Workers Services

Companies have to be conscious that Lone Working can typically be regarded as extremely pricey or a Y2K issue, that is to say a lot of hype and not much substance. I believe that the truth is somewhere in between. Let’s be clear though, Lone working is here and it is gaining momentum in the courts. The truth of the matter for the average company is that they may well have a percentage of genuine lone workers but quite few would have a high percentage.

There are also companies that want to supply simple protection to their staff and stakeholders who would not be lone workers but for whom safety could normally be an issue. For example, a Magistrate leaving work.

I frequently have to slow down clients who see their will need at a far greater level that truly exists. Dispelling the myth, applying common sense and some sound enterprise logic, a organization can usually look at every genuine Lone worker and justify some invest to protect them.

So what are these myths? Well they do not just apply to who the lone worker is. They also apply to the types of technology applied in the products you may possibly or could not use. For example, GPS (Global Positioning) is a requirement of BS8484 but what if you do not want to meet the standard? What does the law say? Is it compulsory to mitigate prospective future liability that you have GPS in the device. The answer is no. How would a GPS feature protect and indoor worker who falls down a flight of stairs or in to a vat?. Is it suggested you get GPS on a device in case an incident occurs outside? The answer is yes, but subject to cost and can that cost be justified. If you had a worker who is largely outside GPS must most likely be considered as a substantial element of what you should search for. I will touch on why later.

Other myths…

So quite a few businesses have Lone workers who spend the majority of their time outdoors; these could be engineers or bailiffs. What happens to them if they are alone and get into any trouble that requires help? What if they fall down turn out to be unconscious, get into a threatening scenario or have a automobile accident.

Utilizing GPS devices which have Motion sensor capability and SOS function can help in all these situations.

The user has a direct SOS link to a nominated Alarm receiving centre or Operations team, the alarm is raised and the user details with all relevant location data is sent to the operator to take action. You have to bear in mind that under the BS8484 only compliant Alarm receiving centres can contact the emergency services direct. So an employer needs to consider what action and support they will need for their lone workers.

In a serious scenario each second counts, the lone worker wants and requirements the quickest response and support readily available. Working with an accredited Alarm receiving centre will certainly speed that method up, as they can go direct to the emergency services and have to adhere to specific response times.

What occurs if your lone worker is indoors when an emergency or man down event is raised will the GPS positioning help the lone worker, simply yes it will, whilst GPS can not be guaranteed to work indoors, you have devices that enable you to do GPS health check calls, or check in calls, so you will often have the newest location data readily available, something being employed now far more and far more extensively in the care sector. Not only can you offer the most recent data if an incident occurs indoors, but you can use the data to confirm the employees status, how long they stayed on site, were they on site.

So while some think about Lone worker protection as pricey, used in the right way the employer can cover their duty of care, health and safety as well as improving productivity.

Organizations ought to speak with their insurance organizations and legal teams, you will find your insurance company ought to reduce the premiums if lone worker protection is utilized for the employees, whilst legal departments will advise you require some form of protection in place, its then over to the employer to make the right, informed decision.