Category: Legislation

Legislative Updates

  • Legislative Updates – 08SEP26

    Legislative Updates – 08SEP26

    Health and safety legislation and regulatory frameworks continue to evolve across several jurisdictions, with recent developments ranging from combustible-dust controls in Canada and workplace-temperature guidance in the UK to changes affecting PPE standards in the European Union and electrical safety requirements in Queensland. While some of these developments introduce substantive changes, others are intended to simplify or clarify existing obligations.

    For businesses operating internationally, the developments also demonstrate the importance of regularly reviewing not only legislation but regulatory guidance, standards and forthcoming consultations.

    Canada: British Columbia expands combustible-dust requirements

    British Columbia has approved amendments to its Occupational Health and Safety Regulation concerning combustible dust, with the changes scheduled to take effect on 4 January 2027. The revised requirements are intended to address combustible-dust hazards across a broader range of workplaces and materials, with sectors such as bakeries, metal foundries and sawmills specifically identified as potentially affected. WorkSafeBC warns that fine combustible dust can ignite rapidly when suspended in air, potentially resulting in fires or explosions.

    Businesses that generate or handle combustible dust should begin reviewing their existing arrangements before the changes take effect. This could include identifying combustible-dust sources, reviewing dust-collection and housekeeping arrangements, assessing ignition sources and explosion risks, and checking whether existing risk assessments adequately address the hazards. WorkSafeBC is also developing additional guidance to support implementation.

    United Kingdom: HSE to consult on workplace-temperature guidance

    The UK Government has confirmed that the Health and Safety Executive (HSE) intends to consult on revisions to the Approved Code of Practice for the Workplace (Health, Safety and Welfare) Regulations 1992, including the approach to workplace temperatures. The development follows increasing concern over the risks associated with extreme heat. The UK currently has no statutory maximum workplace temperature, although employers already have duties to assess and manage risks to workers’ health and safety.

    Businesses should therefore not wait for any future regulatory change before addressing heat risks. Employers can review heat-related risk assessments, consider ventilation and cooling, provide suitable drinking water and rest arrangements, and consider modifying working hours or activities during periods of extreme heat. Businesses with outdoor workers or heat-generating processes may particularly benefit from establishing documented trigger points and response arrangements before the next period of extreme weather.

    European Union: PPE standards updated

    The European Commission has adopted Implementing Decision (EU) 2026/1971, which took effect on 4 September 2026. The decision updates the harmonised standards supporting the EU’s Personal Protective Equipment Regulation, including standards relating to protective gloves for hairdressers, protective clothing against rain, and occupational eye and face protection.

    The change is particularly relevant to PPE manufacturers, importers, suppliers and businesses that specify or purchase PPE. Organisations should review their PPE specifications and procurement arrangements to ensure that equipment continues to meet applicable requirements and that suppliers are providing products aligned with the current harmonised standards. Businesses should also ensure that their PPE registers and purchasing specifications do not rely on obsolete standard references.

    Australia: Queensland replaces its Electrical Safety Regulation

    Queensland’s Electrical Safety Regulation 2026 commenced on 1 September 2026, replacing the 2013 Regulation. The Queensland Government says the new regulation does not introduce new policy or regulatory obligations; instead, it restructures and clarifies the existing requirements, including provisions concerning work near electric lines, licensing, high-voltage live-line work and safety management systems.

    Businesses should nevertheless review their electrical safety documentation because the regulation has been substantially reorganised and section numbers have changed. Queensland specifically recommends that businesses familiarise themselves with the new structure and update policies, procedures and other documents that refer to provisions of the former regulation. The safety-management-system provisions for prescribed electricity entities have a 12-month transition period and commence on 1 September 2027.

    Australia: Queensland updates seven WHS Codes of Practice

    Queensland has also issued amendments to its Work Health and Safety (Codes of Practice) Notice, with the latest changes commencing on 1 September 2026. The amendments are described as minor and machinery changes to seven WHS Codes of Practice, principally intended to ensure consistency with the Work Health and Safety Act 2011 and Work Health and Safety Regulation 2011.

    Although these changes are not a fundamental overhaul of Queensland’s WHS system, businesses should ensure that the versions of Codes of Practice used within their safety-management systems are current. Organisations can use the updated codes when reviewing risk assessments, safe work procedures, training materials and contractor requirements. Particular attention should be paid to documents that reproduce or directly reference legislative provisions.

    European Union: Quality Jobs Act moves towards legislation

    The European Commission has begun formal preparations for a proposed Quality Jobs Act, publishing a call for evidence for an impact assessment on 1 September 2026. The initiative is expected to address working conditions, occupational health and safety and workers’ rights, with the Commission considering issues including psychosocial and heat-related risks, telework and the ‘right to disconnect’, subcontracting chains, enforcement and the impact of digitalisation on work. A legislative proposal is currently envisaged for Q4 2026, although the Commission stresses that the final content and timing remain subject to change.

    For businesses operating within the EU, this is a development to watch rather than an immediate compliance change. Organisations may nevertheless benefit from reviewing areas likely to receive greater regulatory attention, particularly psychosocial risks, excessive working hours, digital communications outside working time, heat exposure and health and safety risks within complex subcontracting arrangements. Early review can give businesses time to identify weaknesses before any new requirements are formally introduced.

    What businesses should take from these developments

    These six developments illustrate an important point: regulatory change does not always mean a new legal duty appearing overnight. Some changes create new requirements, while others update standards, restructure existing regulations or begin the process that could eventually produce new legislation.

    Businesses should therefore maintain a forward-looking regulatory process that tracks legislation, regulatory guidance, approved codes, standards and proposed reforms. For organisations operating internationally, this should ideally be supported by a jurisdiction-specific legal register and periodic reviews of risk assessments, procedures, training and assurance activities.

    World Safety News is committed to keeping safety professionals and business leaders informed about significant developments affecting workplace health and safety around the world.

    If you found this update valuable, subscribe to World Safety News for future legislative updates, incident reporting, investigation findings and emerging safety issues from around the world.

    This article is provided for general information and does not constitute legal, regulatory or professional advice. Legislative and regulatory requirements vary between jurisdictions and may change. Organisations should consult the relevant government agency, regulator or qualified professional to determine the requirements applicable to their specific circumstances.

  • Legislative Updates – 28JUL26

    Legislative Updates – 28JUL26

    1. United Kingdom

    Employment Rights Act 2025

    Why Health & Safety Professionals Should Be Paying Attention

    Although the Employment Rights Act 2025 is primarily employment legislation rather than health and safety legislation, it is likely to have a significant impact on how organisations manage workplace wellbeing, consultation and organisational culture over the next two years. Most provisions are being introduced in stages during 2026 and 2027.

    Key changes

    Some of the headline reforms include:

    • Day-one rights for Statutory Sick Pay, paternity leave and unpaid parental leave.
    • Expanded rights to request flexible working.
    • Stronger protections against workplace harassment, including third-party harassment.
    • Greater protections for whistleblowers.
    • New restrictions on “fire and rehire” practices (to be phased in).
    • Increased enforcement through the new Fair Work Agency.
    • Greater obligations relating to collective consultation and redundancy processes.

    Why this matters from an H&S perspective

    Many organisations still separate Human Resources from Health & Safety.

    Increasingly, legislation is blurring that distinction.

    Several of these reforms directly influence issues already recognised as workplace health and safety risks, including:

    • psychosocial hazards;
    • stress and fatigue;
    • bullying and harassment;
    • organisational justice;
    • worker consultation;
    • reporting culture.

    For example, stronger whistleblower protections may encourage earlier reporting of unsafe practices, while improved flexible working arrangements may assist organisations in managing fatigue and supporting workers with health conditions.

    Although these are employment rights, they also contribute to healthier organisational cultures and can influence overall safety performance.

    What organisations should be doing

    Organisations should consider:

    • reviewing HR and H&S policies together rather than separately;
    • ensuring bullying and harassment procedures align with both HR and safety expectations;
    • reviewing consultation processes to encourage workers to raise safety concerns without fear of reprisal;
    • training managers on the interaction between employment rights and psychological safety;
    • monitoring forthcoming implementation dates and updating policies as new provisions commence.

    2. United States

    OSHA Heat Injury and Illness Prevention Rule

    One of the most significant occupational safety developments globally is OSHA’s proposed Heat Injury and Illness Prevention Standard.

    Although it has not yet become law, the proposal would introduce the first comprehensive federal heat exposure standard covering indoor and outdoor work across general industry, construction, agriculture and maritime sectors. The proposal remains part of OSHA’s formal rulemaking process.

    Proposed requirements

    If adopted, employers would be expected to establish formal heat illness prevention programmes including:

    • heat hazard assessments;
    • access to drinking water;
    • shaded or cooled recovery areas;
    • acclimatisation procedures for new and returning workers;
    • monitoring environmental heat conditions;
    • emergency response planning;
    • worker training;
    • procedures for recognising and responding to heat illness.

    Why this matters

    Historically, many organisations treated heat as an operational issue rather than a strategic safety risk.

    This proposal changes that mindset.

    Heat would become a workplace hazard requiring the same structured management approach as chemical exposure, confined spaces or falls from height.

    Given increasing global temperatures, similar approaches may eventually appear in other jurisdictions.

    What organisations should be doing now

    Even organisations outside the United States should consider:

    • identifying work activities involving heat exposure;
    • developing formal heat stress management plans;
    • implementing acclimatisation procedures;
    • reviewing work-rest cycles during hot weather;
    • improving hydration arrangements;
    • ensuring supervisors can recognise early symptoms of heat illness;
    • reviewing emergency arrangements for heat stroke.

    Many organisations already have these controls in place informally. This proposal suggests they may soon need to be formally documented and consistently implemented.

    3. Canada (Ontario)

    Working for Workers Reforms

    Ontario continues to expand its “Working for Workers” legislative programme through a series of reforms designed to strengthen worker protections and modernise occupational health and safety.

    Several recent measures affect workplace safety directly.

    Key health and safety changes

    Recent reforms include:

    • Mandatory Automated External Defibrillators (AEDs) on certain larger construction projects.
    • Increased enforcement powers through administrative monetary penalties.
    • New sanitation record requirements on construction sites.
    • Expanded protection from workplace harassment for remote workers.
    • Greater emphasis on accredited health and safety management systems in some procurement processes.

    Why this matters

    Perhaps the most interesting change is the mandatory AED requirement.

    Rather than focusing solely on preventing incidents, the legislation recognises that organisations must also be prepared to respond effectively when emergencies occur.

    This represents a broader approach to health and safety—one that values emergency preparedness alongside hazard prevention.

    Similarly, extending harassment protections to remote workers reflects the growing recognition that workplace health and safety obligations extend beyond traditional physical workplaces.

    What organisations should consider

    Employers should review whether they:

    • have suitable emergency medical response arrangements;
    • maintain first aid equipment appropriate to the workplace risks;
    • provide training in AED use where required;
    • review remote work policies for psychosocial hazards and harassment;
    • ensure construction site welfare facilities meet current standards;
    • understand how increased enforcement powers may influence compliance expectations.

  • Legislative Updates – 21JUL26

    Legislative Updates – 21JUL26

    1. European Union – Major Step Towards Stronger Protection from Hazardous Substances

    The Council of the European Union and the European Parliament have reached a provisional agreement on the sixth revision of the Carcinogens, Mutagens and Reprotoxic Substances Directive (CMRD). This is one of the most significant European occupational health developments this year.

    The agreement would:

    • introduce new occupational exposure limits for cobalt and inorganic cobalt compounds;
    • establish exposure limits for 1,4-dioxane;
    • establish exposure limits for polycyclic aromatic hydrocarbons (PAHs); and
    • add welding fumes to the list of hazardous processes specifically covered by the Directive.

    Why this matters

    Although this is not yet law, once formally adopted EU member states will eventually need to transpose these requirements into national legislation.

    For organisations working in:

    • manufacturing,
    • mining,
    • fabrication,
    • heavy engineering,
    • steel production,
    • battery manufacturing,
    • chemical processing,

    this could result in:

    • revised exposure monitoring;
    • improved engineering controls;
    • updated respiratory protection programmes;
    • revised health surveillance.

    I think this is probably the most important legislative development globally during the past fortnight.

    2. Great Britain – Chemicals (Health and Safety) Regulations Amendment

    The UK Parliament is currently considering the Draft Chemicals (Health and Safety) (Amendment) (Consequential and Transitional Provision) Regulations 2026.

    These amendments are largely technical and are intended to ensure Great Britain’s chemicals regime continues to operate effectively following ongoing divergence between UK and EU chemical classification rules.

    The HSE has also confirmed that further work will continue through 2026–2027 to determine whether new EU chemical classification changes should be replicated within Great Britain before they take effect elsewhere.

    Why this matters?

    While these amendments are unlikely to change day-to-day safety management immediately, organisations involved in:

    • importing chemicals;
    • manufacturing;
    • hazardous substances;
    • SDS preparation;
    • chemical labelling;

    should monitor developments closely because future classification changes could trigger updates to:

    • COSHH assessments;
    • Safety Data Sheets;
    • labels;
    • employee training.

    3. New Zealand – Health and Safety at Work Amendment Bill Continues Through Parliament

    The Health and Safety at Work Amendment Bill continues progressing through the New Zealand Parliament following its report back from the Education and Workforce Committee.

    As we’ve discussed previously, proposed amendments include:

    • narrowing certain regulatory obligations;
    • changes to governance expectations;
    • proposed clarification around critical risks;
    • significant discussion regarding working-at-height provisions.

    The Bill has attracted considerable debate within the New Zealand safety profession.

    Why this matters?

    If enacted in its current form, organisations operating in New Zealand would need to review:

    • governance arrangements;
    • critical risk management;
    • working-at-height procedures;
    • legal compliance frameworks.

    Although not yet enacted, this remains one of the most significant proposed reforms to New Zealand’s health and safety legislation in recent years.

    4. Brazil – Psychosocial Risk Requirements Now in Force

    Brazil’s revised Regulatory Norm No. 1 (NR-1) is now in effect, requiring employers to incorporate psychosocial hazards into their occupational risk management programmes. Labour inspectors are currently taking an educational approach while organisations adapt.

    The new expectations include consideration of:

    • excessive workload;
    • workplace stress;
    • harassment;
    • organisational factors affecting worker mental health.

    Why this matters?

    This is one of the most significant examples globally of psychosocial hazards moving from guidance into enforceable occupational health and safety obligations.

    Many jurisdictions—including Australia and parts of Europe—are watching similar developments closely.

  • Legislative Updates – 10JUL26

    Legislative Updates – 10JUL26

    1. European Union – New Push for Heat Stress Legislation

    The most significant development has come from Europe, where trade unions and Members of the European Parliament are increasing pressure on the European Commission to introduce legally binding workplace heat protections as part of the forthcoming Quality Jobs Act.

    What’s being proposed?

    Rather than relying on ambient air temperature, proposals are centred on Wet Bulb Globe Temperature (WBGT), which provides a more accurate measure of heat stress by considering:

    • Air temperature
    • Humidity
    • Solar radiation
    • Air movement

    The draft proposals include:

    • Mandatory heat risk assessments.
    • Employer duties to provide drinking water and shaded rest areas.
    • Additional rest breaks.
    • Adjusted working hours during extreme heat.
    • Suspension of work above specified WBGT thresholds depending on workload.
    • Enforcement powers and penalties for non-compliance.

    Why this matters?

    If adopted, this would represent one of the most significant changes to European workplace health legislation in many years.

    Unlike fixed temperature limits, WBGT acknowledges that 35°C in dry conditions presents a different physiological risk to 35°C with high humidity, making it a far more practical regulatory tool.

    Global implications

    Even organisations outside Europe should pay attention.

    Multinational organisations frequently adopt the highest regulatory standard across all operations rather than maintaining different regional standards.

    I would not be surprised if Australia, New Zealand, Singapore and parts of North America eventually consider similar approaches.

    2. United Kingdom – Heat Risk Moving Up the Regulatory Agenda

    Although no new legislation has been introduced, recent HSE messaging and wider policy discussions indicate that workplace heat is becoming an increasing regulatory priority.

    Current developments include:

    • renewed HSE guidance reminding employers that heat is a foreseeable workplace hazard;
    • continued calls from the Trades Union Congress (TUC) for maximum workplace temperatures; and
    • recommendations from the Climate Change Committee encouraging stronger protections against heat exposure.

    Practical impact

    Businesses should not wait for legislation before reviewing:

    • heat stress risk assessments;
    • hydration arrangements;
    • work scheduling;
    • rest facilities;
    • emergency response to heat illness.

    This is particularly relevant for:

    • Construction
    • Warehousing
    • Manufacturing
    • Utilities
    • Agriculture
    • Emergency services

    3. Great Britain – Latest Workplace Fatality Statistics Published

    While not a legislative amendment, the HSE published its latest annual workplace fatality statistics on 1 July 2026, reporting 126 worker fatalities in Great Britain during 2025/26.

    Although the publication itself does not change legal duties, these statistics often influence:

    • inspection priorities;
    • enforcement campaigns;
    • future guidance;
    • consultation topics.

    Historically, areas experiencing persistent fatality trends receive increased regulatory attention.

    Why organisations should care

    Expect continued HSE focus on:

    • falls from height;
    • vehicle movements;
    • construction;
    • agriculture;
    • manufacturing;
    • workplace transport.

    4. European Focus on Climate Adaptation and Worker Protection

    Another emerging trend is that workplace safety is increasingly being discussed alongside climate adaptation rather than solely occupational health.

    The conversation is expanding beyond:

    “How do we protect workers today?”

    towards

    “How do organisations continue operating safely in a changing climate?”

    This includes discussion around:

    • heat resilience;
    • emergency planning;
    • infrastructure;
    • work scheduling;
    • occupational health surveillance.

    This represents a noticeable shift in regulatory thinking.

    5. Increasing Focus on Psychosocial and Organisational Risk

    Although there have been no major legislative announcements during the past nine days, regulators continue to reinforce expectations around:

    • psychosocial hazards;
    • work-related stress;
    • organisational culture;
    • leadership.

    This remains an area where many jurisdictions—including Australia and the UK—are moving from guidance towards stronger enforcement under existing legal duties.

  • Legislative Updates – 03JUL26

    Legislative Updates – 03JUL26

    1. European Union – Agreement Reached on New Worker Protection Standards

    This is probably the most significant development globally during the past week.

    The European Parliament and the Council of the European Union reached a provisional political agreement on the sixth revision of the Carcinogens, Mutagens and Reprotoxic Substances Directive (CMRD).

    Key changes

    The agreement introduces:

    • New occupational exposure limits (OELs) for:
      • Cobalt and inorganic cobalt compounds
      • Polycyclic aromatic hydrocarbons (PAHs)
      • 1,4-Dioxane
      • Isoprene
    • Welding fumes formally recognised within the Directive.
    • Stronger requirements regarding PPE use.
    • Requirements for regular breaks where workers must wear PPE for prolonged periods.
    • Transitional arrangements for industries affected by new exposure limits.

    Why it matters

    If adopted, employers throughout the EU will need to:

    • review COSHH-equivalent assessments,
    • reassess airborne exposure monitoring,
    • review ventilation systems,
    • update health surveillance programmes,
    • review PPE requirements.

    This is a very significant development for manufacturing, construction, mining, foundries, metal fabrication and chemical industries.

    2. United Kingdom – Final Week of the RIDDOR Consultation

    The UK’s consultation on proposed reforms to RIDDOR closes on 30 June 2026, making this the final opportunity for businesses and safety professionals to influence the future reporting framework.

    The proposals include:

    • clearer reporting requirements,
    • revised dangerous occurrence definitions,
    • updated occupational disease reporting,
    • allowing diagnoses from a wider range of health professionals,
    • reducing unnecessary reporting burden.

    Why it matters

    Any organisation operating in the UK should consider whether the proposals adequately capture:

    • high-potential incidents,
    • emerging occupational diseases,
    • process safety events.

    As we’ve discussed previously, this consultation presents an opportunity to modernise UK incident reporting.

    3. Brazil – New Psychosocial Risk Requirements Now in Force

    Brazil’s revised Regulatory Norm No. 1 (NR-1) has now come into force, requiring employers to formally identify and manage psychosocial risks within their occupational risk management programmes.

    Employers must now assess hazards such as:

    • excessive workload,
    • workplace stress,
    • harassment,
    • organisational factors,
    • mental health risks.

    Although regulators have indicated they will initially focus on education rather than enforcement, this represents one of the more significant legislative shifts towards psychological health in the workplace.

    4. European Parliament Begins Discussion on the Post-2027 EU OSH Strategy

    The European Parliament has begun discussions on the next EU Strategic Framework on Health and Safety at Work, which will replace the current strategy after 2027.

    Key emerging themes include:

    • occupational disease prevention,
    • mental health,
    • artificial intelligence,
    • climate change,
    • heat stress,
    • occupational cancers.

    While this is not yet legislation, it provides a clear indication of where future European regulation is heading.

    5. UK – Heat Stress Becomes a Major Regulatory Focus

    Although no new legislation has been introduced, several official bodies have issued updated guidance during the recent heatwave, including:

    • UK Health Security Agency,
    • HSE,
    • Acas.

    The renewed guidance reinforces employer duties to manage heat stress through risk assessment, hydration, rest breaks, ventilation and flexible working where appropriate.

    At the same time, trade unions have renewed calls for legally enforceable maximum workplace temperatures, but no legislative proposal has yet been adopted.

  • Major Overhaul of RIDDOR Reporting

    Major Overhaul of RIDDOR Reporting

    The UK’s Health and Safety Executive (HSE) Proposes Major Changes: What Businesses Need to Know.

    The UK Health and Safety Executive (HSE) has launched the most significant review of the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR) in more than a decade. The proposed reforms are intended to modernise the reporting framework, improve the quality of information received by the regulator and better reflect today’s workplace risks and occupational health challenges. If adopted, the changes could substantially affect how employers identify, record and report workplace incidents and diseases.

    Why is RIDDOR being reviewed?

    According to the HSE, the current reporting framework has not kept pace with changes in working practices, advances in occupational health knowledge and the emergence of new workplace risks. The regulator believes that ambiguities in the existing regulations have contributed to both under-reporting and over-reporting, reducing the usefulness of the data collected for enforcement and prevention activities.

    The consultation therefore seeks to simplify reporting, clarify legal obligations and expand reporting in areas where occupational illness has historically been underrepresented.

    The proposed changes

    1. Clarification of key definitions

    The HSE proposes to clarify several terms that have caused confusion, including:

    • “Work-related”
    • “Injury”
    • “Routine work”

    Although some clarifications would be made through guidance rather than legislative amendment, the aim is to improve consistency in determining whether an incident is reportable. This could reduce disputes over interpretation but may also alter how businesses assess borderline cases.

    2. Significant expansion of reportable occupational diseases

    Perhaps the most consequential proposal is to expand the list of reportable occupational diseases from six conditions to nineteen.

    The proposed additions include:

    • Asbestosis
    • Pneumoconiosis (including silicosis)
    • Chronic beryllium disease
    • Occupational allergic rhinitis
    • Occupational contact urticaria
    • Bronchiolitis obliterans
    • Noise-induced hearing loss

    Several diseases that were previously removed from reporting requirements would be reinstated, while others reflect modern occupational exposures and evolving medical understanding. The changes represent a clear shift towards greater emphasis on occupational health rather than solely traumatic injuries.

    3. Wider range of healthcare professionals able to trigger reporting

    Currently, a reportable occupational disease generally requires diagnosis by a doctor registered with the General Medical Council.

    Under the proposals, diagnoses made by other registered health practitioners—such as occupational health nurses and certain allied health professionals—could also trigger reporting obligations.

    For employers, this means reportable diagnoses may arise earlier and from a broader range of clinical interactions, requiring robust internal systems to capture and assess occupational health information.

    4. Updates to dangerous occurrence reporting

    The HSE is proposing revisions to the list of dangerous occurrences, including introducing new reportable categories and modernising existing provisions.

    Examples under consideration include:

    • Falls of objects during demolition or construction activities.
    • Overturning of construction plant.
    • Broader reporting requirements for structural collapses, including roofs, ceilings, temporary works and trench collapses.

    These amendments are intended to better reflect contemporary construction practices and capture high-potential near misses that may not currently be reportable.

    5. Simplified online reporting process

    Alongside legislative amendments, the HSE plans to redesign the online RIDDOR reporting forms to make them easier to use and reduce both under-reporting and unnecessary reports.

    Improved guidance and clearer prompts are expected to help businesses submit more accurate and consistent information while reducing administrative burden.

    How could this affect businesses?

    If implemented, many organisations are likely to experience an increase in reportable events, particularly those operating in sectors where occupational illness is prevalent.

    Industries that may be particularly affected include:

    • Construction
    • Manufacturing
    • Mining and quarrying
    • Oil and gas
    • Waste and recycling
    • Agriculture
    • Healthcare
    • Engineering
    • Utilities

    Businesses may need to review:

    • Internal incident reporting procedures.
    • Occupational health surveillance programmes.
    • Health records management.
    • Relationships with occupational health providers.
    • Training for managers responsible for RIDDOR compliance.
    • Investigation processes for newly reportable conditions and dangerous occurrences.

    The proposals also reinforce the HSE’s growing emphasis on long-term occupational health risks—including dust exposure, respiratory disease and hearing loss—alongside traditional accident prevention.

    When will the changes take effect?

    At present, none of the proposed changes are in force.

    The consultation opened on 7 April 2026 and is scheduled to close on 30 June 2026. After that, the HSE will analyse stakeholder feedback and decide whether to proceed with amendments.

    Importantly, many of the proposals require legislative changes, meaning they cannot simply be introduced through revised guidance. Draft regulations would need to be developed and approved through the appropriate governmental processes before taking legal effect.

    Several legal commentators have suggested that, even if adopted, substantive legislative amendments are unlikely to come into force before 2028.

    Could the proposals change or be abandoned?

    Yes.

    The current exercise is a public consultation rather than a final policy decision. Following review of consultation responses, the HSE may:

    • Implement all proposals.
    • Modify specific proposals.
    • Delay implementation.
    • Decide not to proceed with certain changes.

    Political priorities, stakeholder feedback, parliamentary scrutiny and practical implementation challenges could all influence the final outcome. There is therefore no guarantee that the consultation proposals will become law in their current form.

    Preparing for the future

    Although employers are not yet required to change their reporting practices, organisations would be well advised to review their current RIDDOR procedures and assess how the proposed reforms could affect compliance obligations.

    Particular attention should be paid to occupational health surveillance, disease reporting pathways, contractor management and incident classification processes. Businesses that prepare early will be better positioned to adapt should the reforms be enacted.

    Bottom line

    The HSE’s consultation represents one of the most ambitious attempts to modernise RIDDOR since 2013. While the proposals remain subject to consultation and legislative approval, they signal a clear regulatory direction: greater emphasis on occupational disease, clearer reporting obligations and improved intelligence to support workplace safety enforcement.

    For many organisations, especially those operating in higher-risk sectors, these reforms could significantly broaden reporting responsibilities and reinforce the importance of robust health surveillance and incident management systems.

  • Will a 3-Metre Working at Height Threshold Create More Questions Than Answers?

    Will a 3-Metre Working at Height Threshold Create More Questions Than Answers?

    New Zealand’s Proposed Health and Safety Reforms

    The New Zealand Government’s proposed amendments to the Health and Safety at Work Act (HSWA) are intended to simplify compliance obligations and refocus attention on the workplace hazards most likely to cause catastrophic harm. While many of the reforms have been welcomed as a practical attempt to reduce unnecessary red tape, one proposed change has generated significant discussion within the health and safety community: the treatment of work at height below three metres.

    At the heart of the proposed reforms is a desire to concentrate regulatory effort on “critical risks”—those with the potential to result in death, serious injury or life-altering illness. The amendments would also provide greater clarity for small businesses, streamline certain duties and encourage the development of industry-specific Approved Codes of Practice to make compliance more straightforward.

    One of the most closely watched aspects of the proposal is the suggestion that work at heights below three metres would generally not be regarded as a specified critical risk. On the surface, this may appear to be a sensible way of distinguishing between lower and higher consequence activities. However, the practical implications deserve careful consideration.

    For many businesses, the amendments could reduce administrative burden and allow greater focus on managing genuinely catastrophic hazards. Organisations may be able to dedicate more time and resources to major risks such as confined spaces, mobile plant interactions, hazardous substances and high-energy processes, rather than applying the same level of oversight to every routine task.

    The challenge, however, lies in how the reforms may be interpreted in practice.

    Health and safety professionals understand that height alone does not determine risk. Falls from ladders, loading docks, mezzanines or elevated work platforms below three metres have resulted in numerous fatalities and life-changing injuries around the world. The severity of an incident depends on many factors, including the landing surface, surrounding hazards, body position during the fall, worker competency and the nature of the task being performed.

    Introducing a specific height threshold therefore creates the potential for unintended consequences. Workers and employers unfamiliar with the finer details of the legislation may mistakenly conclude that work below three metres is inherently “safe” or exempt from robust risk management. Such an interpretation would be inconsistent with decades of incident data demonstrating that relatively low falls can still have devastating outcomes.

    From an operational perspective, fixed thresholds can also create unnecessary complexity. Consider two identical maintenance tasks carried out at 2.9 metres and 3.1 metres. While the proposed legislation may treat them differently from a regulatory standpoint, the actual risk profile may be virtually identical. Safety decisions should ultimately be driven by the nature of the hazard and the reasonably foreseeable consequences—not by an arbitrary numerical boundary.

    There is also a broader concern that specifying a distance may inadvertently encourage a compliance-based mindset, where organisations focus on meeting minimum legal thresholds rather than undertaking meaningful risk assessments. The most effective safety management systems are those that encourage critical thinking and proportionate controls based on the specific circumstances of each activity.

    A Better Way Forward

    If the objective is to reduce unnecessary compliance while maintaining strong protections for workers, the legislation could be improved by avoiding language that appears to define certain heights as inherently low risk.

    Instead, the Government could clarify that work above three metres should generally be regarded as presenting a critical risk requiring heightened attention, while explicitly stating that work below three metres may still constitute a critical risk where the potential consequences or surrounding circumstances justify additional controls.

    Such wording would preserve the Bill’s intention of focusing resources on the highest-risk activities while reinforcing a fundamental principle of modern safety management: risk should be assessed on the basis of potential harm and context, not height alone.

    Ultimately, legislation should guide sound decision-making without creating ambiguity. By carefully refining the language around work at height, New Zealand has an opportunity to simplify compliance while continuing to promote practical, risk-based safety outcomes across all industries.

  • Legislative Updates – 18JUN26

    Legislative Updates – 18JUN26

    New Zealand Advances Health and Safety Reform Bill

    New Zealand’s proposed Health and Safety at Work Amendment Bill has reached another important milestone, having been reported back from the Education and Workforce Committee. The Bill forms part of the Government’s broader effort to refine the country’s work health and safety framework by reducing unnecessary compliance burdens while maintaining a strong focus on preventing serious workplace harm. The proposed changes are intended to provide greater clarity around duties and responsibilities, particularly for lower-risk businesses, while preserving robust protections in higher-risk industries. Although the legislation has not yet been enacted, organisations should begin familiarising themselves with its direction of travel.

    For businesses, the message is clear: the emphasis is shifting toward identifying and managing critical risks rather than adopting a purely paperwork-driven approach. Safety professionals should review their existing risk management systems, ensure resources are focused on hazards with the greatest potential for serious injury or fatality, and monitor the Bill’s progress so they can adapt policies and procedures ahead of implementation. Organisations should also continue investing in worker consultation and practical risk controls, as these remain fundamental elements of an effective health and safety management system regardless of legislative reform.

    UK Chemical Safety Reform: What Employers Should Know

    The UK continues to refine its post-Brexit chemicals regulatory framework, with ongoing reforms affecting the classification, labelling and management of hazardous substances. Recent developments have generated significant discussion across industry and among regulators, particularly regarding how Great Britain should maintain high standards of worker protection while creating a more flexible domestic regulatory system. For organisations handling hazardous chemicals, even relatively small changes to classification rules can have substantial implications for risk assessments, labelling, safety data sheets and training programmes.

    Businesses should take this opportunity to review their chemical management systems and ensure they have robust processes in place for monitoring regulatory updates. Safety professionals should maintain close engagement with suppliers, verify that inventories and hazard classifications remain current, and be prepared to update COSHH assessments and workplace procedures where necessary. Organisations operating across multiple jurisdictions should also be aware that UK and EU requirements may continue to diverge over time, increasing the importance of careful compliance management.

    Italy Strengthens Health and Safety Requirements for Remote Workers

    Italy has introduced enhanced health and safety obligations for employers whose staff work remotely or under “smart working” arrangements. The updated requirements reinforce the principle that employers retain responsibility for managing health and safety risks even when employees perform their duties away from traditional workplaces. Particular attention is given to ergonomic risks, display screen equipment and the communication of relevant health and safety information to workers and their representatives.

    Employers with remote or hybrid workforces should not assume that existing office-based arrangements automatically satisfy these new expectations. Organisations would be well advised to review their remote working policies, provide clear written guidance on health and safety responsibilities, assess ergonomic risks associated with home workstations, and ensure employees receive appropriate information and training. These changes also serve as a timely reminder for businesses in other jurisdictions that remote work requires active management rather than simply relying on workers to create safe home working environments themselves.

  • Legislative Updates – 10JUN26

    Legislative Updates – 10JUN26

    1. United Kingdom – HSE Strengthens Dust Exposure Enforcement Campaign

    The UK Health and Safety Executive (HSE) has expanded its ongoing inspection programme targeting respiratory risks associated with construction dust, silica, and wood dust exposure.

    What Has Changed?

    Inspectors are increasingly focusing on:

    • Dust extraction systems
    • Respiratory Protective Equipment (RPE) programs
    • Exposure monitoring
    • Occupational health surveillance

    What Businesses Need to Do

    • Review dust management procedures
    • Verify face-fit testing records
    • Conduct exposure monitoring where required
    • Ensure health surveillance programs are current
    • Train supervisors on dust-related risks

    2. European Union – New Machinery Regulation Transition Period Continues

    The EU Machinery Regulation (EU 2023/1230) continues progressing toward full implementation, replacing the Machinery Directive.

    What Has Changed?

    The regulation introduces stronger requirements relating to:

    • Artificial intelligence integration
    • Autonomous equipment
    • Cybersecurity considerations
    • Digital technical documentation

    What Businesses Need to Do

    • Review machinery procurement standards
    • Assess machine safety files
    • Evaluate cybersecurity risks for connected equipment
    • Update conformity assessment processes

    3. United States – OSHA National Emphasis Program on Warehousing and Distribution

    OSHA continues expanding inspections under its warehousing and distribution centre enforcement initiative.

    What Has Changed?

    Inspectors are focusing on:

    • Forklift operations
    • Pedestrian interactions
    • Ergonomics
    • Material handling
    • Heat exposure

    What Businesses Need to Do

    • Audit traffic management systems
    • Review forklift training records
    • Improve pedestrian segregation controls
    • Assess manual handling risks

    4. Queensland, Australia – Industrial Manslaughter Enforcement Expansion

    Queensland regulators continue increasing use of industrial manslaughter legislation following several recent prosecutions.

    What Has Changed?

    Greater emphasis is being placed on:

    • Officer due diligence
    • Executive accountability
    • Critical risk verification
    • Contractor oversight

    What Businesses Need to Do

    • Review officer due diligence processes
    • Strengthen board-level safety reporting
    • Verify critical controls for high-risk activities
    • Improve contractor governance systems

    5. Ireland – HSA Construction Sector Inspection Campaign

    Ireland’s Health and Safety Authority (HSA) has expanded targeted inspections across construction projects.

    What Has Changed?

    Inspectors are focusing on:

    • Work at height
    • Scaffolding
    • Temporary works
    • Site supervision

    What Businesses Need to Do

    • Audit scaffolding compliance
    • Verify inspection regimes
    • Review Safe Work Method Statements
    • Improve site supervision arrangements

    6. Saudi Arabia – Occupational Heat Stress Compliance Initiative

    Saudi authorities are strengthening enforcement of worker protection requirements during extreme summer temperatures.

    What Has Changed?

    Increased inspections are focusing on:

    • Heat illness prevention
    • Work-rest schedules
    • Hydration programs
    • Worker welfare arrangements

    What Businesses Need to Do

    • Implement heat management plans
    • Monitor environmental conditions
    • Provide shaded rest facilities
    • Train workers to recognise heat illness symptoms

    7. Netherlands – Labour Inspectorate Focus on Unsafe Temporary Labour Arrangements

    Dutch labour authorities are increasing oversight of temporary and agency worker safety.

    What Has Changed?

    Regulators are examining:

    • Worker induction programs
    • Training adequacy
    • Language barriers
    • Contractor supervision

    What Businesses Need to Do

    • Review contractor onboarding processes
    • Improve multilingual safety communications
    • Verify competency before commencing work
    • Increase frontline supervision

    8. Sweden – Workplace Fatigue and Working Time Compliance Reviews

    Swedish regulators have increased inspections concerning fatigue-related workplace risks.

    What Has Changed?

    Authorities are focusing on:

    • Working hours
    • Shift scheduling
    • Worker recovery periods
    • Fatigue-related incidents

    What Businesses Need to Do

    • Review roster design
    • Assess fatigue risks
    • Improve reporting of fatigue concerns
    • Monitor overtime arrangements

    9. Chile – Mining Sector Safety Reform Measures

    Chile’s mining regulator continues implementing enhanced safety requirements following several major mining incidents.

    What Has Changed?

    Greater emphasis is being placed on:

    • Geotechnical risk management
    • Emergency response preparedness
    • Contractor management
    • Critical control verification

    What Businesses Need to Do

    • Review mine safety management plans
    • Verify emergency response capabilities
    • Strengthen contractor oversight
    • Audit critical risk controls

    10. South Africa – Increased Enforcement of Major Hazard Installation Requirements

    South African authorities are increasing regulatory attention on Major Hazard Installations (MHIs).

    What Has Changed?

    Inspectors are focusing on:

    • Hazard identification studies
    • Emergency planning
    • Community notification arrangements
    • Process safety systems

    What Businesses Need to Do

    • Review Major Hazard Installation documentation
    • Conduct emergency exercises
    • Verify process safety controls
    • Update consequence modelling where required

    Emerging Global Themes

    Several consistent themes continue appearing across jurisdictions:

    1. Executive Accountability

    Governments are increasingly holding directors and senior officers personally accountable for workplace safety outcomes.

    2. Occupational Health

    Regulators are placing greater emphasis on chronic illness prevention, exposure monitoring, and worker wellbeing.

    3. Climate-Related Risks

    Heat stress, extreme weather, and environmental hazards are becoming significant compliance priorities.

    4. Contractor Management

    Organisations are facing greater scrutiny regarding contractor competency, supervision, and integration into safety systems.

    5. Critical Risk Verification

    Regulators increasingly expect businesses to demonstrate that critical controls are functioning in practice, not merely documented on paper.

    6. Technology and Automation

    Machine safety, AI governance, autonomous equipment, and human-machine interaction risks are emerging areas of regulatory focus.

    Businesses that proactively address these themes are likely to be better positioned to meet future compliance obligations and reduce enforcement exposure.

  • Legislative Updates

    Legislative Updates

    Germany

    Increased Enforcement of Heat Protection Measures in Industrial Workplaces

    German regulators are increasing scrutiny on workplace heat exposure following rising temperatures and concerns surrounding worker wellbeing during extreme weather events.

    Key Areas of Focus

    • Indoor heat management
    • Construction site heat controls
    • Hydration and rest break requirements
    • Ventilation standards
    • Worker exposure during heatwaves

    Why It Matters

    Climate-related safety risks are becoming a major European regulatory focus. Employers may increasingly be expected to demonstrate proactive heat risk management rather than relying solely on worker self-management.

    Industries Most Affected

    • Construction
    • Manufacturing
    • Warehousing
    • Logistics
    • Agriculture
    • Foundries and heavy industry

    Potential Business Considerations

    • Heat stress procedures
    • Environmental monitoring
    • Shift pattern changes during extreme temperatures
    • Emergency response arrangements

    Singapore

    Enhanced Workplace Safety Accountability Following Major Construction Incidents

    Singapore’s Ministry of Manpower continues strengthening enforcement expectations following several high-profile workplace fatalities and infrastructure incidents.

    Key Regulatory Themes

    • Increased director accountability
    • Stronger contractor oversight
    • Enhanced permit-to-work scrutiny
    • Safety culture assessments
    • Mandatory corrective action monitoring

    Why It Matters

    Singapore is increasingly positioning itself as a high-accountability regulatory environment where leadership responsibility and contractor management are central enforcement priorities.

    Industries Most Affected

    • Construction
    • Infrastructure
    • Marine and shipyard operations
    • Manufacturing
    • Energy

    Potential Business Considerations

    • Contractor auditing
    • Leadership safety governance
    • Permit-to-work reviews
    • Supervisory competency assessments

    Japan

    Growing Focus on Ageing Workforce Safety Risks

    Japanese regulators are increasingly focusing on occupational safety risks associated with ageing workforces and demographic pressures.

    Key Areas of Focus

    • Ergonomics
    • Manual handling
    • Fatigue management
    • Cognitive workload
    • Fall prevention
    • Extended working life support

    Why It Matters

    Many developed economies are facing similar workforce ageing challenges. Japan’s regulatory direction may influence future approaches globally.

    Industries Most Affected

    • Manufacturing
    • Logistics
    • Healthcare
    • Warehousing
    • Public transport
    • Maintenance operations

    Potential Business Considerations

    • Ergonomic redesign
    • Workforce capability assessments
    • Flexible task allocation
    • Physical workload reduction strategies

    United Arab Emirates

    Stricter Construction Safety Oversight and Summer Working Restrictions

    Authorities in the UAE continue reinforcing seasonal midday work bans and construction safety enforcement measures during extreme heat periods.

    Key Focus Areas

    • Outdoor worker protection
    • Hydration compliance
    • Rest shelter requirements
    • Construction supervision
    • Heat illness prevention

    Why It Matters

    Middle Eastern regulators are becoming increasingly active in climate-related worker protection enforcement.

    Industries Most Affected

    • Construction
    • Infrastructure
    • Oil & gas
    • Utilities
    • Transport and logistics

    Potential Business Considerations

    • Shift scheduling changes
    • Heat stress training
    • Worker welfare monitoring
    • Environmental exposure controls

    South Korea

    Industrial Accident Prevention Reform Following Manufacturing Fatalities

    South Korea continues strengthening industrial safety enforcement following several major manufacturing and heavy industry incidents.

    Key Themes

    • Executive accountability
    • Serious accident prevention
    • Contractor liability
    • Machinery safeguarding
    • Safety management systems

    Why It Matters

    South Korea’s Serious Accidents Punishment Act continues influencing how organisations manage executive-level accountability for workplace fatalities.

    Industries Most Affected

    • Heavy manufacturing
    • Shipbuilding
    • Automotive
    • Steel production
    • Chemical processing

    Potential Business Considerations

    • Executive due diligence
    • Contractor governance
    • Machinery risk assessments
    • Safety auditing improvements

    New Zealand

    Expanded Focus on Worker Mental Health and Agricultural Safety

    New Zealand regulators continue prioritising psychological wellbeing and rural workplace safety following ongoing injury and fatality concerns.

    Key Areas of Focus

    • Farm vehicle safety
    • Fatigue in agriculture
    • Worker isolation
    • Mental health support
    • Seasonal worker risks

    Why It Matters

    Agriculture remains one of the highest-risk sectors globally, and New Zealand’s approach may shape future rural safety regulation elsewhere.

    Industries Most Affected

    • Agriculture
    • Forestry
    • Transport
    • Rural contracting
    • Food production

    Potential Business Considerations

    • Fatigue controls
    • Vehicle safety reviews
    • Lone worker procedures
    • Rural emergency response planning

    France

    Increased Scrutiny of Chemical Exposure and Occupational Cancer Prevention

    French occupational safety authorities are expanding focus on long-term exposure management and occupational disease prevention.

    Key Focus Areas

    • Chemical exposure limits
    • Carcinogen controls
    • Worker health surveillance
    • Exposure documentation
    • Ventilation standards

    Why It Matters

    European regulators continue moving toward stronger occupational health protection and long-term illness prevention.

    Industries Most Affected

    • Chemicals
    • Pharmaceuticals
    • Manufacturing
    • Laboratories
    • Waste management

    Potential Business Considerations

    • Exposure monitoring
    • Occupational hygiene reviews
    • Health surveillance programs
    • PPE reassessment

    India

    Growing Regulatory Attention on Industrial Fire and Process Safety

    Following multiple industrial fires and explosions, Indian authorities are increasing focus on industrial emergency preparedness and hazardous process safety.

    Key Themes

    • Fire safety systems
    • Hazardous chemical storage
    • Emergency response capability
    • Permit-to-work systems
    • Industrial inspections

    Why It Matters

    Rapid industrial growth is increasing pressure for stronger operational safety governance across manufacturing and process industries.

    Industries Most Affected

    • Chemicals
    • Pharmaceuticals
    • Manufacturing
    • Warehousing
    • Oil & gas

    Potential Business Considerations

    • Fire risk assessments
    • Emergency drills
    • Process safety management reviews
    • Hazardous materials controls

    Nordic Countries

    Increased Focus on Sustainable Workplaces and Work-Life Balance

    Nordic regulators continue integrating worker wellbeing into broader occupational health frameworks.

    Key Themes

    • Burnout prevention
    • Flexible working risks
    • Work-life balance
    • Psychosocial safety
    • Remote work ergonomics

    Why It Matters

    Nordic countries often influence future European workplace wellbeing standards.

    Industries Most Affected

    • Professional services
    • Technology
    • Government
    • Education
    • Healthcare

    Potential Business Considerations

    • Remote work assessments
    • Burnout prevention strategies
    • Workload management
    • Ergonomic support for hybrid workers

    Emerging Global Trends Worth Monitoring

    Several additional themes are emerging globally that businesses should watch closely:

    1. Climate-Related Safety Regulation

    Heat exposure, severe weather, wildfire smoke, and environmental hazards are increasingly entering workplace safety frameworks.

    2. Executive Liability Expansion

    More jurisdictions are strengthening director and officer accountability following major incidents.

    3. Human Factors & Fatigue

    Regulators are increasingly recognising fatigue, cognitive overload, and human performance limitations as systemic risks.

    4. Technology Governance

    AI, automation, surveillance systems, and robotics are becoming emerging regulatory focus areas.

    5. Occupational Illness Prevention

    Long-term health exposure risks are increasingly receiving the same attention as immediate physical safety hazards.

    These developments suggest global workplace safety regulation is continuing to evolve beyond traditional hazard control toward broader organisational governance, worker wellbeing, and operational resilience.