Ruth Wilkinson, head of policy and public affairs at the Institution of Occupational Safety and Health (IOSH) said, “The Employment Rights Bill has the potential to be a watershed moment for the UK but there are some gaps that must be addressed to truly get our economy back on track. 

“Legislation on exploitative zero-hours contracts and strengthening employees’ rights to request flexible working are long overdue, as are establishing day one rights to sick pay.

“We are keen, however, for the right to "switch off" from work communications to be brought into the Bill, to prevent the boundary between people's work and personal lives from remaining blurred. So today, on World Mental Health Day 2024, we call for greater clarification to stop people from having to be ‘always on’ or work long, onerous shifts or additional hours, something which risk harming their physical and mental health. 

“Other areas conspicuous by their absence include protections around the use of AI and new technologies in workplaces, access to occupational health systems to reduce the burden of work-related physical and mental ill health, greater funding for the Health and Safety Executive, and addressing human rights abuses in supply chains. We are keen to work with the Government on strengthening this and other parts of the Bill.”

Paul Nowak, TUC general secretary said, “After 14 years of stagnating living standards, working people desperately need secure jobs they can build a decent life on.  

“Whether it's tackling the scourge of zero-hours contracts and fire and rehire, improving access to sick pay and parental leave, or clamping down on exploitation – this bill highlights Labour's commitment to upgrade rights and protections for millions.  

“Driving up employment standards is good for workers, good for business and good for growth. It will give workers more predictability and control and it will stop good employers from being undercut by the bad.

“While there is still detail to be worked through, this bill signals a seismic shift away from the Tories’ low pay, low rights, low productivity economy.  

“It is time to write a positive new chapter for working people in this country.”  

Gary Smith, GMB general secretary said, "This is a significant and groundbreaking first step to giving workers the rights they've been denied for so long. 

"But there is long way to go. The Government won a huge mandate for the New Deal, now they must make sure unions and workers are front and centre of the detailed discussions needed to deliver it.

"The legislation must be watertight and without loopholes that could be used by those wanting to delay the rights workers so desperately need.”

The bill will bring forward 28 individual employment reforms, from ending exploitative zero hours contracts and fire and rehire practices to establishing day one rights for paternity, parental and bereavement leave for millions of workers. Changes could take up to two years to come into effect due to the consultation period. 

Statutory sick pay will also be strengthened, removing the lower earnings limit for all workers and cutting out the waiting period before sick pay kicks in. 

Accompanying this will be measures to help make the workplace more compatible with people’s lives, with flexible working made the default where practical. Large employers will also be required to create action plans on addressing gender pay gaps and supporting employees through the menopause, and protections against dismissal will be strengthened for pregnant women and new mothers. This is all with the intention of keeping people in work for longer, reducing recruitment costs for employers by increasing staff retention and helping the economy grow. 

A new Fair Work Agency bringing together existing enforcement bodies will also be established to enforce rights such as holiday pay and support employers looking for guidance on how to comply with the law. 

Deputy prime minister Angela Rayner said, "This government is delivering the biggest upgrade to rights at work for a generation, boosting pay and productivity with employment laws fit for a modern economy. We’re turning the page on an economy riven with insecurity, ravaged by dire productivity and blighted by low pay. 

"The UK’s out-of-date employment laws are holding our country back and failing business and workers alike. Our plans to make work pay will deliver security in work as the foundation for boosting productivity and growing our economy to make working people better off and realise our potential. 

"Too many people are drawn into a race to the bottom, denied the security they need to raise a family while businesses are unable to retain the workers they need to grow. We’re raising the floor on rights at work to deliver a stronger, fairer and brighter future of work for Britain."

Business secretary Jonathan Reynolds said, "It is our mission to get the economy moving and create the long term, sustainable growth that people and businesses across the country need. Our plan will give the world of work a much needed upgrade, boosting pay and productivity.    

"The best employers know that employees are more productive when they are happy at work.  That is why it’s vital to give employers the flexibility they need to grow whilst ending unscrupulous and unfair practices.  

"This upgrade to our laws will ensure they are fit for modern life, raise living standards and provide opportunity and security for businesses, workers and communities across the country."

Alongside the legislation, a ‘Next Steps’ document for the Make Work Pay Plan has been published outlining the government’s vision and long-term plans and setting out our ambitions for the plan to grow the economy, raise living standards across the country and create opportunities for all. 

Ending one-sided flexibility

The bill will end exploitative zero hours contracts, following research that shows 84% of zero hours workers would rather have guaranteed hours. They, along with those on low hours contracts, will now have the right to a guaranteed hours contract if they work regular hours over a defined period, giving them security of earnings whilst allowing people to remain on zero hours contracts where they prefer to. According to TUC research nearly two thirds of managers (64%) believe ending zero hours contracts would have a positive impact on their business.  

Ending unscrupulous employment practices is a priority for this government and none more so than shutting down the loopholes that allow bullying fire and rehire and fire and replace to continue. The government is closing these loopholes and putting in place measures to give greater protections against unfair dismissal from day one, ensuring that the feeling of security at work is no longer a luxury for the privileged few. 

This bill turns the page on the previously ineffective, costly and conflicting approach to dealing with industrial relations that has brought so much disruption to businesses and livelihoods. lt repeals the anti-union legislation put in place by the previous administration, including the Minimum Service Levels (Strikes) Act legislation that failed to prevent a single day of industrial action while in force. 

Employment rights minister Justin Madders said, "We know that most employers proudly treat their staff well. However, for decades as the world of work has changed, employment rights have failed to keep pace, with an increase in one-sided flexibility slowing the potential for growth in the economy.

"The steps we’re taking today will finally right these wrongs, working in partnership with business and unions to kickstart economic growth that will benefit them, their workers and local communities. 

"From tackling fire and rehire to ending exploitative zero hours contracts, we are delivering a modern economy that drives up living standards for families across the UK."

Supporting working families

Too many people find that the current system isn’t compatible with the realities of everyday life, whether that’s raising children or supporting a loved one with a health condition. The government wants to make sure that everyone can get on in work and not be held back because work isn’t compatible with important family responsibilities. 

That is why the government will:

• Change the law to make flexible working the default for all, unless the employer can prove it’s unreasonable.   
• Set a clear standard for employers by establishing a new right to bereavement leave, with the entitlement sculpted with the needs of employees and the concerns of employers at the forefront.  
• Deliver stronger protections for pregnant women and new mothers returning to work including protection from dismissal whilst pregnant, on maternity leave and within six months of returning to work.   
• Tackle low pay by accounting for cost of living when setting the Minimum Wage and remove discriminatory age bands.  
• Establish a new Fair Work Agency that will bring together different government enforcement bodies, enforce holiday pay for the first time and strengthen statutory sick pay. It will create a stronger, recognisable single organisation that people know where to go for help – with better support for employers who want to comply with the law and tough action on the minority who deliberately flout it.   

Beyond the bill

The Make Work Pay Plan doesn’t stop with this bill. Continuing to reform employment rights in line with changes to the economy and labour market is critical to maintaining growth, prosperity and opportunity. As an outlook to the future, the government has also today published a Next Steps document that outlines reforms it will look to implement in the future.  

Subject to consultations, this includes:

• A Right to Switch Off, preventing employees from being contacted out of hours, except in exceptional circumstances, to allow them the rest and get the recuperation they need to give 100% during their shift. 
• A strong commitment to end pay discrimination by expanding the Equality (Race and Disparity) Bill to make it mandatory for large employers to report their ethnicity and disability pay gap.  
• A move towards a single status of worker and transition towards a simpler two-part framework for employment status.  
• Reviews into the parental leave and carers leave systems to ensure they are delivering for employers, workers and their loved ones.

The official theme this year is Mental Health at Work. The latest World Health Organization (WHO) figures reveal an estimated 12 billion working days are lost every year to depression and anxiety globally.

The WHO’s data reminds us of the importance of focusing on mental health at work, with figures showing 60% of the global population are currently in work, and 15% of working-age adults were estimated to have suffered a mental health disorder in 2019.

Lisa Sharman, head of education and commercial training at St John Ambulance, said: “First-responder care is often associated with accidents or sudden medical emergencies, but mental health today is very much a first-aid issue, and one that’s as complex as physical health.”

She added, “Mental illness costs UK businesses approximately £56 billion each year. The good news is, a little bit of corporate engagement can go a long way, with research showing that measures to improve mental health of employees will yield £5 for every £1 spent.

“There is a gap across England in the understanding of how first aid applies to mental health – but research shows it is becoming a more frequent and urgent workplace concern.

“Mental health first aid is relevant to all workplaces – safe, healthy working environments across industries can promote good mental health and support employees with mental health issues.

“Poor working environments pose a significant risk to mental health. These risks can range from excessive workloads to unhealthy working conditions, discrimination, burnout and more.

“In the workplace, there is still a great deal of ignorance around how to recognise mental illness, and how to react when faced with it. This means that those in need of mental health help and support may not receive it.

“By failing to respond appropriately to an employee with a mental health issue, an organisation may open itself to a claim for compensation. This could be lengthy, expensive, and take precious time away from managers and staff.

“We join the WHO and the World Federation for Mental Health (WFMH) today in calling for urgent action to ensure workplaces prevent risks to mental health, and employers do all they can to protect and support mental health at work.”

St John Ambulance provides a range of Mental Health First Aid training courses that adopt a uniquely practical approach to creating competent and confident workplace first aiders. 

From Mental Health Awareness to Manager training, e-learning modules, Workplace First Aider and Workplace First Responder courses, St John Ambulance helps workers spot the signs and respond to the needs of a person experiencing a mental health issue.

Independent research and evaluation show that taking part in a Mental Health First Aid course raises awareness of mental illnesses, encourages early intervention to aid recovery, increases confidence in dealing with mental illnesses and reduces stigma.

Employers have a legal duty of care to ensure that employees are provided with a safe working environment. They must take reasonable care to prevent personal injury (including mental or physical harm) that may arise in the workplace.

For more information, and to book a Mental Health First Aid training course with St John Ambulance, employers can visit https://www.sja.org.uk/courses/.

Find out more about World Mental Health Day via the WMHD website.

RoSPA (The Royal Society for the Prevention of Accidents) has announced a landmark partnership with Veriforce CHAS, the trusted compliance and risk management specialist, significantly simplifying the pathway for CHAS members to achieve RoSPA’s globally recognised Health and Safety Awards. This strategic collaboration, one of the most significant in RoSPA’s recent awards history, was signed in an official ceremony at the House of Lords, with key leaders from both organisations present, including RoSPA Life President Lord Jordan, RoSPA CEO Rebecca Hickman, and Veriforce CHAS representatives CEO Colby Lane and Managing Director, Ian McKinnon.

The partnership will allow Veriforce CHAS members to leverage their existing compliance credentials to streamline the RoSPA Awards entry process—removing the need for duplication and saving time while maintaining RoSPA’s rigorous standards for excellence. For CHAS members, this means a reduced number of questions and less evidence required when applying for the prestigious RoSPA Achievement Awards.

Rebecca Hickman, CEO of RoSPA, hailed the partnership as a transformative move for the health and safety industry, "This partnership is a game changer for CHAS members who want to be recognised for their outstanding safety practices. By eliminating much of the repetitive administrative burden, we’re making it easier for companies to celebrate their achievements. Together with Veriforce CHAS, we are raising the bar—enabling more businesses to pursue excellence in health and safety, while ensuring RoSPA’s standards remain as high as ever."

CHAS members applying for the Achievement Award can now access RoSPA’s prestigious accolade via a streamlined process, where evidence previously submitted for CHAS certification is recognised, reducing duplication. Those aiming for higher award levels, such as Silver or Gold, will still need to follow RoSPA’s full assessment criteria but will benefit from reduced documentation requirements.

Colby Lane, CEO of Veriforce CHAS, echoed the significance of the collaboration, "We’re thrilled to partner with RoSPA, giving our members a clear pathway in their pursuit of safety excellence. This is about more than just easing the process—this partnership will inspire organisations to move beyond compliance, achieve greater recognition, and raise their profile within the industry."

With more than 32,000 CHAS members now eligible for this streamlined entry, the partnership is poised to change the way companies achieve recognition for their health and safety performance. The collaboration also underscores a shared commitment by RoSPA and Veriforce CHAS to reduce the administrative burden on companies already leading the way in safety compliance.

Alex Minett, head of global new markets and partnerships at Veriforce CHAS, added, "Our members told us they wanted a smoother, faster route to recognition, and this partnership delivers just that. By integrating CHAS compliance with RoSPA’s awards process, we’ve removed unnecessary barriers and given businesses a more efficient path to showcasing their health and safety achievements."

This partnership marks a major step forward in recognising the safety excellence of UK businesses, offering CHAS members the opportunity to gain prestigious RoSPA Awards without the administrative strain typically associated with such achievements.

For more information on how Veriforce CHAS members can apply for the RoSPA Awards, visit www.rospa.com/awards.

With the Health and Safety Executive (HSE) reporting 875,000 people in Great Britain suffering from work-related stress, depression or anxiety in 2022-23 – and more than 17 million working days lost in that year alone – the Occupational Safety and Health (OSH) Stakeholder Alliance is setting out several recommendations to address this concerning issue.

In a new white paper, Prioritising mental health in the workplace, the OSH Alliance calls on the UK Government to develop a national workplace mental health strategy that targets and supports all businesses in building the capacity needed to manage mental health-related risks.

It also calls on businesses to critically assess and review their safety and health leadership and commitment, strategy and culture to ensure their workplaces are conducive to positive mental health.

With the Federation of Small Businesses reporting more than 99 per cent of businesses in the UK are small or medium-sized enterprises (SMEs), meaning they employ less than 250 people, many employers lack the capacity or resources which larger businesses have access to, so the OSH Alliance’s white paper has made smaller organisations a priority in its calls to action.

It calls on occupational safety and health (OSH) professionals and others who have OSH responsibilities such as those in HR, to make use of OSH approaches and tools to support organisations, particularly SMEs, to prevent and manage psychosocial risks and to protect and promote mental health. It also wants the Government to ensure the HSE and local authorities are adequately funded and able to deliver the required levels of inspection and enforcement needed to drive the organisational approach to prevent and manage psychosocial risks.

By 2030, the OSH Alliance hopes that the combined actions in its white paper can significantly reduce the burden of work-related mental ill health, which is currently estimated by Deloitte to cost the economy £51 billion a year.

The OSH Stakeholder Alliance comprises nine leading safety and health organisations: the Institution of Occupational Safety and Health (IOSH); the British Occupational Hygiene Society (BOHS); British Safety Council (BSC); the British Safety Industry Federation (BSIF); the Chartered Institute of Environmental Health (CIEH); the Chartered Institute of Ergonomics and Human Factors (CIEHF); the International Institute of Risk and Safety Management (IIRSM); the National Examination Board in Occupational Safety and Health (NEBOSH); and the Royal Society for the Prevention of Accidents (RoSPA). It is currently chaired by the BSIF.

John Gill, chair of the BSIF, said: “The OSH Alliance was formed to harness the collective capability and influence of its members to support and enhance initiatives to improve the safety and health of workers through effective risk mitigation.

“This white paper signals the OSH Alliance’s intention to add its weight to that of others in pursuit of a sustained reduction in the incidence of mental health issues in the workplace and the personal and collateral damage they cause.”

To view the white paper, visit Prioritising mental health in the workplace

International SOS encourages organisations worldwide to recognise the critical importance of mental wellbeing and resilience within its workforce.

The increasing frequency and intensity of global crises, coupled with elevated job demands, are contributing to heightened levels of stress and anxiety, further exacerbating mental health concerns among the global workforce. According to the World Health Organization (WHO), an estimated 15% of working-age adults are experiencing a mental disorder at any single point in time.¹

International SOS assistance data² reveals that over the past two years, the top five mental health-related assistance requests the organisation received are:

1. Anxiety
2. Depression
3. Panic disorder
4. Attention Deficit Hyperactivity Disorder (ADHD)
5. Acute stress 

Burnout has also become a prominent issue among employees, with one in four employees worldwide reporting symptoms of burnout.³ The International SOS Risk Outlook 2024 report highlights employee burnout as a major threat impacting organisations.⁴

Economic impact

Moreover, the economic impact of mental health issues cannot be ignored. The WHO estimates that globally, approximately 12 billion working days are lost annually to depression and anxiety, resulting in US$ 1 trillion in lost productivity per year.¹ These figures highlight the importance for employers to create a workplace that promotes mental wellbeing and underscores the immense cost of neglecting employee mental health and wellbeing at work. Organisations play a pivotal role in shaping the mental health landscape by implementing policies and practices that promote wellbeing.

Dr Katherine O’Reilly, International SOS regional medical director said, “World Mental Health Day is a timely reminder for organisations to acknowledge and address the profound importance of mental wellbeing within their workforce. The workplace environment can have a significant impact on employee mental health, both positive and negative, by either fostering wellbeing or contributing to stress and anxiety. Just as we invest in employee physical safety, it is important to also understand that mental health is integral to overall health. It is therefore imperative to prioritise mental resilience.

“Organisations can empower their employees to navigate challenges, thrive and contribute to a more positive and productive workplace by creating a supportive work environment that fosters open communication, empathy and understanding. Providing access to mental health professionals, counselling services, and employee assistance programmes is essential to ensure employees are equipped to navigate the complexities of today’s global landscape.”

To support the mental health and wellbeing of their workforce, International SOS provides advice for organisations:

1. Cultivate a supportive work culture with strong leadership commitment: Create a workplace culture and environment that prioritises and promotes open communication on mental health. Ensure mental wellbeing initiatives are seamlessly integrated into relevant policies and practices to provide robust support.
2. Provide accessible resources: Ensure employees have a toolkit of mental health resources at their fingertips, from counselling to self-guidance materials.
3. Promote work-life balance: Offer flexible work arrangements and remote work options to help employees manage their personal and professional lives effectively. Encourage regular breaks and empower employees to prioritise their wellbeing.
4. Training and education: Implement comprehensive mental health awareness campaigns to reduce stigma. Roll out mental health training, enabling everyone to spot, understand and assist with mentalhealth challenges.
5. Monitor and assess: Seek feedback and continuously monitor the mental health of employees through surveys and assessments, and adapt programmes as needed.
6. Invest in emotional wellbeing: provide access to mindfulness sessions and stress management training—partner with certified mental health professionals to offer confidential counselling and support services.
7. Employee Assistance Programmes (EAPs): Provide EAPs that offer confidential counselling and support services to employees. Promoting the availability and benefits of EAPs can encourage employees to seek help without fear of stigma, fostering a culture of openness and support.

References:
_{1 World Health Organization | WHO guidelines on Mental health at work
2 International SOS Assistance Data (2022 – 2024)
3 McKinsey Health Institute | Employee Mental Health and Wellbeing Survey 2022
4 International SOS Risk Outlook 2024 Report
5 World Health Organization | Mental health at work fact sheet}

As a valued reader of HSM magazine, we would like you to complete the survey as the results help to play an important part in shaping the future of the health and safety industry.

The survey is easy to complete, will only take a few minutes of your time and can be completed anonymously. We will put the results to the BSIF, who will provide their thoughts on the results and the full results will be printed in this year’s BSIF Guide.

Kelly Rose, Editor of HSM says, "Feedback from our readers is always welcome and helps us steer the direction of our content, and typically the feedback comes off the back of something we have already produced - such as a webinar, event or publication. In this instance, we are looking for answers to some survey questions so that we can put together an industry report looking at the state of the UK health and safety market - and the more responses we gain from across all industries means we can piece together a clearer picture. So please take five minutes to fill in our survey using the link below."

Your opinion matters to us so please take part.

You can complete the survey by following this link https://form.jotform.com/242802480782357

Staff Sergeant John McKelvie of Drongan in Ayr, was killed after the Jackal vehicle he was driving rolled multiple times down a steep hill at Catterick Training Area on 29 January 2019.

At the time of the incident, the 51-year-old had been taking part in Jackal driver training with five other Army reservists. The off-road aspect of the training included a number of ascents and descents of steep inclines either side of a valley on land known as ‘The Land of Nod’. It was when attempting one of these ascents that the Jackal lost traction and rolled backwards, throwing one of the course leaders from the vehicle as it did so. Staff Sergeant McKelvie remained in the vehicle suffering serious injuries as it rolled. Despite being airlifted to hospital, he died six days later.

An investigation by the HSE identified that the training course involved hazardous activities, which gave rise to the potential for the vehicle to roll. This meant those taking part in the training were exposed to risk – however, that did not mean the activity itself should not have taken place. There were other steps that should have been taken to control the dangers with driving the vehicles, however these were not undertaken.

It also found a failure in oversight, meaning the course programme devised progressed too quickly and prevented trainees from developing the necessary expertise and skills before attempting more challenging obstacles on the off-road element of the course.

The risk assessments were not suitable and sufficient, and despite numerous previous ‘rollover events’, the Army failed to foresee what could go wrong.

The investigation also found that standing orders and directions had not been properly followed.

HSE inspector Mark Slater said, “All training, including that which is required to be as realistic as possible, should be planned, risk assessed and executed in such a manner that it does not endanger those who are involved.

“Had the systems implemented by the Army been more robust, Sergeant McKelvie would probably still be alive today.”

This HSE Crown Censure was brought by HSE enforcement lawyer Nathan Cook and supported by HSE paralegal officer Rebecca Forman.

How employers can support their employees to thrive, in a world where rapid social, political, and economic change are the norm, is the focus of a joint report based on primary and tertiary research by British Safety Council and the Institute of Occupational Medicine, called Being Well in a Changing World.  

The research was undertaken as part of a joint project by British Safety Council and the Institute of Occupational Medicine. This set out to identify and examine current practices that employers are implementing to improve the wellbeing of their workforce. 

It found that there is no consistent definition of wellbeing across both academic and industry sources, organisations are not consistently measuring wellbeing and there is a need for a more inclusive and targeted approach. While the majority (87%) of employers’ wellbeing strategies are grounded in health and safety, a disconnect exists between what is known about wellbeing and what is being applied.

Conducted between June 2023 and September 2024, the research involved: a survey of 609 employers across a range of organisational sectors, sizes and locations around the world; a review of 74 pieces of academic and 44 of grey literature on workplace wellbeing; and in-depth interviews with 10 employers in different sectors and locations. 

The research found no single definition exists for ‘wellbeing’, and no common way to measure it, or quantify the impact of any interventions to improve it. This lack of agreement about what wellbeing is, and no standardised metric for measuring it, makes it harder to assess and compare wellbeing interventions across different organisations, sectors, industries, cultures, and nations. 

In the survey conducted for Being Well in a Changing World, the main challenges to improving worker wellbeing were found to be time pressures (25%), resource constraints (24%), and managing a dispersed workforce (23%). On a more positive note, most survey respondents (87%) reported their wellbeing strategy was grounded in health and safety and 70% of respondents said their organisational purpose was linked to worker wellbeing. 

Commenting on the publication of the joint research, Mike Robinson, CEO of British Safety Council said: “Our Being Well in a Changing World research shows that, although employers want to do the right thing and support their workers’ wellbeing, there is still no agreed definition of what wellbeing is, how it should be measured, or indeed how organisations can measure their progress in improving it.  

“Without shared metrics, or ways that employers can learn from each other, workers risk being left behind, in a world where rapid change is the norm. The recommendations we are making based on our research would help employers adapt better to change and make the difference between them merely surviving or thriving.” 

Nathan Baker, CEO of the Institute of Occupational Medicine said, “This research shows that effective wellbeing strategies require flexibility and responsiveness to the different challenges faced by workers. Employers who are able to adapt to external changes will be better positioned to support their employees’ wellbeing effectively and will reap the benefits in increased productivity and profits.” 

On the back of these and other findings, the research makes five key recommendations for employers, employees, and policymakers, to further improve the wellbeing of workers, help them adapt to change, and share best practice across workplaces and sectors. These are to: 

1. Create and adopt standardised metrics for assessing wellbeing  
2. Align workplace wellbeing offerings with wider occupational health and safety strategies  
3. Foster an industry wide culture that encourages organisations to learn from each other 
4. Ground wellbeing strategies in a holistic approach to health, safety and wellbeing  
5. Ensure wellbeing strategies work at an organisation, person-by-person, and group level. 

To download a copy of the full Being Well in a Changing World report, visit: www.iom-world.org/iom-today/being-well-in-a-changing-world/

Andrew Elson, from Rugby, suffered multiple fractures to the ulna and radius bones in his right arm while working at Screening Consultancy and Supplies Ltd on 25 November 2022.