Workplace Culture & Engagement Health and safety specialists at law firm Howes Percival assess what the increase in firms allowing employees to bring their dogs into work means for employers and their duties under health and safety law.
Study highlights call for equal leave after early end to pregnancies
Man’s best friend... but not S always an employer’s chum R esearch by The Kennel Club shows that 70 per cent of people say dogs alleviate stress in the workplace. 45pc said that dogs in the workplace make companies more attractive to job seekers with dogs. It is no surprise then that, since the pandemic, there has been an increase in the number of employers who allow their employees to bring their dogs into work. There is no dedicated law which deals with having pet dogs in the workplace however employers should be mindful of their duties under the Health and Safety at Work etc Act 1974 and the Management of Health and Safety at Work Regulations 1999. Under the Act employers have a general duty to ensure the health, safety and welfare of their employees so far as is reasonably practicable while they are at work. Employers also have a duty to ensure that they go about all aspects of their business and work in a way which ensures those not in their employment are not exposed to risks to their health and safety. While having a well behaved and well-mannered dog in the workplace may prove to be a good stress reliever and boost staff morale, there are also potential disadvantages that employers will need to consider before deciding whether or not to allow pet dogs in the workplace. There are some settings where it will be inappropriate to have a dog; for example, in food preparation businesses or settings where there is a higher risk of infection or cross-contamination. In order to comply with their duties under health and safety law employers must first assess the risks posed by dogs in the workplace. Outlined next are some key
It is important that employees and other people are not put at risk
risks that employers will need to consider: n Dogs behave differently depending on the environment they are in and may act unpredictably in unfamiliar places around unfamiliar people. Even ‘good dogs’ can bite if they feel vulnerable or threatened so it is important to ensure that measures are put in place to reduce the risk of injury. n Give careful thought to where the dog will stay during the working day, where it will sleep, eat, drink and toilet. Make sure that all toys are kept in the dog’s bed or a designated area and ensure that any spills from its water bowl or any ‘little accidents’ are cleaned up immediately. n It is important that dogs and their belongings are not in the way of any fire exits or firefighting equipment. There must be a plan setting out how the dog will vacate the workplace in case of emergency. It is important that employees and other people are not put at risk. n Consider whether anyone in the office is allergic to dogs. If so, how can this be managed? n Give some thought to how many dogs will be allowed in the office at any one time and how negative interactions will be avoided and managed. n Ensure all dogs are up to date on their flea, tick and worm treatment.
To feature or comment email: news@businessmk.co.uk
n Is anyone in the workplace particularly vulnerable to infection or any other risks posed by dogs - expectant mothers and asthma sufferers, for example? Consider how these risks will be managed. n Some employees may have a phobia of dogs which will cause them unnecessary stress. The types and extent of risks will be specific to each workplace and the type and nature of the dog being introduced to it. A new risk assessment will need to be carried out in relation to each dog that comes into the workplace, taking into account any unique risks. Employers will need to engage with the dog’s owner in order to complete the risk assessment and employees should also be reminded of their duty under the Act to take reasonable care for the health and safety of themselves and others while at work. In addition to health and safety, there are practical considerations of bringing pet dogs into the workplace. If the workplace is in a rented building, there may be specific exclusions in the lease which prohibits animals on the premises. Does any insurance policy - public liability or employer’s liability insurance, for example - exclude incidents or injuries caused by animals or pets? Who will be responsible for any property damage or injuries caused by the dog? The dog’s owner may need to check their pet insurance to see whether it is valid for incidents outside a domestic environment. To avoid disputes, employers should implement a policy so that all parties are clear on the rules about bringing dogs into the workplace.
ignificant inequalities exist in the paid leave that parents receive when they face an early end to a pregnancy Researchers are calling for changes to ensure that new employment leave policies focus on fairer and more inclusive practices. The study, carried out by academics at The Open University, University College London and at the Universities of Plymouth and Essex, calls for a more equitable approach based on physical recovery needs. Jo Brewis, Professor of People and Organisations at The Open University, said: “This research is significant because it is, as far as we are aware, the first to analyse the different inclusions and exclusions generated by laws in England and Wales and around the world regarding paid employment leave and the status of the foetus or baby. We call upon policymakers to carefully evaluate the implications of new proposals regarding employment leave for pregnancy endings.” The call comes on the back of the research paper that brings to light inconsistencies in paid leave entitlements for parents experiencing pregnancy endings that do not result in a living infant, such as miscarriage, ectopic pregnancies, molar pregnancies
and abortion. Analysing their findings, the researchers were surprised by the wide range of categorisations within the laws and the complex inclusions and exclusions both between and within legislatures. Employment leave after an early end of pregnancy is limited to, usually, sick leave or bereavement leave, the researchers found. “Both of these types of leave make assumptions about the nature of the pregnancy ending and what the experience has involved which may not be suitable,” said Dr Aimee Middlemiss, a research fellow at the University of Plymouth. “Sick leave assumes a pregnancy ending without a live birth to be an illness, and sidelines people who feel a baby was lost. Bereavement leave sidelines the physical needs of the post-pregnant woman and may exclude some types of pregnancy ending or those who do not feel bereaved.” The paper is based on the Early pregnancy endings and the workplace project led by Professor Brewis (inset). The research is supported by the OU’s Open Societal Challenges Programme, which focuses on the themes of tackling inequalities, living well and sustainability.
Safety first, warn experts as employees welcome AI
W
orkers are unconcerned about Artificial Intelligence replacing their roles, although almost two-thirds happily trust the accuracy of the technology to aid in tasks. New data from HR consultancy HR Solutions, which has an office in Milton Keynes, found that of those polled in a recent survey, 49 per cent of businesses were using AI such as Chat GPT. AI - using computer science for problem solving - is being cited as the ‘fourth Industrial Revolution’ and is a monumental change in technology. HR Solutions has already suggested that if businesses are to remain competitive and have the advantage in a modern marketplace, they must embrace the modern method and ensure it is used ethically and reasonably. AI has the potential to revolutionise how companies work, the consultancy adds. However it warns of the risks associated with it and urges companies to set out clear parameters for staff. “There is no doubt that if you use AI correctly, it has the potential to streamline processes and improve performance and productivity,” said HR Solutions chief executive Greg Guilford (inset).
“However, as with anything groundbreaking, it is wise to be wary about how it is used.” Most of those using AI were using it to write business documents or brainstorm ideas, with a third using it to analyse information, the HR Solutions study found. Ninety per cent of respondents said their own role could be improved with AI and although even more (92pc) were unconcerned about AI replacing their roles, almost threequarters (73pc) were concerned about how AI might change roles in the future. HR Solutions held a webinar earlier this year on using AI in the workplace and has published a policy and impact assessment to help business establish guidelines ensuring firms have the right measures in place to get the most out of AI technology and to remove or limit the risks. Mr Guilford said: “Our AI policy can be implemented by businesses in order to ensure that the technology is used solely to enhance working practices and also identify and prepare for any potential challenges it may bring.” Almost two-thirds of those surveyed said that they would trust the accuracy of AI to help with tasks. 21pc believe it would be ethical to
Business MK | December 2023
17
