<h2 id="c1ed0d49-7e77-4643-9103-588929a5d8cd" data-toc-id="c1ed0d49-7e77-4643-9103-588929a5d8cd">The Importance of Workplace Health and Safety</h2>Effective workplace health and safety management remains a critical priority for organisations across the UK. From reducing workplace accidents to managing employee wellbeing, businesses must continuously improve their health and safety procedures, risk assessments and staff training to meet legal requirements and protect their workforce.Strong health and safety training and a proactive safety culture not only help organisations maintain compliance with UK regulations, but also support productivity, employee engagement and long-term business success.<div data-type="horizontalRule"><hr></div><h2 id="2897824b-7c1d-4793-ae33-d9b56c3893e0" data-toc-id="2897824b-7c1d-4793-ae33-d9b56c3893e0">The Reality of Workplace Safety in the UK</h2>Recent data from the Health and Safety Executive (HSE) highlights the scale of the challenge facing UK employers.According to the latest HSE workplace injury statistics:<ul><li>124 workers were killed in work-related accidents in Great Britain</li><li>Around 680,000 workers sustained a non-fatal workplace injury</li><li>1.9 million workers were suffering from work-related ill health, including:<ul><li>964,000 cases of work-related stress, depression or anxiety</li><li>Over 500,000 musculoskeletal disorders such as back or joint injuries</li></ul></li></ul><ul><li>Workplace injuries and ill health result in more than 40 million working days lost each year across the UK</li></ul>These figures highlight why organisations must prioritise workplace risk management, health and safety training and compliance monitoring.<div data-type="horizontalRule"><hr></div><h2 id="bbbccbde-b047-4ba4-886b-d9a56428d36d" data-toc-id="bbbccbde-b047-4ba4-886b-d9a56428d36d">Common Workplace Safety Risks</h2>Across multiple industries, many workplace accidents are caused by hazards that can be prevented through effective health and safety policies and training programmes.Some of the most common risks include:✔ Slips, trips and falls in the workplace ✔ Manual handling injuries caused by poor lifting techniques ✔ Falls from height, particularly in construction and maintenance environments ✔ Insufficient health and safety training for employees ✔ Outdated or incomplete risk assessments and safety proceduresImplementing robust health and safety management systems, combined with regular employee training, can significantly reduce these risks.<div data-type="horizontalRule"><hr></div><h2 id="12e3fc51-6e97-4f0f-ace2-8c1aa769eee7" data-toc-id="12e3fc51-6e97-4f0f-ace2-8c1aa769eee7">Building a Strong Health and Safety Culture</h2>Organisations that prioritise health and safety compliance and employee training tend to experience fewer workplace incidents and improved operational performance.A strong health and safety culture typically includes:<ul><li>Regular risk assessments and hazard identification</li><li>Effective health and safety training programmes</li><li>Clear workplace safety policies and procedures</li><li>Leadership commitment to employee wellbeing and compliance</li><li>Ongoing monitoring and continuous improvement of safety management systems</li></ul>Investing in health and safety consultancy and accredited training helps businesses stay up to date with regulations and develop safer working environments.<div data-type="horizontalRule"><hr></div><h2 id="eb8957c6-36d7-49e0-a0a7-cd0f82001830" data-toc-id="eb8957c6-36d7-49e0-a0a7-cd0f82001830">Health and Safety Is an Ongoing Commitment</h2>Workplace health and safety is not simply about meeting regulatory requirements - it is about protecting employees, reducing risk and creating sustainable, productive organisations.As workplaces evolve and new risks emerge, businesses must continue to invest in training, consultancy support and effective safety management systems to ensure their teams remain safe and compliant.Events such as The Health &amp; Safety Event in Birmingham provide valuable opportunities for professionals to explore new ideas, share best practice and strengthen their workplace safety strategies.<div data-type="horizontalRule"><hr></div><h2 id="dbd7013d-8268-45c4-b174-c48d82e5b9ea" data-toc-id="dbd7013d-8268-45c4-b174-c48d82e5b9ea">Talk to the Experts</h2>At SSG Training &amp; Consultancy, we support organisations with health and safety training, risk assessments, workplace compliance and consultancy services. We also offer a range of courses delivered through flexible learning methods, including classroom, virtual classroom and e-learning.View our courses here: <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses">Find A Course - SSG Training &amp; Consultancy</a>What’s the biggest health and safety challenge your organisation is facing today?<div data-type="horizontalRule"><hr></div>Source: <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hse.gov.uk/statistics/">https://www.hse.gov.uk/statistics/</a> <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hse.gov.uk/statistics/dayslost.htm">Working days lost in Great Britain - HSE</a> <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hse.gov.uk/statistics/fatals.htm">https://www.hse.gov.uk/statistics/fatals.htm</a>

Workplace health and safety is more important than ever. Discover the latest HSE statistics, common risks and how training and strong safety culture can help organisations protect their workforce.

Workplace Health and Safety in the UK: Why training, compliance and risk management still matter

A judge has ruled that a former British Airways (BA) employee who was accused of masturbating in front of a colleague was unfairly dismissed.Cabin crew member Okan Dalkiran and a female colleague, referred to as X, had been sleeping in adjacent bunks in a&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/what-can-hr-learn-from-the-heathrow-airport-closure">Heathrow&nbsp;</a>Airport rest centre when X said she saw Dalkiran exposing himself, according to a&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/employment-tribunal-decisions/mr-o-dalkiran-v-british-airways-plc-6007777-slash-2024">tribunal document</a>&nbsp;published on 17 February.&nbsp;She reported the incident to a manager the following day, prompting an&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/former-police-officer-protests-too-long-misconduct-investigation">investigation</a>, and in August 2023 Dalkiran was arrested aboard an empty flight.The claimant was charged with “intentionally exposing himself intending to cause alarm and distress”, but was found not guilty after magistrates considered camera footage, the lighting conditions, and that there were others in the room who did not see or hear what X described.&nbsp;Dalkiran was dismissed on 9 April 2024 and subsequently brought an&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/flawed-investigation-prompts-12k-unfair-dismissal-payout">unfair dismissal</a>&nbsp;claim against BA. Employment judge Sally Cowen found that the airline’s investigator had not properly tested the evidence before accepting it.Judge Cowen said the investigation “relied on the fact that X seemed to be upset about it” and that “failed to test the credibility of X’s version of events”, adding that BA did not obtain details from the magistrates’ court to verify whether the account being relied upon was accurate.HR professionals should recognise that serious allegations alone do not justify summary dismissal, even when&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/comment/what-to-do-when-an-employee-is-arrested">criminal charges</a>&nbsp;have been brought, said Roy Magara, solicitor advocate and founder of employment law firm Magara Law.&nbsp;<div data-type="horizontalRule"><hr></div>Magara told&nbsp;HR&nbsp;magazine: “What tribunals will focus on is whether the employer had a genuine and reasonable belief in&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/met-officer-misused-laptop-for-explicit-writing">misconduct</a>, grounded in evidence and formed after a reasonable investigation at the time the dismissal decision was taken.“The test is not whether the employee can be proved guilty beyond reasonable doubt, and it does not hinge on the outcome of any criminal trial.”Speaking to&nbsp;HR&nbsp;magazine on 10 October about&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/tribunal-grants-16k-to-man-dismissed-over-mock-irish-accent">flawed investigation processes</a>, Liz Stevens, professional support lawyer in the employment team at Birketts LLP, said that “an impartial investigation is a key cornerstone of the Acas Code of Practice and to achieve a fair dismissal”.Stevens added: “Employers should always make sure that an independent manager with the necessary skills and experience is appointed to investigate disciplinary allegations, particularly where the potential consequences are so serious for the employee.&nbsp;<div data-type="horizontalRule"><hr></div>Magara explained that when allegations involve potential criminal conduct in the workplace, employers should “act swiftly but sensibly”. “A neutral&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/doctor-suspended-for-faking-work-history-and-hiding-convictions">suspension</a>&nbsp;on full pay may be appropriate while facts are gathered, but only where it is genuinely necessary.“Employers must conduct their own internal investigation that is independent of any criminal process, as the standards and purposes of a disciplinary investigation differ from those of the criminal courts.”A reasonable investigation should be prompt and proportionate to the seriousness of the allegation, said Magara: “It should involve proper evidence gathering, whether that is witness statements,&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/security-manager-who-watched-cctv-at-work-wins-31k">CCTV</a>&nbsp;or documentation, and it must give the accused a fair opportunity to respond.”“Tribunals do not expect perfection, but they do expect employers to take reasonable steps to test the reliability of the evidence before reaching a decision,” Magara concluded&nbsp;&nbsp;<div data-type="horizontalRule"><hr></div>&nbsp;Source: <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hrmagazine.co.uk/content/news/former-ba-worker-unfairly-dismissed-after-indecent-exposure-arrest">https://www.hrmagazine.co.uk/content/news/former-ba-worker-unfairly-dismissed-after-indecent-exposure-arrest</a>

“A reasonable investigation should be prompt, and proportionate to the seriousness of the allegation”, said solicitor advocate Roy Magara

Former BA worker unfairly dismissed after indecent exposure arrest

By <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://hrreview.co.uk/author/wfurneybwtl-co-uk">William Furney</a><div data-type="horizontalRule"><hr></div>Changes to statutory sick pay are expected to have the biggest impact on workplaces under the Employment Rights Act, with both employers and employees identifying the reform as the most significant shift in day-to-day working life.The change, which will allow workers to receive sick pay from the first day of illness rather than the fourth, comes alongside a wider package of employment law reforms that will alter dismissal rights, flexible working and family leave.The scale of the&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://hrreview.co.uk/hr-news/employment-law/fire-and-rehire-ban-delayed-to-2027/386064">reforms</a>, described as the most significant overhaul of workplace rights in a generation, is already shaping expectations around how organisations manage absence, performance and employee support.Polling carried out by YouGov on behalf of Acas, the Advisory, Conciliation and Arbitration Service, the UK’s workplace relations body, found that sick pay changes ranked highest among both employers and workers when asked which reforms would have the greatest impact.&nbsp;<div data-type="horizontalRule"><hr></div>&nbsp;<h2 id="03a36be2-b26f-42a8-b627-a98a52ab7711" data-toc-id="03a36be2-b26f-42a8-b627-a98a52ab7711">Sick pay change emerges as top concern</h2>The survey showed that 43 per cent of employers and 36 per cent of employees identified day-one sick pay as the most influential change in the new legislation.The reform is expected to alter how absence is managed, particularly in organisations that have relied on waiting periods before statutory sick pay begins. It may also affect how employees approach short-term illness, removing a financial disincentive to taking time off when unwell.Alongside sick pay, changes to unfair dismissal rules were also seen as a major development. Under the new framework, workers will gain protection after six months in a role rather than the current two-year threshold. This was selected by 31 per cent of employers and 30 per cent of employees as one of the most impactful measures.The changes are due to come into force in stages, with new paternity leave rights and sick pay rules taking effect from April 2026, followed by dismissal protections in 2027.<h2></h2><div data-type="horizontalRule"><hr></div><h2 id="d8cc9bb0-b057-4db8-bcd4-cab0a22677fc" data-toc-id="d8cc9bb0-b057-4db8-bcd4-cab0a22677fc">Diverging priorities between employers and workers</h2>Beyond the two leading reforms, the survey revealed differences in how employers and employees view the next most significant changes.Employers ranked day-one paternity leave rights as their third most impactful reform, with 28 per cent selecting it. The change will allow employees to take paternity leave from the start of their employment, replacing the current requirement of 26 weeks’ service.Employees, by contrast, placed greater emphasis on&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://hrreview.co.uk/hr-news/flexible-working-policies-fall-short/383896">flexible working</a>, with 28 per cent identifying measures to improve access to flexible arrangements as a key change.Flexible working reforms, expected to be introduced in 2027, are intended to make it easier for employees to request changes to when, where and how they work, with updated processes and expectations set out in guidance.Other measures in the Act, including stronger protections around redundancy consultation, zero-hours contracts and trade union rights, were seen as less immediately impactful by respondents.<div data-type="horizontalRule"><hr></div><h2 id="45fd0e07-1015-43ea-a662-0ed94e8121a7" data-toc-id="45fd0e07-1015-43ea-a662-0ed94e8121a7">Acas prepares for implementation support</h2>Niall Mackenzie, chief executive of Acas, said the survey showed which reforms were most prominent in workplace thinking as implementation begins, and that new rights on sick pay and dismissal were at the forefront for both groups. “It is clear from our polls that new worker rights on sick pay and protections from being unfairly dismissed from work are at the forefront in the minds of employers and workers.”He said Acas would play a central role in supporting organisations and employees through the transition. “Acas will play a crucial role working with employers, workers and their representatives on the implementation of the Employment Rights Act and updating its advice and training.”Mackenzie described the legislation as a major turning point for workplace regulation. “These reforms represent the biggest shake-up to employment law in a generation. Acas remain best placed as independent experts helping everyone at work throughout this period of change.”<div data-type="horizontalRule"><hr></div><h2 id="74a3ad3e-1bf6-4942-9f82-0514f90819c5" data-toc-id="74a3ad3e-1bf6-4942-9f82-0514f90819c5">Phased rollout will reshape workplace practices</h2>The&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://assets.publishing.service.gov.uk/media/696fabb3c0f4afaa9536a0f2/employment-rights-act-2025-overview-factsheet.pdf">Employment Rights Act</a>&nbsp;introduces changes in stages, giving organisations time to adapt policies and processes. From April 2026, employees will gain immediate eligibility for paternity leave, alongside changes to sick pay entitlement.From January 2027, the threshold for unfair dismissal protection will fall to six months’ service, significantly widening access to legal protection for newer employees.Further reforms aimed at improving access to flexible working are also expected in 2027, reinforcing a broader shift towards more adaptable working arrangements.As the changes come into effect, organisations will need to review absence policies, update contracts and ensure that managers understand the new legal framework. The combination of earlier access to sick pay and stronger dismissal protections is likely to place greater emphasis on fair procedures, documentation and consistency in decision-making.The polling was conducted online by YouGov on behalf of Acas, with a sample of 1,011 senior decision makers and 1,000 employees across Great Britain. Fieldwork took place in early February 2026, and the data was weighted to reflect business size and region.&nbsp;<div data-type="horizontalRule"><hr></div>Source: <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://hrreview.co.uk/hr-news/employment-law/sick-pay-overhaul-set-to-reshape-workplaces-as-reforms-take-hold/386634">https://hrreview.co.uk/hr-news/employment-law/sick-pay-overhaul-set-to-reshape-workplaces-as-reforms-take-hold/386634</a>&nbsp;

New Acas research shows day-one statutory sick pay is set to have the biggest impact on workplaces under the Employment Rights Act, as major reforms to sick pay, dismissal rights and flexible working begin rolling out from 2026.

Sick pay overhaul set to reshape workplaces as reforms take hold

If you watched the BAFTAs (or perhaps even if you didn’t), you will be aware of the latest Media storm surrounding John Davidson and the involuntary tic, causing offence at the event when a racial slur was heard on live television:&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.peoplemanagement.co.uk/article/1949720/when-tourettes-tics-cause-harm-work-hr-balance-inclusion-psychological-safety">https://www.peoplemanagement.co.uk/article/1949720/when-tourettes-tics-cause-harm-work-hr-balance-inclusion-psychological-safety</a>&nbsp;From a distance, it is easy to analyse who was in the wrong here.But when you are caught in the moment, and try to manage health conditions and protected characteristics at work, things can become tricky very quickly.&nbsp;For example, say you have a team member who is affected by a type of autism that makes them respond in a blunt, abrupt manner.At what point should you as the employer step in to protect other team members or customers (who may be affected by a protected characteristic themselves) from verbal back-lash, considering that the condition calls for reasonable adjustments under the Equality Act 2010?&nbsp;<div data-type="horizontalRule"><hr></div><h2 id="285baac5-afda-4b0a-80b1-9b286d7f8ac6" data-toc-id="285baac5-afda-4b0a-80b1-9b286d7f8ac6">What is reasonable?</h2>&nbsp;Let the individual respond in whichever way they feel is appropriate?Remove them from a customer facing role?Enforce your rules regarding interpersonal interactions at work and tell them to work on their communication skills?&nbsp;<div data-type="horizontalRule"><hr></div><h2 id="0850f310-e9d0-4ba3-acb9-d82490dc520d" data-toc-id="0850f310-e9d0-4ba3-acb9-d82490dc520d">The answer is: It depends.</h2>What are their capabilities in terms of interpersonal interaction? Are they affected by any medication? How is the environment they work in impacting them? What is going on outside of work that might exacerbate the issue? How significant is the impact their behaviour is having?&nbsp;Occupational Health can give you pointers but ultimately it is down to you to decide.&nbsp;<div data-type="horizontalRule"><hr></div><h2></h2><h2 id="6644fa61-5de8-4cb9-9f97-03fec34ebac0" data-toc-id="6644fa61-5de8-4cb9-9f97-03fec34ebac0">How do I decide?</h2><ul><li>Don’t ignore the problem. The longer issues fester, the more difficult it becomes to address them.</li><li>Investigate thoroughly – don’t just go with your gut! Unconscious bias manifests in all of us. Be aware of your bias and analyse the situation from a clear and objective viewpoint.</li><li>Communicate clearly with all parties involved. There is nothing wrong with saying ‘I don’t know – what do you think?’. In fact, an explorative, open approach may make the conversation a lot easier.</li><li>Get advice from occupational health. Ultimately, a medical opinion will give your decision-making the best guidance.</li><li>Talk to us! Chances are, we have dealt with a similar issue before. And we will be able to give you guidance based on recent caselaw and legal advice.</li></ul>&nbsp;

What does “reasonable” really mean at work? Using a recent high-profile incident as context, this article explores how employers can balance health conditions, protected characteristics and workplace behaviour - and how to make fair, confident decisions when the answer isn’t clear-cut.

What is reasonable?

By&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.peoplemanagement.co.uk/author/5240/Mahalia-Mayne">Mahalia Mayne</a>&nbsp;25 February 2026&nbsp;<div data-type="horizontalRule"><hr></div>A growing number of employees are using artificial intelligence to write grievances and appeal redundancies and disciplinaries. However, the often inaccurate information AI cites is complicating the workplace dispute processes.More than 8 in 10 (83 per cent) HR directors reported working with a business facing issues related to employee AI use in the past 12 months, according to a survey by HR outsourcing business The HR Dept.Almost all (95 per cent) respondents reported encountering cases where an employee used AI to raise a grievance or navigate the dispute process.&nbsp;&nbsp;In 78 per cent of cases, AI-generated grievances relied on inaccurate information or misrepresentations, while 11 per cent said the documents were full of incorrect information.“Employees, in some cases, may take what AI says as fact and send it to their employer without fact-checking or reading into the information from which AI has drawn its conclusions and summaries,” said Lucy Westlake, director of HR Dept Norwich and the east coast.The inaccuracies in AI-generated grievances are generating “increased confusion and frustration” among HR teams, she warned.It is also raising expectations among aggrieved employees, who are relying on the flawed advice of AI chatbots. This can create a sense of being “cheated” when that outcome is not met, Westlake said.&nbsp;“HR has a new role to play in justifying and providing that the existing policy and process is correct, as well as keeping up to date with case law and reflecting this in changes to procedures themselves,” she added.&nbsp;<div data-type="horizontalRule"><hr></div><h2 id="1ebdedee-01c4-4870-abb8-1a7151e9421d" data-toc-id="1ebdedee-01c4-4870-abb8-1a7151e9421d">Quantity over quality</h2>Even routine grievance cases are being complicated by AI tools that prioritise volume over substance. HR directors provided case studies of employees using tools such as ChatGPT to produce more than 10 pages of material for a single grievance.Others are adopting specialised tools such as Grapple Law to draft ‘without prejudice’ letters that mimic a professional legal tone but lack accuracy.“The wording can sound convincing while still being legally wrong. AI can help organise a complaint and give it a more formal tone, but it does not check the facts or apply employment law reliably,” explained James Rowland, commercial director at Neathouse Partners.These grievances are taking HR teams longer to read and are more challenging to evaluate. The impact is being felt most acutely among smaller employers that lack the resources to manage lengthy claims.“That adds strain to HR teams, which have to sort genuine concerns from incorrect legal references, inflated assertions or claims that do not align with the actual framework,” Rowland added.Of the HR directors who encountered AI-related issues this year, 44 per cent reported working with up to five businesses on these challenges, while 17 per cent had supported more than 10 organisations facing AI disputes.The increase in AI-drafted grievances has coincided with a lengthening tribunal backlog. According to&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/statistics/tribunals-statistics-quarterly-july-to-september-2025/tribunal-statistics-quarterly-july-to-september-2025">government statistics</a>, the tribunal service held more than 500,000 open employment tribunal claims between July and September 2025.However, AI-written claims rarely succeed. Of the HR directors who saw AI-assisted grievances reach a tribunal, 86 per cent reported that none of the employee cases had been successful.“Dealing with grievances could drain resources that employers are unable to spare,” said Phil Coxon, managing director at HR software company Breathe HR. “Employers must ensure they can easily find and cite relevant policies and employee data, so they're prepared if they do find themselves faced with tribunal cases featuring AI-generated claims.”&nbsp;<div data-type="horizontalRule"><hr></div>Source:&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.peoplemanagement.co.uk/article/1949582/ai-assisted-grievances-pile-pressure-people-teams-survey-finds">https://www.peoplemanagement.co.uk/article/1949582/ai-assisted-grievances-pile-pressure-people-teams-survey-finds</a>

Majority of AI-generated claims contain false or inaccurate information, creating increased confusion and frustration for HR teams

AI-assisted grievances pile pressure on people teams, survey finds...

Heart Month is an important opportunity to raise awareness of heart health and the steps we can all take to reduce the risk of heart disease and cardiovascular disease. Your heart is a powerful, hardworking organ that pumps blood around your body every minute of the day, delivering oxygen and nutrients while removing waste products.&nbsp;Understanding how the heart works, what increases the risk of heart disease, and how everyday lifestyle choices affect heart health can help you take control of your well-being.&nbsp;&nbsp;This Heart Month, learning more about your heart is a simple but effective way to support long-term health and protect the organ that keeps you going.&nbsp; <h2 id="537d8a28-ef6e-42c2-a1f8-d688692f88ed" data-toc-id="537d8a28-ef6e-42c2-a1f8-d688692f88ed">Heart Health: Key Takeaways&nbsp;</h2><ul><li>This Heart Month, small, consistent changes can make a big difference to your heart and overall wellbeing&nbsp;</li></ul><ul><li>Understanding how your heart works helps you recognise the importance of protecting it&nbsp;</li></ul><ul><li>Cardiovascular disease risk factors include high blood pressure, high cholesterol, smoking, obesity and inactivity&nbsp;</li></ul><ul><li>Uncontrollable risk factors - Some risk factors cannot be changed, such as age, family history and sex - but many can be managed&nbsp;</li></ul><ul><li>Healthy lifestyle choices like balanced eating, regular exercise, good sleep and stress management support long-term heart health&nbsp;</li></ul><ul><li>Knowing CPR can save lives in a cardiac emergency and is an important part of community heart health&nbsp;</li></ul><h2 id="bb006b14-d52d-47b5-b2ff-db6b8b64f91f" data-toc-id="bb006b14-d52d-47b5-b2ff-db6b8b64f91f">&nbsp; Heart Health: Understanding how your heart works&nbsp;</h2>The heart delivers oxygen and nutrients to the body, whilst also removing waste products as blood travels around the body.&nbsp;It is divided down the centre by a structure called the septum. The left side of the heart pumps oxygenated blood to the body, while the right side pumps deoxygenated blood to the lungs.&nbsp;When you breathe in, oxygen enters the lungs and passes into tiny air sacs called alveoli. These alveoli allow oxygen to move into the bloodstream and travel to the heart. At the same time, carbon dioxide is removed from the blood and exhaled. This process is essential for maintaining healthy heart and lung function.&nbsp;&nbsp;<h2 id="ecbc8572-daa3-4722-af1f-a4ec43e5aed7" data-toc-id="ecbc8572-daa3-4722-af1f-a4ec43e5aed7">Key parts of the heart and their functions&nbsp;</h2>The heart is a muscular organ, about the size of a fist, and made up of four chambers. The two upper chambers, known as the right and left atria, receive blood as it enters the heart. The two lower chambers, the right and left ventricles, pump blood out of the heart.&nbsp;There are four main heart valves (tricuspid, pulmonary, mitral and aortic valves). These valves act as one-way gates, preventing blood from flowing backwards and ensuring it continues to circulate in the correct direction.&nbsp;The heart also had its own electrical system. Electrical impulses trigger consistent, rhythmic contractions of the heart muscle, helping to maintain a steady heartbeat and ensuring blood is pumped effectively.&nbsp;&nbsp;<h2 id="92bd8ebc-c20d-4605-ba63-66ec3c5cb5a8" data-toc-id="92bd8ebc-c20d-4605-ba63-66ec3c5cb5a8">How blood flows through the heart and body&nbsp;</h2>Blood flow through the heart follows a precise and continuous pathway. Deoxygenated blood from the body enters the right atrium and passes through the tricuspid valve into the right ventricle. The right ventricle then pumps the blood to the lungs, where oxygen is absorbed and carbon dioxide is released.&nbsp;&nbsp;Oxygen-rich blood returns to the left atrium and flows through the mitral valve into the left ventricle. The left ventricle then pumps the blood to the rest of the body.&nbsp;The heart is protected by a sac called the pericardium and is supplied with oxygen and nutrients by the coronary arteries. Because the heart works non-stop to keep you alive, so taking care of your heart should be a top priority.&nbsp;&nbsp;<h2 id="293af07b-1b8b-4ac4-88fe-8f2ad5c8a389" data-toc-id="293af07b-1b8b-4ac4-88fe-8f2ad5c8a389">Cardiovascular disease and heart disease risk factors&nbsp;</h2>Cardiovascular disease refers to conditions that affect the heart and blood vessels and is one of the leading causes of heart attacks. Several factors can increase the risk of developing heart disease, including high blood pressure, high cholesterol, smoking, obesity and a sedentary lifestyle.&nbsp;Understanding these risk factors is essential for prevention, as many of them can be managed or reduced through lifestyle changes and regular health checks.&nbsp;&nbsp;<h2 id="60276642-f5ac-44f1-ba5d-49f85d45851b" data-toc-id="60276642-f5ac-44f1-ba5d-49f85d45851b">Uncontrollable risk factors for heart disease&nbsp;</h2>Some risk factors for heart disease cannot be changed. The risk of heart disease increases with age, particularly for men over 45 and women over the age of 55. A family history of heart disease can also increase the risk.&nbsp;Men generally have a higher risk of heart attack at a younger age compared to women, although women’s risk increases after menopause. Certain ethnic groups may also have a higher risk of heart disease due to genetic and environmental factors.&nbsp;While these risk factors cannot be controlled, being aware of them allows for early action and prevention. Taking a proactive approach to heart health can significantly reduce the risk of a heart attack and improve overall well-being.&nbsp;<h2 id="f86775d7-7593-4d06-879f-156d07845c0f" data-toc-id="f86775d7-7593-4d06-879f-156d07845c0f">Healthy lifestyle choices for a healthy heart&nbsp;</h2>Making healthy lifestyle choices plays a major role in supporting long-term heart health.&nbsp;What you eat has a direct impact on your heart. A heart-healthy diet should focus on:&nbsp;<ul><li>Fruits and vegetables - these provide fibre, vitamins and antioxidants&nbsp;</li></ul><ul><li>Whole grains - such as brown rice, oats and wholemeal bread&nbsp;</li></ul><ul><li>Healthy fats - found in seeds, avocados, olive oil and nuts&nbsp;</li></ul><ul><li>Lean proteins - such as beans, fish and legumes (plants in the pea family)&nbsp;</li></ul>Food high in salt, sugar and unhealthy fats should be limited as they can raise blood pressure and increase cholesterol levels.&nbsp;Regular physical activity helps keep your heart strong and improves circulation. Activities such as walking, swimming, jogging or dancing are all beneficial. Even a brisk 30-minute walk each day can help keep your heart healthy.&nbsp;Maintaining a healthy body weight reduces the risk of high blood pressure, high cholesterol and diabetes. Reducing alcohol intake and smoking are also important, as excessive alcohol, along with smoking, can weaken the heart muscle and raise blood pressure.&nbsp;Managing stress is another key part of protecting your heart. Stress is common in both work and home environments, so taking time to relax with family, friends or in nature can help reduce its impact.&nbsp;Sleep is also vital for keeping your body, mind and heart healthy. Adults should aim for seven to nine hours of sleep each night. Reducing screen time before bed and limiting fluids in the evening may also help improve sleep quality.&nbsp;&nbsp;<h2 id="7edfaf10-e48d-4879-9df4-9e6cf6317dd4" data-toc-id="7edfaf10-e48d-4879-9df4-9e6cf6317dd4">CPR Awareness: Knowing what to do in an emergency&nbsp;</h2>During Heart Month, it’s also important to remember that knowing how to respond in a cardiac emergency can save lives. Cardiopulmonary resuscitation (CPR) can help maintain blood flow and oxygen to vital organs if someone’s heart stops.&nbsp;▶ Watch our CPR video to learn the basic steps and build confidence in an emergency:&nbsp;<div data-youtube-video="" src="https://youtu.be/YbsybYuoJFw" data-width="100%" data-height="480" data-align="center" data-start="0"><iframe src="https://www.youtube.com/embed/YbsybYuoJFw" width="640" height="480" allowfullscreen="true" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture" frameborder="0"></iframe></div>Learning CPR is a practical way to support heart health in your community and help you be prepared to act if someone experiences a cardiac arrest.&nbsp;<h2 id="099e048f-f704-4495-b5e9-36b22d1ca2e7" data-toc-id="099e048f-f704-4495-b5e9-36b22d1ca2e7">Looking after your heart&nbsp;</h2>This Heart Month, looking after your heart isn’t about making huge changes overnight; it’s about small, consistent choices that add up over time. You are the only person who can truly take care of your heart.&nbsp;&nbsp;By eating a balanced diet, staying active, managing stress, getting enough sleep and attending regular health checks, you can significantly reduce your risk of heart disease. Your heart works tirelessly to support you every day, so take this opportunity to return the favour. A healthier heart means a healthier you, not just this month, but for life.&nbsp;

This Heart Month, learning more about your heart is a simple but effective way to support long-term health and protect the organ that keeps you going. 

Heart smart: tips to understand, protect and care for your heart this February

From February 2026, NEBOSH is changing the way it names its most popular qualifications.If you’ve heard of the NEBOSH General Certificate (NGC) or International General Certificate (IGC), you might be wondering what’s happening to them, and whether the qualification you know and trust is being replaced.The qualifications will continue to be known by their familiar titles, but NEBOSH is retiring the NGC and IGC syllabus codes and introducing clearer qualification names in their place.This change is designed to make NEBOSH qualifications easier to understand, compare and find, particularly for learners and employers who are new to health and safety training - while maintaining the same gold-standard quality employers value worldwide.So if you’re asking:<ul><li>Is the NEBOSH General Certificate changing?</li><li>What replaces NGC and IGC?</li><li>Will my qualification still be recognised?</li></ul>You’re in the right place - let’s break it down ?<h2 id="15095afa-5718-4366-9944-fdbb87cb5545" data-toc-id="15095afa-5718-4366-9944-fdbb87cb5545">Unit 1 - The Knowledge-based Exam</h2>Previously:<ul><li>NG1 (National)</li><li>IG1 (International)</li></ul>From 2026:<ul><li>GNC1 (National)</li><li>GIC1 (International)</li></ul>Despite the new codes, the exam format itself remains unchanged. Learners will still complete the 24-hour, open-book, scenario-based assessment that focuses on applying knowledge to real workplace situations.<h2 id="340f2dba-2019-47e5-97c6-3865622002a1" data-toc-id="340f2dba-2019-47e5-97c6-3865622002a1">Unit 2 - The practical risk assessment</h2>Previously:<ul><li>NG2 / IG2</li></ul>From 2026:<ul><li>GNC2 / GIC2</li></ul>This is where the most meaningful changes have been introduced, and they’re very much focused on fairness and clarity.<h2 id="2dbc68e2-b0c4-4f9b-89e9-708a2ddd976b" data-toc-id="2dbc68e2-b0c4-4f9b-89e9-708a2ddd976b">A fairer, more transparent practical assessment</h2>Historically, the Unit 2 practical assessment was marked on a strict “Met / Not Met” basis. This meant that missing a single element - even a minor one - could result in a referral.From 2026, NEBOSH is introducing a points-based marking system for the practical assessment:<ul><li>Points-based assessment: Marks are awarded across assessment criteria rather than a single pass / fail judgement</li><li>Pass mark: 60% overall</li><li>Clear feedback: Learners will receive a breakdown of their marks, making it easier to understand strengths and areas for improvement</li><li>Submission process: The practical assessment will be submitted via the NEBOSH online platform after completion of the Unit 1 exam</li></ul>This change reflects feedback from learners and training providers alike and makes the qualification feel more aligned with real-world competence.<h2 id="10cc5c60-e8de-4bfd-9169-d9fba5325700" data-toc-id="10cc5c60-e8de-4bfd-9169-d9fba5325700">Key dates, results and qualification recognition</h2>If you’re planning your studies, these are the dates that matter:<ul><li>Teaching of the new syllabus begins: 2 February 2026</li><li>First exams under the new GNC / GIC titles: 4 March 2026</li><li>Results release: Both Unit 1 and Unit 2 results will be issued together, 60 working days after the Unit 1 exam</li></ul>Importantly, the status and recognition of the qualification remain unchanged. The NEBOSH General Certificate:<ul><li>Maintains eligibility for IOSH membership (TechIOSH)</li><li>Remains recognised by IIRSM and employers worldwide</li></ul><h2 id="b7a2d172-3643-4fbf-b5c1-fd19520119a1" data-toc-id="b7a2d172-3643-4fbf-b5c1-fd19520119a1">What if you’re already studying?</h2><ul><li>NEBOSH has confirmed transition arrangements to ensure learners are not disadvantaged.</li><li>Learners who have attempted but not yet passed Unit 2 under the old syllabus will remain on the existing specification, with time to complete it.</li><li>Learners who have not yet submitted Unit 2 will transition to the new GNC2 or GIC2 assessment.</li><li>New starters from 2026 will study the updated GNC or GIC syllabus in full.</li><li>This phased approach ensures continuity while allowing learners to benefit from the improved assessment model.</li></ul><h2 id="bfd69685-b144-49b9-a06c-634e541d78fa" data-toc-id="bfd69685-b144-49b9-a06c-634e541d78fa">A positive step forward for learners</h2>Overall, these updates represent a positive evolution of the NEBOSH General Certificate. The revised practical assessment is fairer, more transparent, and better reflects real-world health and safety practice, while the qualification itself retains its strong reputation and professional value.Training providers are already aligning course materials, learner support, and assessment guidance with the updated syllabus to ensure a smooth transition.If you’re unsure which version of the qualification applies to you, or you’re considering enrolling and want advice, a learning advisor can confirm the best route and help you plan your next steps with confidence.To discuss your organisation’s training requirements, visit <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="http://www.ssg.co.uk">www.ssg.co.uk</a> or contact the SSG team today on 01752 206161.

NEBOSH is retiring the NGC and IGC syllabus codes and introducing clearer qualification names in their place.

A new name - the same respected NEBOSH qualification

Sexual harassment will become a "qualifying disclosure" under whistleblowing law from April 2026. This will mean protection from detriment and unfair dismissal for whistleblowers making a sexual harassment disclosure. So, this will mean that a complaint or report of sexual harassment at work will be treated as a protected disclosure under whistleblowing legislation.Employers will need to update their Whistleblowing Policy to maintain compliance with the amended legislation.<h2 id="cea115fb-a14d-4667-a554-0c8d882c5935" data-toc-id="cea115fb-a14d-4667-a554-0c8d882c5935">What is Whistleblowing? </h2>UK law protects workers who raise concerns about wrongdoing in the public interest. Such concerns include criminal offenses, dangers to health and safety, environmental damage and breaches of legal duty. These protections are set out in the Public Interest Disclosure Act 1998.To qualify for protection, a disclosure must relate to specific types of wrongdoing (such as those noted above) and be made to an appropriate person, such as an employer or regulator. Where a disclosure meets the legal test, workers are then protected from being dismissed or subjected to detriment (e.g. disciplinary action, demotion, blocked from training, etc.) because they spoke up.There is no minimum length of service required for whistleblowing protection.If a tribunal finds that a dismissal or other adverse treatment was “materially influenced” by a protected disclosure then the employer can face an uncapped compensation award.Sourced by: Gavin Parrott

Sexual harassment will become a "qualifying disclosure" under whistleblowing law from April 2026.

Changes to Whistleblowing protections under UK law

A new report by Empathy indicates a significant lack of employer support to employees when they are grieving. The report highlighted that as the UK has an ageing population there are now more people caring for ageing parents whilst simultaneously supporting their immediate families.The consequence is that an increasing proportion of UK employees are carrying a significant burden when a loved one dies. This cohort of employees have to balance months of administrative, legal, financial and emotional strain from a bereavement with attempting to stay productive at work.Empathy’s findings show employers struggle to keep pace with the increase in bereavement related pressures. The report shows a gap between what employees need and what their employer provides. This misalignment is undermining employee wellbeing, productivity, and retention.<h2 id="afcdefef-cf0d-49a6-942f-0a6c32c472c0" data-toc-id="afcdefef-cf0d-49a6-942f-0a6c32c472c0">Employer risks</h2>Employees now expect meaningful support from their employers following a bereavement.The Empathy data shows that 48% of employees that have experienced a loss would leave their job if the support from their employer was inadequate. This figure is highest amongst younger generations with 57% of Millennials and 74% of Gen Z saying they would leave if they deemed the support inadequate.The findings show that 92% of employee placed a high value on bereavement related employee benefits.23% of employees said the level of bereavement related benefits would influence their decision when considering a potential new employer. 100% of Gen Z employees placed a high value on bereavement-related employee benefits. The data indicates the wellbeing expectations younger workers now expect from their employers.<h3 id="fa7d79ed-e7c5-4963-a4de-6277ec3bf92e" data-toc-id="fa7d79ed-e7c5-4963-a4de-6277ec3bf92e">The breakdown of the most valuable benefits when considering an employer was:</h3><ul><li>23% bereavement support</li><li>17% parental leave</li><li>11% Employee Assistance Programme (EAP) and counselling services</li><li>5% gym membership and fitness benefits</li></ul>Impact and cost to employers of inadequate bereavement supportThe data shows the significant and long-lasting impact of bereavement on employees.In the first 12 months after a bereavement, 30% of employees still regularly struggle to concentrate at work. Furthermore, 27% of employees acknowledged that they were less productive.The most impacted generational group are millennials. 37% regularly struggled to concentrate and 35% had lower productivity. Furthermore 16% of the cohort were frequently missing work in the months after losing a loved one.The findings indicate that a Bereavement Policy alone is insufficient and employers need to offer more to grieving employees.<h3 id="b5334649-8127-4a0f-a38c-6e71b92abb72" data-toc-id="b5334649-8127-4a0f-a38c-6e71b92abb72">Employer options might include</h3><ul><li>Holding Manager and Employee 121s to identify the support the employee needs</li><li>Giving access to an EAP (employee assistance programme)</li><li>Paying for counselling sessions (or paying for time off to attend appointments)</li><li>Paying for access to financial advice (or paying for time off to attend appointments)</li><li>Temporarily adjusting workings hours or days</li></ul>The research shows a current need for employers to be ready to step in with bereavement support that is both practical and people focused.Sourced by: Gavin Parrott

A new report by Empathy indicates a significant lack of employer support to employees when they are grieving. 

Searching All categories...

Our Services