Control of Substances Hazardous to Health Policy
As an employer you need to comply with the Control of Substances Hazardous to Health (COSHH) Regulations 2002 (as amended). Any hazardous substances used in your workplace need to be controlled so that they do not cause ill health in your employees or others. Using efficient and effective measures to control exposure to hazardous materials in the workplace is the employer’s responsibility under the regulations but can also result in improved production and less waste.
We have now comprehensively reviewed and improved our Control of Substances Hazardous to Health (COSHH) Policy, as part of the revamp of the COSHH documents folder. The COSHH Policy can now be used to clearly set out how you as a company will deal with the use of any hazardous materials that you use at work that may cause harm to your staff – or anyone else.
The new COSHH Policy has been written in sections that cover the different areas you need to address including COSHH assessments, controlling exposure to hazardous materials, when health surveillance will be needed, what training will be made available, PPE, as well as how materials will be stored and disposed of, and how to deal with an emergency situation should you have a leak or a spill.
We have now comprehensively reviewed and improved our Control of Substances Hazardous to Health (COSHH) Policy, as part of the revamp of the COSHH documents folder. The COSHH Policy can now be used to clearly set out how you as a company will deal with the use of any hazardous materials that you use at work that may cause harm to your staff – or anyone else.
The new COSHH Policy has been written in sections that cover the different areas you need to address including COSHH assessments, controlling exposure to hazardous materials, when health surveillance will be needed, what training will be made available, PPE, as well as how materials will be stored and disposed of, and how to deal with an emergency situation should you have a leak or a spill.
The contents of this Newsletter are for reference purposes only and do not constitute legal advice. Independent legal advice should be sought in relation to any specific legal matter.