The Importance of Training Lone Workers
Training helps employees understand how to perform their roles safely and correctly. It is a core part of workplace health and safety.
Many organisations provide training on:
- Manual handling
- Fire safety
- The safe use of heavy machinery
This training often forms part of an employee’s induction when they join a new company.
Lone workers may need further training because they face different risks. They often work alone, which can make it harder to get help during an emergency. As a result, they need to know how to respond to situations such as injury, aggression, or violence.
Risk Assessment and Supervision
The Management of Health and Safety at Work Regulations 1999 require organisations to carry out risk assessments. These assessments help identify the risks linked to each job role.
The findings should guide the training each employee receives.
Employers must also monitor lone workers and keep in touch with them, according to updated Health and Safety Executive guidance.
The level of supervision should reflect the level of risk. Higher-risk roles usually need more supervision. Employers should also consider each worker’s ability to recognise and manage health and safety issues.
What is Lone Worker Training?
Training is a vital step in ensuring the safety of all staff, but for lone workers, it is particularly important. Working independently means there are no colleagues around to point out a health and safety risk that could lead to an accident or to provide a helping hand in an emergency. Therefore, lone workers need the ability to identify and manage risks independently.
Dynamic Risk Assessment
Employers can reduce many workplace risks. However, lone workers often work in settings they cannot fully control, such as private homes or public spaces.
Unexpected risks can therefore arise at any time. Lone workers should know how to assess changing situations as they happen.
A dynamic risk assessment is the ongoing process of:
- Observing the environment
- Identifying hazards
- Judging the risk of harm
- Taking steps to reduce that risk
This process helps workers recognise unsafe situations early and respond before they escalate.
For simple tips on conducting a dynamic risk assessment during a lone-working visit, view our infographic.
Diffusing Aggression and Conflict Resolution
Unfortunately, workers dealing with members of the public or directly with customers are likely to experience aggression, with the Crime Survey for England and Wales reporting that there were 649,000 incidents of violence at work in 2022/23.
To avoid an incident escalating to violence, workers should be trained to identify signs that an individual is becoming aggressive and to diffuse the situation. An employee who can confidently and effectively prevent an aggressive situation from escalating will be able to safely exit before it escalates further. Here is more guidance on the importance of conflict resolution.
Preventing Accidents by Understanding the Causes
The latest HSE injury and ill-health statistics show that the most common causes of workplace injury are:
- Slips, trips, and falls
- Handling, lifting, or carrying
- Being struck by a moving object
Lone workers should understand how these incidents happen and how to prevent them. This knowledge can reduce the risk of avoidable injury.
The HSE Inspector Nigel Fitzhugh has said:
“Those in control of work have a responsibility to provide adequate training to their employees so that they can operate equipment safely and devise safe methods of working. This includes providing the appropriate information, instruction and training to their workers.”
Incorrect use of tools, equipment, or machinery can also cause injuries, particularly when staff work without direct supervision.
The HSE states that employers must ensure anyone using work equipment receives suitable health and safety training. This includes training on safe working methods.
Employees should receive proper instruction before using specialist equipment. A qualified person should provide this training. Staff should also report any concerns about equipment to their line manager or health and safety contact.
How to React in an Emergency
Lone working leaves the employee completely responsible for their own personal safety. As an organisation, you should have clear policies and procedures for lone workers to follow in emergencies. A good lone working policy will outline a number of potential scenarios and provide guidance and advice on how the member of staff should react.
Download our lone working policy template
How Do You Keep a Lone Worker Safe?
The first step to protecting employees is to draw up an effective lone working policy that promotes the safety of your lone workers and provides guidance for working alone. Although having a lone working policy is not a legal requirement, it is recommended as it will help to empower workers, promote a positive health and safety culture and reduce the risk of legal issues if a health and safety accident were to occur.
Here is our full guide to creating an effective lone working policy.
Equip Them With a Lone Worker Service
Organisations that take their duty of care seriously provide employees with a lone worker service as part of their personal protective equipment (PPE), to support where certain risks cannot be completely mitigated. Lone worker personal alarms have proved particularly effective in the event of aggressive or violent behaviour from members of the public, but also allow employees to raise an alarm in any situation where they may feel at risk.
If you do choose to implement a personal safety solution, the provider should offer adequate training on how the solution operates. Training employees should encourage them to incorporate the system into their everyday lives and ensure they have the confidence to raise an alarm in the event of an emergency.
Going a step further, your organisation could appoint ‘health and safety champions’ who will drive a positive safety culture and serve as ambassadors for the lone worker service. These ambassadors can be involved in delivering training, act as a support unit for colleagues with health and safety-related questions, and serve as a best-practice example for others to follow.
Provide Support After an Incident
Employers must respond properly when a serious workplace incident occurs. This includes reporting the incident and supporting those affected.
A RIDDOR report must be completed within 10 days of the incident. Employers can submit the report by telephone or through the relevant online form.
Reporting serious incidents and fatalities is a legal duty for UK businesses. It also helps authorities identify how risks arise and whether further investigation is needed.
Support after an incident should reflect the employee’s needs. In some cases, informal support may be enough. In others, the employee may need professional help, such as support from a GP or therapist.
The HSE recommends having an open conversation with individuals to understand the support they need and recommendations they have for avoiding the same incident in the future. Risk assessments and training should also be reviewed following any severity of incident, as it is likely this will have identified an area for improvement.
How to Implement Training
1. Identify Training Needs
The first step to implementing effective training is to identify the potential hazards your employees face through a risk assessment. Workers complete different tasks, meaning that their training requirements will vary.
You may decide that sessions such as fire safety and manual handling are universal, whereas more specific hazards, such as those faced by lone workers, may require only targeted training. Some things to consider include whether employees are public-facing, work with dangerous substances, or travel for work.
2. Consider Training Methods
The method used to deliver training may vary depending on the types of training being delivered. For low-risk activities, it may be appropriate to deliver training via a written document or video, whereas for high-risk activities, it is more appropriate to conduct interactive or face-to-face training, as this boosts employee engagement. For some training, you may also want to consider a knowledge-checking method, such as an online quiz, to help identify any areas of uncertainty.
3. Implement Training
Once your training methods have been identified and planned, they can then be implemented. All existing staff members should receive the training you have identified as being relevant to them, and new starters should receive training when they join the company.
It is also important to note that, by law, you are responsible for self-employed or contracted workers under your supervision. This means that they must also receive any relevant training and be made aware of your health and safety procedures.
4. Revisit Training Periodically
To ensure training standards are maintained, all employees should regularly revisit training. The London Fire Brigade advises that fire safety training should be refreshed at least annually, so you may use this as a guide to refresh all your training sessions.
If you have any questions or feel that you could benefit from our lone worker services, please contact us on 0800 990 3563 or complete the contact us form here.
