Appendix A

LONE WORKING POLICY

Draft

Policy No: P05 Issue Date and Version Page: 1 of 21

Number:

July Draft

Policy Title: Lone Working Policy

Review Date: Related Policies and Guidance:

July 2011 (or sooner if there is a change P06 Violence and Aggression Policy
in legislation or to reflect best practice or G05 Guidance to Managing Lone
at the request of either party) Working and Violence and Aggression
P07 Accident, Incident and Near Miss
Reporting Policy
P04 Risk assessment policy
G06 Special Interests Register guidance

For further information please contact:

Name Position Contact Number
Sherryl Cousins Health & Safety Manager 0300 300 4985

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 Appendix A

CENTRAL BEDFORDSHIRE COUNCIL

LONE WORKING POLICY

1. POLICY STATEMENT......................................................................................... 3
2. DEFINTION OF LONE WORKING...................................................................... 3
3. RESPONSIBILITES IN RELATION TO LONE WORKING .................................. 4
4. TRAINING AND INFORMATION......................................................................... 5
5. RISK ASSESSMENT PROCEDURE................................................................... 5
General personal safety advice for employees........................................................... 8
Lone Worker Protection Aide Memoir....................................................................... 10
6. ACCIDENT/INCIDENT AND NEAR MISS REPORTING................................... 11
7. FURTHER GUIDANCE AND RELATED POLICIES.......................................... 11
Appendix 1 Lone Worker Hazard Checklist .............................................................. 12
Appendix 2 - Lone Working Risk Assessment template ........................................... 15
Appendix 3 - Lone Working Risk Assessment -example .......................................... 18
Appendix 4 -Examples of Central Bedfordshire staff who work alone and suggested
categories. ................................................................................................................ 20
Appendix 5 - Lone Working Protection systems ....................................................... 21

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 Appendix A

1. POLICY STATEMENT

This policy sets out the approach that Central Bedfordshire Council will undertake in
managing Lone Working. Central Bedfordshire Council has a legal duty to look after
the health, safety and welfare of its employees and this includes a duty of care to
reduce, as far as reasonably practicable the risks associated with lone working within
the workplace. These duties are set out in the Health and Safety at Work Act 1974,
the Management of Health and Safety at Work Regulations 1999 and the Safety
Representatives Safety Committee Regulations 1977.

OUR COMMITMENT

Central Bedfordshire Council is committed to the provision of a safe place of work for
all employees, clients, visitors, contractors, volunteers and those affected by or
involved in Council activities. We will ensure that lone workers are not exposed to
additional or greater risk than any other workers. More specifically we will, ensure
that Lone workers are identified, hazards and risk are assessed and appropriate
action is taken to reduce these risks.

2. DEFINTION OF LONE WORKING

The Health and Safety Executive (HSE) defines lone workers as those who work by
themselves without close or direct supervision.

This can be spilt into two main groups

• People who work in fixed establishments e.g. site agents, homeworkers

etc.

• Remote Workers working away from fixed base e.g. drivers, healthcare
professionals, social workers, public protection etc.

There is no general legal prohibition on lone working, however the employer must
identify the hazards, assess the risks involved, and put measures in place to avoid or
control the risks. If the risk assessment shows that it is not possible for the work to
be done safely by a lone worker, then other arrangements need to be put in place.

Classification of Lone Workers

To assist in determining the level of risk we have identified examples of Low, Medium
and High risk.

Category 1 - Lower risk situations includes:

• Staff working outside normal hours in an office, library or similar e.g. cleaners,
caretakers, security staff.
• Staff who travel alone for significant periods or in circumstances that may give rise
to additional risks.

Category 2 - Medium risk situations includes:

• use of receptions, counters and interview rooms, and similar where risk of violence
and aggression or dangerous situation is reasonably foreseeable and where
colleagues cannot be readily called on by the lone worker in the event of an
adverse situation arising.

Category 3 - High risk situations included:-

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 Appendix A
• visiting domestic and commercial premises where risk of violence and aggression
or dangerous situation is reasonably foreseeable.
• Working out of hours (not in a controlled council facility)
• Working alone with hazardous plant, tools, equipment or chemicals
• Where serious injury may be incurred by the type of work being carried out

Examples of job titles and categorisation of lone worker risk is provided in Appendix
4. This is a guide only and line managers are required to complete a Lone worker and
hazard checklist and lone worker risk assessment to determine the level of risk
(category) and control measures required.

NOTE: Young or inexperienced workers who require direct supervision due to the
nature of the task, are not permitted to work alone.

3. RESPONSIBILITES IN RELATION TO LONE WORKING

Each department is responsible for implementing arrangements to ensure lone

working is effectively managed and that all employees are made aware of this policy
statement and accompanying guidance.

CHIEF EXECUTIVE/DIRECTORS/AD’S RESPONSIBILITIES

• Ensuring sufficient resources are made available for the identification and
protection of lone workers.

HEADS OF SERVICE RESPONSIBILITIES

• Identify any posts that undertake lone working.

• Putting in place suitable lone working protection systems for all activities within
their areas of responsibility.
• Ensure that lone working risk assessments are undertaken.
• Ensuring all staff receive relevant training to ensure competency in safety matters.
• Ensure Lone Workers are not put at more risk than other employees.
• Ensure all staff receives training in dynamic risk assessment and plan ‘B’ exit
strategies.

HEALTH AND SAFETY TEAM RESPONSIBILITIES

• Ensure that conflict resolution / lone working/personal safety training is available

through the corporate learning and development program.
• To monitor lone worker training.
• To maintain a central list of lone workers.
• Assist Managers to identify the levels of control measures.
• Advising Managers on the correct lone worker monitoring device if identified by
risk assessment.
• To co-ordinate training of lone worker protection devices.

MANAGERS / SUPERVISORS RESPONSIBILITIES

Lone working should carry no more risk than normal working but managers must
recognise that the risks to lone workers are greater because there is a reduced level
of immediate support available. By following normal risk assessment methods,
managers should be able to eliminate, or reduce to an acceptable level, the risks
associated with lone working.

4
 Appendix A
• To identify lone workers and hazards by completing a lone worker hazard
checklist (appendix 1) for staff or a work team.
• To carry out a lone working risk assessment (appendix 2) for employees or
work team.
• To implement suitable control measures as identified in risk assessment.
• To monitoring lone worker protection systems.
• Ensure that any accident, hazard and violent incidents are reported and any
control measures identified are implemented (in accordance with P07 Accident,
incident and Near miss reporting and Violence and aggression policy).
• Ensuring that identified lone working staff, attend relevant training.
• Ensure that employees, agency and voluntary workers, during their induction
period, have adequate additional controls in place.
• To ensure procedures are in place in an emergency.

EMPLOYEES RESPONSIBILITIES

• Taking reasonable care of themselves and others affected by their actions.

• To assist their manager in completing a lone working hazard checklist.
• Following guidance and procedures designed for safe working.
• Reporting all incidents that may affect the health and safety of themselves or
others.
• Taking part in training designed to meet the requirements of the policy; and
• Reporting any dangers or potential dangers they identify or any concerns they
might have in respect of working alone.

4. TRAINING AND INFORMATION

Training to ensure competency is particularly important where supervision is limited.

Training may also be critical to avoid panic reactions in unusual situations.

Lone workers need to be sufficiently experienced to understand the risks and

precautions fully. Managers and supervisors need to set limits on what can and
cannot be done when working alone. Employees must be competent to deal with
circumstances that should arise.

Personal safety training will be provided to staff lone working and cover:

• Advice and guidance not to go into a situation if you feel at risk.

• Use of conflict resolution or defusing techniques. These include being aware
of non-verbal communication; how to behave in a non-confrontational way;
the importance of good customer care; being polite; and listening to clients.
• To be aware of surroundings .and your own actions and how others may
perceive you.
• Dynamic risk assessments
• If you feel threatened, make your excuses and leave. Make sure you can
leave the premises quickly if you need..

5. RISK ASSESSMENT PROCEDURE

Risk assessment is an integral management tool that should be completed to ensure

that employees are safe in their work. Workplace risk assessments should be
completed in accordance with the P04 CBC Risk Assessment Policy.

Identification of lone workers and hazards

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 Appendix A
To identify lone workers and the hazards when lone working takes place a Manager
should complete a lone worker hazard checklist for an individual or work team
(appendix 1).

Hazards include, travel and transport, animals, working practices and patterns e.g.
working out of hours, full details on the hazards and risk reduction measures are
detailed in G05 Guidance to managing lone working and violence and aggression.

If it is highlighted from the lone worker hazard checklist that the employee/work team
are lone workers then their line manager must complete a risk assessment for the
individual/work team (appendix 2). An example lone working risk assessment can be
found in appendix 3.

Lone worker identification and risk assessment flow chart

To identify Lone Working

and the hazards

Manager to complete lone worker

hazard checklist (appendix 1)
for individual employee or work
team

Is lone working
occurring? No NFA

Yes

Manager to complete a lone working risk assessment

(appendix 2)

Are control Review

measures Yes assessment on a
adequate? regular basis (at
least annually)

No

Review procedure
and implement
further control
measures

Assessment of risk

Staff making an initial visit should have access to all available relevant information in
order to make a reasoned judgement of any potential risk.
To facilitate this directorates must share all relevant information and this should be
placed on the Special Interests register.

The following issues should be considered, as appropriate to the circumstances:

6
 Appendix A

• The environment – location, security, access

• The context – nature of the task, special circumstances, likely outcomes

• The individuals concerned – indicators of potential or actual risk

• Violence register check - history of any previous incidents in similar situations

• Any other special circumstances

The environment

• It is the responsibility of the manager to assess the risks presented by the

building itself – access, layout, furnishings, lighting and temperature control –
and to take appropriate action.

• Alarm systems must be accessible, and tested regularly.

• All staff must be familiar with the alarms, and be given clear instructions on how
to respond to them.

• If service users are being accompanied on transport or in a public place, or

visited at home, there must be an appropriate assessment of the risks this might
present.

Personal

• In order to make a complete assessment, any history of challenging behaviour

should be investigated.

• Any information regarding known triggers must be recorded.

• Staff must be aware of the effect they may have on the situation through their
verbal and non-verbal communication, and take steps to avoid provocation.

Sharing Information

• Information stored locally or on the Special Interests Register should be shared

but mindful of issues of confidentiality and data protection. G06 special Interests
Register guidance.

Planning

• If visiting a property or individual where a risk has been identified, always

consider a joint visit or an office-based meeting as alternatives. In some cases it
may not be appropriate to hold a face-to-face meeting, and a telephone meeting
may have to do.

• Ensure there are agreed contacts in case of an emergency and a system for
reporting back at the end of a visit.

• Take into consideration the current situation and any previous events, which have
caused problems.

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 Appendix A

Full guidance in identifying the hazards and risk control measures refer to G05 Guidance on
Managing Lone working and violence and aggression.

Support can also be obtained by contacting the Health and Safety Team.

Dynamic risk assessment

Whilst a lone worker risk assessment has been carried out during lone worker the employee
should be reviewing their situation as part of a dynamic risk assessment.
If at any time the lone worker is uncomfortable with their position they should call for
assistance or remove themselves from the risk. Personal safety training will cover dynamic
risk assessments.

Monitoring and Review

Monitoring Lone Working - Managers may make periodic visits to locations to ensure their
workers are safe e.g. isolated parks, building sites etc. They should also regularly check that
measures identified in the risk assessment are in place. For example checking buddy
systems work, details of visits are recorded, contact details are up to date and is provided
with a monitoring device are being used correctly.

Review of risk assessment

All risk assessments must be reviewed at least annually or following a change in

circumstance e.g. as reported incident, change in work pattern etc.

General personal safety advice for employees

It is not wise to solely rely on alarm systems or breakaway techniques to get you out of
trouble – there are a number of things you can do to avoid trouble in the first place. Central
Bedfordshire Council has a responsibility as an employer to ensure the health, safety and
welfare of staff, but employees also have a duty to take reasonable care themselves.
This is not about raising anxiety levels, but about recognising potential dangers and taking
positive steps to reduce risk, for yourself and for service users in your care.

Be aware of the environment

• Know what measures are in place where you work: check out alarm systems and
procedures, exits and entrances, and the location of the first aid supplies.

• Make sure that your car and mobile phone are in good working order, and that
electrical and other mechanical equipment is safe to use. Check the instructions
for use, and ensure that faults are reported /dealt with.

• If your work takes you into areas, which are isolated, poorly lit at night or known
for high crime rates, arrange to check in when the visit is over, or work with a
partner.

• If a potentially violent situation occurs, be aware of what might be used as a

weapon against you, and of possible escape routes.

• Try to maintain a comfortable level of heating and lighting in buildings you control.

Be aware of yourself

• Think about your body language. What messages are you giving?

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 Appendix A
• Think about your tone of voice and choice of words. Avoid anything, which could
be seen as sarcastic or patronising.

• Think about what you are wearing. Is it suitable for the task? Does it hamper your
movement? What signals does it send out? In a potentially risky situation, does a
scarf or tie offer an opportunity to an assailant?

• Be aware of your own triggers – the things that make you angry or upset.

Be aware of other people

• Take note of their non-verbal signals.

• Be aware of their triggers.

• Don’t crowd people – allow them space.

• Make a realistic estimate of the time you will need to do something, and don’t
make promises which can’t be kept, either on your own or someone else’s behalf.

• Be aware of the context of your meeting – are they already angry or upset before
you meet, and for what reason?

• Listen to them, and show them you are listening.

Always report any incidents of violence and aggression to your line manager.

http://www.suzylamplugh.org has various information and tips on how to reduce risk to

yourself.

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 Appendix A
Lone Worker Protection Aide Memoir

All lone working should have a Risk Assessment, and any

staff identified as risk should undertake relevant training.
Before any Lone Working Undertaken Lone worker protection procedure is in place and
functioning. Managers should hold a record of all lone
working staff including photograph, personal details (inc
Next of Kin) and vehicle details.

Check the following:

• Special Interest Register
• Service Databases
• Team Knowledge
• Any other known source if information
Prior to a visit Do:
• Let someone know that you are going out.
• When you expect to return
• The location and work to be undertaken, including
who you are going to meet.
• How to contact you
• Ensure any lone worker protection procedures are in
place and working

Warning
If the property / individual is on the violence register or
notes on service databases then No lone working to be
undertaken. Officers are to be accompanied at all times.

On arrival at the property or in a lone working situation you

should undertake an operational assessment of the risk
this need NOT be documented.
On a Visit
Factors such as unexpected visitors, strange behaviours,
layout of the area or any other factors that give rise to your
concern

Ensure lone working monitoring systems are not too

obvious but readily accessible and operational eg
Mobile telephones / radios
Electronic systems from Reliance

If you are uncomfortable or have concern for your self or

others safety, use the skills taught (eg. Dealing with
confrontation skills) to try and diffuse the situation.
If in doubt make an excuse to leave eg need to contact
manager / collect tools from vehicle
If you are at risk call for assistance / activate LW protection
immediately and escape from the area by any safe means.
Contact your manager /Police (if not already done) / report
the incident and raise an immediate violence and
aggression report.
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 Appendix A

6. ACCIDENT/INCIDENT AND NEAR MISS REPORTING

Any accident/incident or near miss and this includes threat of violence and
aggression whilst lone working should be reported to a line Manager and recorded on
AssessNET the council’s on-line accident and incident system. For further
information on Accident/Incident reporting refer to P07 Accident and Incident
reporting Policy.

7. FURTHER GUIDANCE AND RELATED POLICIES

http://www.hse.gov.uk/pubns/indg73.pdf Working Alone in Safety

http://www.hse.gov.uk/pubnsindg69.pdf An HSE Guide for Employers to control risks

from lone working

P06 CBC Violence and Aggression Policy

G05 CBC Guidance to Managing Lone Working and Violence and Aggression

P07 Accident and Incident Reporting Policy

G06 Special Interests Register Guidance

http://www.suzylamplugh.org has various information and tips on how to reduce risk

to yourself. They also have pockets guides which can be purchased.

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 Appendix A
Appendix 1 to P04
Lone Working Policy
Appendix 1 Lone Worker Hazard Checklist
The checklist below may be used to help managers define the hazards when lone working
takes place. The information can then be used within the lone working risk assessment
process.

Name of Staff Member or Work Team _______________________________

Job Title_______________________________

Description of lone working duties:

Managers name __________________Date checklist completed __________

General Yes/No
Do staff work alone?
Do staff work at a fixed establishment e.g. library, office, home?
Do staff carry out remote working away from a fixed base?
Category 1 Low risk
Do staff work outside normal office hours in an office, library or similar e.g.
cleaners, caretakers, security staff?
Do staff travel alone for significant periods or in circumstances that may give
rise to additional risks?
Do staff work in their own home?
Do staff work in isolation from other at the workplace?
Do staff visit other employers’ premises but no risk of violence?
Category 2 Medium risk
Do staff use receptions, counters and interviews rooms alone?
Category 3 High risk
Do staff visiting domestic and commercial premises where risk of violence and
aggression or dangerous situation is reasonably foreseeable?
Do staff travel from your own home to visit Clients / Pupil families in their own
home then go back home again
Working out of hours (not in a controlled council facility)?
Working alone with hazardous plant, tools, equipment or chemicals?
Where serious injury may be incurred by the type of work being carried out?
Do staff work outside normal office hours?
Do staff work on their own in the community
Do staff travel and work out of county?
Personal alarms
Have you issued mobile phones to staff?
Have you issued personal attack alarms to staff?
Do staff have any other personal alarm or protection devices?
The staff member Yes/No
Are there any factors why an individual member of staff may be more at risk
when working alone such as: gender, age, disability, race, new or expectant
mother, inexperience etc
Is the person medically fit and suitable to work alone (some medical

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 Appendix A
conditions may make lone working more hazardous for the staff member)?
Has the worker got sufficient information about the job, equipment or
substances?
Are staff trained in safe working practices for lone working?
Has the staff member demonstrated their ability to do the task satisfactorily?
Is there appropriate supervision?
Are staff aware of the emergency procedures in place?
The general workplace Yes/No
Is the person a key-holder to the premises?
Is the access to, or exit from, the workplace safe?
Is the lighting around the premises adequate?
Do you use entrance security systems (i.e. digital locks or swipe
cards)?
Does the workplace allow access to members of the public/service users?
Are reception/public areas designed in line with Council guidance?
Is there a risk of violence from members of the public?
Where work can be carried out away from public areas is this made possible?
Knowledge of job/location or service user Yes/No
Has the member of staff got sufficient background information on the
client/service user?
Do you include potential or known risk factors in referral documents
and care plans?
Do you share risk information with other professional(s) bodies and agencies?
Have you a method in place to define whether additional staff (or other
agencies such as the Police) need to be present?
When staff travel to a new location or meeting place are they provided with
sufficient information about the location and site access e.g. parking?
Meetings and Home Visits Yes/No
Can meetings take place in the main office / interview rooms rather than at a
person’s home?
Are interview rooms designed and set up in line with Council guidelines?
If interviews take place in a service users home has a plan been made of who
must be present and why?
Do the staff know and understand the Council’s guidelines on carrying out
interviews with members of the public in council premises? (Refer to G05
Guidance to Managing Lone working and violence and aggression)
Do the staff know and understand the Council’s guidelines on carrying out
interviews with members of the public in their own home? (Refer to G05
Guidance to Managing Lone working and violence and aggression)
Have staff been fully trained in strategies for the prevention of violence?
Do staff carry out visits in high-risk locations (i.e. areas with high
crime rates)
Do staff carry out visits in isolated rural areas?
Do staff visit unfamiliar clients or service users?
Do staff visit a high-risk or unstable or unpredictable client group?
Do staff carry out visits during unsocial hours?
The type of work Yes/No
Will any part of the work present a physical risk?
Is equipment safe and regularly maintained?
Do staff activities involve working in confined spaces?
Do staff activities involve handling dangerous substances?
Do staff use machinery?
What risks will the worker be exposed to in the event of equipment failure?
Can substances and goods be handled safely/can they be handled by one
person?
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 Appendix A
Where lifting/manual handling takes place – can the lone worker carry this out
in a safe manner?
Does the worker have the appropriate PPE and is he/she trained in its use?
Are cash/valuables or medical drugs being carried?
What First Aid provision is in place?
Intruders Yes/No
Are procedures in place for dealing with intruders in Council premises?
Are all staff aware of these procedures?
Emergency Call-Outs Yes/No
When a call out system is in place are there guidelines to follow in terms of
who can attend?
Have arrangements been made for different times of day/night on who can
attend?
Are staff aware of these guidelines?
Travel and Transport Yes/No
Have you considered how staff will travel to and from appointments?
Are travel arrangements considered as part of the work plan?
Do staff provide an itinerary when they are working away from the office
base?
Are staff aware of the Council guidelines on travel and transport?
Do staff have a defined means of contacting managers & colleague if
necessary?
Do you use reporting checking-in systems?
Do you use mobile phones or other communication systems?
When valuables are carried in a vehicle are staff aware of the procedures to
follow in the storage of these items?
Supervision Yes/No
Do you carry out regular supervisor or colleague checks during
activities?
Are less experienced and new team members subject to greater supervision
as necessary?
Information and Training Yes/No
Do staff have information and training on basic personal safety?
Are staff trained in strategies for preventing and managing violence?
Are staff aware of the lone working procedures for their team and/or
workplace?
Do staff have access to forms for reporting incidents or near misses and
Reporting systems Yes/No
Are staff aware of the reporting procedures and systems in place (e.g.
Violence and Accident Reporting)?
Other Hazards Yes/No

SEND COPY TO HEALTH AND SAFETY TEAM

Technology House, Ampthill Road, Bedford, MK42 9QQ

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 Appendix A
Appendix 2 - Lone Working Risk Assessment template
Dated

LONE WORKER RISK ASSESSMENT

(To be completed by Line Manager with employee input)
Employee name/work team Job Title

Brief description of work:

Hazard Risk Control Measures Additional Control Measures to

L/M/H be Considered
Workplace: Identify any hazards specific to the workplace /
environment which may create particular risks

Process: Identify any hazards specific to the work which may

create particular risks for lone workers e.g. visiting people in
their own homes.

Equipment: Identify any hazards specific to the work

equipment which may create particular risks for lone workers
e.g. use of screens

Working with People: Identify any hazards specific to the

working with people (not violence) which create particular
risks for the lone workers e.g. manual handling

Violence: Identify the risk of violence (refer P06 CBC

Violence and Aggression policy)

Individual: Identify any hazards specific to the individual

which may create particular risks for lone workers e.g.
medical conditions, female, age inexperience.

Work Pattern: Consider how the lone worker’s work pattern

15
 Appendix A
integrates with those of other workers in terms of both time
and geography.

Training: Identify the level of information, instruction and training required

Has the necessary information, instruction and training been given. Yes No N/A

Supervision: Is suitable supervision in place? (Identify all necessary supervisory measures) Yes No N/A
Periodic telephone contact with lone workers?
Periodic site visits to lone workers
Regular Contact (telephone)
Automatic warning devices
Manual warning devices e.g. panic alarms etc
End of task / shift contact
Additional Information
Identify any additional information relevant to the lone working activity, including emergency procedures, first aid provision

Categorisation of lone worker? (Appendix 4 for advice) Cat 1 Cat 2 Cat 3

Is a Lone Working Device required? Please Yes No
(Contact Health and Safety Team 0300 300 4985 for advice)
Comments:

Assessment carried out by

Name Date Signed by employee

Signature Review Date Print Name

SEND COPY TO HEALTH AND SAFETY TEAM, Technology House, Ampthill Road, Bedford, MK42 9QQ

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 Appendix A

Full guidance on risk reduction measures ref to G05 Guidance to Managing Lone Working and Violence and Aggression and
Appendix 5 of this policy Lone Working Protection Systems – Table of Appropriate Use

Suitable Control Measures to consider: • Availability of first aider;

• Signing in system that is monitored; • Professional training;
• In some cases, a visit may be carried out with a police • Qualifications and experience;
presence; • Medical fitness;
• Two members of staff attend; • Good housekeeping procedures;
• Emergency procedures if a member of staff fails to report back • Hazard reporting procedure in place;
or call in at the agreed time; • Equipment stored in designated areas;
• Mobile phones, although this is not always useful, particularly • Personal protective equipment provided;
when under the threat of violence. Mobile phones can be used • Adequate lighting;
to call staff in situations where there are concerns to check that • A well maintained security system at the building;
they re safe; • Employee familiar with the site, alarms and systems;
• Remote manual or automatic alarm system; • Electronic Lone Working System (Reliance)
• Supervision;
• Communication;
• Personal safety training;
• Use of a “buddy” system (phone-in/response check by a
nominated individual);
• Portable first aid kit;

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 Appendix A
Appendix 3 - Lone Working Risk Assessment -example

LONE WORKER RISK ASSESSMENT

(To be completed by Line Manager with employee input)
Employee name/work team Job Title
Ann Non , Housing Team Housing Officer
Brief description of work:

Visits to tenants homes

Hazard Risk Control Measures Additional Control Measures to

L/M/H be Considered
Workplace: Home then visits to clients offices then back H
home

Process: visiting tenants in their own homes. L

Equipment: None L

Working with People: None L

Violence: Identify the risk of violence – complete separate M

risk assessment (refer P06 CBC Violence and Aggression
policy)

Individual: Inexperience member of staff is new to the role. M

Work Pattern: Employee works from home then goes to M

appointments then returns back home often not attending
council offices

Training: Identify the level of information, instruction and training required

Personal safety training

Has the necessary information, instruction and training been given. Yes No N/A

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 Appendix A

Supervision: Is suitable supervision in place? (Identify all necessary supervisory measures) Yes No N/A
Periodic telephone contact with lone workers?
Periodic site visits to lone workers?
Regular Contact (telephone)?
Automatic warning devices?
Manual warning devices e.g. panic alarms etc?
End of task / shift contact?
Additional Information
Identify any additional information relevant to the lone working activity, including emergency procedures, first aid provision

Categorisation of lone worker? Please circle Cat 1 Cat 2 Cat 3

Is a Lone Working Device required? Please circle Yes, No
(Contact Health and Safety Team 0300 300 4985 for advice)
Comments:

Assessment carried out by

Name Date Signed by employee
Line Manager

Signature Review Date Print Name

SEND COPY TO HEALTH AND SAFETY TEAM, Technology House, Ampthill Road, Bedford, MK42 9QQ

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 Appendix A
Appendix 4 -Examples of Central Bedfordshire staff who work alone and suggested
categories.

This list is not exhaustive, but examples only, not all these employees may be lone
workers or be at risk.

Category 1

• Library staff
• Building / Cleaning Operatives
• Couriers

Category 2

• Planning officers
• Customer services staff in POP

Category 3
(approx 5% of staff)

• Arboriculture Officers
• Building Control Officers
• Car Park Officers
• Community Centre Staff
• Emergency Out of Hours Staff
• Environmental Health Officers
• Trading Standards Officers
• Licensing Officers
• Emergency Planning Officers
• Housing Officers
• Housing Surveyors
• Property Management Staff
• Planning Officers
• Sheltered Housing Officers
• Education Welfare Officers
• Youth workers
• Connexions Workers
• Educational psychologists
• Revenue and Benefits assessment officers
• Social workers
• Waste and minerals officers
• Home Helps / Care Assistants
• Staff working with excluded children

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 Appendix A
Appendix 5 - Lone Working Protection systems

Table of appropriate use

Training and Out of office Buddy Personal Mobile Panic Lone working
access to the Boards system Attack Telephone button system
Violence and Alarms (Reliance)
Aggression
Register

Category 1 √ √ √ √ √ √
Low risk

Category 2 √ √ √ √ √ √
Medium risk

Category 3 √ These systems are not regarded as suitable lone worker protection √
High risk without additional systems in place

Young or inexperienced workers who require direct supervision due to the nature of the task are not permitted to work alone.

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