What is a Section 278 Agreement?

A Section 278 Agreement is a legal agreement between a developer and a highway authority to carry out highway works.

Health And Safety At Work: Why HR Holds The Keys

Health and safety isn’t just about hard hats and fire drills – it’s about creating a workplace where people are safe, supported and able to thrive. And HR sits right at the heart of that mission.

Employers have a legal duty under the Health and Safety at Work Act 1974 to ensure a safe working environment. We take a look at ways HR ‘get their hands dirty’ in this key area:

1. Risk spotting and stress reduction
HR plays a key role in managing people-related risks, from stress and overwork, to bullying and burnout. Under health and safety law, risks to both mental and physical health must be identified and controlled. HR is uniquely placed to drive this, especially in areas like workplace culture, stress, disability, pregnancy and mental health.

2. Making it safe to speak up
Health and safety concerns often overlap with whistleblowing. Workers are legally protected from detriment or dismissal for raising issues – and the consequences for employers can be significant if mishandled. HR must ensure there are safe, clear channels for raising concerns, and create a culture where speaking up is encouraged.

3. Keeping policies up to scratch
Every employer must have a health and safety policy. HR is often responsible for overseeing this – ensuring it sets out responsibilities and processes, and that it is shared with employees.

4. Competence and training
HR’s role in onboarding, training and performance management is crucial to making sure people are competent to do their jobs safely.

5. Preventing harassment
Toxic cultures harm wellbeing. With the new duty on employers to take reasonable steps to prevent sexual harassment, HR must lead the way with policy, training and swift action when problems arise.

6. Pregnancy risk management
When an employee notifies HR that they are pregnant, that conversation triggers a legal obligation. A specific risk assessment must be carried out for pregnant employees, and suitable adjustments made if needed. If risks cannot be removed, the employee may need to be suspended on full pay. HR’s role is critical in making sure this happens smoothly and sensitively.

Health and safety is, at its heart, a people issue. And HR are the people experts.