You probably already knew that as an employer you are obliged to provide a safe working environment for your employee. But did you know that this also includes temperature, weather and climate in the workplace? In addition, the climate is one of the most common occupational risks that companies face. But what do these occupational risks entail? and how can you prevent them? We will discuss this further in this blog.
To start with, we first make it clear where you as an employer responsible are for the safety of your employee and where not. As an employer you are responsible for the workplace, this means the following:
"any place that is used in connection with the performance of work and to which the Working Conditions Act applies to the withholding agent, on the understanding that a workspace located in a home, a ship permanently tied to a place or a caravan in the meaning of Article 1 of the Housing Act, including appurtenances, of the employee."
In short, a workplace is a place where work is performed (both indoors and outdoors), with the exception of places that fall under Article 1 of the Housing Act, which also includes working from home.
Which occupational risks to avoid
The most common occupational risks due to the climate relate to the health of the employee. By neutralizing these risks, the absenteeism is reduced, productivity is increased and employees are motivated. In addition, as an employer you are legally obliged to do so according to the Working Conditions Decree.
How to avoid occupational hazards
In order to prevent occupational risks, it is important to estimate which risks are present for your company and which approach is appropriate. The legally required Risk inventory and evaluation (RI&E) is for this an important resource.
With this you actually make a practical 'to do list' in which points for improvement are noted and tackled. It is also important to involve the employee representative body within your organization, as this has the right of consent and is the link between you and your employees.
DISCLAIMER: This blog should not be construed as medical, regulatory or legal advice in any form. The information shared in this blog was obtained exclusively from the sources listed, which can be found in the source reference below. Do you have questions about the content? Please contact a specialist or send us an email, after which we can refer you to the right person.