Health and safety obligations for employers

The Health and Safety at Work Act 1974 places a general duty on employers to ensure, so far as is reasonably practicable, the health, safety, and welfare of their employees. This is a broad duty — it covers physical safety, mental health, the safety of premises, equipment, and processes, and the safety of anyone else who might be affected by the employer's activities (contractors, visitors, members of the public).

The "so far as is reasonably practicable" qualification is important. It does not mean absolute safety — it means taking measures to reduce risk unless the cost (in money, time, or trouble) is grossly disproportionate to the benefit. The Health and Safety Executive (HSE) uses this test to assess whether employers have done enough.

Key obligations

Risk assessments — under the Management of Health and Safety at Work Regulations 1999, employers must assess the health and safety risks to employees and others affected by their activities. Employers with five or more employees must record the significant findings. Risk assessments must be reviewed regularly and when circumstances change.

Health and safety policy — employers with five or more employees must have a written health and safety policy, signed by a senior person. It must include a general statement of intent, the organisation and responsibilities, and the arrangements for managing health and safety. The policy must be communicated to employees.

Health and safety information and training — employees must be given comprehensible and relevant information about risks, preventive measures, and emergency procedures. New employees and employees starting new work activities must receive adequate training before they start.

First aid — employers must provide adequate first aid provision. This includes first aiders (for larger or higher-risk organisations), a first aid kit, and an appointed person to manage first aid in the employer's absence. The level of provision depends on the nature of the workplace and the number of employees.

Reporting of accidents and occupational diseases — RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013) requires employers to report to the HSE: deaths, specified injuries (including fractures, amputations, and serious head injuries), over-seven-day incapacitation, occupational diseases, and dangerous occurrences. Reports must be made promptly via the HSE website.

Mental health and wellbeing — employers have a duty of care in relation to employees' mental health as well as physical health. Work-related stress is one of the leading causes of long-term absence in the UK. Employers should have a mechanism for identifying and addressing work-related stress before it leads to absence or breakdown.

Remote and hybrid workers

The health and safety obligations extend to remote workers. Employers should assess the home working environment — particularly the desk and screen setup — and provide appropriate equipment or guidance. Regular welfare check-ins and access to occupational health support are part of reasonable provision.

See our guide on HR for remote and hybrid teams for the broader considerations of managing dispersed teams.

Mellow includes an incident reporting module, risk assessment tracking, and first aid register for health and safety compliance. [See Mellow pricing →](https://mellowhr.com/pricing)