‘HUGS@HOME’ PROJECT PROVIDES SUPPORT FOR FIRST RESPONDERS
LEGISLATION TO COME INTO FORCE IN FIGHT AGAINST FRONTLINE ATTACKS
‘FOUR DAY WEEK’ IRELAND MOVEMENT GATHERS MOMENTUM
EU’S HEALTHY WORKPLACES CAMPAIGN (2023-25) TO FOCUS ON THE DIGITAL AGE
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* Funding for Local Authority Workplace Wellbeing Programme
* New Chief Executive at Health and Safety Authority
* Healthy Workplace Networking Seminar
* CIF’s Health & Safety Summit 2023
* ‘Top 100 Companies Leading in Wellbeing’ Index
* ICTU Campaigns to ‘Make Remote Work’
* Work Life Balance Legislation fits the Bill for Employees
* NISO ‘Implementing Workplace Wellbeing Strategies’ Workshop
The 2023-2025 edition of the EU-OSHA’s Healthy Workplaces Campaign dedicated to ‘Occupational Safety and Health in the Digital Age’ will focus on work on digital platforms, advanced robotics and artificial intelligence (AI), remote work, intelligent digital systems and managing AI employees.
As attacks on Gardai continue to rise, the Minister for Justice is to amend legislation to increase the maximum sentence to 12 years for assaults on Gardaí and emergency service workers. He has also introduced legislation to allow for the use of body-worn cameras to protect frontline Gardaí.
The 32nd All-Ireland Occupational Health and Safety Awards, which will be presented at the NISO/NISG Safety Awards Ceremony in Killarney on Friday 13 October, will give recognition to those companies who continue to demonstrate the positive and proactive culture of safety management within their businesses.
Family members, colleagues and close friends of first responders are now being guided on how best to provide support in the aftermath of difficult and stressful events on the frontline, under a new project developed by the Royal College of Surgeons in Ireland that offers them training in the elements of ‘Hearing, Understanding, Guiding and Supporting’ (HUGS) at home.
New research as part of the global Four-Day Week pilot programme has revealed that companies who gave their staff an extra day off per week, with no reduction in pay, experienced increased revenue alongside reduced absenteeism and resignation, while workers felt less stressed and burnt out with higher rates of life satisfaction.
Ireland is one of the leading proponents in the movement to promote the benefits of a fourday working week. Kevin Donoghue, Fórsa’s Director of Campaigns and Chairperson of the ‘Four Day Week Ireland’ campaign updates ‘Health & Safety Times’ on recent developments.
The Department of Public Expenditure, NDP Delivery and Reform has announced a new partnership with the national charity Family Carers Ireland to provide a suite of practical supports and resources for those staff members who balance their workloads with caring responsibilities at home.
The Irish Congress of Trade Unions (ICTU) and business employers’ group Ibec marked the International Day for the Elimination of Racial Discrimination (21 March) with a joint statement to stand against racism and to promote inclusive workplaces.
A UK survey of over 1,300 lone workers and health and safety professionals, commissioned by the cloud-based monitoring service StaySafeApp.com revealed a low perception by employees of how seriously employers take lone worker safety.
A new electrical safety video for Irish farmers has been developed by the Farm Safety Partnership Advisory Committee’s Buildings & Working at Height Working Group that includes representatives from the ESB Networks, Health and Safety Authority, Teagasc, FBD Insurance, the Department of Agriculture, Food and the Marine, and the construction industry.
The implementation of the National Action Plan Against Racism 2023-2027 is being led by government departments, local authorities and agencies, while €1m in funding will be made available for local and regional/ national projects with a specific anti-racism focus.
With 75% of people in Ireland planning to improve their diet and nutrition this year, almost half (46%) note that not having enough time is the main factor that makes it difficult to manage their weight and enjoy a balanced lifestyle, according to research from Webdoctor.ie, Ireland’s online GP service.
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A survey of more than 3,000 people living with Long Covid, who responded to a UK joint study by the Trades Union Congress (TUC) and the Long Covid Support Employment Group, has found that 66% of participants reported being unfairly treated at work – up from 52% who responded to a similar survey in 2021.
Health & Safety Times has no connection with the Health and Safety Authority, which is also known as the National Authority for Occupational Safety and Health. Whilst every effort has been made to ensure that the information published is correct, the publisher cannot accept responsibility for errors, omissions or discrepancies. The views expressed are not necessarily those of the publisher.
All rights reserved. Health & Safety Times @2023
We have a strong proven track record in the transport sector for public and private clients.
Our wide range of construction experience includes frameworks, early contractor involvement, design and build traditional works.
Projects ranging in size have been successfully delivered including motorways, local road improvements, structures, tunnels, harbours and rail work.
The new Work Life Balance and Miscellaneous Provisions Bill 2022, which has passed all stages in the Oireachtas, provides for the introduction of new rights for employees to support a better balance of family life, work life and caring responsibilities.
The Bill also seeks to support those who are victims of domestic violence through the introduction of a statutory paid leave entitlement of five days. The Work Life Balance and Miscellaneous Provisions Bill 2022 introduces:
• Five days unpaid leave for medical care purposes for parents of children under 12, and carers.
• Five days paid leave for victims of domestic violence.
• The right to request flexible working for parents and carers.
• The right to request remote working for all employees.
• Two years breastfeeding breaks.
Minister for Children, Equality, Disability, Integration and Youth
Roderic O’Gorman said the new Bill will support employees to achieve a better balance between their home lives and work lives. “The passing of this Bill introduces a statutory entitlement to carer’s leave, the right to request flexible and remote working, and makes breastfeeding breaks a reality for women returning to work from maternity leave,” he added.
The Minister said that the introduction of domestic violence leave under this Bill was particularly important. “Ireland is one of the first countries to introduce statutory domestic violence leave and this will make a real and meaningful difference for victims of domestic violence.
“It will support those who are victims of domestic violence to leave abusive relationships. This leave was an important commitment in the Programme for Government, and I hope it will lead to greater awareness of domestic violence in all its forms.” The Bill will now go to President Michael D. Higgins to be signed into law.
Funding of €300,000 is being made available to local authorities for strategic initiatives aimed at supporting and maintaining the wellbeing of council staff under a new workplace programme, co-ordinated by the Local Government Management Agency (LGMA).
The new funding programme will help local authorities to promote and protect psychological and physical health in the workplace, and to empower employees to make informed choices about their own wellbeing.
The funding programme was recently announced by Hildegarde Naughton, TD, Minister of State with responsibility for Public Health, Wellbeing and the National Drugs Strategy at an event held by the LGMA. It was attended by local authority representatives who discussed the importance of supporting workplace wellness and employee wellbeing.
Announcing the €300,000 funding, Minister Naughton expressed her delight at the LGMA’s “proactive approach” to helping local authorities to implement effective strategies to benefit their staff.
Local authorities can apply for funding for specific programmes and initiatives that form part of their wellbeing strategy or support strategic aims to:
• Create safe and healthy work environments that foster a culture of positive wellbeing.
• Improve the general wellbeing of local authorities’ diverse workforce and ensure that wellbeing is seen as everyone’s responsibility.
• Embed wellbeing as a central part of strategic priorities for management across all local authority functions.
“We all deserve supportive working environments that promote physical, mental, social and financial wellbeing. This funding from Healthy Ireland, aligned with the Government’s National Framework for Healthy Workplaces, will also help employees to make informed choices that improves their own wellbeing.”
The Minister said she now looked forward to hearing about the progress of the initiatives that will be supported by this funding and the positive impact on the overall health and wellbeing of staff.
Paul Dunne, LGMA Chief Executive, said: “Embedding a positive health and wellbeing culture in a local authority has benefits not only for employees but also for the vital public services local authorities provide as workplace wellbeing can help to engage, motivate and retain employees and improve performance and productivity.”
Conor O’Brien, the newly appointed Chief Executive of the Health and Safety Authority (HSA) took over from Interim CEO Mark Cullen at the start of May.
He has over 15 years’ experience working in senior executive roles in both the public and private sectors in the insurance, banking, technology and services industries.
Prior to his role in KBC Bank Ireland, O’Brien was Chief Executive of the Personal Injuries Assessment Board (PIAB). Announcing the appointment, Tom Coughlan, HSA Chairman, said that the Board looks forward to working with Conor, and “his leadership will ensure the HSA continues to deliver on its strategic mission”.
He also extended his gratitude to Mark Cullen during his term as Interim CEO for his commitment and dedication to the HSA, adding that “his leadership ensured the continued successful delivery of our strategy, while navigating important issues that have arisen in recent months”.
The Minister of State for Employment Affairs and Retail Business, Neale Richmond TD, said that Conor O’Brien will
lead the HSA as it completes its reorganisation, “which will position the Authority to proactively address the challenges of a changing working environment domestically and globally”.
Conor O’Brien said he is pleased to be taking up the role of HSA Chief Executive and working with the team to continue the important role that it carries out. He added that he looks forward to working with the Chairperson and the Board to achieve the HSA’s strategic ambitions as well as the further development of the organisation in the coming years.
The Healthy Workplace Networking Seminar which takes place on 17 May at the Department of Health will incorporate the launch of the new national Healthy Workplace website by Hildegarde Naughton, TD, Minister for Public Health, Wellbeing and National Drugs Strategy.
The new website will provide information and resources to support workplaces to implement health and wellbeing initiatives in their organisations. The event will showcase good practice
and will feature case studies from some of the recent winners of workplace wellbeing awards.
In addition, UCC’s Dr Jane Bourke will present her findings from a recent study on ‘Mental Health and Wellbeing in Irish Firms’ and Dr Noel Richardson will present an overview of the CAIRDE project. This workplace suicide prevention programme aims to reduce suicide stigma, improve suicide literacy and enhance intention to seek/offer help among construction workers in Ireland.
Cairn has been leading the way in the Irish housing market since 2015. In that time the business has scaled and today we are active on 21 residential development sites with the resources to deliver a broad choice of new homes, in great locations where people want to live now and into the future.
The Construction Industry Federation’s annual Health & Safety Summit on Thursday 25 May will see Ireland’s construction sector come together to reinforce and promote the importance of safety, health and overall wellbeing in both work and life.
Safety and health are a constant challenge for the construction industry. With more complex safety challenges arising each year, and a spotlight on workers mental health and wellbeing, addressing these challenges is more critical than ever.
Taking place in Dublin’s Croke Park Conference Centre, the summit will feature safety experts who will share their insights on how organisations can authentically embed health and safety, mental health and wellbeing into its fabric and how it can reduce the impact to the business and the individual by building a healthy, well, resilient workforce.
For further information and bookings details visit www.cifsafety.ie
Galway’s GE Energy Tynagh and Cork’s BioMarin International Ltd were the overall winners in the ‘Previous Entrants’ and ‘Novice’ categories respectively at the AllIreland Safety Quiz Finals on 1 April.
A total of eight teams took part in this year’s All-Ireland Occupational Safety Quiz Finals, jointly run every year by the National Irish Safety Organisation (NISO), in association with the Northern Ireland Safety Group (NISG).
Harry Galvin, NISO President, and Wendy Beatty, NISG Chair, presented the awards and trophies at a special prize-giving dinner.
Galvin commended all the quiz teams, noting that all participants should be proud of their efforts to improve occupational health and safety.
The regional heats for the 49th All Ireland Safety Quiz 2024 will take place nationwide in spring 2024.
Previous Entrants Category
1st Place: GE Energy Tynagh (Western Region)
2nd Place: BioMarin International Limited (Southern Region)
3 rd Place: Abbott Nutrition Cootehill (North Eastern Region)
Novice Category
1st Place: BioMarin International Limited (Southern Region)
2nd Place: Abbott Nutrition Cootehill (North Eastern Region)
3 rd Place: Re-Gen Group (Northern Ireland) Novices Category
De si g n, en gi n eer and build of hig h-te ch f aciliti e s , p l a nt s and fac torie s for l e adi ng comp ani e s worl d w i d e .
Advanced Technology Facilities
Semiconductors
Flat Panel
Displays
Photovoltaics
Batteries
Biopharma & Life Sciences
Pharmaceuticals & Biotechnology
Food & Nutrition
Consumer Care
Specialty
Chemicals
Data Centers
Cloud Computing
Co-Location
High Performance Computing Enterprise
The Irish Congress of Trade Unions (ICTU) ‘Make Remote Work!’ campaigning group has welcomed the Government delivery on its commitment to a new workers’ right to request remote work, after what Congress has described as “a previous false dawn”.
Following the landmark passing of the Work-Life Balance Bill by both Houses of the Oireachtas, ICTU’s General Secretary Owen Reidy said that the legislation delivers a suite of measures to make it easier for workers to combine their professional and personal lives.
“Improved family leave and flexibility on when and how we work is good for workers and families. It is good for businesses to retain valuable and often highly trained staff. It is good for society and for the economy too. It will help close the gender gaps in caring, pay, and pensions. It is a win-win,” he noted.
According to Reidy, as well as legislating improvements to support working parents and carers balance paid work with family care, necessitated to give effect to EU law, “the Bill also introduces a new workers’ right to paid leave for victims of domestic violence. It also gives workers the right to request to remote work, both of which ICTU and affiliated unions campaigned for to bring us to this point”.
He noted that Ireland is leading the way in bringing in paid
leave for workers who are victims of domestic violence. However, if this new law is to do what is intended, workers must be paid their full wages during absences. Anything less risks putting them in further danger. It is disappointing that the leave is for only five days. Unions will continue to collectively bargain workplace agreements – all of which provide for 10 days paid leave.”
Irish workplaces face “an exodus” of female employees after research reveals that the vast majority of menopausal women are not getting the help and support they need to keep them in their jobs.
Just over 36% of respondents in a poll of over 1,000 women said they have been forced to call in sick on account of ‘devastating’ symptoms; 81% who took part in the ‘Menopause in the Workplace Survey 2022’ said they didn’t feel comfortable discussing the issue with their employer.
Researchers also found that 38.4% of women who took part in the survey said they were considering quitting their jobs because of menopause, while 11% said they were forced to abandon their careers after being overwhelmed by symptoms – which can include insomnia, anxiety, migraines, brain fog and fatigue.
The online survey of 1,087 women was carried out by The Menopause Hub – the first clinic in Ireland solely devoted to helping women through the menopause. Chief executive Loretta Dignam said the results showed employers needed to do much more to keep the growing number of female workers going through the menopause in employment.
“The solution to supporting menopausal women is through reasonable accommodations and adjustments, which need not cost the earth. Under current health and safety legislation, a failure to support menopausal women in the workplace is simply not acceptable anymore,” she noted.
Dignam, who provides training courses for several firms including ESB, Indeed, Lidl Ireland and Northern Ireland, Dublin Bus and Kellogg’s, said all employers should have a menopause policy to encourage female employees to discuss the issue with managers.
She opened her clinic after feeling isolated by the lack of support she encountered when she first experienced symptoms. Based in Mount Merrion, Dublin, the Menopause Hub has treated more than 6,000 women since opening in January 2019. “As our survey showed, three years on, the menopause remains a taboo subject in workplaces across Ireland,” she said.
A free online Workplace Safety, Health and Welfare Induction training course, aimed at supporting employers to deliver induction to new employees, has been launched by the Health and Safety Authority (HSA) and Atlantic Technological University (ATU) Sligo.
The online induction comprises a suite of short awarenessraising courses which can be used along with workplacespecific training. The induction can be accessed on the HSA elearning portal and the ATU Free Courses portal at
The Workplace Safety, Health and Welfare Induction consists of eight units covering a range of health and safety areas designed to help employees to stay safe while at work. Units 1 and 2 are compulsory and cover key employer and employee roles and responsibilities as well as workrelated stress. Units 3 to 8 are optional and can be selected as appropriate to the specific work environment. Topics include manual handling; ergonomics; housekeeping in the workplace; chemical safety; workplace transport safety; noise and machinery.
Dr Orla Flynn, ATU President, said that this free online induction will support those seeking to enter the workforce, as well as employers who wish to refresh their employees’ awareness of health and safety. “It offers a high degree of flexibility as the course is available 24/7 and can be taken online from anywhere,” she added.
Digital badges are awarded to learners for each unit taken, while a certificate is also awarded to learners on successful completion of the course sections, which includes a short online assessment. A minimum score of 80% is required to pass.
Courses are available via the following links:
* HSA eLearning portal https://hsalearning.ie/
* Workplace Safety, Health and Welfare Induction https://hsalearning.ie/mod/page/view.php?id=523
* ATU Free Courses portal https://freecourses.atu.ie
Once complete, learners can download their certificates which employers can retain as part of training records. Employers can also register employee groups to take the induction using the Group Manager facility.
The suite of online courses was developed as a collaboration between the HSA, the Occupational Safety and Health lecturers at the Department of Environmental Science (ATU Sligo) and the Online, Flexible & Professional Development Unit (ATU).
Meath County Council is amongst a small number of local authorities to hold corporate accreditation across their entire operations, following certification to the safety management standard ISO 45001:2018.
The world’s first international Occupational Health and Safety management accreditation standard provides a framework to increase safety awareness, reduce workplace risks and enhance health and well-being at work. The ISO 45001:2018 standard enables an organisation to continually improve its Occupational Health and Safety (OSH) performance and to demonstrate a proactive approach to managing safety.
The internationally recognised occupational health and safety standard was presented to Jackie Maguire, Meath Chief Executive, by Richard Barry of the nominated accreditation body, Certification Europe.
Meath County Council’s Chief Executive paid tribute to all council employees whom she said “continue to contribute to further improving the overall standard of safety and health whilst maintaining a high standard of service delivery to the public”.
Meath County Council’s Cathaoirleach Cllr Nick Killian and Chief Executive Jackie Maguire with staff members following the presentation of the ISO 45001:2018 standard.
Audits took place over several days in June and July 2022 in numerous locations across the Meath, where various activities undertaken by Meath County Council were observed and examined by auditors.
Flood Protection – Enhanced Environment
Civic Amenity
This year’s National Workplace Wellbeing Day on 28 April marked the launch of the ‘Top 100 Companies Leading in Wellbeing’ index by Ibec, in association with the Business & Finance media group.
This index, in its third year and the first of its kind in Ireland, recognises the top businesses of all sizes who are leading the way and have improved their performance in supporting employee mental health and wellbeing.
The index is comprised exclusively of companies in Ibec’s KeepWell community and focuses primarily on those who hold an active KeepWell Mark accreditation. Exception has been made to include a limited number of companies, who upon entering the programme had already demonstrated a high standard of wellbeing performance and have put the appropriate measures in place to meet the standards of the KeepWell Mark and are scheduled for formal assessment.
With up to 1,000 companies participating annually in the National Workplace Wellbeing Day, Friday 28 April provided a unique opportunity for businesses across Ireland to celebrate with a range of health and wellbeing activities in the workplace. It also offered the opportunity to rebalance and refocus on the supports that will benefit employees’ social, mental, and physical wellbeing.
Congratulating the companies included in the Top 100 index, Danny McCoy, Ibec’s CEO, pointed to their consistent demonstration of a strategic approach to and understanding of wellbeing in the workplace.
He noted that with more businesses now placing wellbeing on the board agenda, greater attention is focused on how it can be recognised as a critical part of a business’s ESG (Environmental, Social & Governance) strategy. “Mental health
For more information about the index and Ibec’s KeepWell programme, email info@thekeepwellmark.ie
and overall wellbeing of employees is increasingly forming part of the measurable foundation of the ‘S’ within ESG,” he added.
“A positive, proactive approach to the promotion of mental and physical wellbeing can lead to benefits for individuals and organisations, including improvements in productivity, employee engagement and reduced levels of absenteeism.”
The following six companies that have excelled across key areas of Ibec’s KeepWell accreditations during the last year were recognised at a special event through their best-in-class KeepWell awards:
• Company of the Year (SME) – Horse Racing Ireland
• Company of the Year (Large) – Oracle EMEA
• Best in Class Mental Health – William Fry
• Best in Class Leadership – Fexco
• Best in Class Nutrition – Teva Pharmaceuticals Ireland Ltd
• Best in Class Physical Health – Cork County Council
To view the ‘Top 100 Companies Leading in Wellbeing’ index, visit https://bit.ly/415hGwG
NISO is running half-day workshops on ‘Implementing Wellbeing Strategies in the Workplace’ in Dublin on 18 May and Limerick on 8 June respectively.
Under the auspices of Healthy Ireland, the Department of Health developed the National Healthy Workplace Framework, which was launched in December 2021, in partnership with the Department of Enterprise, Business and Innovation.
To recognise workplaces that have made significant progress in promoting health and wellbeing, the Healthy Workplace Award, sponsored by Healthy Ireland, was integrated into NISO/NISG All-Ireland Occupational Safety Awards from 2019. It provides an opportunity to demonstrate commitment to the health and wellbeing agenda across the organisation.
Designed to support workplaces that are interested in addressing health and wellbeing, the workshops will explore the enablers and barriers to guide this implementation in their own organisations.
Seminar speaker Biddy
O Neill is the National Policy Lead in Healthy Ireland at the Department of Health. She is leading the implementation of the National Healthy Workplace Framework launched in 2021 and has responsibility for Mental Health Promotion.
The seminar fee for each half-day workshop (from 9.30am to 1pm) is €125 for NISO members and €150 non-members.
For further information and online booking visit https://niso.ie/events/wellbeing/
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Eagle Street is a fully integrated asset management platform, primarily focused on value-add, platform creation strategies in the UK and Ireland which accord with our investment themes.
Founded in 2020 by Justin Bickle and Shane Scully, the combined management team has extensive experience investing and building businesses across the cycle.
Unique combination of entrepreneurial ethos and access to off -market opportunities with a private equity mindset, institutional management pedigree and ESG focus.
Targeted approach to four high conviction strategies: Residential, Life Sciences, Commercial Offices and Credit.
Excellent track record of deployment and value creation over the past 10 years. Eagle Street partners with institutional investors and asset managers across each of the sectors in which it is active.
Eagle Street has assembled a value add office portfolio in Ireland and the UK, with blue chip tenants including Accenture, Santander and GSK.
EAGLE STREET’S VERTICALLY INTEGRATED RESIDENTIAL DEVELOPMENT PLA TFORM
Resident Space launched in November 2021 with the acquisition of a 702unit PRS development in Dublin, backed by pension funds and institutional capital
In May 2022, Eagle Street acquired a 554 unit PRS development with Harrison Street Real Estate.
Development works are underway on the active sites, while pipeline sites are being appraised.
Upon completion in 2025, the East Road and Castleforbes sites will create one of the largest BTR platforms in Dublin.
Resident Space continues to seek both opportunities with full planning permission and subject to planning opportunities as part of its growth strategy.
Resident Space aims to create one of Ireland’s leading Residential Platforms, with a target portfolio of 5,000 Units – located in areas of high employment and close to mass transit
Investor Queries: investors@eaglestreet.com
The 32nd All-Ireland Occupational Health and Safety Awards, which will be presented at NISO/NISG Safety Awards Ceremony in Killarney on 13 October 2023, will recognise and reward companies who can demonstrate a positive and proactive culture of safety management within their businesses.
The All-Ireland Occupational Safety Awards, which was established nationally in 1992 with 20 entries have grown to become Ireland’s premier safety awards. The scheme became an All-Ireland affair when the Northern Ireland Safety Group (NISG) joined forces with the National Irish Safety Organisation (NISO) in 1995. To date, almost 3,000 entries have been received.
The many entrants that participate each year, including large numbers of repeat entrants, is testament to the quality of the process and the high regard that the awards command. The awards are open to all NISO/NISG members.
According to Harry Galvin, NISO President, “The awards recognise the many companies pursuing the highest standards in safety and serves as a great overview of their own safety and health strategies. The end results give each entrant the opportunity to compare their own safety performance to similar organisations and to industry in general.”
The key dates for 2023:
2 June
23 June
Standard Entries Deadline
Late Entries Deadline
Early September Awards Notification (date to be confirmed)
13 October NISO Annual Conference and Safety Awards Ceremony, Killarney
Designer Group won the Supreme Safety Award for 2022 for the second year in a row at the annual safety awards presentation in Galway last November.
Sponsored by Irving Oil Whitegate Refinery, this award is presented to organisations that have shown consistently good or continuously improving health and safety performance over a number of years and an outstanding contribution to occupational safety, health and welfare during the previous year.
In November 2022 Damien English TD, Minister of State for Business, Employment and Retail, along with Harry Galvin, NISO President, and Ashleigh Birkett, Chair of NISG, presented awards to over 100 organisations throughout the island of Ireland.
Other awards included the Safety Representative of the Year Award 2022 in association with The Cpl Institute. The joint winners were Kevin Corcoran, Kiernan Structural Steel and Aoife O’Leary, Baxter Healthcare Irish Manufacturing Operation, while the Runner-Up prize was awarded to Ejovi Atano, Energia Huntstown Bioenergy.
The Healthy Workplace Award, sponsored by Healthy Ireland, was won by Glenveagh Properties PLC. The award recognises the commitment of workplaces who promote health and wellbeing as a core element of the health and safety agenda. The Occupational Health Award, supported by the HSA and the Health and Safety Executive for Northern Ireland, was won by Bon Secours Hospital Dublin.
The Driving for Work Award was won by Acacia Facilities Management Ltd. This award requires entrants to demonstrate evidence of policy, planning, practice, measuring performance and reviewing performance.
The Gold Award was won by Actavo (Ireland), the Silver Award by Winthrop Technologies Ltd with the Bronze Award going to Jones Engineering Group. Actavo (Ireland) Ltd also won the Excellence in Safety Award, alongside Colas Bitumen Emulsions (West) Ltd/Colas Contracting, Chemoran and Designer Group, while several Exceptional High Achiever awards were also presented.
For details on submitting entries, visit www.safetyawards.ie
Dedicated to occupational safety and health (OSH) in the digital age, the 2023-2025 edition of the Healthy Workplaces Campaign will focus on five priority areas –work on digital platforms, advanced robotics and artificial intelligence, remote work, intelligent digital systems, and managing employees with artificial intelligence.
Organised by the European Agency for Safety and Health at Work (EU-OSHA), each campaign has the overall message: ‘Healthy Workplaces. Good for you. An asset for the company’ The 2020-2022 campaign on the prevention of MSDs saw European experts and decision-makers come together in Bilbao in November 2022 to close the two-year campaign.
At the Bilbao Summit, EU-OSHA presented its 2023-2025 work programme to the national focal points, structured around the following strategic objectives:
• Anticipating change – providing credible and quality data on new and emerging risks.
• Facts and figures – to provide a picture of current OSH risks.
• Provide tools for OSH management, especially for small and medium-sized enterprises.
• Awareness raising and communication – campaign and media.
• Knowledge networking – smaller approaches to knowledge exchange.
• Networking – International, European, regional, national, sectoral, tripartite.
For full details on EU-OSHA’s Healthy Workplaces campaigns visit https://bit.ly/40GNx6C
EU-OSHA’s new tasks include addressing the consequences of the pandemic and preparing for future health emergencies; addressing cyber security; supporting the Commission and other actors in policy initiatives.
Women and frontline workers are most exposed to the risks of adverse social behaviour at work, such as burnout, exhaustion, anxiety and depression, according to the European Working Conditions Telephone Survey (EWCTS)*.
Adverse social behaviour can refer to instances of bullying, harassment, violence, verbal abuse or threats, and unwanted sexual attention. Such so-called ‘violence in the workplace’ can have significant mental and physical health implications.
The EWCTS data (EU27) examined the prevalence of adverse social behaviour in the workplace, and the health and well-being implications it has for those who experience it.
Women are more likely to experience adverse social behaviour, particularly unwanted sexual attention. The EWCTS found that, on average, 12.5% of workers in the EU experienced some form of adverse social behaviour at work in 2021. However, the ratio of women experiencing adverse social behaviour at work was consistently higher than that of men.
While this is the case for all forms of adverse social behaviour covered in the survey, the gender gap is particularly striking when it comes to unwanted sexual attention. Women are 3.6 times more likely to suffer from unwanted sexual attention than men.
The likelihood of a young woman (18–34 years) reporting unwanted sexual attention is three times higher than men of the same age, and 10 times higher than the oldest group of men (50+ years). Women aged 50+ are 3.5 times less likely to report unwanted sexual attention than women aged 18–34 (1.6% compared with 5.6%).
While the EWCTS reveals that people who deal with customers are twice as likely to experience adverse social
Such so-called ‘violence in the workplace’ can have significant mental and physical health implications.
behaviour at work compared to those who don’t, the situation is particularly acute for frontline workers.
Healthcare workers reported up to three times higher levels of unwanted sexual attention than the EU average (5.7% compared with 1.7%). To put this into perspective, just 0.3% of information and communication (IC) professionals reported unwanted sexual attention.
Both healthcare and protective services workers (including firefighters, police officers, prison and security guards) reported two to three times higher levels of bullying, harassment and violence than the EU average. A variety of frontline workers reported verbal abuse or threats, some as high as 2.5 times the EU average.
* European Working Conditions Telephone Survey (EWCTS) covered over 70,000 interviews in 36 countries and was conducted between February and November 2021. For further information visit www.eurofound.europa.eu
From advancing gene-editing technologies and discovering unique ways to treat the most challenging diseases to enabling the intelligence of devices – Merck is everywhere.
• The site in Carrigtwohill, Cork is the global ‘Membrane Centre of Excellence’ for Merck and produces millions of feet of all types of membrane on an annual basis. The membrane is also a key component in the rapid antigen tests for COVID-19.
• We specialise in the manufacture of filtration and medical devices.
• We manage an extensive Biotools operation, making 120m units annually.
• We are a world leader in affinity chromatography resin manufacture.
Merck also focuses on Sustainable Operations, Greener Products & Solutions, and Employee and Community Engagement.
Merck Millipore Ltd, Tullagreen, Carrigtwohill, County Cork, T45 KD29 www.merckgroup.com
Since the start of this year, employers in the Netherlands have been conducting their own research into workplace accidents and improvements to be made after a reportable accident at work.
As a result, many more employers will now invest time and money in improving safety measures and culture instead of engaging in legal proceedings and paying fines from the Dutch Labour Inspectorate.
Figures from the Dutch Labour Inspectorate show that more than 2,000 accident investigations take place every year. The new working method stems from previous pilots and from the wish of members of the House of Representatives to focus the working method of the Labour Inspectorate more on drawing lessons from accidents.
Notifiable accidents are those resulting in permanent injury and/or hospitalisation or a fatal outcome. In the latter case, there will be – and remains so – an investigation that is carried out by the Labour Inspectorate.
In addition, the Labour Inspectorate also conducts research if, for example, the history of the company has given cause to do so or if there is an accident with a major social impact.
The Inspectorate will also visit the accident site under the new working method; if the employer is allowed to conduct their own investigation, they must then draw up an employer’s report with an improvement plan within 15 working days.
In October 2020, the Labour Inspectorate started a pilot for this new working method. It explicitly looked at the nature of the victim’s injury, the extent to which the employer had compliance
Employers are improving safety measures and culture instead of engaging in legal proceedings and paying fines from the Dutch Labour Inspectorate.
with the Working Conditions Act in order, and the type of accident.
The 2021 Occupational Accidents Monitor then reported that more effect can be achieved with the new working method. The Labour Inspectorate has noted that since then employers now regularly invest even more in safety measures than they would ever have paid in a fine.
In 2022, there were 92,000 accidents at work and 22,600 commuting accidents, which represents an increase of 1.6% and up to 23.5% compared to the previous year, according to figures recently published by the Accident Insurance Centre, TVK.
In several sectors, the number of accidents at work decreased or remained at the level of 2021. On the other hand, the number of accidents at work has increased in construction, transport and storage, in addition to the administrative and support services industries.
Nearly one in four accidents – at work and on the way to work – is due to falls. The frequency rate was highest among 20–24-year-olds, but older employees on average suffered the most serious accidents.
The number of commuting accidents increased for the second year in a row. Due to the Covid-19 pandemic and the practice of telecommuting, it had decreased in 2020 and returned in 2022 to almost the same level as in 2019.
Spring witnessed the highest number of commuting accidents. In March 2022 in particular, due to a cold snap and freezing rain, 500 commuting accidents occurred within a few days in the Uusimaa region alone, Finland’s most populous region. These accidents mainly involved pedestrians. These figures are currently only sectoral data and TVK will publish the full data for 2022 in October 2023.
Family members, colleagues and close friends of first responders are being guided on how best to provide support in the aftermath of difficult and stressful events on the frontline, under a new project developed by the Royal College of Surgeons in Ireland that offers training in the elements of ‘Hearing, Understanding, Guiding and Supporting’ (HUGS) at home.
Going home after a difficult shift may sometimes be the hardest task for first responders such as firefighters, paramedics and other frontline emergency response workers, due to stressful events and extreme situations they may face as part of their daily activities.
They may often rely on formal and informal supports to help them cope with these stresses, and while early Critical Incident Stress Management (CISM) intervention reduces the symptoms of post-traumatic stress, access to support services remains limited due to lack of resources or the stigma associated with seeking help.
One solution available to first responders, their families and friends is a project developed by Royal College of Surgeons of Ireland (RCSI) SIM Centre for Simulation Education and Research. The HUGS@H ome initiative has built on research undertaken in Dublin Fire Brigade, which found that recruit firefighters/ paramedics preferred to talk to a family member or
friend after a stressful incident in work.
This finding led to the introduction of a ‘Recruit Family Night’, which helped raise awareness around how the training and operational role of a firefighter/ paramedic has an impact at home. It helped to open the lines of communication between family members and first responders.
Based in the Royal College of Surgeons of Ireland (RCSI) SIM Centre for Simulation Education and Research, HUGS@Home is one of 15 projects funded by Movember’s Veteran and First Responders Grant and is the only project in Ireland to receive this funding.
The project aims to better equip family members or friends to support their first responders by training them in the elements of ‘HUGS’: Hearing, Understanding, Guiding and Supporting. This can help to reduce the impact of what their first responders take ‘home’ –thereby enhancing the mental health and wellbeing of first responders and their loved ones.
Former first responders and CISM peer supporters with Dublin Fire Brigade, Michelle O’Toole and Brian Doyle, have been joined on the RCSI SIM project team by Prof Walter Eppich, Chair of RCSI SIM, Dr Claire Mulhall, research programme manager, Dr Angeline Traynor, post-doctoral researcher, and Anna Tjin, research assistant.
Since ‘HUGS@Home’ was launched in August 2022 to complement existing support systems, the research team has been effectively training family and friends of frontline first responders to support their loved ones and themselves, according to Dr Angeline Traynor.
“HUGS@Home engages first responder family and friends in knowledge sharing, learning conversations and the practice of psychological first aid, emphasising the elements of ‘HUGS’: Hearing, Understanding, Guiding and Supporting.
“Led by Michelle O’Toole and spearheaded by the RCSI Simulation Education research team, the project aims to raise awareness of the impacts of stress and trauma on first responders and their families.”
She says that the programme’s key feature is that it has been “co-designed with a team of first responders, family members and organisational representatives who have experienced the same stresses and traumas as those who stand to benefit from this training. This work is proudly funded by Movember and supported by Mental Health Ireland and Dublin Civil Defence”.
Dr Traynor notes that while first responders try to avoid bringing home the trauma of the job, however, family members report that its impact comes home anyway. “It is present in the silence, sleeplessness, irritability among other less obvious ways. As the family member of a recruit in some organisations you may be invited to a ‘Recruit Family Night’ initiative to socialise with other first responders and family members. You will learn about critical incident stress management (CISM) supports available to active first responders and the ways in which the job might impact your home life.”
Providing an update on the programme since its launch last year, Dr Traynor says that the need for CISM does not simply cease when first responders leave their workplace. “Bolstering their existing off-duty support networks brings mental health and wellbeing benefits to first responders and those closest to them.
“Social support is proven to help combat the after-effects of stressful events and first responders often lean on their colleagues, families or close friends for this support. As a prevalent source of emotional support to first responders, family and friends deserve to feel empowered and supported in their role of caring for their loved one.”
HUGS@Home is about awareness and skill-building, creating a psychological first aid toolkit that is helpful and empowering for first responder friends and family. “It enables those who may be worried, observing signs of distress in their first responder, to initiate a difficult conversation with their loved one. Family members and friends who participate in the project receive a pre-course handbook, which outlines common stress reactions first responders may display following critical incidents and how sometimes these reactions may have an impact at home.
“Training in practical techniques enhance the communication skills of family members and friends, enabling them to recognise signs and symptoms of stress, encouraging them to engage with their first responders to support them. The training involves simulation enhanced scenario-based interactions, which prompt reflection and discussion among participants, before practicing their newly acquired skills in a safe environment,” she notes.
Outlining the need for the course, Brian Doyle, former DFB firefighter/paramedic and a member of the RCSI SIM research team explains: “Whether they work in a full-time, part-time or volunteer capacity, all first responders in Ireland experience the same traumas and go through the same challenges in dealing with the aftermath.
“Trauma can manifest in behaviour as irritability, insomnia, mood swings or generally feeling off or withdrawn. I even know myself, from the incidents and action I would have seen over the years, I’ve certainly brought a lot of that home to my family.
“It’s a very natural thing to react when you’re exposed to
trauma. What we always say is: having a reaction is the normal thing, the event was the abnormal thing.”
According to Dr Traynor, those who have taken part in the training to date include adult children, parents, siblings, partners and colleagues of first responders who are eager to learn new ways to support their first responders and themselves. “First responders who have participated include firefighters, paramedics, dual role firefighter paramedics and emergency medical technicians.
“Of those who expressed an interest in the project, 50% are dual role first responders wanting to support a friend or colleague or nominate a family member or friend for training, while 38% are family and friends wishing to take part in the training programme.”
Meanwhile, feedback from those who completed the course has been overwhelmingly positive: “It was impactful, supportive, engaging”
“Emotional, educational, empowering”
“It was helpful to understand what we already do well in supporting our first responders and to further enhance our skills and knowledge in how to best support them and also to look after ourselves”
The results of this flagship programme are now being evaluated with a view to scaling it up. “Ongoing training courses are taking place at the RCSI in Dublin, in addition to several regions around Ireland, based on demand. The project has also received expressions of interest from other frontline services and organisations including An Garda Síochána, Defence Forces, Coast Guard and the Prison Service,” she says.
Project co-leader Michelle O’Toole has said that the voices of family and friends has been one of the main pillars of this project, with their experiences shaping the programme’s development.
“The research team describes the project as ‘training for friends and family, to feel empowered, supported and connected with people who ‘get it’…. It’s a course you wish you had taken in the early days of being a supporter of a first responder and one you want to take as you continue that journey.”
She said that HUGS@Home provides participants with an opportunity to connect with others who have or are about to have similar experiences and may benefit from the insight of others at the frontline. It teaches or revises effective
With guidance from Mental Health Ireland, the co-creation process has brought ‘the people who
together to share their experiences, generate ideas and discuss key factors that affect the community.
communication and psychological first aid skills so they may be passed on to those observing inside and outside the home, across a first responder’s social support network.
“Working with family, friends and organisational representatives of first responders, the HUGS@Home team has learned so much,” according to O’Toole. “Peer support is essential within first responder organisations, and it is equally essential to those trusted loved ones outside of the first responder organisation, who support their loved ones, while striving to maintain wellbeing and quality of life.”
The project has received expressions of interest from first responders and family members since late 2021 after the publication of the RCSI promotional material in a national newspaper. Following the launch of www.hugsathome.eu the recruitment drive started officially in August 2022.
Targeted recruitment of firefighters has also taken place within Dublin Fire Brigade and some of the regional fire services, while paramedic-specific targeted recruitment drives have been ongoing courtesy of the Pre-Hospital Emergency Care Council (PHECC).
If you’re interested in getting involved and would like more information, email simulationresearch@rcsi.ie or visit www.hugsathome.eu You can also follow the project updates on Twitter @HUGSatHome_RCSI or scan this QR code.
Legislation is set to be amended by the Justice & Equality Minister to increase the maximum sentence to 12 years for assaults on Gardaí and other emergency service workers, following a steady rise in the number of attacks on members of the force in recent months. It follows legislation Minister Simon Harris introduced ‘earlier this year to allow for Gardaí to use body worn cameras on the frontline.
The increasing level of attacks against members of the force topped the agenda at the Annual Delegate Conferences of both the Association of Garda Sergeants and Inspectors (AGSI) and the Garda Representative Association (GRA) in April.
During his address to AGSI conference delegates in Galway, Justice & Equality Minister Simon Harris said that he intends to bring forward legislation, which could see people
convicted of assaulting Gardaí and other emergency service workers handed down a 12-year prison sentence. “I want to change the law in order to send a very clear message: ‘Attacks on members of An Garda Síochána will not be tolerated, and will be dealt with robustly’.”
The Minister noted that whilst the relationship between the Gardaí and the public is one of absolute trust for the most part, that trust cannot be taken for granted and must be tended to constantly. “Just because you have chosen to dedicate yourselves to the safety of others, nobody has the right to assault you, threaten you, or ram your vehicle.
“The public revulsion whenever your members are attacked shows the Irish people do not accept and will not accept attacks on Gardaí; neither will I or this government. Perpetrators of violence against Garda members or of any of our emergency services workers must face the full rigours of the law,” he reassured AGSI delegates.
This proposed legislative amendment to impose longer prison terms for assaults follows his announcement in February to introduce legislation in the Dáil, allowing for the use of body worn cameras and other crucial modern policing tools to protect frontline Gardaí and deter criminal activity.
Minister Harris hopes to enact the Garda Síochána
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(Recording Devices) Bill 2022 as soon as possible to allow Garda Commissioner Drew Harris to pilot the use of body-worn cameras later this year, prior to their widespread roll-out.
The Bill is in line with recommendations of the Commission on the Future of Policing in Ireland, which was published in 2019, and is a priority action in Justice Plan 2022. It forms part of a suite of legislative measures being introduced by the government to significantly strengthen the capacity of the force to tackle crime and protect national security.
Minister Harris said, “Policing services across the world have gained significant benefits from the introduction of these technologies and people will have seen their effective use in fighting and solving crime in other jurisdictions. Our Gardaí must have the same tools as their colleagues in police services across Europe and around the world.”
The Department of Justice engaged extensively with An Garda Síochána, Garda oversight bodies and strategic partners during the preparation of this Bill, as well as the Office of the Data Protection Commissioner, the Irish Human Rights and Equality Commission
and the Irish Council for Civil Liberties.
“The Government is committed to building stronger, safer communities. This means providing the force with the tools to fight crime in a modern era and to protect frontline Gardaí as they do their duty,” according to Minister Harris.
Body-worn cameras will play an important role in improving Garda frontline capabilities and in ensuring the accurate recording of incidents. Garda use of this technology will be primarily for the investigation, detection, prevention and prosecution of criminal offences, safeguarding against and the prevention of threats to public safety and public order, and in matters relating to the security of the State.
Under the new provisions, the cameras must be visible on the clothing of each Garda member and have a light showing when they are recording. The Bill also contains a broad definition of recording device to ensure the legislation is future proofed.
There have been many incidents of serious assaults on members of An Garda Síochána in recent years, some
“There is no excuse for unprovoked assaults…we are entitled to expect that we will return to our families after each day on duty in the same condition in which we left our families and our homes”
resulting in horrific injuries, and death in the most serious occasions, according to Des Gibson from the Garda Representative Association (GRA).
“Over 5,000 Gardaí were assaulted while on duty from 2016-2022, and the trend of acceleration is even more alarming with the number of 700 assaults in 2016 rising to over 1,000 in both 2021 and 2022,” he noted.
“Last year there were what we regard as 285 serious assaults on our members (up from 243 in 2021, which is almost a 20% increase year on year) with 17 cases of bone fractures. Other injuries included head injuries, dislocations, open wounds and bites.”
Gibson also told ‘Health & Safety Times’ that members had to deal with over 50,000 public order offences countrywide during the Covid-19 pandemic, “which gives a flavour to the many challenges we have faced over the past few years. Between 40-50% of all injuries suffered by Gardai were as the result of an assault. The injury rate among other professions nationally is on average 3.4%.
“These figures serve as a stark reminder of the treacherous job description that is modern day policing in
– Brendan O’Connor, GRA President
As members of An Garda Síochána we are entitled to expect that we will return to our families after each day on duty in the same condition in which we left our families and our homes,” according to Brendan O’Connor, GRA President.
However, it’s not just Gardaí who are constantly under attack when performing their duties at the frontline. David Hall, CEO of Lifeline Ambulance Service, told ‘Health & Safety Times’ that the abuse “runs the gamut”. Staff dealing with emergency calls, he says, encounter everything from verbal abuse to assaults, pushing, spitting, hitting and extreme verbal abuse.
“These same sorts of incidents wouldn’t be unknown to firefighters at certain times of the year – especially at times like Halloween when it’s hardly unusual to read of crews coming under attack. I think real legislation should be introduced to ensure that for anyone who assaults any frontline worker there is a minimum term in prison.
“There must be zero tolerance of any such behaviour. Anyone assaulting any frontline worker must know there is an automatic prison term awaiting them. Clapping frontline workers is great but they do an important job that is very challenging, and they must be shown due respect.”
It’s not just in Ireland where attacks on frontline emergency services workers have increased. The issue of violence against healthcare staff has been a recurrent problem over the years across the globe, according to a report by the International Committee of the Red Cross (ICRC) entitled ‘Violence against healthcare: current practices to prevent, reduce or mitigate violence against health care’.
Placing it all within a global context, Maciek Polkowski, Head of the ‘Health Care in Danger’ initiative at the International Committee of the Red Cross (ICRC), told ‘Health & Safety Times’ that violence against healthcare personnel and facilities has been documented more often in recent years, affecting all regions of the world both in war and in peace times.
“Alarmingly, attacks were at an all-time high during the Covid pandemic. So, with the pandemic came one moment in history where the special role and the value of healthcare workers was highlighted worldwide. But at the same time, so was their vulnerability,” he added.
Maciej Polkowski is keen to stress that the ICRC works both on the reactive and premeditated violence. “Therefore, we can share reflections on the global situation included beyond conflict. We are primarily concerned with countries affected by armed conflict and other situations of violence in line with our mandate under the Geneva Conventions.”
The ‘Health Care in Danger’ report noted that the Covid-19 pandemic appeared to worsen the situation, with a documented increase of incidents in many countries. Polkowski says that there is not one single silver bullet.
“A variety of solutions have been proposed. So, on one hand you can do training of healthcare workers. But on the other hand, you should design the services and the physical environment. It has to do with the quality of communication and the quality of the services themselves, and it also has to do with broader societal phenomena and how the society views healthcare workers, what they expect from the treatment and so on.”
The Health Care in Danger is aimed at addressing the issue of violence against patients, healthcare workers, facilities and vehicles, and ensuring safe access to and delivery of health care in armed conflict and other emergencies.
Alarmingly, attacks were at an all-time high during the Covid pandemic…. the special role and the value of healthcare workers was highlighted worldwide, but at the same time, so was their vulnerability
Maciej Polkowski, Head of the ‘Health Care in Danger’ project, International Committee of the Red Cross (ICRC)
New research has revealed that companies who gave their staff an extra day off per week, with no reduction in pay, as part of the new Four-Day Week pilot programme experienced increased revenue alongside reduced absenteeism and resignations, while workers felt less stressed and burnt out and reported higher rates of life satisfaction.
Findings from the Four-Day Week pilot scheme have also shown significant declines in the duration and frequency of commuting, plus other positive environmental outcomes. None of the participating organisations are returning to a five-day week.
This comes after more than 30 companies and almost 1,000 employees in countries including Ireland, the USA and Australia concluded a six-month four-day week pilot programme, coordinated by the non-profit organisation 4 Day Week Global (4DWG).
Companies rated the trial 9 out of 10, expressing extreme satisfaction with their overall productivity and performance. Revenue increased by more than a percentage point each month, with a total rise of 8% during the trial. When compared to the same six months in 2021, it rose by 38% for 2022.
Employees also rated the pilot highly, with 97% saying they want to continue on a four-day week. When asked about the monetary value of their extra day off, 70% said their next job would need to offer between 10 to 50% more pay for them to go back to a five-day schedule, with over one in ten saying no amount of money could make them go back.
The health and well-being of participants also improved, as Associate Professor Wen Fan of Boston College explains. “A wide range of well-being metrics showed significant improvement, including stress levels, burnout, fatigue and work-family conflict. Physical and mental health also improved, alongside satisfaction across multiple domains of life which may be linked to people getting better sleep and more exercise,” she said.
Lead researcher Prof Juliet Schor from Boston College also noted an important outcome. “We were encouraged that participants did not experience an increase in the intensity of work. This suggests that the work re-organisation strategy succeeded, while performance was not achieved via speedup, which is neither sustainable nor desirable,” Prof Schor added.
Speaking about their experience on the trial, pilot participant Jon Leland, Chief Strategy Officer at US crowdfunding platform Kickstarter, said, “The four-day week has been transformative for our business and our people. Staff are more focused, more engaged and more dedicated, helping us hit our goals better than before.
Reflecting on the journey so far, 4DWG campaign co-founder Charlotte Lockhart believes this is only the beginning.
“Greater employee retention and faster hiring has been surprisingly powerful in driving improved business outcomes too. We’re achieving more as an organization, while giving people time to start new creative projects, rest, and be with their families. It’s a true win-win.”
Reflecting on the journey so far, 4DWG campaign co-founder Charlotte Lockhart believes this is only the beginning. “When co-founder Andrew Barnes and I first witnessed the benefits of the fourday week in 2018, we knew we had to share our learnings.
“The results in this report further prove what we already know, and we look forward to expanding this research over the coming months, as other organisations from a range of industries and economies make the switch to reduced-hour, output-focused working. Change is imminent and I commend all involved in this trial for making history happen,” she said.
For the full report’s findings visit www.4dayweek.com/us-ireland-results
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Ireland is a leading proponent in the movement to promote the benefits of a four-day working week. Kevin Donoghue, Director of Campaigns with Fórsa trade union and Chairperson of the ‘Four Day Week Ireland’ campaign updates ‘Health & Safety Times’ on the latest developments including plans to roll out a trial for the public service sector.
Since it was launched in 2019, the Four Day Week Ireland campaign has been gaining momentum in bringing about a steady transition to a four-day week as the standard working week in Ireland.
Critically, the reduction in working hours comes with no loss of pay, explains Fórsa’s Director Campaigns Kevin Donoghue, who is also the Chairperson of the Four Day Week Ireland campaign. “You will sometimes see this as the ‘10080-100’ model – this means 100% of pay, in 80% of the time for 100% of the output,” Donoghue notes.
The campaign is a coalition of members representing the ‘pillars of the campaign’ – which includes Fórsa trade union, the National Women’s Council of Ireland (NWCI), Friends of the Earth (FoE) and ICE business group, which is based in Galway.
The Irish campaign is also making a significant contribution on the global stage. The three members of the 4-Day Week-Global (4DWG) campaign are also members of the Irish campaign; the Director of Communications for 4DWG Hazel Gavigan is from Ireland, while the current CEO of the campaign Dale Whelehan, and former CEO Joe O’Connor, are also Irish.
“We played a significant part in the initial research trials and published our own report on the experiences of Irish companies that participated in the trial. Dr Orla Kelly, Assistant Professor in Social Policy at the UCD School of Social Policy, Social Work and Social Justice, was the lead on that research,” he points out.
As regards the positives and the benefits of the four-day-week initiative, he says it aims to bring balance back into people’s lives by challenging received wisdom and pervasive myths around work.
“Firstly, in the last few decades, we’ve seen a significant increase in the productivity of workers, but those increases in productivity have not been matched by corresponding increases in wages. There is an imbalance there that needs to be addressed,” he notes.
“Secondly, the idea that spending long hours at work makes people more productive or better workers in general
doesn’t really stand up to significant scrutiny. There is an ‘always on’ culture around work that benefits no-one when you look at it.
“Thirdly, the model we support essentially boils down to the following statement. People can do the same work in less time. When you look at it like that why would you spend five days doing work you could do over four?”
The campaign has invested significantly in building an evidence base. “In November 2022 we published a report that outlines the experience of both
workers and employers who trialled the four-day week in their organisations. The results were overwhelmingly positive for everyone involved,” according to Donoghue.
“Indeed, workers had reported being happier at work, and in general, stress levels and burnout levels reduced. People slept and exercised more and reported higher levels of life satisfaction.”
The report also revealed that employers, on average, rated their experience with the trial as 9.2/10 and no company made the decision to return to pre-trial working arrangements. A larger four-day-week trial in the UK had a similar outcome.
He also claims that Ireland remains to the fore in the movement and is certainly providing a lot of leadership in this area. “With the CEO and Director of Communications for the global campaign being from Ireland, the Irish campaign played a leading role in developing the evidence-based focus of the campaign.
“The publication of research around the trial has been critical in engaging sceptics about the benefits. In less than four years we have moved from a space where people think the four-day-week is a nice idea to one where people see it as inevitable.”
He acknowledges that while there is still a long way to go of course, he says the four-day-week is now seen as a “credible option by workers, employers and governments across the world”. Ireland has played a big role in that and will continue to do so in the coming years, he maintains.
Meanwhile, the four-day week has also received strong support in every part of the globe now. Governments and politicians in Portugal, Spain, Wales and Australia now working on initiatives to transition to the new working model, while American states such as California and New York have also made waves on the idea.
The Irish Government has also commissioned research on the fourday-week model, and Donoghue says that companies like those who participated in the Irish trial have become some of the “biggest champions of the transition”.
The chairperson of the ‘Four Day Week Ireland’ campaigns says he recently met with a company in Poland that wants to develop a coalition similar to the Irish model in a bid to bring the
four-day-week to Polish business. There are also similar initiatives underway in Germany, the UK and Brazil.
“Workers themselves love the fourday week. I think in years to come we will look back at the five-day week and wonder how we did it at all.”
As to what’s next on the agenda, Donoghue says that further campaign trials will be launched while efforts to build support will continue. “The next big move is a public sector trial, which would be a game changer for Ireland in my opinion. We’ve seen other regions engage with that elsewhere; for example, such as South Cambridgeshire local authority in the UK.”
The campaign is now going from strength to strength, following what he describes as some “healthy scepticism” at the initial stages. “Since the campaign was launched, we have proved it can work for those who are willing to trial it. Now we must prove it can work for everyone. and I am extremely optimistic for the future of a four-day working week.”
We played a significant part in the initial research trials and published our own report on the experiences of Irish companies that participated in the trial. Dr Orla Kelly from UCD was the lead on that research
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“The ‘100-80-100’ model means 100% of pay, in 80% of the time for 100% of the output” –Kevin Donoghue, Fórsa’s Director Campaigns and Chairperson of ‘Four Day Week Ireland’ campaign.
The Department of Public Expenditure, NDP Delivery and Reform has announced a new partnership with the national charity Family Carers Ireland to provide a suite of practical supports and resources for their staff who balance work with caring responsibilities at home.
Almost two-thirds (62%) of employees at the Department of Public Expenditure, NDP Delivery and Reform are balancing work with a family caring role, according to the findings of a recent survey by Family Carers Ireland. This is much greater than the national average of one in nine people (250,000) in the Irish workforce who care for a loved one.
The family caring roles include providing care to children or adults with additional needs, physical or intellectual disabilities, frail older people, those with palliative care needs or those living with chronic illnesses, mental health challenges or addiction. Almost 18% of respondents from the Department claim that they find it difficult to achieve a balance with juggling work, care and other responsibilities.
Family Carers Ireland, the national charity supporting Ireland’s 500,000+ family carers, has recognised this issue and in response it has developed its ‘Caring Employers’ programme which provides bespoke supports and services shaped to work with the needs of each organisation and their employees.
The Department has collaborated with Family Carers Ireland to develop best practice recommendations for a carer-friendly workplace to ensure that staff, who are also in caring roles at home, are recognised, supported and accommodated in their professional careers.
Minister for Public Expenditure, NDP Delivery and Reform, Paschal Donohoe TD, whose department is responsible for driving reform and innovation across the civil and public service, described his partnership with Family Carers Ireland as “a tangible demonstration of our commitment to providing inclusive leadership in building the workplace of the future”.
The Department’s Secretary General David Moloney said: “This programme will provide a valuable resource to our colleagues and friends in caring roles.
Almost 18% of respondents from the Department claim that they find it difficult to achieve a balance with juggling work, care and other responsibilities.
Family Carers Ireland is the national charity supporting the 500,000+ family carers across the country caring for loved ones such as children or adults with additional needs, physical or intellectual disabilities, frail older people, those with palliative care needs or those living with chronic illnesses, mental health challenges, or addiction. It provides a range of services and supports for family
carers through its Carer Support Centres nationwide and its National Freephone Careline 1800-24-07-24. See www.familycarers.ie for more information.
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The initial survey indicates that there is a substantial number of people within the Department who are balancing their roles here with their caring responsibilities and we are committed to supporting them. It is important that we listen to our employees and help provide them with the guidance and assistance they require.”
Micheál Mac Donnchadha, department staff member said: “We are all likely to have responsibilities managing or planning the care for others at some point in our lives. The information provided by Family Carers Ireland so far has been invaluable to me and it’s reassuring to know that I have an employer who will support me.”
Catherine Cox, Head of Communications and Policy with Family Carers Ireland, said: “We want to keep family carers in paid employment, so they avoid isolation and the dangers of falling off a financial cliff which can arise when having to give up work. We estimate that one in five people will be in a caring role by 2030 and from our survey we see that over 80% of respondents in the department felt that it is likely or very likely that they will be in a caring role within the next five years.
“Now is the time to future-proof workforces and not only to acknowledge current caring employees who need support but educate those who anticipate becoming family carers. In these instances, many feel the only option is to leave their jobs.
“The business case
for employers to support family carers centres on the merits of retaining valued employees and avoiding the costs and disruption of recruiting replacements. We are excited to work with Department of Public Expenditure, NDP Delivery and Reform and support their caring cohort
over the coming months and years.”
The Department of Public Expenditure, NDP Delivery and Reform joins Irish Life, Irish Rail, Bank of Ireland, SETU (Carlow and Waterford) as members of the Caring Employers programme, with more due to come on board in the coming months.
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The implementation of the National Action Plan Against Racism 2023-2027 is being led by government departments, local authorities and agencies, while €1m in funding will be made available for both local and regional/national projects with a specific anti-racism focus.
Taoiseach Leo Varadkar said that the plan is about ensuring that everyone, regardless of colour, background or ethnicity, is respected as an individual and judged by the content of their character, “not the colour of their skin or their appearance”.
Speaking at the launch of the National Action Plan Against Racism 2023-2027, he said that anyone from a minority ethnic or bi-racial background can experience racism. “The plan is about cross-government actions to make racism less acceptable and to promote inclusion,” he noted.
Tánaiste Micheál Martin described the actions in the plan as “ambitious” and added that a society that is determined to be inclusive should be ambitious in tackling racism. “With the implementation of this plan, I hope that Ireland will be seen as a welcoming place, where people can live free of discrimination, with equal opportunities for all,” he stressed.
The Minister of State for Community Development, Integration and Charities, Joe O’Brien, who announced the publication of the plan in March, thanked the independent Anti-Racism Committee for their “tireless efforts” over two years in developing the plan. “The actions in the plan aim to create a more inclusive Ireland, where everyone feels safe to live their own lives,” he said.
“The implementation of the plan will be led by government departments, local authorities and agencies, and work is already underway with several actions already being implemented. The plan proposes tangible ways in which we can all make a difference in our society.”
The Chair of the Anti-Racism Committee, Prof Emerita Caroline Fennell, said: “The openness and generosity of committee members in carrying out this work was remarkable,
Minister of State for Community Development, Integration and Charities, Joe O’Brien, who announced the publication of the latest National Action Plan Against Racism (20232027), pictured with Roderic O’Gorman, Minister for Children, Equality, Disability, Integration and Youth of Ireland.
as was the willingness of civil society and community organisations to engage with the committee’s work.
“This shows that Ireland has a real appetite for change. The National Action Plan Against Racism will make Ireland a better society for all, where every person has an opportunity to reach their full potential and live a fulfilled life in safety and health.” An independent Special Rapporteur on Racial Equality and Racism will also be appointed to monitor implementation of the plan, in line with a recommendation contained in the plan.
ICTU’s Equality Officer, David Joyce, welcomed employment initiatives outlined in the plan and stated that Congress was ready to play its part in these actions to ensure that inequality of outcomes for people experiencing racism in employment are addressed.
“We also look forward to co-operating with the independent Special Rapporteur on Racial Equality and Racism who will monitor implementation of the plan,” he added.
The plan proposes actions to help make Ireland a place in which the impacts of racism are fully acknowledged and actively addressed. It was developed by an independent Anti-Racism Committee established by Charles Flanagan, then Minister for Justice and Equality and Minister of State David Stanton in 2020.
Minister O’Brien also announced the creation of the Ireland Against Racism Fund, which will include up to €1m in funding for both local and regional/national projects, having a specific anti-racism focus.
Irish Congress of Trade Unions (ICTU) and business employers’ group Ibec marked the International Day for the Elimination of Racial Discrimination (21 March) with a joint statement to stand against racism and to promote inclusive workplaces.
An open and tolerant society is “irrefutably a key driver” for social and economic wellbeing and success, according to Danny McCoy, CEO of Ibec.
His comments formed part of a joint statement issued between Ibec and ICTU to mark International Day for the Elimination of Racial Discrimination on 21 March.
“Experience has shown that the diverse workforces that underpin the Irish labour market have helped to strengthen talent pools, boost productivity, and increase creativity and innovation; all of which have contributed to Ireland’s competitiveness and growth in recent decades,” continued McCoy.
“Despite this, research tells us that we have more work to do to ensure our workplaces are welcoming to a wide culturally diverse community of individuals. We must remain vigilant to racism, harassment and racial
discrimination and ensure that it has no place in our workplaces and that it is not allowed to be part of any narrative or to undermine the positive actions undertaken.
“To do this requires us not to be complacent, to listen and to address attitudes and behaviours, and to look at our policies and practices to ensure our workplaces are proactively embedding diversity, equity and inclusion.”
The joint framework for promoting integrated workplaces, developed by ICTU and Ibec, during the first National Action Plan Against Racism, has declared that integrated workplaces:
* are free from discrimination and harassment.
* are welcoming to all migrant workers and other minority ethnic groups including Traveller and Roma employees and customers or service users.
* acknowledge and provide for cultural and linguistic diversity among employees and customers as well as make adjustments for diversity among all migrant and minority ethnic employees.
* take practical steps to achieve full equality in practice for all migrant workers and minority ethnic employees.
* communicate a message promoting greater equality within the wider culturally diverse community served by the business.
Owen Reidy, ICTU General Secretary added, “A small number of very vocal groups are organising to sew their hate and division amongst our communities and workplaces. We are confident that most Irish people do not support them and stand for an inclusive and democratic Ireland.
“We’re committed to building solidarity between working people of all backgrounds and to work towards ensuring that their message never gains mainstream traction in our communities and workplaces. Further investment in workplace integration can help make
our workplaces more effective roles for a wider society.”
In the joint statement, Ibec and ICTU pointed to a very diverse labour market with migrants and people from ethnic minorities playing key roles across Ireland’s economy and public services, particularly the health service.
“We have made huge strides in terms of equtality legislation and the publication of a new National AntiRacism Action Plan with several key workplace initiatives recommended,” the statement noted.
A report issued by the Irish Human Rights and Equality Commission (IHREC) in 2021 pointed out that Travellers, Roma, Migrants and Refugees were more likely to face restrictions in accessing the labour market; experience barriers in occupational attainment; have lower pay, reduced job security and poor working conditions; and were more exposed to work-related inequality and discrimination.
A new electrical safety video for Irish farmers, which has been produced by the Farm Safety Partnership Advisory Committee (FSPAC), demonstrates the need for all farmers to check the electrical supply and outputs in their yards and buildings.
This video was developed by members of FSPAC’s Buildings, Working at Height Working Group that includes representation from ESB Networks, the Health and Safety Authority, Teagasc, FBD Insurance, the Department of Agriculture, Food and the Marine, and the construction industry.
Martin Heydon TD, Minister of State at the Department of Agriculture, Food and the Marine with special responsibility for farm safety, said that video demonstrates the need for all farmers to check the electrical supply and outputs in their yards and buildings.
“Doing so makes the farm safe, not only for them, but all visitors and workers on the farm. I’d urge all farmers to set aside time to check their electrical supplies, look at what improvements may be needed, and use a registered contractor to complete the required updates. Minimise the risks and make sure your farm uses electricity safely.”
The video shows a dairy farmer from Co. Westmeath demonstrating the changes he has made and the checks he carries out around electricity to make his farm safer. He congratulated the video collaborators – Farm Safety Partnership, Building and Working at Height Working Group and Westmeath dairy farmer John Stone for “creating an importance resource for farmers”.
On launching the safety video, Neale Richmond TD, Minister of State at the Department of Enterprise, Trade and Employment, said that it shows the importance of the collaborative efforts of the FSPAC in creating safety videos and guidance for Irish farmers.
“These efforts are assisting farmers make better decisions keeping them and others safe on their farms. The ESB is an important member of the HSA’s Farm Safety Partnership Working Group and play a key advisory role in helping Irish farmers achieve safer ways of working with electricity supply.”
Key learning points on electrical safety on farms:
• All electrical work must be carried out by a registered electrical contractor in accordance with ETCI rules.
• A well-maintained electrical installation on a farm will minimise the risk of an electrical safety incident and avoid breakdowns.
• To prevent electric shock from portable equipment, fit residual current devices (RCDs) on all socket circuits.
• To ensure RCDs work properly, they must be tested at least every 6 months by pressing the test-trip button.
• Faulty electrical installations can result in farm fires.
• ‘Stray’ electricity can increase mastitis problems on dairy farms.
According to ESB Networks, the top seven electrical hazards on farms are fallen electricity wires, wiring installation, portable tools, bonding and stray voltage, electric fences, stand-by generators, machinery and high loads.
Michael Murray, Public Safety Manager at ESB Networks and a member of the Farm Safety Partnership Advisory Committee, noted that the safety video outlines potential electrical hazards to be aware of around the farm and the key safety checks and tips to help farmers plan ahead and keep their families and livestock safe.
Mark Cullen, Interim CEO of the HSA, stated, “Important work is being carried out by the FSPAC; having guidance and videos showcasing the need to carry out safety updates on farm electrical supplies is crucial. During the period 20132022, three farm fatalities involved electricity; these were preventable workplace fatalities.
Those at risk include the farmer and anyone entering the farm who may come into contact with faulty electrical equipment or overhead cables. We ask all farmers to remain diligent and carry out risk assessments on electrical supplies on their farms.”
The FSPAC is an advisory committee to the board of the Health and Safety Authority (HSA).
With 75% of people in Ireland planning to improve their diet and nutrition this year, almost half (46%) note that not having enough time is the main factor that makes it difficult to manage their weight and enjoy a balanced lifestyle, according to new research from Webdoctor.ie, Ireland’s online GP service.
The survey of over 1,400 participants across Ireland was conducted to determine the barriers people experience when it comes to maintaining a balanced lifestyle and how to tackle them.
Other key factors that deter people from managing their physical wellbeing include the struggle to find motivation (57%) and maintaining eating healthily (53%), according to the research undertaken by Ireland’s online GP service, Webdoctor.ie.
It also revealed that 41% of people claim that both their mental and physical health have been impacted by their weight. One-quarter of those surveyed said that their mental health is solely impacted by their weight, with just one in five saying that their weight has not impacted their mental or physical health.
While the survey reveals a variety of barriers that affect people’s ability to maintain a healthy lifestyle, it also showed that people are still eager to incorporate new routines and put new practices in place to make some positive lifestyle changes this year.
As mentioned above, 75% of people plan to improve their
Webdoctor.ie is an Irish-based health technology platform founded by healthcare and IT professionals who have conducted over 250,000 consultations since the business was founded in 2014. For more information visit www.webdoctor.ie.
Not having enough time is the main factor that makes it difficult to manage weight and enjoy a balanced lifestyle, according to 46% of respondents.
diet and nutrition, followed by 61% who intend to increase their physical activity and interestingly, almost half (49%) are planning to spend more time outdoors to positively improve their lifestyle.
Personal wellbeing is another key area for people this year with over one-third saying they intend to focus on this element, with 13% planning to attend therapy or counselling sessions to benefit their lifestyle.
Three-quarters of those surveyed find that a combination of eating well, staying active, a good sleep routine and managing stress to be the best approach to managing their physical wellbeing.
The survey also looked at the current consumer mindset regarding obesity and the preferred treatment options in Ireland. It revealed that over 60% of people believe Ireland has relatively high obesity levels in comparison to other EU countries.
With that in mind, over 70% of people were not surprised to learn that Ireland ranks 9 th out of 53 European countries for obesity in adults and 11th for overweight and obesity in general, according to a recent report by the World Health Organisation (WHO).
In terms of treatment options, of those surveyed, 78% would feel more comfortable seeking treatment and support for weight management via an online doctor service rather than an in-person local GP.
Webdoctor.ie has also added a weight
management service which is only suitable for patients who are diagnosed medically obese. Through this service, patients can request a prescription for Saxenda or Xenical treatments.
Patients are provided with ongoing patient support via the online doctor messaging service. In addition, they gain access to a library of resources with videos, fact sheets, and guides on exercise and nutrition.
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Louth and Meath Education and Training Board (LMETB) is committed to excellence and innovation in the education of young people and adults through the provision of dynamic services delivered by professional staff.
LMETB is the largest education and training provider in Louth and Meath providing a broad range of education and training services to over 30,000 students and learners annually from Primary school, Post Primary, Post Leaving Certificate to Adult Learning Services, Community Education, Back to Education Initiatives and Adult Guidance. LMETB with its local Authority Partners also manages two Music Generation Programmes and recently opened the Advanced Manufacturing Technology Centre of Excellence (AMTCE), a new initiative spearheaded by the Chief Executive of LMETB seeking to put manufacturing at the centre of society with advanced training and development of high-tech techniques.
LMETB is a diverse and inclusive workforce with over 2,700 employees, we offer ample opportunity for progression and upskilling with opportunities to work on initiatives that will help Ireland respond to the challenges of a changing world, whether that’s in the realm of Teaching in Schools/Further Education and Training Sector or in the Advanced Manufacturing Training Centre of Excellence. Career opportunities in LMETB exist in Administrative Support Roles, Caretaking, Craft Instructors, Engineering and Science roles, SNA Roles, and many other opportunities. We have a huge variety of roles to suit school leavers, college graduates and professionals of all levels of skills and experience.
Contact LMETB Recruitment at 046 906 8200 or by emailing recruitment@ lmetb.ie to discuss opportunities available.
Lone workers may face similar types of risks to non-lone working employees; however, they are more vulnerable to harm. A survey of over 1,300 lone workers and health and safety professionals, commissioned by the cloud-based monitoring service StaySafeApp.com revealed a low perception by employees of how seriously employers take lone worker safety.
With an estimated eight million lone workers in the UK making up 22% of the 31.2 million working population, these numbers look set to increase due to the ever-changing working landscape in the post-pandemic world.
Findings of a survey by employee monitoring service StaySafeApp.com revealed a discrepancy between the perception at management and board level (who perceive lone worker safety to be a priority) and the lone workers themselves (who feel that their safety is not as important to the company).
Nearly all companies (94%) gave themselves a 10-out-of-10 rating for how seriously they take the safety of lone workers, whereas just 45% of lone workers felt the same. Additionally, one third of employees (33%) felt that other
factors like deadlines and financial targets were considered more important than their safety.
Although the majority of employers have policies and procedures in place to protect their lone workers, many employees still feel that their company does not take their safety seriously enough. Over-estimation of the usage of risk assessments is also a concerning area which could leave employers exposed if an incident involving a lone worker took place.
Using a broader range of effective communications is key to increasing employee awareness of company safety requirements and better aligning employer and employee perceptions.
According to the British Crime Survey, 150 lone workers are physically or verbally attacked every day and this number is likely to be under-reported. Only around a third (36%) of lone workers talk to their employer when they have felt unsafe at work. However, most companies are unaware, with nearly all (92%) believing that their lone workers are speaking to them regularly about any incidents and concerns.
StaySafeApp.com monitors an employee’s location via GPS or satellite whilst they are at work and alerts their employer if they do not check-in within a specified time. The app offers a range of functions including panic button, check-in, man-down and duress alerts.
Don Cameron, CEO of StaySafeApp.com, said: “The considerable under-reporting of
hazards is a major concern for health and safety executives, particularly as they seem unaware that their staff aren’t having these conversations. Underreporting can lead to employers underestimating the real level of risk faced by staff on a daily basis and failing to put in the necessary protective measures to prevent accidents or incidents.”
The majority of companies (83%) took action following a lone worker incident, usually through improved training or additional protective measures. However, a significant minority of companies (17%) took no action at all. In addition, the research indicated that companies often overestimated how well they dealt with hazards or incidents; 78% of executives said they addressed their employees’ concerns to a great or fair extent, with agreement by only 45% of lone workers.
Cameron added: “In light of the findings in our report, organisations should undertake a review of their current lone worker safety measures, communications and training to assess their effectiveness from both an organisational and lone worker point of view, as research shows this may differ considerably.”
A survey of more than 3,000 people with Long Covid, who responded to a UK joint study by the Trades Union Congress (TUC) and the Long Covid Support Employment Group, has found that 66% of participants have reported being unfairly treated at work – up from 52% who responded to a similar survey in 2021.
symptoms of Long Covid. It has found that one in two (50%) of those who responded to the survey claim they are having to use their savings to support themselves. Around one in 16 (6%) have taken out a private loan or are using a debt service, while the same number say they’re using food banks.
The TUC and Long Covid Support Employment Group are now calling for the government to urgently introduce a range of measures and to ensure that everyone with Long Covid is recognised as disabled under the Equality Act. The call follows some major findings in their joint report, which reveal that many people with the condition claim that it has had an impact on how they are treated at work:
• Almost a quarter (23%) of respondents say their employer has questioned whether they have Long Covid or the impact of their symptoms.
• One in seven (14%) say they lost their job due to reasons connected to Long Covid.
• Nearly three in 10 (28%) say they are concerned Long Covid has affected their chances of a promotion at work.
• And around one in six (16%) report experiencing bullying and harassment at work.
The report reveals the difficulties working people with Long Covid are facing accessing the support they need to be able to return to work and carry on working if they wish to:
• Almost half (48%) say they were not given any or all of the reasonable adjustments – like flexibility to manage fluctuating symptoms or longer or more frequent breaks – that they needed to come back to work.
• And one in two (50%) report not being given any or all of the reasonable adjustments required – like permanent home working or physical changes to the workplace –to manage their job.
Different types of flexible working are essential to people with Long Covid to be able to stay in work, says the union body, but the TUC and Long Covid Support Employment Group report shows this is often the hardest adjustment to get from employers. Around half (49%) of those who responded to the TUC and Long Covid Support Employment Group survey claim that they believed they contracted Covid-19 at work. However, one in eight (12%) say they have not told their employer that they have Long Covid – for fear their boss ‘won’t do anything’ or face ‘being seen in a negative light’.
The report also exposes the financial impact on workers who experience
Lesley Macniven, who became chair of the Long Covid Support Employment Group in early 2021 and is co-author of this joint study with the TUC, said: “This report confirms the scale of personal cost and loss of skilled talent Long Covid Support volunteers witness every day in our confidential peer support Facebook group.
“One in seven respondents losing their jobs due to their condition is shocking, but not surprising. This huge rise confirms what the Long Covid Support Employment Group has been warning about since 2021; Long Covid is devastating the health of a significant percentage of our workforce and urgently requires a more strategic response.”
“Long Covid is devastating the health of a significant percentage of our workforce”– Lesley Macnevin, Chair of the Long Covid Support Employment Group
A national employee survey by online jobs site RemoteWorker has highlighted how toxic many workplaces still are in the UK, with millions of workers choosing to work from home to avoid bullying, homophobic behaviour and even sexual harassment.
The survey has revealed that a staggering one in five (16%) of employees have witnessed homophobic behaviour at work, a third of employees (31%) stated they had witnessed sexist behaviour and more disturbingly 17% had seen sexual harassment taking place in their workplace.
Bullying (42%), offensive comments (37%) and discrimination (31%) topped the list of inappropriate behaviours witnessed by employees in the UK.
Employers need to offer roles that have the option to work remotely when looking to attract the best talent, according
The survey, undertaken by the online jobs board that specialises in helping managers and businesses to connect with job-seeking professionals for remote work positions across the UK and internationally, painted a stark picture of the modern workplace.
It highlighted why so many workers prefer to work from home; with nearly all employees surveyed (96%) noting that working from home on a full or part-time basis was one of the most positive parts of their job.
Joe Boll, CEO at RemoteWorker, commented, “We
believe every employee should have the choice to work independently from an office or workplace if possible. That is why we use the most cutting-edge tech to make it easy for anyone to find a new remote working role.
“Our national employee survey has highlighted just how toxic many UK workplaces still are for many employees, which is why employers need to offer roles that have the option to work remotely when looking to attract the best talent.”
Prospect union members at the Health and Safety Executive (HSE) walked out on 15 March after voting overwhelmingly for strike action, with the budget day action by HSE inspectors in response to a dispute over pay, job numbers and proposed cuts to redundancy terms at the health and safety regulator.
In a blog posting on the union’s website Prospect member Sarah Taylor, an acting HSE principal inspector and 14-year veteran, said: “In terms of experienced inspectors, they’re leaving in droves. The lack of staff is affecting every aspect
of our work. Morale among the inspectors who remain is rock bottom because we’re all so tired.”
Saying HSE inspectors “can’t afford not to strike”, she added: “we are still inspecting and investigating as much as we possibly can, but the amount of work we’re delivering, particularly on starting new investigations, has fallen off a cliff because there’s nobody left to do it.”
Since the ‘walk-out’ in March, the union is now set to take further strike action on 10 May and 7 June across its public service membership. This follows the refusal of the government to enter negotiations to resolve the current pay and conditions dispute, having instead announced a pay control of 4.5% which the union says will further erode living standards.
Prospect represents tens of thousands of specialist, technical, professional, managerial and scientific staff in the civil service, including the Met Office, the HSE, Trinity House, Intellectual Property Office, Animal and Plant Health Agency, Natural England and UK Research and Innovation.
Members have also been undertaking action short of a strike – including working to contracted hours and an overtime ban – since 16 March. (Source: https://prospect.org.uk/ )
“LEAVING IN DROVES”
to RemoteWorker CEO Joe Boll.
A new study has found that being a firefighter is the most dangerous job of all in the UK, and with 47,000 injuries recorded over the past five years it has the highest injury rate of all the high-risk public sector jobs.
Using government data, Forbes Advisor (a global platform that provides consumers with financial advice for their individual needs) has compiled a list of the most dangerous jobs in the UK based on the number of deaths and injuries over five years in each profession.
After firefighters, the study shows that police officers and storage workers rank as the second and third dangerous jobs respectively, followed by chefs and care workers in fourth and fifth position.
The Forbes Advisor’s study looked through data from the Health and Safety Executive (HSE) and the Home Office to determine the most dangerous job, giving the highest weighting to deaths, followed by injuries and injury rate, between 2015 and 2020.
While most people in the UK agree that those in dangerous professions should be paid more, most of the jobs that are considered dangerous do not pay above £30,000 a year, sometimes under £20,000, and lower than the national median wage of £33,000.
This is confirmed by Forbes Advisor’s survey, which asked respondents to note their annual salary, and whether or not they considered their jobs to be dangerous. The most common
wage response (35%), for those who consider their jobs to be dangerous, was between £20,000 and £40,000 a year. Of those who made over £100,000 a year, 6% said they had a dangerous job, in contrast to 10% who said their line of work was not dangerous.
(Source: www.forbes.com/uk/advisor/)
During Global Asbestos Awareness Week on 1-7 April, the Institution of Occupational Safety and Health (IOSH) reminded people that asbestos exists in many millions of buildings worldwide and, when not managed properly, poses a severe threat to people’s health.
Among those most at risk are young tradespeople who may not be fully aware of asbestos and the dangers of encountering it, noted IOSH. It is with this in mind that IOSH hosted a webinar in mid-April.
Hosted by Louise Hosking, IOSH’s Immediate Past President, the webinar heard from experts on asbestos management who looked at what businesses should do to protect people. “Asbestos may be banned in many countries, including in the UK since the turn of the century, but it still poses a severe threat to people’s lives and livelihoods,” she noted.
“Thousands of people around the world continue to suffer due to past and more recent exposure to asbestos containing materials (ACMs). A lack of awareness on the part of those in control of property, or maintenance and repair means that people will continue to be at risk of potential exposure placing their health at risk in the years to come.
“ACMs are only a danger if they are damaged in a manner which releases fibres. Where it is being well managed the risk reduces. That’s why we need to continue to raise awareness about what it is, where it can be found, and how to prevent exposure to it with trades and property owners.”
Organised by the Asbestos Disease Awareness Organisation, Global Asbestos Awareness Week is held annually at the beginning of April to raise awareness through sharing stories and seeking better prevention.
The Australian Work Health and Safety Strategy 2023-2033 sets a national vision of safe and healthy work for all and provides a platform for delivering key work health and safety (WHS) improvements.
The strategy was developed under Safe Work Australia’s tripartite governance processes and has been agreed by the Commonwealth, state and territory governments. It represents a national commitment to work together to reduce worker fatalities, injuries and illnesses over the next decade.
It outlines targets to measure progress over the next 10 years, including a reduction in worker fatalities caused by traumatic injuries by 30%. More than 150 stakeholders were consulted on the development of the strategy.
To download the ten-year safety strategy visit www.safeworkaustralia.gov.au/
To mark the 10 th Annual National Safety Stand-Down to Prevent Falls in Construction on 1-5 May, industry sector employers throughout the United States were encouraged to host an event in their workplaces.
The stand-down event was created by the National Institute of Occupational Safety and Health (NIOSH), the Occupational Safety and Health Administration (OSHA) and the Center for Construction Research and Training (CPWR) to help prevent fall-related deaths and injuries by raising awareness of the hazards.
Falls from elevation continue to be a leading cause of death in the industry, accounting for 351 of the 1,008 construction fatalities recorded in 2020, according to the Bureau of Labor Statistics.
OSHA administrator Doug Parker noted that although the event’s message has remained similar over the past decade, “it bears repeating again and again…. workers should never have to risk their lives to make a living”. He noted that the stand-down provided employers with an opportunity to prove their commitment to their workers and provide the leadership, tools and training to prevent falls.
NIOSH encouraged workplace participation in the stand-down through toolbox talks and safety activities such as developing drills, practices and rescue plans; conducting equipment inspections; and discussing job-specific hazards. CPWR offered multiple resources for employers as part of its One Stop Stand-Down Shop, ideas for stand-down events to be hosted and hazard alert cards that were handed out to workers.
OSHA featured highlights of past events from around the country. In 2022, about 3,500 stand-downs conducted worldwide reached more than 455,000 workers; 54% of those who attended indicated they had participated in at least three events during their careers.
“The stand-down is an important opportunity to further occupational health equity and emphasise worker safety at all times,” noted NIOSH Director John Howard. “Taking time in the workday to recognise existing fall safety hazards and offering demonstrations or trainings can contribute to a positive work culture and a safer working environment for all,” he added.
To help countries better prepare for future pandemics, the World Health Organisation (WHO) has launched a new initiative to provide guidance on integrated planning for responding to any respiratory pathogen such as influenza or coronaviruses.
The new Preparedness and Resilience for Emerging Threats Initiative (PRET) incorporates the latest tools and approaches for shared learning and collective action established during the COVID-19 pandemic and other recent public health emergencies.
Through the initiative, WHO will use a mode of transmission approach to guide countries in pandemic planning, given that many capacities and capabilities are common among groups of pathogens. PRET answers the call for technical guidance and support for promoting and strengthening integrated preparedness and response, as outlined in World Health Assembly resolutions.
“Preparedness, prevention, and response activities must not be the province of the health sector alone,” said Dr Tedros Adhanom Ghebreyesus, WHO Director-General. “Just as health emergencies have impacts across many
sectors, so must our preparedness and response efforts span sectors, disciplines and pathogens. It is critical, too, that community engagement and equity are the centre of our efforts, especially for those populations that are marginalized and most at risk.”
PRET is an evolution in WHO’s approach to pandemic preparedness through the application of a mode of transmission lens, rather than a focus on specific diseases. WHO will continue to develop and disseminate guidance on specific diseases as needed.
The launch of the initiative took place on the last day of meetings (26 April) with over 120 individuals representing member states, partners and the WHO secretariat, to define the path forward for PRET, including the development of a global implementation roadmap for respiratory pathogen pandemic preparedness.
Given the ongoing COVID-19 pandemic and the possible threat of avian influenza, this module will enable countries to critically review, test and update their respiratory pandemic planning efforts to ensure the functional capacities and capabilities are in place.
A process is underway to identify and address the next group of pathogens (i.e. arboviruses) under this initiative. This will follow priorities identified through the ten proposals to strengthen the global architecture for health emergency preparedness, response, and resilience (HEPR).
Burnout among US workers remains high but is trending downward since the first months of the COVID-19 pandemic, results of a recent survey show. However, researchers caution that the “current wave of employee layoffs could trigger an uptick”.
On behalf of management consulting firm Eagle Hill Consulting, market research company Ipsos surveyed a random sample of over 1,000 US workers; it found that 46% of the workers were burned out – down from 49% in 2021 and 58% in 2020.
Workload was cited as the top cause of burnout (52%), followed by staffing shortages (44%), balancing work and personal life (41%), lack of communication and support (39%), and time pressures (38%).
“We know that staffing shortages have been a major source of worker burnout. In fact, we asked employees how staff shortages impact their workload, and 83% of workers said it’s covering the workload for unfilled positions,” noted Melissa Jezior, President and CEO of Eagle Hill Consulting.
“That number could rise in the coming months given that layoffs often create more work for those who remain on the job.” When asked about ways to reduce burnout, 71% of the workers suggested a four-day workweek, while around two-thirds called for increased flexibility (66%), decreased workloads (65%), and
better health and wellness benefits (60%).
“Employers should not be complacent when addressing employee burnout,” Jezior said. “Nearly half of the workforce reports burnout; far too high for organisations that seek optimal performance and retention of their top talent. When employees are tired and stressed, they’ll underperform or look for another job.” (Source: www.safetyandhealthmagazine.com/)
The Great Northern Distillery in Dundalk, Co. Louth in Ireland. The Great Northern Distillery is largest Independent Distillery in Ireland which has been operational since 2015.
The Distillery operates two distinctive distilleries pot stills and columns that produce a diverse range of Irish whiskey spirit’s including grain, triple malt, double malt, peated malt and pot still whiskey. The distillery has a current capacity of 16 million litres of spirit with an opportunity to expand production.
The primary market for our distillery is bulk private labels, contract distilling, retail own label and supplementing spirit and whiskey for smaller distilleries and in the home and international markets. Presently the Irish Whiskey Market is the fastest growing brown spirit sales in the world.
www.gndireland.com
