A smoke free policy removes the risk of litigation. Personal injury cases are currently being pursued against employers by employees whose health has been put at risk by passive smoking at work. protects the health or your employees. Second-hand smoke (passive smoking) has been proved to adversely affect the health of non-smokers improves your corporate image qualifies you for a clean air award and attracts free publicity from the City Council increases productivity and reduces absenteeism encourages smokers to cut down or quit attracts non-smoking employees who are more productive reduces the risk of fire, the cost of fire premiums and the costs of redecoration

Advice on different types of policies and approaches (i.e. smoking rooms, ventilation systems), their pros and cons, and the different factors to consider when developing a policy (i.e. who to involve, timing, how to minimise friction between smoking and non-smoking staff) Practical research support in terms of consulting customers as to their intentions should a smoking ban be introduced Information to staff on how to access smoking cessation services in the area, Health promotional materials such as posters Workplace visits from a smoking cessation worker to help staff who want to quit

A key feature of effective health and safety management is to examine all unsafe events, and the behaviours which give rise to them. Accidents, ill-health and incidents are seldom random events. They generally arise from failures of control and involve many different elements. A good accident investigation will identify both immediate and underlying causes. Immediate causes include the job being done and the people involved. Underlying causes are the management and organisational factors which help to explain why the event occurred.

The investigation of near miss incidents is a good proactive way of preventing injury and therefore cost effective to businesses. An investigation should be led by someone with the knowledge and status to make authoritative recommendations (usually a line manager). Adequate training in the relevant techniques should be given. A good investigation will be prompt and thorough, and will recommend and assign remedial actions. Once the evidence has been assembled and considered, findings should be compared with the appropriate legal, industry and company standards, and conclusions drawn. The findings should be implemented and progress tracked.

Where you have any doubt as to whether or not to report an accident or incident, you should contact your local enforcing authority for clarification.

Work-related ill health, also known as occupational ill health, describes any illness an employee suffers because of the hazards they have been exposed to at work.

The most common forms of work-related ill health are muscle and joint disorders; pains in the back, arms, hands and shoulders, particularly of the hands; lung diseases; hearing loss and deafness; and stress.

If you think your work is making you ill, check the information provided on the possible health risks connected with your work. Tell your boss or supervisor and, if you have one, your safety representative, and go to see your doctor - describe your job and ask if your illness might be work related.