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Legal requirements at induction

Legal requirements at induction

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We are reviewing our company induction policies and in particular I would like to know what are the essentials that we should be covering from a legal standpoint. For example H&S, should everyone receive manual handling training, should everyone have a DSE risk assement etc? What are our requirements by law to ensure that we have put everything in place possible to cover ourselves. Should we be getting our employees to sign anything to advise they have received appropriate training? Any help with this would be appreciated.
kirsa edwards

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By peterstanway
05th May 2005 07:05

Happy to oblige with my 'favourites' but asking questions of others is no substitute for thought. For example, I did not immediately think of H&S but would have done if I regularly worked ina dangerous environment. Just for fun I will prioritise them and wait to see how the debate goes. H&S will go at four but if I was in a mine/quarry it would be no.1
1.Equal opps (inc harassment and bullying)
2. discipline and grievance
4 H&S
5 holidays and absence
Signatures are good

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By Nkellingley
05th May 2005 09:07

From a health & safety perspective you should train any employee who will do any kind of lifting in their work in manual handling. Anybody who uses a workstation for all or the main part of their job should also recieve DSE training and have a full risk assessment conducted on their equipment. And I think (but couldn't swear to it) that you are supposed to train everyone on fire safety (including the use of extinguishers but stressing that you'd rather they only tackle fires is they feel confident and the fire is tiny) and also on the location of first aid boxes, fire exits etc.

I don't think any of that legally has to come in the induction but it should be done earlier rather than later in the employee's time with you and yes it should be signed for - to cover your back at a tribunal for an employee with a bad back/RSI etc. as much as anything else.

The same goes for your equal opportunities/diversity/harassment and bullying policies train them early (again there's no legal obligation to do so at induction) and have folk sign for them to show they understand their obligations under them.

As Peter said also cover disciplinary and grievance, holidays etc.

Confidentiality is important but I'd also cover the Data Protection Act at the same point as this covers your and their legal obligations.

And finally I'd also cover the computer misuse act and any internet/e-mail policies that you have.

You should get people to sign for all their training in these areas but if you want to be certain that you could prove their understanding of these issues, it would be worth conducting a small test on each and keeping the completed test papers as well - nobody can pretend they didn't understand if they pass an exam on it and equally if they don't understand you'll know about it and be able to help them understand the material fully.

You might also want to cover expenses, payment terms etc.

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