This month’s free toolbox talk will be delivered by Alex McKay, Service Delivery Operations Manager, and Kim Halls, Assessed Manager.The session will be on Safety Schemes in Procurement (SSIP) and will cover:✅&nbsp;Introduction to SSIP✅&nbsp;SSIP Core Criteria✅&nbsp;The benefits of using a SSIP organisation✅&nbsp;Contractor managementWednesday 27 November - 10:00am<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://us02web.zoom.us/meeting/register/tZAsf-2trD8iGtX47q1xmgZssxJqkMbrG0fH">Click here to book your place.</a>

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Free webinar on Safety Schemes in Procurement (SSIP)

A recent Health and Safety Executive (HSE) prosecution in Cornwall provides an important reminder that having health and safety procedures in place is not enough. Businesses must be able to demonstrate that appropriate controls are actually being implemented and maintained.On 21 August 2026, HSE reported that Truro Sawmills Limited and its Managing Director had been prosecuted following failures relating to wood dust and rider-operated lift trucks. Inspectors found that employees had not received appropriate lift-truck training, respiratory protective equipment (RPE) had not been properly face-fit tested, and suitable health surveillance was not in place.The company had previously been served with Improvement Notices but failed to comply with them. It was subsequently fined £20,000 and ordered to pay £5,000 in costs. The Managing Director was separately fined £5,000, ordered to pay £2,500 in costs and disqualified from acting as a company director for five years.While this case involved a sawmill, the issues it highlights are relevant to many organisations working with timber, dust-producing processes, machinery and workplace transport.<img src="https://storage.googleapis.com/ssg_assets/media/images/68ee3b0b-cbef-4b4c-8e23-332637ad3b4c.png" data-width="100%" data-align="left" style="display: block; width: 100%; margin-right: auto"><h3 id="e956d646-130b-41ab-b50d-52ae9906e68e" data-toc-id="e956d646-130b-41ab-b50d-52ae9906e68e"><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://go.ssg.uk/wood-dust-workplace-safety-checklist">Wood Dust &amp; Workplace Safety Checklist:</a></h3>Complete our free checklist to quickly review your COSHH controls, RPE and face-fit arrangements, health surveillance and operator competence. → <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://go.ssg.uk/wood-dust-workplace-safety-checklist">https://go.ssg.uk/wood-dust-workplace-safety-checklist</a><div data-type="horizontalRule"><hr></div><h3 id="f092248a-60d1-415f-a815-6e83ab7e2d96" data-toc-id="f092248a-60d1-415f-a815-6e83ab7e2d96"></h3><img src="https://storage.googleapis.com/ssg_assets/media/images/dee33419-2cda-441e-ac59-645b07a0c42d.png" data-width="100%" data-align="center" style="display: block; width: 100%; margin-left: auto; margin-right: auto"><div data-type="columns" class="layout-two-column"><div data-position="left" data-type="column"><h3 id="4d980d57-ae8b-48bb-b251-e4c7793378d9" data-toc-id="4d980d57-ae8b-48bb-b251-e4c7793378d9">1. Are wood dust and other hazardous substances properly controlled?</h3>Wood dust isn't simply a housekeeping issue. HSE warns that exposure can cause asthma, respiratory conditions and cancer, making effective control essential.Businesses carrying out woodworking, cutting, sanding, machining or similar activities should consider whether their COSHH assessments accurately reflect the work being undertaken.Ask yourself:<ul><li>Have sources of dust exposure been identified?</li><li>Are suitable extraction and engineering controls being used?</li><li>Are control measures being maintained and checked?</li><li>Are employees given appropriate information and training?</li><li>Are assessments reviewed when equipment, processes or materials change?</li></ul>The priority should always be to eliminate or reduce exposure at source, rather than relying solely on personal protective equipment.</div><div data-position="right" data-type="column"><h3 id="e8dd65d5-6504-4533-ae8c-28bf55de1791" data-toc-id="e8dd65d5-6504-4533-ae8c-28bf55de1791">2. If employees wear RPE, do you know that it fits?</h3>Providing an employee with a respirator does not automatically mean they are protected.Where tight-fitting RPE is used, it needs to provide an effective seal against the wearer's face. In the Cornwall case, HSE specifically identified that employees had not been face-fit tested for the RPE being used to protect them from wood dust.Businesses should therefore check that:<ul><li>The RPE selected is suitable for the hazard and task.</li><li>Wearers have received appropriate face-fit testing.</li><li>Records can demonstrate that testing has taken place.</li><li>Employees understand how to fit, use and maintain their RPE correctly.</li><li>Changes that could affect the fit of the mask are properly managed.</li></ul>RPE should also form part of a wider system of control, rather than becoming the default solution to an exposure problem.</div></div><div data-type="columns" class="layout-two-column"><div data-position="left" data-type="column"><h3 id="157f79c3-2883-411c-88f6-1984d208f183" data-toc-id="157f79c3-2883-411c-88f6-1984d208f183">3. Do your health surveillance arrangements match the risks?</h3>Some workplace hazards can cause harm gradually. By the time symptoms become obvious, significant exposure may already have occurred.This is why health surveillance may be required where employees are exposed to particular workplace health risks. In the Truro Sawmills case, HSE found that workers exposed to wood dust were not under suitable health surveillance.Businesses should consider:<ul><li>Which employees are exposed to health hazards?</li><li>Whether the risk assessment identifies a need for health surveillance.</li><li>Whether the correct type of surveillance is being provided.</li><li>Whether arrangements are ongoing rather than treated as a one-off exercise.</li><li>How results and concerns are acted upon.</li></ul>Health surveillance should complement effective risk controls - it should never be used as a substitute for preventing or reducing exposure.</div><div data-position="right" data-type="column"><h3 id="f86a079e-bbbc-4a71-9ba8-ecf5755d5cf7" data-toc-id="f86a079e-bbbc-4a71-9ba8-ecf5755d5cf7">4. Can you demonstrate that operators are competent?</h3>The case also highlights the importance of training and competence. HSE found that employees had not been appropriately trained to operate rider-operated lift trucks.For lift trucks, machinery and other higher-risk work equipment, employers should be confident that those carrying out the work have the necessary training, knowledge and ability.Consider whether you can demonstrate:<ul><li>Who is authorised to operate equipment.</li><li>What training they have completed.</li><li>Whether refresher or additional training is required.</li><li>Whether competence is being monitored in practice.</li><li>Whether changes to equipment or working methods require further instruction.</li></ul>Training records alone are useful, but competence also needs to be reflected in the way the job is actually carried out.</div></div><div data-type="horizontalRule"><hr></div><img src="https://storage.googleapis.com/ssg_assets/media/images/fc508da3-50ff-4936-b8b5-9d1736fcdb21.png" data-width="100%" data-align="center" style="display: block; width: 100%; margin-left: auto; margin-right: auto"><h3 id="44bda441-d4ee-448b-9810-2ba78e90fe20" data-toc-id="44bda441-d4ee-448b-9810-2ba78e90fe20"></h3>Perhaps the most important lesson from this case is that health and safety management cannot stop at policies, risk assessments and training records.The real question is whether the controls identified on paper are operating effectively in the workplace.A COSHH assessment may identify the need for RPE - but has the employee been face-fit tested?A risk assessment may state that only trained operators can use a lift truck - but are training and competence records current?Health surveillance may be identified as necessary - but has it actually been arranged?Regularly checking these connections can help businesses identify gaps before they develop into incidents, occupational ill health or enforcement action.<div data-type="horizontalRule"><hr></div><h3 id="37ad60d6-3257-445a-b65c-c6d7db13ce15" data-toc-id="37ad60d6-3257-445a-b65c-c6d7db13ce15">Health and safety responsibility extends beyond the safety team</h3>The outcome of the Cornwall prosecution also demonstrates the potential accountability of individuals in senior positions.HSE prosecuted both the company and its Managing Director following the failure to comply with Improvement Notices, with the court subsequently granting a five-year director disqualification.The message for directors and senior managers is not that they need to personally manage every workplace risk. However, they should have confidence that appropriate health and safety arrangements exist, responsibilities are clear and significant issues are acted upon when identified.<div data-type="horizontalRule"><hr></div><h3 id="704e6fb9-221a-4d28-a1fe-296de326e921" data-toc-id="704e6fb9-221a-4d28-a1fe-296de326e921">How confident are you in your controls?</h3>If your business works with wood, dust-producing processes, hazardous substances, machinery or workplace transport, this case provides a useful opportunity to review your own arrangements.Start with four questions:<ul><li>Are your COSHH controls effective?</li><li>Does your RPE fit the people wearing it?</li><li>Is appropriate health surveillance in place?</li><li>Can you demonstrate that operators are trained and competent?</li></ul>If you're unsure about any of these areas, SSG can help you review your current arrangements, identify potential gaps and put proportionate, practical controls in place.From COSHH and health and safety consultancy to face-fit testing, training and ongoing retained support, our team can help you move beyond having procedures on paper and make sure your controls are working in practice.<div data-type="horizontalRule"><hr></div><h3 id="975ae8b2-c870-46f6-8c84-54d2a77bbad2" data-toc-id="975ae8b2-c870-46f6-8c84-54d2a77bbad2">Resources</h3><img src="https://storage.googleapis.com/ssg_assets/media/images/3239b672-60a6-42c7-866c-8cd67c5b32f0.png" data-width="100%" data-align="left" style="display: block; width: 100%; margin-right: auto">Use this simple <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://go.ssg.uk/wood-dust-workplace-safety-checklist">4-step checklist</a> to make sure you’re compliant and to quickly highlight where action may be needed → <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://go.ssg.uk/wood-dust-workplace-safety-checklist">https://go.ssg.uk/wood-dust-workplace-safety-checklist</a><div data-type="horizontalRule"><hr></div>Watch our Toolbox Talk on Respiratory Protective Equipment (RPE) below<div data-youtube-video="" src="https://www.youtube.com/watch?v=6VNYMzfoT9w" data-width="100%" data-height="480" data-align="center" data-start="0"><iframe src="https://www.youtube.com/embed/6VNYMzfoT9w" width="640" height="480" allowfullscreen="true" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture" frameborder="0"></iframe></div><div data-type="horizontalRule"><hr></div><h3 id="7f4f110a-dc44-4643-b7f6-d43fd0c20601" data-toc-id="7f4f110a-dc44-4643-b7f6-d43fd0c20601">Need <a target="" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/contact">support </a>reviewing your health and safety arrangements?</h3><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/contact">Contact Us - SSG Training &amp; Consultancy</a>

A recent HSE prosecution in Cornwall highlights the importance of making sure health and safety controls work in practice. We look at four key areas businesses should review, including COSHH, RPE face-fit testing, health surveillance and operator competence.

Cornwall HSE prosecution: four health and safety checks businesses should make now

<h3 id="2bde9f4e-6e02-4ffc-ab2e-b1b03ffbaca6" data-toc-id="2bde9f4e-6e02-4ffc-ab2e-b1b03ffbaca6">Preparing Your School for Stronger Allergy Safety Requirements</h3>From September 2026, schools and education providers across England will be expected to meet new statutory requirements designed to improve the safety of children with allergies. Commonly known as Benedict's Law, these changes represent one of the most significant developments in allergy management within education settings for many years.Named in memory of five-year-old Benedict Blythe, who tragically died following an allergic reaction at school, the legislation has been introduced to ensure that every school has robust systems in place to protect pupils with severe allergies.For school leaders, governors, trusts and early years providers, now is the time to review existing arrangements and ensure staff are prepared for the changes.<div data-type="horizontalRule"><hr></div><h3 id="4b577f15-5faf-464f-b36d-660224730a18" data-toc-id="4b577f15-5faf-464f-b36d-660224730a18">What is Benedict's Law?</h3>Benedict's Law strengthens the way schools manage allergies by introducing statutory guidance that all schools in England will be expected to follow. The aim is to create consistent standards across education settings and reduce the risk of life-threatening allergic reactions.Whilst many schools already have excellent procedures in place, the new requirements ensure that allergy safety becomes a consistent expectation rather than simply good practice.<div data-type="horizontalRule"><hr></div><h3 id="6094c514-04b1-4253-b574-24c59a1ac46e" data-toc-id="6094c514-04b1-4253-b574-24c59a1ac46e">What Will Schools Need to Do?</h3>Although schools should always review the latest Department for Education guidance, the key expectations include:<ul><li>Developing and publishing a clear allergy management policy.</li><li>Ensuring all staff receive appropriate allergy awareness training.</li><li>Maintaining spare adrenaline auto-injectors (AAIs) for emergency use.</li><li>Having effective Individual Healthcare Plans (IHPs) for pupils with allergies.</li><li>Ensuring staff can recognise the signs of anaphylaxis and respond quickly and confidently.</li><li>Reviewing catering procedures, food labelling and communication with parents.</li><li>Recording, reviewing and learning from allergy incidents and near misses.</li></ul>These measures are intended to improve both prevention and emergency response, helping schools create a safer environment for every child.<div data-type="horizontalRule"><hr></div><h3 id="480031f9-762e-488d-a97f-a790be5e2b4c" data-toc-id="480031f9-762e-488d-a97f-a790be5e2b4c">Why This Matters</h3>Food allergies are becoming increasingly common, with thousands of children attending school every day with the risk of severe allergic reactions.Anaphylaxis can develop within minutes and requires immediate treatment. Every member of staff - not just first aiders - should understand:<ul><li>The common signs and symptoms of an allergic reaction.</li><li>When an allergic reaction becomes an emergency.</li><li>How to administer an adrenaline auto-injector.</li><li>The importance of calling emergency services without delay.</li></ul>Having confident, well-trained staff can make a critical difference in an emergency.<div data-type="horizontalRule"><hr></div><h3 id="19e5e971-c609-4dcd-8cd2-f46f6b2f0b52" data-toc-id="19e5e971-c609-4dcd-8cd2-f46f6b2f0b52">Don't Wait Until September</h3>Although the new statutory guidance comes into effect from September 2026, schools should begin preparing now.Reviewing policies, refreshing staff knowledge and ensuring appropriate emergency procedures are already in place will help your organisation meet the new expectations with confidence.Early preparation also provides reassurance to parents, governors, inspectors and, most importantly, the children in your care.<div data-type="horizontalRule"><hr></div><h3 id="79c4e4e1-6549-4910-89c1-343a5a979e4d" data-toc-id="79c4e4e1-6549-4910-89c1-343a5a979e4d">Find Out More</h3><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/news/stronger-protections-for-children-with-allergies-in-school">Stronger protections for children with allergies in school - </a><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="http://GOV.UK">GOV.UK</a><a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://assets.publishing.service.gov.uk/media/6a47bbfee50f952c9b89e543/Proposal_on_support_for_pupils_with_medical_conditions_at_school_government_response.pdf">Proposal on support for pupils with medical conditions at school government response</a>

Discover what Benedict’s Law means for schools from September 2026, including new allergy safety requirements, staff training and emergency procedures.

Benedict's Law: What Schools and Education Providers Need to Know

Employers have a new legal duty to take <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/Sexual-Harassment-Training?utm_source=article&amp;utm_medium=sexual+harassment+at+work&amp;utm_campaign=04082026">proactive steps to prevent sexual harassment</a> in the workplace.Previously, employers were largely required to respond appropriately once an incident had been reported. Legislation now shifts the emphasis towards positive duties to take reasonable steps to prevent sexual harassment before it happens.This also includes protection of workers from third-party harassment (for example through customers, other contractors or the general public).Failure to act puts employers at risk of additional awards resulting from tribunal cases as well as reputational damage, low staff morale and high employee turnover.&nbsp;<div data-type="horizontalRule"><hr></div>&nbsp;<h3 id="d068cb34-1059-420d-bcc8-a3ae0752e03c" data-toc-id="d068cb34-1059-420d-bcc8-a3ae0752e03c">How to achieve compliance</h3>&nbsp;Employers should be able to demonstrate that they have:<ul><li>Carried out appropriate risk assessments.</li><li>Implemented clear anti-harassment policies.</li><li><a target="" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/Sexual-Harassment-Training?utm_source=article&amp;utm_medium=sexual+harassment+at+work&amp;utm_campaign=04082026">Provided effective training to employees and managers.</a></li><li>Established confidential reporting procedures.</li><li>Taken action where concerns are raised.</li><li>Regularly reviewed the effectiveness of the measures they have in place.</li></ul>The obligation applies regardless of the size of the organisation or the industry in which it operates.&nbsp;<div data-type="horizontalRule"><hr></div>&nbsp;<h3 id="97c5ba0e-a23e-42db-8bec-5c7c9043d3a9" data-toc-id="97c5ba0e-a23e-42db-8bec-5c7c9043d3a9">How SSG can help</h3>At SSG Training &amp; Consultancy, we support organisations in meeting their legal responsibilities through practical, engaging and up-to-date training as well as ongoing advice and guidance.Our <a target="" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/Sexual-Harassment-Training?utm_source=article&amp;utm_medium=sexual+harassment+at+work&amp;utm_campaign=04082026">Sexual Harassment Awareness course</a> helps delegates to:<ul><li>Understand the legal framework and employer responsibilities.</li><li>Recognise behaviours that may amount to sexual harassment.</li><li>Understand the impact harassment has on individuals and organisations.</li><li>Promote respectful behaviours within the workplace.</li><li>Understand reporting procedures and the importance of speaking up.</li><li>Contribute to creating a positive and inclusive workplace culture.</li></ul>Training can be delivered as:<ul><li><a target="" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/book?course=483&amp;type=elearning?utm_source=article&amp;utm_medium=sexual+harassment+at+work&amp;utm_campaign=04082026">e-learning</a> for flexible individual learning</li><li><a target="" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/Sexual-Harassment-Training/private-booking?utm_source=article&amp;utm_medium=sexual+harassment+at+work&amp;utm_campaign=04082026">Virtual classroom sessions</a></li><li><a target="" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/Sexual-Harassment-Training/private-booking?utm_source=article&amp;utm_medium=sexual+harassment+at+work&amp;utm_campaign=04082026">Face-to-face training</a> for teams and managers</li></ul>&nbsp;Our consultants can also assist with reviewing workplace policies, advising on best practice and helping ensure you are taking appropriate preventative measures.This can be delivered through an ongoing <a target="" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/advisor/employment?utm_source=article&amp;utm_medium=sexual+harassment+at+work&amp;utm_campaign=04082026">HR Advisor partnership</a>, or via <a target="" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/consultancy/hr-and-employment-law/employment-law-hr-services?utm_source=article&amp;utm_medium=sexual+harassment+at+work&amp;utm_campaign=04082026">ad-hoc consultancy services</a> to help you align business practices with legislative requirements.&nbsp;If you would like to discuss our services, or have questions around the new legislation, <a target="" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/contact?utm_source=article&amp;utm_medium=sexual+harassment+at+work&amp;utm_campaign=04082026">contact the SSG team today.</a>

Understand employers’ legal duty to prevent workplace sexual harassment, including third-party harassment, and discover practical training and HR support from SSG.