FAQs

To support an employee who is returning to work following a period of sickness absence, or staff with pre-existing/ acute or new medical conditions. Occupational Health may request you complete a risk assessment.

This is called a Functional Capacity Assessment and is intended to help identify if reasonable adjustments are needed and to provide support the staff member in his/her role. 

The assessment document and further information can be found here.

The law does not state a minimum or maximum temperature, but the temperature in workrooms should normally be at least:

16°C or 13°C if much of the work involves rigorous physical effort

A meaningful maximum figure cannot be given due to the high temperatures found in, for example, glass works or foundries. In such environments it is still possible to work safely provided appropriate controls are present. Factors other than air temperature, ie radiant temperature, humidity and air velocity, become more significant and the interaction between them become more complex with rising temperatures.

The Workplace (Health, Safety and Welfare) Regulations 1992 lay down particular requirements for most aspects of the working environment. Regulation 7 deals specifically with the temperature in indoor workplaces, such as hospitals and states that:

‘During working hours, the temperature in all workplaces inside buildings shall be reasonable.’

However, the application of the regulation depends on the nature of the workplace, such as a bakery, a cold store, an office, a warehouse.

These Regulations only apply to employees – they do not apply to members of the public, for example, with regard temperature complaints from customers in a shopping centre or cinema, or patients and visitors in a hospital.

A reasonable temperature for a workplace depends on work activity and the environmental conditions of the workplace.

Also see, our thermal comfort accordion item.

For advice on controls when working in very hot conditions, please email: HealthandSafety@liverpoolft.nhs.uk.

Daily Rest

Under the Working Time Regulations 1998, regulation 10, a worker is entitled to a rest period of 11 consecutive hours rest in each 24 hour period during which they work for their employer.

However, there are a number of special circumstances in which the entitlement to rest periods does not apply, for example, where the activities involve a need for continuity of service or where there is a foreseeable surge of activity or a risk to patient care. Also, if a shift worker changes shift, it may not be possible for them to take their full rest entitlement before starting the new pattern of work. In such a case the entitlement to daily and weekly rest does not apply.

Weekly Rest

An adult worker is entitled by UK Law to one day off a week; this can be averaged over 2 weeks. Although the Trust designates a minimum of Two days off per week.

Young Worker

If a young worker is required to work more than four and a half-hours at a time, then they are entitled to a break of 30 minutes. A young worker is also entitled to twelve uninterrupted hours in each 24-hour period in which they work. Both these entitlements can only be altered or excluded in exceptional circumstances. Young workers are also entitled to 2 days off each week and this cannot be averaged over 2 weeks.

If you are under 18 but over school leaving age (you are under school leaving age until the end of summer term of the school year in which you turn 16) you are classed as a young worker.

General Rest Break at Work

A worker is entitled to an uninterrupted break of 20 minutes when daily working time is more than six hours. It should be a break in working time and should not be taken either at the start, or at the end, of a working day.

If you use a Tight-Fitting Respirator, you MUST have a face fit test.

Tight-Fitting Respirators include: FFP1, FFP2 or (N95), FFP3 Disposable & Reusable Respirators.

Your first point of contact will be one of the Certified Fit Testers. If you are unable to access one of the testers, speak to your Line Manager. Every ward and department must have a Certified Fit Tester.

Please note: The health and safety department do not carry out face fit testing. You must contact a Certified Fit Tester.

You must complete the accredited course to become a Certified Fit Tester and carry out fit tests across LUH. You can find out more about the course and book a place here.

The Health and Safety Executive recommend that Tight-Fitting Respirators are worn for no longer than one hour, where they are used for more then one hour control measures must be in place to prevent skin damage and to ensure the mask continues to provide protection.

Please visit the Fit Testing page for information on control measures. 

Yes. The Regulatory Reform (Fire Safety) Order 2005 and the Department of Health, Health Technical Memorandum states that you must nominate a sufficient number of competent persons (Fire Wardens) for each of your areas, this enough to cover all areas at all times when occupied.

Although you may need more, as a minimum, within clinical areas, you must have at least four trained fire wardens, this is to ensure there is a fire warden on every shift. 

Clinical areas (not an exhaustive list):

• Inpatient Ward
• Outpatient Area
• Emergency Department
• Therapies Areas
• Day-case Wards
• Theatres
• Critical Care Units.

Administration areas must have enough to ensure cover on every shift.

For more information contact the Fire Safety Team, 0151 529 3027 or to book onto a Fire Warden course click here.

Yes. The Trust is categorised as a ‘food business operator’ and as such must comply with The Food Safety and Hygiene (England) Regulations 2013, (EC) No 852/2004. food hygiene and food safety regulations.

To that end: Food hygiene training is a requirement under UK Law for all staff who handle food. This includes food hygiene training and application of HACCP (Hazard Analysis Critical Control Point). This applies to all staff when working in a kitchen, food environment or handling food in any environment, such as on a ward.

For more information, please review the Food Safety Policy.

The use of computers and other Display Screen Equipment (DSE) in the workplace is now commonplace throughout the Health Service. These arrangements are controlled by The Health and Safety (Display Screen Equipment) Regulations 1992 (revised 2000). 

Effective use of the DSE Policy will ensure that there are no risks presented through the use of DSE. Incorrect use of DSE which can lead to upper limb pain and discomfort, more noticeable eye and eyesight effects, fatigue, stress and exacerbation of skin conditions can be avoided by suitable and sufficient risk assessment and workplace design and practice. “Problems can be avoided by good workplace design so that you can work comfortably, and by good working practices. Prevention is easiest if action is taken early before the problem has become serious”.

Staff who habitually use display screen equipment such as computers, iPads, laptops etc.. must complete a DSE Self Assessment.