SSG Assessed is our comprehensive certification scheme designed to help suppliers demonstrate their commitment to health and safety compliance.Our scheme is registered with Safety Schemes in Procurement (SSIP), ensuring that all our assessments adhere to the core criteria established by the industry.Why choose SSG Assessed?We pride ourselves on our efficient and user-friendly application process. Our intuitive online platform and experience assessors make the process simple and quick. Assessors provide dedicated support throughout, answering questions and offering guidance to ensure your application meets all requirements. Deem to Satisfy free in JuneIf you currently hold an in-date SSIP certificate, you can take advantage of our Deem to Satisfy option at no cost this June.This is an excellent opportunity to:Experience firsthand our user-friendly portal: engage with our intuitive platform designed to streamline the certification process.Increase your visibility: make your company more attractive to potential clients and main contractors.We look forward to partnering with you in your journey toward health and safety excellence. Take the first step today and claim your free certification upgrade.For more information, visit our or .

Take advantage of our Deem to Satisfy option at no cost this June.

Deem to Satisfy free in June with SSG Assessed

We’re excited to announce we have recently launched the NEBOSH International General Certificate in Occupational Health and Safety course. This globally recognised qualification is a pivotal stepping stone for anyone looking to step into the world of health and safety, with people worldwide already benefiting from its value.Whether you're just starting out in health and safety or looking to strengthen your professional credentials, this NEBOSH International General Certificate provides a comprehensive understanding of key workplace health and safety issues. Its flexibility makes it applicable across a wide range of sectors, meaning you can apply the knowledge learnt within any industry.<h3 id="a956ed65-80a5-407d-a854-6f73c0dc5d0d" data-toc-id="a956ed65-80a5-407d-a854-6f73c0dc5d0d">Why choose SSG?</h3>When you choose SSG, you’re not just getting a qualification, you’re gaining access to top-tier training, comprehensive support and direct communication with expert tutors and fellow learners, all ensuring your success. We’re here to help you achieve your health and safety goals - however you choose to learn.<h3 id="cebabf41-e15a-429e-8a60-122cf2036345" data-toc-id="cebabf41-e15a-429e-8a60-122cf2036345">Course options</h3>The course is currently available as a private booking, offering a cost-effective training solution for teams, departments and groups wishing to train together.If you are interested in attending an open course, please complete <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://forms.office.com/Pages/ResponsePage.aspx?id=Hi-XsOuLb0yncRGhOxnSX1zFnYnUGIZAvCMSt4bTqTlUNlpJRUMxOU5aTkpTSkZINFk3TURHSTVZRC4u">this form</a> or contact one of our team on 01752 201616.We also offer a wide variety of other NEBOSH courses to suit different levels and areas of expertise. Explore our options and take the next step in your health and safety journey with SSG.

We’re excited to announce we have recently launched the NEBOSH International General Certificate in Occupational Health and Safety course.

SSG have gone international with NEBOSH!

In the UK the cost of poor mental health is estimated to be a staggering £42 to £45 billion each year. Sickness absence, reduced productivity and staff turnover are all contributory factors. Whereas good mental health can play an essential role in the wider success, happiness and productivity of a workforce.Striving to build good mental health amongst the whole workforce clearly needs to be an ongoing focus for employers. A central step to this is mental health awareness training that reduces the stigma linked to poor mental health and empowers employees with the knowledge to build resilience and proactively prevent mental ill health from occurring at all.Here at SSG we run multiple options to assist organisations put in place the skills and methods for supporting employees with poor mental health, such as Mental Health First Aiders, Mental Health Aware, MHFA Champions, MHFAider® Refresher and Mental Health Overview.Employers also have the option to facilitate their own awareness sessions which can be developed around SSG toolbox talks such Mental Health at Work, Mental Health Culture and Stress and Anxiety Guidance.Here is a quick guide to the content to include when running an extended toolbox talk or team awareness session on mental health.<ul><li>Consider the primary mental health challenges for employees</li><li>Share knowledge around the most common mental health conditions experienced by employees in the UK namely anxiety, depression, stress and burnout.</li><li>How to spot the signs in yourself and colleagues</li><li>Consider the signs of anxiety, depression, stress and burnout to prevent the situation deteriorating.</li><li>Discuss ways to prevent mental health deteriorating.</li><li>Encourage employees and managers to have early discussions on the signs and agree steps together to prevent deterioration.</li></ul><h3 id="1d296e4e-703f-4935-ba44-a3dd48b9f75f" data-toc-id="1d296e4e-703f-4935-ba44-a3dd48b9f75f">Factors that impact on mental health</h3><ul><li>Talk through the internal and external factors that can negatively affect mental health such as managing workloads, work life balance, personal situations and workplace culture.</li><li>Talk through what steps individuals can take to maintain their wellbeing.</li></ul><h3 id="577b9776-1150-4d2d-a72f-dfdc56a0724f" data-toc-id="577b9776-1150-4d2d-a72f-dfdc56a0724f">Having positive conversations</h3><ul><li>Promote a positive culture where mental health can be openly discussed.</li><li>Discuss how the stigma of mental health can be reduced.</li><li>Remind employees that it is ok to talk about their individual challenges and difficulties if they feel like they can and want to.</li><li>Make everyone aware that we each have different experiences and no two individuals will feel the same way when dealing with the same situation, issue or challenge in our lives.</li><li>Discuss the importance of self-care and building time into individual routines to achieve this.</li></ul><h3 id="eacb5e7e-b726-4263-9d01-2ae21a839ce4" data-toc-id="eacb5e7e-b726-4263-9d01-2ae21a839ce4">Signposting</h3><ul><li>Remind employees of the mental health resources and support services available to them in your organisation (e.g. Mental Health First Aiders if applicable).</li><li>Provide details of your Employee Assistance Programme (EAP) if you have one.</li><li>Share details of local charities and national support services. Examples include:<ul><li>Talk Works Devon (NHS counselling self-referral service) - <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.talkworks.dpt.nhs.uk/">TALKWORKS | Devon's NHS Talking Therapies Service</a></li><li>Andy’s Man Club - <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://andysmanclub.co.uk/">ANDYSMANCLUB - It's Okay To Talk</a></li><li>Man Down - <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.mandownprogramme.com/">HOME | Man Down Programme</a></li><li>Lighthouse (for workers in the construction sector) - <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://lighthousecharity.com/support/self-referral">I need help for myself | Lighthouse</a></li></ul></li></ul>

In the UK the cost of poor mental health is estimated to be a staggering £42 to £45 billion each year. 

How to run a mental health awareness session with your team

This year we have seen an increase in clients seeking advice after an employee has “blown the whistle” on an internal practice or situation they are concerned about. When an employee raises a concern under the whistleblowing policy this is referred to as making a “protected disclosure.”In this article we will explore what a whistleblowing policy is and why employers need to have one.<h3 id="daf7e0ee-1668-4a9c-9597-7c7000d522bc" data-toc-id="daf7e0ee-1668-4a9c-9597-7c7000d522bc">What is a whistleblowing policy?</h3>A whistleblowing policy is the procedure for employees to follow if they suspect wrongdoing is occurring within their organisation. The policy enables employees to raise concerns which must then be investigated internally and objectively by the employer.<h3 id="bd454999-4776-4939-8922-671906363f08" data-toc-id="bd454999-4776-4939-8922-671906363f08">Why do employers need a whistleblowing policy?</h3>Having a policy steers employers to maintain high standards, demonstrate accountability and be transparent with all their stakeholders.By engaging with the policy organisations can reduce risks of fraud and unethical practices and help increase compliance with regulators and their health and safety obligations.<h3 id="93ad5b0e-5c78-4eae-9bcf-602e0ca12f3c" data-toc-id="93ad5b0e-5c78-4eae-9bcf-602e0ca12f3c">Legal considerations for employers</h3><ul><li>A whistleblower is protected against being dismissed, or subject to any detriment, for whistleblowing. This is set out in the Public Interest Disclosure Act 1998 (PIDA) which protects employees who report wrongdoing.</li><li>A dismissal for whistleblowing is automatically unfair even if the employer has followed a fair procedure.</li><li>The cap on compensation to a whistleblower does not apply to whistleblowing dismissals. The purpose of this is to stop an organisation from making a financial calculation along the lines of “if our worst-case scenario is a year’s pay, we are prepared to risk it to remove this troublemaker”.</li><li>An employee who alleges that they have been dismissed because of whistleblowing can apply to the employment tribunal for “interim relief” within seven days of their dismissal. This triggers a prompt hearing that only considers if the employee is likely to be able to show they were dismissed because of whistleblowing. If that is the finding the employer is ordered to continue paying the employee their full salary until the full tribunal is convened. The purpose of this is to minimise any financial hardship for a whistleblower who has been dismissed.</li><li>Whistleblower protections also include job applicants who have the right to make a “protected disclosure.”</li></ul><h3 id="cfc3e3c6-2c2c-498a-a532-4bf3fbf7fca3" data-toc-id="cfc3e3c6-2c2c-498a-a532-4bf3fbf7fca3">Essential elements of a whistleblowing policy</h3>A whistleblowing policy should:<ul><li>establish clear reporting channels, ensuring that workers know how and to whom to report their concerns</li><li>provide appropriate assurances of confidentiality</li><li>set out the protections against detriments and dismissal that apply to whistleblowers</li></ul>Best practice organisations will also:<ul><li>provide an anonymous reporting system (e.g. confidential phone line or reporting portal)</li><li>train employees at all levels about the importance of whistleblowing and associated procedures</li><li>Appoint a senior employee (e.g. a director) as whistleblowing champion to ensure the confidentiality of whistleblowers.</li></ul><h3 id="bda8883d-65eb-42e3-85f3-b3221102afe5" data-toc-id="bda8883d-65eb-42e3-85f3-b3221102afe5">Further support</h3>If you have any queries about whistleblowing please contact your HR consultant.Additional resources relating to whistleblowing include a toolbox talk video which can be found in your membership area of the SSG website.

In this article we will explore what a whistleblowing policy is and why employers need to have one.