As an organization, we recognize the importance of staff welfare, within the domiciliary office environment, and the wider implications for all users of such premises.

We provide suitable toilet and washing facilities, rest facilities in relation to a sleep-in duty and changing facilities for people at work, meeting the Health and Safety Executive (HSE) requirements.

Sufficient toilets and washing facilities with lockable doors are provided for the maximum number of people likely to be at work at any time. The toilet area is clean, well-lit, adequately ventilated and supplied with hot and cold water, soap, and drying facilities. Provision is made for the disposing of sanitary dressings where women use toilets.
Men and women have separate facilities. There are no disabled toilets available in the business premises.

Rest facilities with seating are provided for the employee to take breaks with facilities to obtain drinking water and prepare hot water is available for their use. There is a place for employees who eat their meals at work and they are provided with clean surfaces on which food can be placed. For those working out of hours or in locations where hot food cannot be obtained, facilities for storing and heating their food are provided. Staff are welcome to use the communal kitchen to store and prepare any snacks or meals, a fridge, kettle and microwave are available, tea and coffee etc. are provided and staff are welcome to use the small room for breaks.

This organisation does allow smoking either in or outside the premises therefore smokers must leave the grounds. Staff are reminded that dropping any smoking related litter in the UK carries a fixed notice penalty of £150 and non-payment can result in a £2500 fine and possible criminal conviction.

Although the Working Time Regulations do not come under Health and Safety at Work Act, it is helpful for employers to be aware of the duties so we have included them here for information. The basic rights and protections that the Working Time Regulations provide for workers are:

A worker is someone who has a contract of employment, or someone who is paid a regular salary or wage and works for an organisation, business, or individual. Workers can agree to work longer than the 48-hour limit. An agreement must be in writing and signed by the worker. This is generally referred to as an opt-out. It can be for a specified period or an indefinite period. You as an employer cannot force a worker to sign an opt-out. Workers cannot be dismissed or subjected to disciplining for refusing to sign an opt-out.
Young workers have special rights under the Working Time Regulations. The rights of young workers (those over the minimum school leaving age but under 18) and those under the minimum school age on approved work experience schemes differ in the following ways:

As an organisation, it is our responsibility to ensure workers are fit for night work. We, therefore, offer a free health assessment to anyone who is about to start working nights and to all night workers regularly, as appropriate. A risk assessment will be completed and if appropriate advise staff to contact GP. A night worker cannot opt out of the average of 8 hours in 24 hours, although there are exceptions in healthcare where there is a need for continuity of service. Where a night worker’s work involves a special hazard or heavy physical or mental strain, there is an absolute limit of 8 hours on their working time each 24 hour period, which is not an average.
HSE and local authorities are responsible for the enforcement of the maximum weekly working time limit, night work limits and health assessments for night work. Rest and leave entitlements are enforced through employment tribunals. Records are kept by this organisation to show compliance with the above regulations.

As an organisation we:

If any risks are identified that go beyond the level of risk found outside the workplace, we take the following actions to remove the pregnant employee from those risks:

As an organisation, we seek employment law advice concerning these areas from ACAS North East. Newcastle Civic Centre. Barrass Bridge. Newcastle upon Tyne. NE1 8QH.

We provide adequate and appropriate equipment, facilities, and personnel to ensure that employees receive immediate attention if they are injured or taken ill at work.
Carly Fortune RGN. Registered Manager. First aider.
Hazel Feeley RGN. First aider.
Colette Saunderson. First aider.
First Aid box located in nurses office on bookshelf and in kitchen.
All staff carry small first aid kits.

Accidents, Incidents and Emergencies Reporting (RIDDOR)
Equal Opportunities
First Aid
Health and Safety
Maternity, Paternity, Adoption and Shared Leave
Smoking
Staff Sleep-In
Stress Management

ACAS Working Time:
www.acas.org.uk

GOV.UK Night Working Hours:
https://www.gov.uk/night-working-hours

HSE First Aiders:
www.hse.gov.uk

HSE New and Expectant Mums:
www.hse.gov.uk

ACAS Pregnancy and Maternity Discrimination:
www.acas.org.uk

All staff, during induction, are made aware of the organisation’s policies and procedures, all of which are used for training updates. All policies and procedures are reviewed and amended where necessary, and staff are made aware of any changes. Observations are undertaken to check skills and competencies. Various methods of training are used, including one to one, online, workbook, group meetings, and individual supervisions. External courses are sourced as required.

Date Reviewed: May 2021
Person responsible for updating this policy: Carly Fortune
Next Review Date: May 2022