At this time of year, Crown House begins to receive enquiries from clients taking on young people either as new employees or, more typically, for work experience.
Young persons are often at greater risk due to their lack of experience, poor awareness of existing/potential risks and physical and mental immaturity.
Generally, a “young person” is someone under the age of 18 but above the minimum school leaving age (anyone under the minimum school leaving age is a “child” and the rules governing employing children are very strict).
As with all health and safety issues, it is important you assess the risks a young person will be exposed to and that your findings are communicated to the relevant people, e.g. the young person, their manager/supervisor and any others who may interact with the young person at work.
Where the person being employed (including on work experience) is a “child” then you will need to involve the parents/guardian and possibly school/college and inform them of the findings of your risk assessment.
Employers must protect young persons from any risks to their health and safety. As a general rule:
A young person must be supervised at all times by a nominated competent person.
Safety induction training and suitable personal protective equipment must be provided.
Details should be obtained of any medical conditions which may affect a young person’s ability to undertake normal work activities.
A young person should not be allowed to come into contact with hazardous substances or operate any hazardous machinery/equipment.
A young person should not be expected to lift any items which are beyond their individual capabilities.
A young person should not operate or ride on any mobile equipment, e.g. fork lift trucks.
The above prohibitions on the employment of young persons do not apply where the work is part of the young person’s training, is carried out under the direct supervision of a competent person and where any risks are reduced to the lowest level reasonably practicable.
The issue of whether to accept a young person, especially in a temporary work experience role, can, for some, be too onerous a risk. However for those employers that are considering the additional responsibilities the HSE advise that “If in doubt, you may wish to get professional advice on identifying and controlling the risks. If a significant risk remains in spite of your best efforts to do what is reasonably practicable to control it, you must not employ the young person to do this work.”.
For more information or if you have any questions surrounding the information in this article please contact Crown House on 01777 861 861 or e-mail Jacky Millard
Motor Trade