals a silent crisis unfolding across the UK’s hard hat industries, with 94% of workers reporting struggles such as stress, anxiety, depression or loneliness and 14% experiencing suicidal thoughts.

The key findings from the research reveals:

• 94% of hard hat industry workers have faced mental health challenges
• 75% experience regular stress, 62% report anxiety
• Mental health-related absence is over three times the national average
• 1 in 7 workers have felt suicidal

Mental-health related absence is over three times higher than the national average, yet more than 40% of workers say their employer offers no mental health support - or they aren’t aware if any exists. Even among those who have opened up about their mental health, more than half said they felt uncomfortable doing so.

“Professionals in these industries face visible physical risks every day, but the mental health risks are far less visible and arguably more dangerous,” says Martyn Smart, group QHSE manager at Pirtek UK & Ireland. “Our research shows that mental health must now be considered a core aspect of health and safety strategies.”

Pirtek’s campaign is supported by charities PIPS Suicide Prevention in Northern Ireland, Pieta in the Republic of Ireland, in addition to mental health charity partner Andy’s Man Club. Head of Marketing and Partnerships at Andy’s Man Club, Lucas Whitehead, adds, “Mental health doesn’t discriminate. The stigma surrounding it – particularly among male-dominated industries – must be broken. No one should suffer in silence.”

Pirtek is calling for businesses in high-risk sectors to recognise that mental health is as much a safety issue as physical risk and to act accordingly. The company is urging employers to:

1. Treat mental health as part of health and safety

Employers already assess physical risks and equally, mental health risks must be viewed through the same lens. The Health and Safety Executive recommends that mental health be factored into workplace assessments, with clear frameworks to reduce risks. Whether high-pressure workloads, lone working or fatigue, the risks presented are just as real as those that are physical.

2. Make support visible, available and trusted

Pirtek’s research highlights that many workers aren’t aware of what support exists, or don’t feel safe using it. Employers must therefore ensure mental health resources are clearly signposted and easy to access, without fear of judgement. This can include on-site posters or intranet updates to toolbox talks and confidential helplines, but ultimately, visibility is key when it comes to effective communication.

3. Change the culture through everyday conversations

Culture change starts with conversation, yet over half of workers feel uncomfortable discussing their mental health. Encouraging peer-to-peer discussions, equipping line managers to listen, and making mental wellbeing part of daily check-ins all help reduce stigma. Mental health must be integrated into the way in which teams function, as opposed to a once-a-year initiative, in order to have real and lasting impact.

Further information regarding Pirtek’s ‘Under the Hard Hat’ campaign can be found here.

In 2023/4, 51 people in Great Britain lost their lives from working in the construction industry, equivalent to 37% of all work-related fatalities that year.¹ 

The NEBOSH Health and Safety Management for Construction qualification is available to study in both UK and International variants. The UK version is closely aligned to Construction (Design & Management) (CDM) Regulations, while the international option references ILO guidance. Learners will cover a broad range of topics to help them: 

• Recognise, assess and control common construction hazards
• Develop safe systems of work
• Take part in incident investigations
• Advise on the roles, competencies and duties under construction legislation
• Positively influence health and safety culture
• Confidently challenge unsafe behaviours
• Help manage contractors.

The survey also found that nine in ten learners felt their ability to identify hazards and risks in the construction industry had improved. Now, refreshed for 2025 based on their feedback and a panel of industry experts, the qualification's syllabus covers additional industry challenges, such as fatigue and inspectors' powers, to further solidify their learning and maintain standards.

Michael Smith, Response Supervisor - Housing Repairs for South Holland District Council, says: “I found the whole course extremely interesting; the study and work-based scenarios were good and worthwhile. I thought the content of the course was pitched correctly, and the syllabus covered it [the topic] in great depth. Having gained the qualification, I am now in a position where I feel that I can make a positive impact within the workplace.”

A level 7 qualification, NEBOSH Health and Safety Management for Construction (UK) will continue to be recognised by CSCS, the UK construction industry's certificate scheme. Holders are eligible to apply for CSCS’s Academically Qualified Person (AQP) card. 

The NEBOSH Health and Safety Management for Construction qualification is available to study in both UK and International variants. For further information, visit: www.nebosh.org.uk/construction-uk or www.nebosh.org.uk/construction-international. 

¹ https://www.hse.gov.uk/statistics/fatals.htm 

The new guidance focuses on scaffold inspections, emphasising their essential role in ensuring the safety, compliance, and integrity of scaffolding structures on sites of all types. 

As part of its commitment to raising standards and enhancing the professional reputation of the scaffolding industry, the Association is developing a range of practical and accessible resources to assist both its members and the wider sector in understanding and applying best practice. 

Robert Candy, chief executive of the Scaffolding Association, commented: “We are committed to supporting our members with clear, practical resources that help maintain safe working environments and uphold the highest levels of professionalism. Scaffold inspections are fundamental to reducing risk and ensuring compliance, and we are proud to offer this guidance as part of our mission to promote best practice across the sector.” 

The Association encourages scaffolding companies to download, review, and implement the guidance within their organisations. It is designed to support internal safety initiatives such as toolbox talks, training programmes, and client engagement — helping businesses demonstrate alignment with current industry expectations. This publication marks the beginning of a broader programme of guidance materials that the Scaffolding Association will be releasing over the coming months. Each resource will focus on key aspects of scaffolding operations, supporting continuous improvement and knowledge sharing across the profession.

DOWNLOAD THE GUIDANCE