Tag: Psychosocial

  • 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.