by admin | Aug 10, 2026 | Consultancy Services, Health and Safety, Risk Assessment, Safety Update
Could Someone Reach the Dangerous Parts of Your Machinery?
A machine may have been used without incident for years, but that does not make an exposed drive, belt, roller or blade acceptable. A new HSE prosecution in East Anglia is a timely reminder that machinery guarding must physically prevent access to dangerous parts — and that training or instructions are not substitutes for proper engineering controls.
Why this matters now
On 7 August 2026, the Health and Safety Executive reported the prosecution of a Thetford chemical manufacturer following an incident involving an unguarded powered conveyor.
An employee removed a cardboard box from a running conveyor and his hand became entangled in the machinery. He suffered a broken finger and bruising to three other fingers, required surgery and was unable to work for six weeks.
HSE found that the business had failed to prevent access to dangerous parts of the conveyor. Easy Cleaning Solutions Ltd pleaded guilty to breaching regulation 11(1) of the Provision and Use of Work Equipment Regulations 1998 and was fined £100,000 plus £6,468.18 in costs.
Although this incident occurred in manufacturing rather than construction, the underlying requirement applies to work equipment across construction workshops, fabrication facilities, plant yards and other workplaces. PUWER defines work equipment very widely, covering machinery, appliances, apparatus, tools and installations used at work.
What does PUWER actually require?
Regulation 11 of PUWER 1998 requires employers to take effective measures to prevent access to dangerous parts of machinery or to stop the movement of dangerous parts before a person enters the danger zone.
Importantly, PUWER establishes a hierarchy of protective measures. Physical prevention comes before reliance on human behaviour.
The starting point is normally fixed guards or enclosures. Where those are not practicable, other guards or protection devices should be considered, followed where appropriate by jigs, holders or similar devices. Information, instruction, training and supervision sit further down that hierarchy rather than replacing the higher-order controls.
That distinction matters.
A warning sticker saying “keep hands clear” does not make an accessible roller safe. Neither does a toolbox talk, a trained operator or a written instruction telling people not to reach into the machinery.
If someone can foreseeably reach a dangerous moving part during normal operation, the first question should be how access can be physically prevented.
When should a fixed guard become an interlocked guard?
HSE guidance says fixed guarding will normally be the preferred method of preventing access to dangerous parts. A fixed guard should require a deliberate action, normally involving tools or secure fixings, before it can be removed.
However, some machines need regular access for loading, adjustment, inspection, cleaning or clearing material.
Where routine access is genuinely necessary, HSE advises that an interlocked guard may be more appropriate. The interlock should prevent the dangerous movement from operating while the guard is open and, where necessary, prevent the guard being opened until movement has stopped.
This is particularly relevant to:
- Conveyors and rollers.
- Workshop saws.
- Fabrication machinery.
- Cutting and forming equipment.
- Plant-processing equipment.
- Crushers and screening equipment.
- Machinery where blockages or offcuts require regular removal.
The correct safeguarding arrangement depends on the particular machine and risk. Simply replacing a missing fixed panel with an easily removable cover may not be sufficient if workers must repeatedly remove it during normal production.
What about clearing jams, cleaning and maintenance?
Some of the most dangerous interactions with machinery happen when the equipment is not performing normally.
A blockage develops. Material becomes trapped. Something sounds wrong. A worker reaches in to investigate.
PUWER applies not only to normal operation but also to activities including starting, stopping, repairing, maintaining, servicing and cleaning work equipment.
For maintenance, HSE guidance says plant and equipment should be made safe before work starts. In most cases that means stopping the machinery and isolating energy supplies. Where accidental reconnection is possible, locking off may be necessary. Stored hydraulic, pneumatic, gravitational or other energy may also need to be released or physically restrained.
PUWER regulation 19 separately requires suitable means of isolating work equipment from all sources of energy where appropriate, with the isolation means clearly identifiable and readily accessible.
A useful rule for supervisors is therefore:
If somebody needs to put part of their body into an area normally protected by a guard, normal operating controls should not automatically be treated as safe isolation.
The appropriate method should be determined through the machinery risk assessment and manufacturer’s instructions.
Why training cannot compensate for missing guards
Training remains important. Regulation 9 of PUWER requires people using work equipment to receive adequate training for health and safety purposes, including the methods to be used, risks arising from use and precautions to be taken.
Managers and supervisors also need enough knowledge to recognise unsafe machinery arrangements and challenge practices such as removed guards, defeated interlocks or inadequate isolation. IOSH Managing Safely provides practical training in risk assessment, hazard control, legal responsibilities and incident investigation for people responsible for managing or supervising others. For employees and operatives, IOSH Working Safely provides a broader introduction to identifying hazards and reducing workplace risks.
But training is not permission to operate fundamentally unsafe machinery.
A competent, experienced employee can still make an error, react instinctively to a blockage or become distracted. Machinery safeguarding is designed on the basis that foreseeable human interaction needs to be controlled.
This is why the hierarchy matters. Engineering controls should prevent the worker reaching the danger in the first place wherever reasonably practicable.
The same principle should inform supervision. If operators routinely defeat an interlock, remove a guard, prop open a cover or use an improvised method to clear material while machinery is running, simply reminding them of the rules is unlikely to resolve the underlying problem.
Managers should ask why the unsafe behaviour has become convenient or necessary.
It may reveal:
- A poorly designed access arrangement.
- Repeated blockages.
- Unrealistic production pressure.
- An unsuitable machine for the task.
- A damaged or unreliable interlock.
- Inadequate isolation arrangements.
- A maintenance problem that has become accepted as normal.
What should you do now?
Businesses using powered machinery should take the HSE prosecution as an opportunity to walk their workplace and look at the equipment as it is actually used — not simply as it appeared when the risk assessment was first written.
Start with machinery capable of drawing, trapping, crushing, cutting or entangling someone.
Check:
- Are all original guards present and secure?
- Can hands, fingers, clothing or tools reach belts, chains, rollers, blades, gears or drive components?
- Have guards been modified, removed or defeated?
- Do interlocks actually stop dangerous movement?
- Are emergency stops accessible and functioning?
- How are routine blockages cleared?
- How is machinery isolated before maintenance?
- Can stored energy cause unexpected movement?
- Are operators trained in the actual safe method?
- Are supervisors challenging shortcuts?
- Are recurring machinery faults being repaired rather than worked around?
Where a machine has been modified, refurbished or adapted, the safeguarding should also be reviewed. HSE confirms that refurbished and modified machinery must remain safe in use and meet PUWER requirements.
For higher-risk or unfamiliar machinery, specialist engineering input may be necessary. The objective is not simply to produce another PUWER checklist; it is to confirm that a person cannot foreseeably reach a dangerous moving part.
Frequently asked questions
Can a machine be used temporarily with a guard removed?
Not merely because the period is short. Where the guard is necessary to prevent access to dangerous parts, operating without it could breach PUWER. Any exceptional activity requiring access must be properly assessed and controlled using suitable safeguarding, isolation or another engineered method appropriate to the task.
Is an emergency stop a substitute for a guard?
No. Emergency stops are an additional protective measure. HSE’s machinery-safety hierarchy prioritises preventing access to dangerous parts through guards and safeguarding arrangements.
Can trained maintenance staff work on moving machinery?
Most maintenance should be carried out with machinery stopped and isolated. There are specialist circumstances where work cannot be undertaken completely de-energised, but these require specific assessment and additional controls rather than simply relying on experience or training.
Does PUWER apply to old machinery?
Yes. PUWER applies to work equipment used at work, including older equipment. Older machinery may in fact require particular attention where guarding standards, modifications or previous repairs have changed over time.
All Star Safety provides health and safety consultancy and workplace auditing across construction, engineering and industrial environments, including reviews of risk assessments, equipment controls and safe systems of work.
For businesses employing plant mechanics and maintenance technicians, our workplace-based Plant Maintenance NVQs assess competence through the inspection, servicing, fault diagnosis and repair activities people already undertake at work.
by admin | Jul 15, 2026 | Construction Site Management, Health and Safety, Risk Assessment
A recent HSE prosecution following the death of an 18-year-old apprentice has highlighted the consequences of inadequate supervision, unsafe material storage and poorly managed lone working.
Apprentices are workers, not additional labour who can automatically be left to get on with a task. Employers and contractors must assess their capability, provide suitable training and supervision, and only allow them to undertake work that they can perform safely.
The legal requirements are particularly specific for anyone under 18, but the wider duties to protect, instruct and supervise apply to apprentices and inexperienced workers of every age.
Are Your Apprentices Being Properly Supervised?
Apprenticeships are essential to the future of construction. They give new entrants an opportunity to develop practical competence while helping employers build a sustainable workforce.
However, an apprentice is still learning. A qualification programme, CSCS card or completed site induction does not automatically demonstrate that someone can recognise every hazard, make safe decisions under pressure or work without supervision.
That point was reinforced by a recent HSE prosecution involving the death of apprentice joiner Chloe Bidwell. The 18-year-old was working alone at a renovation property when unsecured board materials fell and fatally crushed her. HSE found inadequate risk assessment, supervision, lone-working arrangements and material-storage procedures. The company was fined £50,000, while its managing director received a suspended prison sentence after pleading guilty under section 37 of the Health and Safety at Work etc. Act 1974. (HSE Media Centre)
This was not a complex hazard requiring an unusual technical solution. It involved basic failures to identify how heavy board materials could fall, decide how they should be stored and ensure an inexperienced worker was properly supervised.
Young and inexperienced workers face additional risks
HSE advises that people who are new to a workplace can be especially vulnerable because they may lack experience, be unfamiliar with the environment, hesitate to raise concerns or be eager to impress colleagues and managers. HSE states that workers can be as likely to have an accident during their first six months as during the remainder of their working life. (HSE)
Age is only one factor. A 25-year-old starting their first construction job may need more support than a 17-year-old apprentice who has already completed a structured placement with close supervision.
A suitable assessment should therefore consider:
- Age and maturity.
- Previous construction experience.
- Familiarity with the particular workplace.
- Understanding of the task and its hazards.
- Physical and psychological capability.
- Ability to recognise when conditions have changed.
- Confidence to stop work and raise concerns.
- Language, literacy or additional learning needs.
The supervision level should be determined by the worker’s actual capability and the risk of the task—not simply by how long they have been employed.
What does the law require?
General employer duties
Under section 2 of the Health and Safety at Work etc. Act 1974, employers must ensure, so far as is reasonably practicable, the health, safety and welfare of their employees. This includes providing safe systems of work and adequate information, instruction, training and supervision.
Directors and senior managers should also understand the potential personal consequences of neglect. Section 37 of the Act allows individuals to be prosecuted where a company offence occurred with their consent or connivance, or was attributable to their neglect. The recent apprentice case demonstrates that these provisions are not theoretical. (HSE Media Centre)
Construction-specific duties
Under regulation 15 of the Construction (Design and Management) Regulations 2015, contractors must provide workers under their control with appropriate supervision, instructions and information so that construction work can be carried out safely. (Legislation.gov.uk)
The wider competence requirements in CDM regulation 8 require contractors to possess the necessary skills, knowledge, experience and organisational capability. In practical terms, an individual who does not yet have the experience needed for a task must work under suitable supervision while that capability is developed. (Legislation.gov.uk)
A card or certificate may provide useful evidence of training or qualification, but it does not remove the contractor’s responsibility to confirm that the worker can undertake the actual task safely.
Additional duties for workers under 18
The law defines a young person as someone under 18. Regulation 19 of the Management of Health and Safety at Work Regulations 1999 requires employers to protect young people from risks arising from their lack of experience, lack of awareness of existing or potential risks, or incomplete maturity. Certain work must not be given to a young person where it exceeds their physical or psychological capacity or exposes them to specified serious risks, except in limited circumstances involving necessary training and competent supervision. (Legislation.gov.uk)
These additional requirements stop applying once the person reaches 18. However, the general duties under the Health and Safety at Work etc. Act and CDM continue to apply, including the need to consider inexperience and provide appropriate supervision.
Workers under 18 also usually have enhanced working-time protections, including a 30-minute break when working more than four and a half hours, 12 hours’ daily rest and 48 hours’ weekly rest. (GOV.UK)
Is lone working by an apprentice automatically prohibited?
Health and safety legislation does not impose a universal ban on lone working. HSE’s general lone-working guidance requires employers to assess and manage the risks before anyone works without close or direct supervision. (HSE)
However, the HSE inspector involved in the recent prosecution stated that apprentices should not be working alone on a construction site. That statement reflected the circumstances of a young, inexperienced apprentice being left without suitable supervision in an active renovation environment. (HSE Media Centre)
In our professional view, lone working should not be authorised simply because the task appears routine. Before an apprentice or inexperienced worker is left alone, the employer would need compelling evidence that:
- The task is genuinely low risk.
- The worker has demonstrated competence.
- Foreseeable changes and emergencies have been considered.
- Communication and monitoring arrangements are effective.
- The worker knows when to stop and seek assistance.
- The decision is consistent with the risk assessment and site rules.
For many construction activities, direct or readily available supervision will remain necessary.
Induction is only the starting point
A site induction usually explains general hazards, emergency arrangements and project rules. It cannot provide all the task-specific skills and experience a new worker requires.
HSE’s guidance on training and supervising young people advises employers to check that instructions have been understood and to monitor progress so that additional training or adjustments can be provided. Young workers may require more supervision than experienced adults. (HSE)
A practical supervision system should include:
- A named supervisor who understands that they are responsible for the apprentice.
- A structured task briefing explaining the work, hazards, controls and limits of authority.
- Demonstration and supported practice before independent work is considered.
- Observed competence checks, rather than relying only on verbal confirmation.
- Progressive authorisation, identifying which tasks may be completed independently and which still require direct supervision.
- Regular conversations, including checking whether the apprentice feels pressured, confused or unable to raise concerns.
- Documented review points so supervision is reduced only when competence has been demonstrated.
Managers and supervisors can strengthen these skills through IOSH Managing Safely and Working Safely training and role-appropriate Construction Management and Supervisory NVQs.
Do not overlook working culture and wellbeing
New IOSH research involving 500 workers aged 18–25 found that 34% felt uncomfortable taking full rest breaks or switching off outside working hours. Fifteen per cent had taken time off during the previous year because of work-related stress, depression or anxiety, while 42% said they left education without a clear understanding of workplace health, safety and wellbeing. (IOSH)
These findings are not specific to construction, but the message is relevant. Young employees may be reluctant to admit that they do not understand a task, are struggling physically or feel unsafe.
The answer is not another poster telling people to “speak up”. Supervisors need to create opportunities for workers to raise concerns without embarrassment or fear of being labelled difficult. This can be supported by suitable policies, competent supervision and practical Mental Health Awareness Training.
Material storage must be planned, not improvised
The apprentice prosecution also provides a direct lesson about material storage. HSE found that large boards had been stored vertically and unsecured, creating a foreseeable collapse risk. (HSE Media Centre)
HSE’s construction material-storage guidance advises contractors to designate suitable storage areas, plan deliveries, keep access routes clear and actively manage housekeeping throughout the project. Specialist HSE guidance also warns that board materials are heavy and that falling boards are a recognised cause of fatal and serious accidents. (HSE)
Storage arrangements should therefore be included within project planning, RAMS, inductions and routine site inspections—not left to whichever worker happens to unload or move the materials.
Our professional view
Apprentices should be treated as people developing competence, not as low-cost labour who can be assigned routine-looking tasks without oversight.
The strongest employers establish a structured pathway from induction through supervised practice to verified competence. They make it clear what the apprentice may do, who is supervising them and how progress will be reviewed.
Where an organisation cannot demonstrate those arrangements, a review of its health and safety management, risk assessments and site-inspection arrangements should be treated as a priority. Our existing guide to the health and safety policies every construction company should have also provides a useful starting point for reviewing the wider management system.
Action Checklist for Construction Employers
- Identify all apprentices, young people and inexperienced workers.
- Confirm who is responsible for supervising each person.
- Review risk assessments before an under-18 starts work.
- Assess competence against the actual tasks being assigned.
- Set clear limits on work that cannot be completed unsupervised.
- Check that supervisors have sufficient time and competence.
- Review lone-working arrangements and emergency contact procedures.
- Verify that materials are stored securely and cannot topple.
- Check understanding after inductions and toolbox talks.
- Provide a clear route for workers to raise concerns.
- Review supervision following changes in task, location or equipment.
- Record competence decisions and progressive authorisations.
Frequently Asked Questions
Does every apprentice require constant supervision?
Not necessarily. The appropriate level depends on the person’s competence, experience and the risks of the task. However, supervision should only be reduced after competence has been demonstrated, not merely because the person has been employed for a certain period.
Is a separate young-person risk assessment legally required?
A suitable and sufficient risk assessment must consider the additional factors affecting workers under 18. HSE advises that this does not always need to be a completely separate document if the existing assessment already properly addresses those factors. (HSE)
Can an apprentice work alone?
There is no universal legal prohibition, but lone working must be risk assessed. For an inexperienced apprentice on an active construction site, the employer would need to demonstrate that the work, competence, communication and emergency arrangements made the decision safe.
Does an NVQ prove someone can work without supervision?
An NVQ provides evidence that occupational competence has been assessed against a qualification standard. Employers must still confirm that the individual is competent for the specific work, equipment, environment and conditions they are being asked to manage.
Who is responsible when an apprentice works for a host contractor?
Responsibilities depend on the employment and placement arrangements. The employer, host organisation, training provider and any apprenticeship training agency should cooperate and clearly define who will control the work, assess risks and provide supervision. (HSE)
by admin | Jul 18, 2025 | Health and Safety, Risk Assessment, Vibration
Social Housing Provider Fined £140k After Workers Developed HAVS
In April 2025, the Health and Safety Executive (HSE) fined Stonewater Ltd £140,000 after two estate assistants developed Hand‑Arm Vibration Syndrome (HAVS) . The staff regularly used vibrating tools—leaf blowers, strimmers and hedge trimmers—for up to 90% of their day. Investigations found no risk assessment, insufficient training on vibration use, and a lack of health‑surveillance systems . This case highlights that HAVS remains a serious risk across many industries, including construction.
Legal Obligations Under the Vibration Regulations
The Control of Vibration at Work Regulations 2005 require employers to:
-
Assess exposure levels and identify tasks creating vibration risks .
-
Implement controls, such as lower‑vibration tools, work rotation, regular breaks, and good tool maintenance.
-
Provide information, training and supervision on vibration risk and tool use.
-
Establish health surveillance when exposures exceed the action value of 2.5 m/s² A(8) .
Failing to comply can lead to occupational injuries, enforcement action and financial penalties.
How All Star Safety Helps Protect Your Workers from Vibration Damage
At All Star Safety, we assist in managing vibration risks through combined assessment, training, competency and monitoring:
-
Vibration Risk Assessments & COSHH Audits
We identify tools creating high vibration and recommend suitable PPE, maintenance, and task rotation.
-
Toolbox Talks & Equipment Training
Our sessions ensure workers understand tool-specific hazards, correct handling techniques and early symptom recognition.
-
NVQ Programmes (Levels 2–7)
Our supervisory training includes sections on managing exposure and ensuring compliance with vibration laws.
-
NPORS Plant & Equipment Courses
We emphasise reduced vibration exposure when using plant, ensuring operators make safer choices onsite.
-
First Aid with Health Surveillance Awareness
First‑Aid at Work now includes guidance on responding to early signs of HAVS and connecting employees to medical support.
-
Upcoming IOSH Training from September 2025
Our IOSH Managing Safely and Working Safely courses (including e‑learning from October 2025) will further strengthen hazard management and risk awareness.
Immediate Steps You Should Take
-
Conduct a vibration risk assessment for tasks using power tools
-
Ensure work is organised to include rotated tasks and rest breaks where needed
-
Deliver toolbox talks covering HAVS symptoms, PPE and tool maintenance
-
Enrol supervisors and managers in NVQ and IOSH training to embed awareness
-
Schedule health surveillance for employees exposed to significant vibration
-
Promote First‑Aid training that includes defending employees against early HAVS signs
Addressing vibration exposure is not just a legal necessity—it protects your workforce long‑term. Through audit, training, competency programmes and awareness, All Star Safety helps secure both health outcomes and regulatory compliance.
Contact us to see how we can assist you in staying safe and compliant.
📞 0330 133 0402 | 📞 01473 561 402
📩 info@allstarsafety.co.uk
🌐 Visit our contact page
by admin | Mar 20, 2025 | Consultancy Services, Health and Safety, Risk Assessment
Why Risk Assessments Are Essential for Workplace Safety
Risk assessments are a fundamental requirement for maintaining a safe and legally compliant construction site. Under UK law, employers have a duty to identify hazards, evaluate risks, and implement control measures to prevent accidents. The Management of Health and Safety at Work Regulations 1999 (MHSWR) specifically require businesses to carry out risk assessments and review them regularly. Ensuring risk assessments are properly conducted helps businesses comply with regulations such as CDM 2015 (Construction Design and Management Regulations) and LOLER 1998 (Lifting Operations and Lifting Equipment Regulations).
What is a Risk Assessment?
A risk assessment is a systematic process of:
1.Identifying hazards that could cause harm.
2.Evaluating the risk level associated with each hazard.
3.Implementing measures to reduce or eliminate risks.
4.Documenting findings and regularly reviewing them.
Construction businesses must conduct risk assessments for activities such as working at height, plant operation, lifting operations, and hazardous substance handling. Without them, workers are at greater risk of injury, and employers could face HSE enforcement action, fines, or project delays.
Why Employers Must Prioritise Risk Assessments
✔ Legal Compliance – Ensuring compliance with HASAWA 1974, MHSWR 1999, and CDM 2015 reduces the risk of legal penalties.
✔ Workforce Safety & Competency – Risk assessments help ensure that workers have appropriate CSCS, CPCS, or NPORS competency cards and qualifications for their roles.
✔ Accident Prevention – Identifying risks before work begins reduces workplace injuries and improves site safety.
✔ Increased Productivity – A well-managed risk assessment process minimises downtime and improves operational efficiency.
How All Star Safety Can Help
At All Star Safety, we provide expert support in risk assessment planning, workforce competency verification, and site safety consultancy. Our services include:
✔ Risk Assessment & Method Statement (RAMS) Development – Ensuring businesses meet HSE compliance requirements.
✔ Workforce Competency Checks – Verifying that employees hold valid NVQs, CSCS, CPCS, or NPORS cards.
✔ Health & Safety Consultancy – Helping businesses create and maintain a robust risk management strategy.
✔ Site Safety Audits – Identifying workplace hazards and providing practical solutions.
Contact us to see how we can assist you in staying safe and compliant.
📞 0330 133 0402
📩 info@allstarsafety.co.uk
🌐 Contact us here