By law, you must consult your workforce about:
- any change that may substantially affect your workforces health and safety. Such changes may include:
- new or different procedures
- types of work
- ways of working (for example, new shift patterns);
- your arrangements for getting competent people to help you meet your obligations under health and safety laws, for example, appointing a health and safety manager.
- information you must give your workforce on the likely risks in their work and precautions they should take. Discuss with employees and representatives the best way for information to be shared. Consider issues of language, literacy and learning disabilities if appropriate.
- the planning of health and safety training
- the health and safety consequences of introducing new technology
See Consulting your workforce in health and safety L146 for more information on requirements to consult health and safety representatives and employees in existing health and safety legislation.
Case study: British Telecom (BT)
BT has over 100,000 employees working in six different lines of business, spanning 170 countries. Full engagement is always a challenge, but BT sought to address health and wellbeing issues affecting their workforce by getting them involved...
Read the British Telecom case study