1. health and fitness

Health and Safety
in
Hairdressing
Contents
Topic
Page(s)
Introduction
i
Health & Safety Policy
Health & Safety Policy Checklist
1 – 3
4
Health & Safety Training
Health & Safety Training Checklist
5 – 7
8
Risk Assessment
Risk Assessment Checklist
9 – 17
18
Young Persons
Young Persons Checklist
19 – 21
22
Work-related Illness
Work-related Illness Checklist
23 – 29
30
Control of Hazardous Substances
Control of Hazardous Substances Checklist
31 – 36
37
Reporting Accidents (RIDDOR)
Reporting Accidents (RIDDOR) Checklist
39 – 41
42
Information for Employees
Information for Employees Checklist
43 – 44
45
Consultation with Employees
Consultation with Employees Checklist
46
47
Control of Asbestos
Control of Asbestos Checklist
49 – 52
53
Display Screen Equipment
Display Screen Equipment Checklist
55 – 58
59
Manual Handling
Manual Handling Checklist
61 – 67
68
Health, Safety & Welfare at Work
Health, Safety & Welfare at Work Checklist
69 – 77
78 – 79
Working Time
Working Time Checklist
81 – 86
87 – 88
Electricity at Work
89 – 92
First Aid at Work
First Aid at Work Checklist
93 – 99
100 – 101
Work Equipment
Work Equipment Checklist
103 – 104
105
Personal Protective Equipment
Personal Protective Equipment Checklist
107 – 109
110
INTRODUCTION
This Pack has been developed in order to assist you and your staff, as
hairdressers, in implementing Health and Safety into your workplace.
Within the area of Health and Safety there is a wide range of legislation
that must be complied with, therefore this pack is broken down into various
sections which explain the legal requirements and how they can be met
within your workplace.
In addition to setting out your main legal requirements, the Pack also
contains guidance on good practice that should be followed within your
business.
In order to assist you in complying with the law and following good practice,
a number of templates have been produced which can be completed and made
relevant to your business. There are also checklists at the end of each
section which you can complete to help you ensure that you have met the
requirements of that section.
We hope you find this pack user-friendly and beneficial in introducing
Health and Safety into your workplace.
Should you require any further advice or assistance, please do not hesitate
to contact a member of staff within the Health and Safety Section of the
Environmental Services Department at Newtownabbey Borough Council.
Good luck!
i Health and Safety Policy
­ 1 ­ HEALTH AND SAFETY POLICY
Health and Safety at Work (Northern Ireland) Order 1978
4.__
(3) “Except in such cases as may be prescribed, it shall be the duty of every
employer to prepare and as often as may be appropriate revise a written
statement of his general policy with respect to the health and safety at
work of his employees and the organisation and arrangements for the time
being in force for carrying out that policy, and to bring the statement and
any revision of it to the notice of all of his employees.”
If you have
5
or more employees you must have a
WRITTEN
Health and Safety Policy. Remember that this includes any part time
employees, trainees and any employees working in different salons.
The Policy must be brought to the attention of
ALL employees.
A health and safety policy is more than just a legal requirement. It
demonstrates to your employees that you care for their health, safety and
welfare, and is the key to achieving acceptable standards and reducing
accidents and cases of work-related ill health.
­ 2 ­ A health and safety policy shall consist of three main sections:
a)
Statement
A statement of general policy on health and safety at work.
b)
Organisation
This part of the statement should indicate in detail the degree of
health and safety responsibility appropriate to the various levels of
staff.
c)
Arrangements
This section should follow a comprehensive study of the full range of
work activities such as:
·
·
·
·
·
·
NB:
Procedures for dealing with common and special hazards;
Safe systems of work;
Accident reporting and investigations;
Emergency procedures including fire drills;
Arrangements for informing staff about health and safety issues;
Health and Safety training etc.
The policy should be reviewed regularly and the organisational
structure and arrangements for carrying out the policy brought to the
attention of the employees.
Health and safety policy template referenced as (i) can be found in the
sleeve at the back of this pack.
­ 3 ­ The Health and Safety at Work (Northern Ireland)
Order 1978
Checklist
- Do I have 5 or more employees?
Y / N
- If Yes, do I have a written Health and Safety Policy?
Y / N
- Details for writing the policy are given in this section
- Does this policy state who is responsible for carrying
out and monitoring all parts of the policy?
­ The owner of the business is ultimately responsible
for the Health and Safety Policy but it is usual
for the day to day responsibility for various parts
of the policy to be delegated to other members of
staff e.g. good house keeping.
- Do all my staff understand the policy?
­ Y / N Explain the policy to each member of staff as part
of your induction programme.
- Is my policy reviewed regularly and updated?
­ Y / N Y / N review your policy at least every six months with all members
of staff and record any changes
­ 4 ­ Training
­ 5 ­ HEALTH AND SAFETY
TRAINING
Health and Safety at Work (Northern Ireland) Order 1978
4._
(2) “Without prejudice to the generality of an employer‛s duty under
paragraph (1), the matters to which that duty extends include in particular;
(c) the provision of such information, instruction, training and supervision as
is necessary to ensure, so far as is reasonably practicable, the health and
safety at work of his employees;”
Training your staff in health and safety is absolutely vital!
Not only is it a legal requirement but it also emphasises your commitment to
your staff, and will help to protect your staff and clients against workrelated accidents and ill health.
So…
How do I train my staff?
You can use this pack as the basis of your health and safety training. As a
guide, the following areas should be covered: ­ the use of harmful substances ­ housekeeping procedures ­ safe use of electricity and equipment in the salon
­ 6 ­ ­ ­ ­ ­ first aid arrangements procedures to follow in an emergency personal protective equipment the salon health and safety policy
The induction training must be carried out as soon as possible after the
employee starts work and all basic health and safety arrangements must be
explained on their first day.
You should keep a record of every member of staff and the dates on which
they received their induction training.
NB:
Don‛t forget to include all part time staff, trainees etc!
A staff training template referenced as (ii) can be found in the sleeve at the
back of this pack.
Once staff have received their induction training, you can use the
questionnaire referenced at (iii) in the sleeve at the back of this pack, to
ensure that the basic information has been understood and keep the
completed questionnaires along with the rest of their training records.
You should also review your staff‛s health and safety training on a regular
basis and keep a record of the review dates.
You may also benefit from attending the ‘CIEH Foundation Certificate in
Health and Safety in the Workplace.‛ This is a recognised qualification,
which is beneficial to employers, managers and employees alike, and covers
many different topics within health and safety in the workplace. Should you
wish to put any names forward for this course, or require further details,
please contact a member of the health and safety team at Newtownabbey
Borough Council‛s Environmental Health Department on 02890 340160.
­ 7 ­ Health and Safety at Work (Northern Ireland)
Order 1978
Checklist ­ Are all my staff trained in all aspects of Health
and Safety? ­ Y / N
You must give all members of staff training in Health and
Safety, starting on their first day in the salon. Use this pack
as a basis for the training ­ Is a record of the training kept?
Y / N
- Each member of staff should complete the Health and
Safety Induction Questionnaire. Record all staff health
and safety training on the form provided. ­ Are regular reviews of Health and Safety training
carried out? ­ It is recommended that you review Health and Safety
Generally every six months with all members of staff.
- Are the review dates recorded?
­ Y / N
Y / N Record Health and Safety reviews on relevant form
­ 8 ­ Risk Assessment
­ 9 ­ RISK ASSESSMENTS
Management of Health and Safety at Work Regulations
(Northern Ireland) 2000
3. – “(1) Every employer shall make a suitable and sufficient assessment of –
(a) the risks to the health and safety of his employees to which they are
exposed whilst they are at work; and
(b) the risks to the health and safety of persons not in his employment
arising out of or in connection with the conduct by him of his undertaking,
for the purpose of identifying the measures he needs to take to comply with
the requirements and prohibitions imposed upon him by or under the relevant
statutory provisions.”
This legislation requires you as employers to carry out a suitable and
sufficient assessment of the risks arising out of your work activities.
This assessment should cover not only the risks to your own employees, but
also anyone else that may be affected by your undertaking. This assessment
is otherwise known as a …
“Risk Assessment.”
­ 10 ­ Management of Health and Safety at Work Regulations
(Northern Ireland) 2000
(6) “Where the employer employs five or more employees, he shall record –
(a) the significant findings of the assessment; and
(b) any group of his employees identified by it as being especially at risk.”
If you have
5 or more employees then you are required by law to record the
significant findings of your risk assessment.
However if you employ less than
5
people, it still might be a good idea to
keep a written record of your assessment (although this is not required by
law.)
So…
What actually is a Risk Assessment?
In simple terms a “Risk Assessment” means walking round your salon and
identifying what could cause harm (the hazard), who could be harmed, the
likelihood of harm occurring (the risk) and what measures you are going to
put in place to prevent this harm from occurring (the control measures).
­ 11 ­ How do I carry out a risk assessment?
A Risk Assessment can be carried out using a five stage process, consisting
of the following steps:
Stage one – Divide your work into manageable categories
All workplaces vary in sizes and shape; therefore it is both sensible and
practical to break the task of risk assessment up into manageable
categories, for example: ­ defined tasks e.g. colouring hair, washing hair, cutting etc ­ separate work areas e.g. stores, shop floor, offices, yard etc
NB: Choose
whatever method you prefer to use i.e. whatever one you
find the most manageable
Stage Two – Identify the hazards
Before being able to identify the hazards in your workplace, it is important
to know what a hazard actually is…
What is a hazard?
“A Hazard is anything which has the potential to cause harm, e.g. chemicals,
poor lighting, electricity etc”
For example the chemical used to colour/perm hair has the potential to
cause harm (burns etc) therefore the chemical is a hazard.
Looking for hazards is not as difficult as it first appears, it is important to
keep in mind that you are trying to identify the significant hazards which
could result in genuine injury.
­ 12 ­ Stage Three – Evaluate the risks
What is a risk?
The risk is the chance or likelihood that someone will be harmed to some
extent by the hazard.
When evaluating the risk the following should be taken into consideration: ­ the severity of the harm
When considering a particular hazard, first ask yourself:
“Realistically, what is the worst that could happen?”
Is it minor injury or ill-health, serious injury or ill-health, or could it
even be death? ­ the likelihood of that harm actually occurring
Next make a judgement about the chance or likelihood of that injury
or ill-health actually happening. Is it unlikely, highly likely, or
somewhere in-between?
Don‛t forget to think about the number of people likely to be exposed to the
hazard.
NB:
Remember that, in addition to your own employees, you should also
think of others who may be affected such as members of the public,
contractors, visitors etc.
­ 13 ­ At this stage, you can then begin to prioritise the risks. The greater the
severity of harm and the more likely the harm is to occur, then the greater
the risk. SEVERITY X LIKELIHOOD = RISK The level of risk will fit into one of the following three categories:
a) a low risk
b) a medium risk
c) a high risk
After evaluating the risks, you can then decide which of the above
categories they would fit into. If in doubt treat as medium or high risk and
take action.
Stage Four – Prepare a plan for controlling the risks
After carrying out the risk assessment you should be in a position to prepare
a plan in order to control the risks. This plan will set out in priority order
what controls or additional controls are necessary.
When you have decided on the risks and are considering the control
measures you should start at the top of the “Hierarchy of Control” and ask
yourself the following question: “Is this option reasonably practicable?”
If the first option is NOT reasonably practicable or if it alone does not
reduce the risk to an acceptable level, then the next option should be
considered.
­ 14 ­ In some cases it may be necessary to implement more than one of the
control options to control the risk satisfactorily. Hierarchy of Control
1. Elimination : (e.g. if you decide that a certain hair chemical, cleaning
chemical is very toxic, you could decide whether or not you could stop
using it altogether)
2. Substitution: (e.g. use of a less toxic chemical)
3. Enclosure: (e.g. mixing/preparing chemicals in a designated area)
4. Guarding and/or segregation: (e.g. hair products stored separately
i.e. away from food/ cleaning products etc)
5. Safe systems of work that reduce the risk to an acceptable level:
(e.g. setting up a procedure for staff when mixing chemicals)
6. Written procedures that are known and understood by those
affected (e.g. writing the set procedures down for all staff to read
and follow)
7. Adequate supervision
8. Training: ( e.g. training staff on how to carry out certain activities,
mixing of chemicals, use of work equipment, awareness of allergies
etc)
9. Information and instruction (e.g. signs and written guidance)
10. Personal protective equipment (e.g. gloves, aprons)
NB:
the last option should only be used as a temporary solution or as a
last resort along with other control measures.
­ 15 ­ Once you have decided on the control measures, the next step would be to
decide on who is responsible in putting these control measures in place.
REMEMBER…
If you have five or more employees then you are required by law to record
your significant findings.
Stage Five – Review and revise the assessment
From time to time you will introduce: ­ ­ ­ ­ ­ other activities new procedures changes in processes, equipment, chemical/products new methods of work new employees
Any of these will introduce new hazards; therefore reviewing and revising
the risk assessment is very important in order to ensure the above issues
are kept up to date.
That completes the final stage of risk assessment, however should you
require any further advice or information on the subject of risk assessment
you should refer to the relevant guidance or contact a member of the Health
and Safety team in the Environmental Health Department on 02890 340160.
An example of how a risk assessment template is completed is referenced as
(iv) and can be found in the sleeve at the back of this pack. You will also find
blank risk assessment templates, referenced as (v) on which you can
complete your own risk assessment.
­ 16 ­ This template demonstrates how you would record the information you have
collated whilst carrying out your risk assessment. In addition to the hazards
indicated on the risk assessment template, you should also consider the
following hazards: ­ Manual Handling ­ Dermatitis ­ Asthma ­ Handling Money (transport etc) ­ Slips trips and falls ­ Fire ­ Aerosols ­ Any other hazards you think exist in your workplace
­ 17 ­ The Management of Health and Safety at Work
Regulations 1999
Checklist
- Have I carried out a general Risk Assessment?
Y / N
- If I have 5 or more employees, have I kept a record of the
assessment?
Y / N
- Have I filled in the risk assessment template?
Y / N
- Have I informed my staff of the risks and necessary
control measures ?
Y / N
- Have I given my staff adequate training in the control
procedures?
Y / N
- Do I have a procedure for assessing any significant risks
to employees who are new or expectant mothers?
Y / N
- If yes, do I take steps to ensure that these employees are
not exposed to any additional risks which have been highlighted?
Y / N
- Do I have a procedure to follow in the case of an emergency such
as a bomb scare/ fire?
Y / N
­ 18 ­ Young Persons at Work
­ 19 ­ YOUNG PERSONS AT WORK
The Management of Health and Safety at Work Regulations (Northern
Ireland) 2000, require you as the employer to carry out a specific risk
assessment for each young person working in your salon.
A “Young Person” is defined as:
“Someone who has not attained 18 years of age.”
Therefore, the above regulations will apply to the majority of
trainees/apprentices and also to school children on work experience and
Saturday girls/boys.
The “Young Person” risk assessment is carried out in the same way as your
general risk assessment, but will specifically take into account both the
inexperience and immaturity of young people, and their levels of awareness
of health and safety risks.
After carrying out the risk assessment you should inform each young person
of the results of the assessment and give suitable training. If the young
person has not reached the suitable school leaving age you must also inform
their parents/guardians of the results of the assessment.
Particular care should be taken with young persons who have not reached the
statutory school leaving age (at present 16).
Due to their general
inexperience, they should not be allowed to work with certain hazardous
chemicals e.g. peroxide and should be closely supervised at all times.
Below is a list of some of the potential hazards to young people: ­ ­ ­ ­ Manual Handling Electricity Clippers Scissors & Razors
­ 20 ­ ­ Travelling outside normal hours ­ Dealing with money i.e. banking/lone work ­ Chemicals (Dermatitis and Asthma)
A risk assessment form should be completed for each young person under
school leaving age and kept on file.
So… don‛t forget to add this to your general Risk Assessment.
­ 21 ­ The Management of Health and Safety at Work
Regulations 1999
Checklist ­ Have I considered Young Persons within my
Risk Assessment?
Y / N
­ 22 ­ Work­related Illnesses
­ 23 ­ WORK-RELATED ILLNESSES
a) Dermatitis
What is Dermatitis?
There are three main types of dermatitis, these are as follows: ­ Irritant contact Dermatitis
This is caused when the natural protective outer layer of the skin comes
into contact with chemicals which do not necessarily cause an allergic
reaction but irritate the skin by constant contact over a period of time.
For example, soaps and detergents.
Common symptoms would be rough, dry skin, and cracking of the skin,
although this type of dermatitis is often reversible by taking suitable
precautions. ­ Allergic contact Dermatitis
This is caused when an individual develops sensitivity to a particular
material being used at work, for example nickel in equipment such as
scissors, clips etc and certain chemicals in rubber gloves. The symptoms
of this form of dermatitis would normally be redness, soreness and
cracking of the skin, which can worsen if a rash is already present.
­ 24 ­ ­ Acute /chronic dermatitis
This can occur when a single contact with a particular substance causes a
problem, such as a single chemical or nickel.
Chronic dermatitis occurs when repeated exposure to the sensitising
chemicals causes a permanent problem even when exposure to the
chemical has been eliminated.
Why are Hairdressers at risk?
Although the products used in the salon must comply with certain
cosmetic safety regulations, some will contain chemicals that may irritate
or sensitise the skin. Working in a salon, you and your staff will come
into contact with these substances much more frequently than other
people.
Hands may also be chapped from being wet and the protective natural
grease on the skin will be affected by frequent contact with shampoos.
Therefore, regular exposure to shampoos as well as the more obvious
potentially harmful hairdressing products such as dyes, bleaches and
perm solutions, may lead to skin problems
What precautions can I take?
Not everyone exposed to the same substance will have the same reaction,
but as an employer in an industry where there is a known risk of dermatitis,
you should undertake the following precautions.
Remember…
PREVENTION IS BETTER THAN CURE!
­ 25 ­ ­ Always check new staff for a history of dermatitis/eczema or general
skin sensitivity and in general such persons should be advised against a
career in hairdressing ­ Check all the substances used by your employees. Do any of them
carry hazard warnings? Do you really need that substance? Is a safer
substance available? ­ Contact your supplier and ask them for information regarding their
products. If any contain irritants or skin sensitisers, can they be
substituted for less irritant materials? ­ Check the information supplied with the products regarding how it
should be used, e.g. dilution requirements and the need for personal
protection equipment such as gloves. Are your staff adequately
trained? Are the gloves you supply suitable? Staff should not share
gloves or reuse disposable gloves. ­ Train staff on awareness of dermatitis and the symptoms. If caught
early enough dermatitis can be minimised and can prevent the
individual from having to leave work. ­ Provide any protective equipment required e.g. gloves when mixing,
applying and rinsing out colours, permanent wave and highlighting
agents and when washing hair, whenever possible. Disposable PVC
gloves should be used as latex gloves are also associated with
allergies. ­ Do not attempt to treat dermatitis with inappropriate creams as
these may do more harm than good. (In some cases people can be
allergic to lanolin and a lot of products used to treat dry skin contain
lanolin.)
­ 26 ­ ­ Introduce an overall skin care programme. Include information and
education of employees on dermatitis in your induction training. ­ If you receive notification from a doctor that an employee has
occupational dermatitis, the matter has to be reported to this
department (Environmental Health Department, Mossley Mill,
Newtownabbey, BT36 5QA) under the:
Reporting of Injuries, Diseases and
Regulations (Northern Ireland) 1997.
Dangerous
Occurrences
b) Asthma
What is Occupational Asthma?
An estimated 11 million workers in a wide range of industries and occupations
are exposed to at least one of the numerous agents known to be associated
with occupational asthma. Asthma is an illness characterised by intermittent
breathing difficulty including chest tightness, wheezing, cough, and
shortness of breath. It is frequently serious and sometimes fatal.
Within the hairdressing industry Occupational asthma can be caused by
various solvents/chemicals that are released into the air during the
hairdressing process.
­ 27 ­ What should I do and what should I look out for?
Always take notice of any complaints by your staff of feelings of
breathlessness or irritation and ensure that they seek medical help.
Although the risks are relatively low it is important to minimise the risk by
improving ventilation, stopping the use of any suspect products etc.
c) Stress
What is my role as an employer?
Under the Management of Health and Safety at Work Regulations (Northern
Ireland) 2000, you have a duty as an employer to assess the risks to the
health of your employees and this includes the risks from stress. You should
take reasonable care to make sure that your employees‛ health is not placed
at risk through excessive and sustained levels of stress arising from the way
the work is organised, the way your staff interact with each other and
yourself and the day to day demands placed on your employees. How can I deal with workplace stress effectively?
To deal with workplace stress effectively you need to have an understanding
of what causes stress and how to identify the symptoms at the earliest
possible stage.
­ 28 ­ Key symptoms include: ­ Excessive drinking, eating or smoking ­ Poor concentration ­ Inability to deal calmly with everyday tasks ­ Skin rashes, headaches, dizziness
You do not have a legal duty to deal with stress arising from circumstances
outside work. However it is sensible to deal sympathetically with employees
suffering from such stress.
It is important that stress is not seen as a sign of weakness or failure but as
a health problem and employees should be encouraged to discuss their stress
related problems and seek professional help as and when appropriate.
What action can I take to minimise stress in my salon?
Action you can take to minimize stress in your salon includes: ­ making sure employees have the skills , training and resources to do
their jobs properly ­ having an open attitude to what people say about their jobs and what
causes them stress and being prepared to discuss this ­ making sure that employees are treated fairly ­ preventing bullying and harassment
­ 29 ­ The Management of Health and Safety at Work
Regulations 1999
Checklist
Stress
- Do I take work-related stress seriously in my salon?
Y / N
- Do I treat stress as an illness rather than a sign of
weakness?
Y / N
- Have I created a working environment where stress
can be acknowledged and discussed?
Y / N
- Do I take steps to prevent bullying and harassment?
Y / N
­ 30 ­ Control of Substances Hazardous to Health
­ 31 ­ HAZARDOUS SUBSTANCES
Control of Substances Hazardous to Health Regulations (Northern
Ireland) 2003
6. – (1) “An employer shall not carry out work which is liable to expose any
employees to any substance hazardous to health unless he has(a) made a suitable and sufficient assessment of the risk created by that
work to the health of those employees and of the steps that need to be
taken to meet the requirements of these Regulations; and
(b) implemented the steps referred to in sub-paragraph (a).
Harmful substances can pose a risk if they are: ­ ­ ­ ­ ­ breathed in swallowed in contact with or absorbed through the skin injected into the body enter the body through cuts etc.
You, as an employer, must therefore carry out an assessment to identify all
products, chemicals, or other substances such as bacteria and blood, which
could harm the health of your staff or clients. Once you have identified the
harmful substances you must decide on the level of risk involved and then
take steps to eliminate or reduce the harm.
This is called a
COSHH assessment, and by law, it must be written
down where you employ
5 or more staff.
This includes part time staff and
trainees.
­ 32 ­ How do I carry out a COSHH assessment?
You may find it helpful to use the following step-by-step guide.
1. For every product or chemical used in the salon, read the instructions
on the label.
2. Where available, refer to the manufacturer‛s safety data sheet
(guidelines for safe use) for each hazardous chemical.
3. List each hazardous chemical, product or substance and the health
hazards associated with it.
4. For each hazardous substance, decide who could be at risk, for
example, staff handling the chemicals, or clients receiving treatment.
5. Decide on the degree of risk involved, taking into account the chance
of exposure occurring, the severity of harm, how much people are
exposed to, for how long and how often.
For example products such as shampoos and conditioners would be low
risk, hair colours and perm solution medium risk, and powder bleach
high risk.
6. Next decide how you are going to control the risk. The first thing
you should do is to try to prevent exposure altogether. This could
be done by substituting higher risk products for lower risk ones, for
example replacing powder bleach with a liquid form. Where this is not
possible, the following measures should be considered for controlling
exposure:
­ 33 ­ ­ providing local exhaust ventilation where necessary, e.g. mechanical
ventilation ­ only use the product at the recommended concentration ­ clear up any spillages or splashes immediately ­ re-seal containers immediately after use ­ ensure chemicals are stored safely ­ use personal protective equipment, e.g. gloves, overalls, goggles, face
screens etc.
NB:
personal protective equipment should only be used as a last
resort or along with other control measures, not as an alternative
to control measures.
7. Discuss the findings of your COSHH assessment with your staff and
ensure that they are trained in using the products safely.
Pages 35 & 36 are a list of general safety rules which should be
followed for the safe use of chemicals.
8. As with your general risk assessment, you should review your COSHH
assessment regularly and when you introduce any new chemicals to the
salon.
An example of how a COSHH Assessment template should be
completed is referenced at (vi) which can be found in the sleeve at
the back of this pack. You will also find blank COSHH Assessment
templates referenced as (vii) on which you can complete your own
COSHH Assessment.
­ 34 ­ SAFETY WITH THE USE OF HAIR CARE PRODUCTS ­ ALWAYS follow the instructions from the manufacturer exactly. If
skin sensitivity tests are recommended than you should ensure that
these are carried out. ­ ALWAYS dilute the product as directed by the manufacturer. ­ ALWAYS wear protective gloves and garments where directed.
When using non hazardous products, for example shampoo, it is
recommended that gloves or barrier cream and moisturizer are worn
regularly to prevent dryness or irritation of the skin. ­ ALWAYS ensure that any containers that are not in use are properly
sealed. ­ ALWAYS clean up any spillages and dispose of unused mixtures.
Empty containers carefully and according to the manufacturer‛s
instructions. ­ ALWAYS store products at or below room temperature in a dry
atmosphere. ­ ALWAYS ensure that there is adequate general ventilation, and
preferably local extraction in product preparation areas. Apply
products in a well ventilated area.
­ 35 ­ ­ ALWAYS keep hazardous products out of the reach of children. ­ ALWAYS ensure that appropriate first aid facilities are available, in
case any product is swallowed, breathed in, enters the eye or touches
the skin. ­ ALWAYS keep cleaning chemicals and hairdressing chemicals
separate. ­ NEVER mix products unless the manufacturer has recommended it. ­ NEVER allow any stock to deteriorate, by ensuring proper stock
rotation. ­ NEVER use food or drink containers to store any chemical or
hairdressing product. ­ NEVER spray any flammable products, for example hairsprays, on a
naked flame, and keep them away from sources of ignition and where
possible, promote a smoke-free environment. ­ NEVER use any product that could cause irritation if you notice signs
of abrasion or soreness on a client‛s scalp.
­ 36 ­ Control of Substances Hazardous to Health
Regulations (Northern Ireland) 2003
Checklist
- Have I listed all hazardous chemicals and products used in
the salon?
Y / N
- Have I assessed who is at risk? i.e. customers, staff etc
Y / N
- Do I have safety data sheets for these products?
Y / N
- Have I tried to replace these with less hazardous chemicals
or products?
Y / N
- Have all my staff been trained in the safe use and handling
of these chemicals and products?
Y / N
- Have I provided all necessary PPE? (Gloves etc)
Y / N
- Are all my products/chemicals stored according to
manufacturer‛s instructions?
Y / N
- Are all glass bottles stored below eye level?
Y / N
- Are all new chemicals/products assessed before use?
Y / N
- Do I have the means to sterilize all the equipment?
Y / N
­ 37 ­ ­ 38 ­
Reporting of Injuries, Diseases and Dangerous Occurrences
­ 39 ­ REPORTING INJURIES,
DISEASES AND DANGEROUS
OCCURRENCES
The Reporting of Injuries, Diseases and Dangerous Occurrences
Regulations (Northern Ireland) 1997
These Regulations are commonly referred to as RIDDOR.
You, as an employer, are required to report certain injuries, diseases and
dangerous occurrences to the enforcing authority, i.e. Newtownabbey
Borough Council.
If injuries at work result in any of the following, you must report these to
Newtownabbey Borough Council:
1. A death
2. A major injury, e.g. fracture or amputation
3. More than 24 hours in hospital
4. A member of the public is injured and taken straight to hospital
­ 40 ­ 5. A person is off work, or unable to do their normal duties at work, for
more than 3 days (including weekends and holidays)
6. Certain industrial diseases e.g. occupational asthma and dermatitis
7. Certain dangerous occurrences, e.g. collapse or partial collapse of the
premises, a serious fire or a major gas leak.
How do I report an accident?
Certain incidents, for example a work-related death or dangerous
occurrence, such as a fire causing the premises to close for over 24 hours,
must be reported immediately, i.e. by telephone. This notification should be
followed up with a completed NI 2508 form.
For all other reportable incidents, an NI 2508 form should be completed
and sent in to Newtownabbey Borough Council within 10 days of the
accident.
NB:
For more information on your duties under RIDDOR you may refer
to your RIDDOR guidance booklet.
You can find blank NI 2508 forms referenced at (viii) in the sleeve at the
back of this pack.
­ 41 ­ The Reporting of Injuries, Diseases and Dangerous
Occurrences Regulations (Northern Ireland) 1997
Checklist
- Are all accidents recorded in the accident book?
Y / N
- Are all my staff aware of the procedures for
reporting accidents?
Y / N
- Do I check with my staff on a regular basis for signs
of asthma/and or dermatitis?
Y / N
- Do I remove the completed accident forms from the
book and store in a secure place to comply with data
protection legislation?
Y / N
­ 42 ­ Health and Safety Information for Employees & Health and Safety consultation for employees
­ 43 ­ INFORMATION FOR
EMPLOYEES
Health and Safety (Information for Employees) Regulations
(Northern Ireland) 1991
These Regulations state that you must either distribute to your employees
a leaflet, or display a poster that sets out in general terms the main
requirements of health and safety law. When completing the poster, fill in the name and address of the enforcing
authority (Environmental Health Department, Newtownabbey Borough
Council, Mossley Mill, Newtownabbey, BT36 5QA) and the Employment
Medical Advisory Service (EMAS, 83 Ladas Drive, Belfast, BT6 9FJ) in
the appropriate boxes. Where leaflets are used, you must give the above addresses to your
employees in writing.
The approved posters or leaflets can be obtained from HSE books
(telephone 01787881165) by quoting reference number ISBN 07176-24935
for the poster or ISBN 07176-17025 for the leaflets. Alternatively these
can be obtained at the Stationery Office Bookshop (HMSO), 16 Arthur
Street, Belfast, BT1 4SD.
­ 44 ­ Health and Safety (Information for Employees)
Regulations (Northern Ireland) 1991
Checklist
- Have I displayed a “Health and Safety Law” poster or
alternatively have all my staff been given a health and
safety law leaflet?
Y / N
- Have I informed all my staff of the addresses of the
local enforcement officer and the Employment Medical
Advisory Service?
Y / N
­ 45 ­ CONSULTATION WITH
EMPLOYEES
Health and Safety (Consultation with Employees) Regulations
(Northern Ireland) 1996
3. “Where there are employees who are not represented by safety
representatives under the 1979 Regulations, the employer shall consult
those employees in good time on matters relating to their health and safety
at work…”
These Regulations require you as an employer to consult with all employees
on matters relating to health and safety, regardless of the size of the
organisation.
This involves providing health and safety information to your employees, but
also requires you to allow your employees to express their views and to
listen and take account of their views.
It is up to you as to what way you choose to consult with your staff. By
holding regular meetings with staff, at which the issue of health and
safety is discussed, this should be enough to meet the requirements of the
Regulations. It is strongly advised that you keep a record of these
meetings.
­ 46 ­ Health and Safety (Consultation with Employees)
Regulations (Northern Ireland) 1996
Checklist
- Do I consult with my staff before introducing new
health and safety procedures or changing existing
procedures?
Y / N
- Do I consult with my staff regarding health and
safety training/PPE/responsibilities etc?
Y / N
­ 47 ­ ­ 48 ­
The Control of Asbestos at Work.
­ 49 ­ ASBESTOS AT WORK
The Control of Asbestos at Work Regulations (Northern Ireland)
2003
(3) “In order to enable him to manage the risk from asbestos in nondomestic premises, the dutyholder shall ensure that a suitable and
sufficient assessment is carried out as to whether asbestos is or is liable to
be present in the premises.
(4) In making the assessment(a) such steps as are reasonable in the circumstances shall be taken; and
(b) the condition of any asbestos which is, or has been assumed to be,
present in the premises shall be considered.”
Under these Regulations, if you own, occupy, manage or have responsibilities
for premises which may contain asbestos you will either have: ­ a legal duty to manage the risk from asbestos; or ­ a duty to co-operate with whoever manages the risk.
You must carry out a risk assessment to check if asbestos is, or is liable to
be present in your premises and keep a record of the assessment.
­ 50 ­ Following the risk assessment, if it is found that asbestos is, or is liable to
be present, you must ensure that:
1. The risk from asbestos is determined
2. A written plan is drawn up showing the location and type of asbestos
3. You put control measures in place for managing the risk
The Dangers of Asbestos
It is so important to prevent asbestos-related diseases due to the fact that
there is no cure. Breathing in the fibres of asbestos can cause cancer of
the lungs and chest lining.
It normally takes anything from 15 to 50 years for the onset of disease to
occur following the first exposure to asbestos.
The three main types of asbestos commonly found in premises are called
blue, brown and white asbestos, the most hazardous being the brown and
blue types, although they cannot be identified easily purely by colour.
If the asbestos is in good condition and is not disturbed, it can be
considered that there is no risk. However if it is disturbed or damaged, for
example by drilling, sanding etc, this releases fibres into the air which
people will then breathe in.
Where might asbestos be found? ­ ­ ­ ­ ­ ­ ­ ­ Loose asbestos above ceilings for insulation Ceiling tiles Insulating boards Lagging on boilers and pipes In fire doors Cement roofing or cladding sheets Some textured wall coatings Floor tiles
­ 51 ­ NB: The
more hazardous blue and brown forms will most likely be found
in lagging materials and insulating board.
What should I do? ­ If your premises was built after 1997 then they will not contain
asbestos ­ If your premises were built before 1997 you should look around all
accessible areas and note down any possible asbestos-containing
materials (ACMs). e.g. old ceiling tiles, lagging on pipe work and fire
doors ­ If you find any potential ACMs check their condition ­ Anything that is not in good condition should be marked as an ACM so
as people will not disturb it ­ You must ensure that any ACM in poor condition is repaired or
removed by a licensed contractor ­ You should draw a plan of the premises and mark the locations of the
ACMs ­ You should inform staff and any building or maintenance workers of
the presence of ACMs.
­ 52 ­ The Control of Asbestos at Work Regulations
(Northern Ireland) 2003
Checklist
- Have I checked my premises for potential ACMs?
Y / N
- Have I checked the condition of any ACMs?
Y / N
- Have I marked any potential ACMs that are in good
condition, so that they are not disturbed?
Y / N
- Have I arranged for any ACMs in poor condition to
be repaired or removed by a licenced contractor?
Y / N
- Have I recorded the results of my findings, including a
plan and my control measures?
Y / N
­ 53 ­ ­ 54 ­
Display Screen
Equipment
­ 55 ­ DISPLAY SCREEN EQUIPMENT
The Health and Safety (Display Screen Equipment) Regulations
(Northern Ireland) 1992
4._ (1) Every employer shall perform a suitable and sufficient analysis of
those work stations which –
(a) (whether or not he has provided them) are used for the purposes of his
undertakings by users; or
(b) have been provided by him and are used for the purposes of his
undertakings by operators,
for the purpose of assessing the health and safety risks to which those
persons are exposed in consequence of that use.
If you or any of your employees work with display screen equipment
(computers) then the above regulations are relevant when considering your
risk assessment. However, it must be remembered that they only apply
where you have an employee who regularly uses a computer as a significant
part of their normal work activity.
What is my duty as an employer?
As an employer you have a duty under the above regulations to: ­ assess display screen equipment workstations and reduce risks which
are discovered ­ plan display screen equipment work so that there are breaks or
change of activity ­ provide information and training for display screen equipment users
­ 56 ­ What problems can occur if used incorrectly?
If used incorrectly Display screen equipment can give rise to problems such
as muscular strain injuries (in the neck, arms hands and back), eye strain,
headaches and general fatigue.
The following steps, if followed correctly should prevent such symptoms
being experienced by your staff.
Step One:
An assessment of all Display Screen equipment (DSE) and associated
workstations should be carried out. This can be done by asking your staff if
they have experienced any problems when using DSE.
Step Two:
Once you have identified any problems, steps should be taken to minimise
these.
Step Three:
As an employer you should provide workstations (screens, keyboards, chairs
etc) which are fully adjustable and which provide sufficient space to allow
staff to change position often.
Step Four:
Additional accessories such as footrests, antiglare screens and document
holders should be provided if necessary.
­ 57 ­ Step Five:
Glare and reflections on the screen can affect our eyes therefore it is
important, where possible to position your display screen equipment in such a
way as to prevent or reduce this glare/reflection, for example: position at
right angles to windows and between rows of fluorescent lights.
Other control measures that have been used to solve problems of glare are
window blinds and/or desktop lamps.
Step Six:
Work activities should be organised in such a way as to rotate the staff or
give the staff using the DSE a break from constantly working at them.
Step Seven:
Train all staff in the safe use of DSE, particularly in the proper adjustment
of equipment and furniture and the need to take frequent breaks from the
screen and to adjust their position frequently.
Step Eight:
Provide user friendly software and train staff in its operation.
Step Nine:
Provide a healthy office environment with levels of ventilation and relative
humidity that are comfortable and in which, noise levels are minimised.
Are there any other health and safety factors I should be
considering?
Display screen equipment users are also entitled to appropriate tests by an
optician or doctor and to special spectacles if they are needed. This should
be paid for by the employer.
­ 58 ­ The Health and Safety (Display Screen Equipment)
Regulations (Northern Ireland) 1992
Checklist
- If I have any employees who regularly use a computer
as a significant part of their work, have I carried out a
risk assessment?
Y / N
­ 59 ­ ­ 60 ­
Manual Handling
­ 61 ­ MANUAL HANDLING
The Manual Handling Operations Regulations (Northern Ireland)
1992
4._(1) “Each employer shall(a) so far as is reasonably practicable, avoid the need for his employees to
undertake any manual handling operations at work which involve a risk of
their being injured;”
Nearly all jobs involve some form of manual handling which includes; lifting,
pulling, pushing and carrying a range of objects. Use of poor techniques to
move materials are the most common cause of injury at work.
Injuries to the back, shoulders, neck, hands, arms and feet mostly result
from moving heavy or awkward loads, restricted space, carrying loads up and
down stairs and awkward movements such as reaching, stooping and twisting.
­ 62 ­ What steps should I take when trying to prevent injuries as a
result of poor manual handling in my business?
First and foremost and wherever possible, you should avoid manual handling,
but in some cases, this may not be possible.
Therefore, it is very important to carry out a risk assessment for each
member of staff taking into account the following factors:
Step One:
Think about all the activities in your business which involve staff moving
materials and assess whether such manual handling is really necessary, for
example you could use lifting aids such as trolleys.
Step Two:
If you cannot avoid manual handling, then you need to assess the risks
associated with each task involving movement of materials, considering steps
3 – 7 below:
Step Three:
Firstly think about the load… ­ Is it heavy?
If so, consider breaking it up or ordering smaller packages ­ Is it difficult to grasp or could it shift during carrying?
If so, consider placing the load in a container for carrying or binding it
together before moving.
­ 63 ­ ­ Is it awkward?
If so, consider using another person to assist, or the use of a trolley.
Step Four:
Think about the task… ­ Does it involve twisting, stooping or reaching?
If so, consider rearranging the storage facilities by providing more
space or shelving or reorganising shelves so that the heaviest items
are kept at a height between mid thigh and mid chest. Consider also
the use of stepladders or platforms for access to higher shelves ­ Does it involve long distance carrying?
If so, consider rearranging the layout of the workplace to minimise
travel by arranging delivery and storage to be as near as possible to
the point of use, or consider using a trolley or powered truck. ­ Does it involve repetitive movements?
If so, consider varying the work to ensure that one set of muscles can
rest while another works.
Step Five:
Think about the working environment… ­ Remove any obstructions in the areas where people need to carry
materials and ensure that there are no tripping hazards ­ Ensure that lighting levels are adequate
­ 64 ­ ­ If there are steps or ramps, consider use of more than one person.
Step Six:
Think about the physical capability of your staff… ­ ensure the staff you are asking to handle materials are capable of
doing so, thus you should consider those who are pregnant, or have a
physical weakness ­ training all staff in the safe lifting technique and in the safe
procedures you have identified for moving materials ­ instruct staff on the correct clothing and footwear to use
Step Seven:
Remember to assess any new manual handling tasks.
­ 65 ­ The safe lifting technique
1.Stop and Think ­ Do I need help? ­ Where is the load going? ­ Are there any aids to help me?
2. The lift
·
·
·
·
·
·
·
·
·
·
Feet apart
Leading leg forward
Bend the knees
Lift in stages
Keep back straight
Keep load close to the
body
Lean forward a little
for good grip
Keep shoulders level
Get a firm grip
Put down first then
adjust
­ 66 ­ 2.Don‛t
­ ­ ­ Jerk Overstretch Twist Lift loads which are too heavy
­ 67 ­ The Manual Handling Operations Regulations (Northern
Ireland) 1992
Checklist
- Do any of my employees have to carry or move
heavy loads eg boxes of stock?
Y / N
- If “Yes” have I carried out an assessment of each
individuals capability to carry the load, taking into
account the weight size and shape of the load and the
working environment?
Y / N
- Do I have a manual handling procedure?
Y / N
­ 68 ­ Workplace
Health, Safety
and Welfare
­ 69 ­ HEALTH, SAFETY AND
WELFARE IN THE WORKPLACE
The Workplace (Health, Safety and Welfare) Regulations
(Northern Ireland) 1993
These Regulations require you to ensure that your workplace meets certain
standards in relation to health, safety and welfare. Some of these
standards are detailed below:
Temperature
7._(1) “During working hours, the temperature in all workplaces inside
buildings shall be reasonable.”
In smaller salons where there is no central heating, you can use fixed
heating appliances, for example electric storage heaters. Portable heaters
o
should not be used. A temperature of at least 16 C should be maintained
in working areas.
­ 70 ­ Lighting
8._(1) “Every workplace shall have suitable and sufficient lighting.”
There must be adequate lighting for the tasks being carried out and all
light fittings should be maintained and cleaned regularly. Broken tubes or
bulbs should be replaced as soon as possible.
Ventilation
6._(1) “Effective and suitable provision shall be made to ensure that every
enclosed workplace is ventilated by a sufficient quantity of fresh or purified
air.”
A salon must be well ventilated due to the amount of water vapour and
germs in the atmosphere, and also because of the chemicals being used. You
may use natural or mechanical ventilation or a combination of both, either
way it should be sufficiently ventilated to ensure that the air in the salon is
changed 3 to 4 times per hour.
­ 71 ­ Walls, Floors, Ceilings, Surfaces and Furnishings
12._(1) “Every floor in a workplace and the surface of every traffic route in
a workplace shall be of a construction such that the floor or surface of the
traffic route is suitable for the purpose for which it is used.”
The salon should be kept in good repair, clean and made of cleanable
materials. The following standards would be recommended: ­ Floors should be non-slip vinyl and where there are any carpeted
areas, the carpet should be securely fixed ­ Walls should be easy to clean, for example PVC clad or coated with
gloss or vinyl paints or tiled near sink areas ­ Ceilings should be kept in a clean condition and preferably have
cleanable surfaces e.g. a plain plastered ceiling ­ Chairs should be covered with washable vinyl ­ Trolleys should have lift out plastic containers that can be easily
washed ­ Work surfaces should be smooth and easily cleaned, and preferably
have rounded edges and corners to prevent injuries from people
bumping into them or brushing past them
­ 72 ­ Waste
Hair should be swept up regularly and put in covered bins, preferably pedal
bins so as they do not require to be touched with the hands. Bins should be
emptied throughout the day and not allowed to overflow. Keeping bins
covered will discourage smells and vermin, such as rats and mice. Care
should also be taken when disposing of chemicals etc and the manufacturer‛s
instructions must be followed at all times.
Sterilisation and disinfection of Equipment
Towels
These should be washed on the hottest cycle, usually 95 oC.
Tools
There are 3 main methods of sterilisation, which are heat, chemical vapours
and radiation.
­ 73 ­ 1. Heat:
Moist heat is more effective than dry heat as it kills germs more
quickly and penetrates more quickly. An example of a good method of
sterilisation for metal tools is the use of an autoclave. This involves
tools being loaded into an internal tray with a small amount of water in
the autoclave.
2. Chemical vapours:
An example of this type of steriliser is a formaldehyde cabinet.
These are suitable for sterilising rollers, brushes, combs, nets and
most other non-metal tools, but will damage metal tools and so are not
suitable for these.
3. Radiation:
Most salons use small ultraviolet cabinets but these are often used
incorrectly. The first important thing to remember when using UV
cabinets is that tools must be turned in order to ensure complete
sterilisation. You should also clean the cabinet regularly to ensure
that there is no dirt on the UV tube which could reduce the efficiency
of the steriliser.
NB:
Regardless of what method of sterilisation is used, tools should be
washed with hot water and soap before being sterilised.
­ 74 ­ Disinfectants
These are chemicals that will kill germs, but only if used long enough and if
strong enough. They can be used as baths to disinfect tools, or for cleaning
and disinfecting surfaces in the salon.
There are several types of
disinfectant available and you must always follow the manufacturer‛s
instructions for use:
1. Coal tar derivatives e.g. Dettol. These are good for washing down
salon surfaces or as a bath for tools.
2. Quats e.g. Savlon. This can be used as a 1-2% solution as a bath for
metal tools and 10 minutes should be long enough to disinfect.
3. Hypochlorite e.g. Milton. At a neutral pH this may corrode metal and
so should be alkaline when used for metal tools. Again 10 minutes
exposure in a bath should be sufficient for sterilising tools.
4. Bleach. This is good for cleaning work surfaces, sinks and toilets.
NB:
If you are cleaning the toilet, never allow bleach to come
into contact with another lavatory cleaner, as many react to give
off poisonous fumes.
5. Alcohol e.g. Methylated spirits. These are good for wiping over tools
since they dry quickly. They can also be used to clean skin in a skin
test.
NB:
Tools should not be wet before they are put into disinfectant as
this will dilute the solution.
­ 75 ­ Antiseptics
These will inhibit the growth of germs but will not necessarily kill them.
Their main use is to stop wounds from becoming septic.
Toilets and Wash hand basins
The rooms containing sanitary conveniences should be well lit and
ventilated. Toilets
­ ­ ­ ­ and wash hand basins
should be: sufficient in number located at readily accessible places kept clean and tidy provided with hot and cold water, soap and hand drying facilities
Basins for washing hair should also be cleaned regularly, and you should try
to ensure that sinks do not get blocked by hair. It is recommended that hair
filters are set in the plugs to stop this happening. If you find that the trap
does become blocked with hair, it can be cleared with caustic soda (sodium
hydroxide). This dissolves the hair, which can then be flushed clear with
running water.
NB:
care must be taken when using caustic soda, as it is corrosive to
the skin and eyes.
­ 76 ­ Smoking
By law you must ensure that in rest rooms and rest areas, there are suitable
arrangements to protect non-smokers from the discomfort caused by
tobacco smoke. It is strongly recommended that you put a smoking policy in
place, whereby there are designated areas for smoking, or preferably
whereby the whole building is designated as non-smoking.
Drinking Water Supply
The law requires you to provide drinking water, and to ensure that: ­ it is free from contamination and is preferably from the mains water
supply, bottled water dispensers are acceptable as a secondary supply; ­ it is easily accessible to all employees; ­ there are adequate supplies; ­ cups or a drinking fountain are provided; ­ taps and containers are labelled as drinking water.
­ 77 ­ The Workplace (Health, Safety and Welfare)
Regulations (Northern Ireland) 1993
Checklist
- Have I got adequate ventilation in the salon?
Y / N
- Have I got adequate heating in the salon (> 16 oC )
Y / N
- Have I got adequate lighting in the salon?
Y / N
- Are all the salon floors thoroughly cleaned at
least once a week?
Y / N
- Is my salon kept clean and tidy at all times?
Y / N
- Have I got adequate procedures for waste
storage and disposal?
Y / N
- Do I have a list of good house-keeping rules?
Y / N
- Do I have adequate toilet facilities?
Y / N
- Do I have adequate washing facilities, including
a supply of hot and cold water, soap and drying
facilities?
Y / N
- Do my staff have access to drinking water?
Y / N
- Have I provided suitable rest facilities for
staff, taking into consideration smoking issues?
Y / N
- Are all my floor coverings in suitable conditions and
securely fixed?
Y / N
- Are chairs, tables etc in good condition?
Y / N
­ 78 ­ - Are stairs and corridors kept clear of obstruction
at all times?
Y / N
- Are glass panels in doors and windows suitably
marked?
Y / N
­ 79 ­ ­ 80 ­
Working Time
­ 81 ­ WORKING TIME
Working Time Regulations (Northern Ireland) 1998
(as amended)
These regulations implement the European Working Time Directive and
impose obligations on employers in relation to the working time of workers
over minimum school leaving age. They include the provision of maximum
working limits, night work restrictions, rest breaks, leave entitlement
etc. Local Authorities and HSENI are responsible for the enforcement of:
·
·
·
Maximum working time limits
Night work restrictions
Health assessments for night workers
Local Authorities ensure the Regulations are followed for workers in
wholesale, retail, offices, catering, leisure and entertainment and
consumer services (hairdressers fall under consumer services) this
guidance relates to these types of work.
Local Authorities and HSENI do NOT enforce:
· Rest breaks
· Daily and weekly rest
· Time off (annual leave)
}
}
}
These entitlements are dealt with by
industrial tribunal
­ 82 ­ What is a Worker?
· Someone who has a contract of employment or someone who is paid a
regular salary or wage and works for an organisation, business or individual.
The employer provides the worker with work and controls when and how
work is done, supplies them with tools etc and pays tax and National
Insurance contributions. Includes part-time and temporary workers and
the majority of agency workers and freelancers.
· Someone doing in-house training or a trainee on work experience,
apprenticeship, etc.
· A young worker is someone who is above minimum school leaving age but is
under 18.
What is Working time?
Working time is defined as when a worker is “working, at his/her employers
disposal and carrying out his/her activity and duties.”
When do the Regulations not apply?
· If you are self-employed, running your own business and are free to work
for different clients and customers.
· Some provisions do not apply to workers who can decide when and how long
they work.
· Certain workers are not covered by these Regulations but by other sector
specific requirements.
­ 83 ­ Working Time Limits (adults)
· For adults the maximum hours worked in each seven days should not be
more that 48 hours
· Average working limit is normally calculated over a 17 week period
· Workers can opt-out and agree in writing to work more than 48 hours
· Opt-out can be cancelled by giving written notice
· Workers cannot be forced to work for more than 48 hours a week on
average
· Working time includes travelling as part of the job, working lunches and
job related training
Working Time Limits (young workers)
· Normal limit is 8 hours a day or 40 hours a week
· Maximum hours cannot be averaged out
· There is no opt-out available
Night-Time Limits (Young Workers)
Should not ordinarily work at night between 10pm and 6am or 11pm and 7am
­ 84 ­ Working at Night
· A night worker is someone who normally works at least 3 hours a night
· Night-time period is normally between 11pm – 6am but if different, must
be at least 7 hours long and include period from midnight – 5am
· Night workers should not work more than an average of 8 hours per night
averaged over 17 weeks
· The night limit can be modified by a collective or workforce agreement
· If a night worker‛s job involves special hazards or physical or mental
strain, there is an absolute limit of 8 hours‛ working time each night
· Employers must offer workers a free health assessment before starting
to work nights and regularly thereafter
· Workers do not have to undergo the health assessment
· If a worker suffers health problems made worse by night work, the
employer should, if possible, transfer them to day work
Exceptions for Young Workers
a) Day Work
May work longer hours when necessary to maintain continuity of service or
production, or to respond to a surge in demand, if
· there is no adult available to do the work and the training needs of the
young worker are not affected
­ 85 ­ b) Night Work
If the above circumstances apply, young workers may:
· work through the night in a hospital or similar premises, or in the following
activities:
- Cultural
- Artistic
- Sporting
- Advertising
· work between 10pm or 11pm and midnight and between 4am to 6am or 7am
if they work in:
- Agriculture
- Retail trading
- Postal or newspaper delivery
- Catering
- Hotel, public house, restaurant or
similar.
­ 86 ­ The Working Time Regulations (Northern
Ireland) 1998
Checklist
a) Do I have employees working more than 48 hours per week
on average?
Y / N
- By law you cannot make an employee work more than 48 hours per
week
b) If yes, have they agreed in writing to work more than 48
hours?
Y / N
- An employee can agree to work more than 48 hours but the agreement
must be in writing and there must be an agreed period of notice for the
employee to withdraw their agreement
c) Do you give all your adult employees at least one day off
per week?
Y / N
d) Do you give all your young employees at least two days off
per week?
Y / N
- All adult employees are entitled to at least one day off per week
e) Do you give your adult workers adequate work breaks?
Y / N
- Every adult worker is entitled to at least 20 minutes rest if they work more
than 6 hours
f) Do you give your workers who are young persons adequate
work breaks?
Y / N
- Every young person is entitled to at least 30 minutes rest if they work more
than 4 ½ hours per day
­ 87 ­ g) Do you give all your workers paid leave per year?
Y / N
- After an employee has worked for you for 13 calendar weeks they are
entitled to at least three weeks paid holiday (pro rata for part-time
employees) and this will increase to 4 weeks in November 1999. Paid public
and bank holidays can be counted towards this entitlement
h) Do I have any workers who regularly do night work?
Y / N
- Night work includes at least 7 hours work including the hours of midnight
to 5 am
i) If yes, do I make sure that the workers do not work on average
more than 8 hours in any 24 hour period?
Y / N
- An employer must take all reasonable steps to make sure that the normal hours
of night workers do not exceed an average of 8 hours for each 24 hours over a 17
week period. Records must be kept for inspection by a factory inspector or an
environmental health officer.
­ 88 ­ Electricity at Work
­ 89 ­ ELECTRICITY
Electricity at Work Regulations (Northern Ireland) 1991
4._(1) “All systems shall at all times be of such construction as to prevent,
so far as is reasonably practicable, danger.
(2) Such maintenance of systems as is necessary to prevent danger must, so
far as is reasonably practicable, be provided.
(3) Every work activity, including operation, use and maintenance of a system
and work near a system, shall be carried out in such a manner as not to give
rise, so far as is reasonably practicable, to danger.
(4) Any equipment provided under these Regulations for the purpose of
protecting persons at work on or near electrical equipment shall be suitable
for the use for which it is provided, be maintained in a condition suitable for
that use, and be properly used.”
These Regulations cover the installation, maintenance and use of electrical
systems and equipment. Electricity should be treated with respect at all
times as an electrical fault can result in electrical shock, burns or fires and
thus result in death, and/or the loss of your business.
­ 90 ­ Residual Current Device
A residual current device (or RCD) will switch off the electricity
automatically if a fault occurs, for example if you use a faulty hairdryer
with wet hands. It is therefore very strongly recommended that an RCD,
rated at 30 mA is fitted in the salon electrical system.
Bonding Pipework
With certain types of earthing system, all pipework must be bonded, in
other words hot and cold water pipes should be connected together with
a wire and earthed. Earth wires are green or green and yellow and are
connected to the pipes with special clips. Earth bonding wires should have a
metal plate attached to them saying ‘Safety Electrical Connection- Do Not
Remove‛.
Testing of the Electrical Installation
Electrical circuits, and all electrical equipment, should be tested regularly by
a competent person, i.e. a qualified electrician. It is recommended that:
­
the fixed installation (e.g. wiring for lighting, sockets etc) is
tested at least every 5 years, and
­ portable appliances (i.e. anything with a plug) are tested at
least every year.
NB:
Records of any testing carried out should be kept on
the premises at all times.
­ 91 ­ In-house Inspection of the Electrical Installation
As well as the annual testing, a regular visual inspection of all hand tools
should be carried out by a competent member of staff. The following are
visual signs that equipment is potentially unsafe:
­
­
­
­
­
Damaged plugs, e.g. signs of cracking or bent pins
The outer sheath of the cable is not securely clamped where it
enters the plug or appliance (coloured wires are showing)
The cable is frayed or cut
There are signs of overheating (i.e. burn marks or staining)
There is damage to the external casing of the equipment or
there are loose or missing parts.
Is there a system in place for marking faulty hand tools and
preventing their use?
Any faulty equipment must be clearly marked and not used until repaired by
a competent person. Plugs should also be removed from faulty equipment in
order to prevent use. Any problems noted should be brought to the
attention of the owner/manager immediately.
NB:
Electricity and water do not mix!! Give your staff
adequate training and advice.
­ 92 ­ First Aid at Work
­ 93 ­ FIRST AID
Health and Safety (First Aid) Regulations (Northern Ireland)
1982
3._ (1) “An employer shall provide, or ensure that there are provided, such
equipment and facilities as are adequate and appropriate in the
circumstances for enabling first aid to be rendered to his employees if they
are injured or become ill at work.”
The Health and Safety (First Aid) Regulations (Northern Ireland) 1982
require employers to ensure there are adequate and appropriate first aid
facilities for their employees in the event of an injury or illness at work.
Reasonable steps must be taken by the employer to prevent injury and ill
health to their employees while they are at work. The employer must also
provide first aid facilities.
What is first Aid?
The regulations define First Aid as:
“Cases where a person will need help from a medical practitioner or nurse,
treatment for the purpose of preserving life and minimising the
consequences or injury and illness until such help is obtained…”
and
“treatment of minor injuries which would otherwise receive no treatment or
which do not need treatment by a medical practitioner or nurse.”
­ 94 ­ What are my duties as an employer under the regulations?
The regulations place five duties on employers. They must: ­ provide adequate and appropriate levels of first-aid equipment and
facilities ­ make sure there are provided adequate numbers of suitable staff
available for administering first-aid to employees. These “first
aiders” must be trained and be qualified as deemed appropriate by the
HSE, and must have any additional training, as appropriate, for
example, in workplaces where cyanide or electricity, etc may be
notable hazards ­ appoint an alternative person, if the first aider is away from the
premises ­ provide an appointed person, where circumstances indicate a first
aider is not required. This will depend on the nature of the work, the
number of employees, and the location of the premises ­ provide employees with information regarding the provision of firstaid location of equipment, facilities and relevant personnel
NB:
There is no legal requirement to provide first-aid to non-
employees (e.g. members of the public) although it is common practice to
do so.
How do I know what level of first aid is required?
When you are deciding the level of first aid required it, is important to
remember that the facilities and equipment should enable: ­ immediate assistance to be given to employees suffering from
potential injuries or illnesses associated with the specific undertaking ­ rapid summoning of an ambulance or medical assistance
Due to the fact that every workplace is different, and has different
hazards, the regulations do not prescribe the level of first aid facilities an
employer must provide.
­ 95 ­ The level of service provided must be appropriate to the risks identified in
the workplace assessment, and separate assessments may be required for
various parts of the premises, dependent on the operations undertaken.
You as an employer are under no obligation to record the assessment, but in
certain cases it may be useful to have records of the following: ­ ­ ­ ­ ­ ­ ­ ­ ­ annual leave, sickness, maternity leave employees working on shared premises hazards and risks in the workplace historical records of accidents, near misses and ill health remoteness from medical services the nature of the workforce the requirements of travelling remote and lone workers the size of the organisation workforce distribution
What am I required to have with regards to first aid
provision?
Small workplaces, such as small shops (i.e. hairdressers) and offices, may
only need a clearly labelled and well-stocked first aid box, with an appointed
person to over-see the organisations first –aid arrangements and take
control in the event of an emergency. However larger or more complex
organisations may have to: ­ inform the local emergency services, in writing, of any hazardous
substances/processes ­ provide a first aid room(s) ­ supply adequate first-aiders to ensure that there is always someone
on site to administer immediate first aid ­ train first aiders in appropriate procedures, such as dealing with
cyanide poisoning
­ 96 ­ Every workplace should have at least one first aid container (first aid box)
which should contain suitable first aid materials. For the average salon, a
First Aid Box and an eye wash bottle should be sufficient. The “Approved
code of practice and guidance” recommends the following:
First Aid Box Contents
Number of Employees
50
1-5
6-10
11-
Contents
Qty
Qty
Qty
-Guidance on first aid
-Individually wrapped sterile
adhesive dressings (various sizes)
-Sterile eye pads, with attachment
-Individually wrapped triangular bandages
-Safety Pins
-Medium sized sterile unmedicated
dressings (approx 120mm x 120mm)
-Large sterile unmedicated dressing
(approx180mm x 180mm)
-Disposable gloves
Extra large sterile unmedicated dressings
1
20
1
20
1
40
1
1
6
1
2
2
6
2
4
4
12
4
1
2
4
1
1
1
2
1
4
NB: For a hairdressing business it is recommended that several pairs of
disposable rubber gloves are supplied due to risk of HIV and Hepatitis B
Also cotton wool and tissues, surgical adhesive tape, crepe bandage for
a strain and bowl for pouring water
Medication such as pain-relievers e.g. paracetamol, must not be administered
or kept in the first aid container. The only items of medication which are
allowed to be kept in the container are antidotes for specific hazards, such
as cyanide poisoning, for which first aiders have received specific training.
­ 97 ­ First aiders and appointed persons may frequently be asked to supply
headache tablets, indigestion powders etc- this should not be done.
What should the first aid container look like?
The container should be made of a suitable robust material, and be built to
protect the contents from contamination and damage. Under the Health and
Safety (safety signs and signals) Regulations (Northern Ireland) 1996 the
container should be marked with a white cross on a green background.
When all the contents of my first aid box have been used, do
I have to purchase a new one?
No, the procedure would be that the appointed person would check the first
aid box at regular intervals and ensure that after each incident, the articles
used from the first aid container should be replaced and items should also
be checked to ensure that items are within their expiry date.
­ 98 ­ Do I need to have a qualified first aider on site?
Whether or not you need a qualified first aider on site depends on the
nature of the workplace.
The “Approved code of practice and guidance” suggests that if you work in a
shop, office library any small retail business and have less than 50 staff the
requirement would be at least one appointed person, a qualified first aider is
not required unless you have more than 50 staff.
Therefore as a Hairdressing premises, you would need to have identified an
appointed person within your workplace.
What does an appointed person do?
An appointed person should take control of first aid arrangements, including
equipment, facilities, summoning the emergency services. An appointed
person must be on-site at all times that there are personnel on-site.
Appointed persons must not attempt to administer first aid for which they
are not trained, but as they are in charge of the equipment it would be wise
for such people to be trained in its use.
­ 99 ­ The Health and Safety (First Aid) Regulations
(Northern Ireland) 1982
Checklist
A) Do I have a first aid box?
Y / N
B) Does it include a list of contents?
Y / N
- Note: the quantities shown in the first aid box contents
list are minimum quantities.
C) Is it regularly checked and refilled?
Y / N
D) Do I have a supply of items to refill the box?
Y / N
- Always check contents weekly and refill when necessary
E) Are there any items in the box which should not be
there e.g. medicines?
Y / N
- Only items shown in the contents list should be in the first
aid box. There should be no drugs or medicines of any
kind.
F) Do all my staff know where the first aid box is kept?
Y / N
- Make sure the first aid box is accessible to the staff
and not locked away
G) Do all my staff know who is responsible for the first
aid box and administering first aid?
Y / N
­ 100 ­ H) Do I have a qualified First aider?
Y / N
- You do not need to have a qualified first aider
but it is recommended that a member of staff attends
a first aid course run by the Red Cross or St. Johns
Ambulance etc
I) Do I have an “Appointed Person” to take charge
in the case of an emergency?
Y / N
- You must have an appointed person. This is someone who
takes charge in the case of an emergency such as accident or fire,
calls an ambulance, excavates the salon etc. If you
have a member of staff with first aid training this person is
normally the appointed person.
­ 101 ­ ­ 102 ­
Provision and Use of Work Equipment
­ 103 ­ WORK EQUIPMENT
The Provision & Use of Work Equipment Regulations 1998
4._(1) “Every employer shall ensure that work equipment is so constructed or
adapted as to be suitable for the purpose for which it is used or provided.”
Under The Provision and Use of Work Equipment Regulations (Northern
Ireland) 1998
All
equipment used in your salon must be suitable for the purpose for which
it is used, properly maintained and your staff must be trained in the use of
the equipment. The regulations apply to both new and second-hand
equipment such as:
Hairdryer
Cutting equipment
Free-standing hairdryer
Tongs etc
­ 104 ­ The Provision and Use of Work
Equipment Regulations (Northern Ireland) 1998
Checklist ­ Is all the equipment in my salon regularly checked
to make sure that it is in serviceable condition? Y / N
­ Do I keep a maintenance log particularly for electrical
equipment?
Y / N
- Your electrical equipment “inspection” and “test”
records will cover this ­ If I purchase second hand equipment, is it checked by a
competent person before use?
Y / N
- Although suppliers of second-hand equipment have a
duty to ensure equipment is safe, it is also strongly
recommended that all items of second-hand
equipment, and particularly items such as hairdryers and
heat lamps are checked by a competent person
before use. ­ Have all my staff been trained in the safe use of every
piece of salon equipment? ­ Y / N
Users and supervisors of equipment must be given adequate
Training in the use of the equipment and written instructions
Must be supplied when necessary e.g. if you have hood
Dryers these should not be used by any member of staff
Unless they have received training and this has been
recorded.
Keep a record of such equipment and the persons trained
to use it.
­ 105 ­ ­ 106 ­
Personal Protective Equipment
­ 107 ­ PERSONAL PROTECTIVE
EQUIPMENT
The personal Protective Equipment at Work Regulations
(Northern Ireland) 1993
4._(1)” Every employer shall ensure that suitable personal protective
equipment is provided to his employees who may be exposed to a risk to
their health or safety while at work except where and to the extent that
such risk has been adequately controlled by other means which are equally or
more effective.”
These regulations require every employer to provide suitable personal
protective equipment (PPE) to each of his/her employees who may be
exposed to any risk while at work.
Employees are required to report to the employer any loss or damage to PPE.
In the average salon, some of the PPE involved will be:
a) Gloves.
The use of gloves when handling perm lotion etc.
NB:
­ Single-use nitrile gloves are acceptable. If you must use latex
gloves, use only “low-protein, powder-free” gloves. ­ Throw away single-use gloves every time you take them off.
­ 108 ­ b) Skin Creams
Skin creams are important for skin protection and help in washing
contamination from the skin. They are not barrier creams.
creams help to replace skin oils.
After-work
c) Eye Protection
Eye protection can be useful when handling and mixing strong bleach
solutions.
d) Aprons
It would be good practice to wear aprons when mixing chemicals.
NB: Always
ask your safety clothing supplier to help you get the right
PPE.
­ 109 ­ Personal Equipment at Work Regulations (Northern
Ireland) 1993
Checklist
- Do any of my staff need to use personal protective equipment?
­ PPE should only be used as a last resort after steps are taken to
eliminate or control the risk at source following adequate
risk assessment e.g. COSHH assessment.
- If yes, do I supply the PPE for use by my staff free of charge?
-
Y / N Y / N
If PPE is required you must supply this free of charge to your
staff
- Have my staff been trained to use PPE?
­ The PPE supplied must be properly maintained and the users
trained and monitored to ensure that the PPE is
Properly used.
- Is the PPE suitable for the job?
­ Y / N Y / N Always check with the supplier that the PPE supplied
Is suitable e.g. there are many types of rubber gloves
Some of which will be attacked/dissolved by
Chemicals in the salon
­ 110 ­