The importance of compliance as an employer

What does compliance as an employer actually mean?

When it comes to health and safety, employer compliance is all about meeting your legal and ethical responsibilities as laid out in key legislation like the Health and Safety at Work Act 1974 and the Equality Act. These laws place a duty of care on you to take action to reduce health and safety risks within your business and ensure the wellbeing of your employees by providing a safe, supportive working environment.

Which compliance laws and regulations do employers need to follow?

To create a safe, fair and supportive workplace, employers are expected to comply with a number of key laws and regulations. While this is not an exhaustive list, some of the most important include:

• Display Screen Equipment Regulations 1992 – These regulations place legal duties on employers to ensure computer users have safe, ergonomic workstations, to help prevent issues like eye strain and posture-related discomfort.

• Health and Safety at Work Act 1974 – This sets the foundation for creating a safe workplace. It outlines your responsibility to manage risks and protect your people from harm.

• Management of Health and Safety at Work Regulations 1999 – These require employers to carry out risk assessments, put clear safety procedures in place, and make sure staff know how to work safely.

• Control of Substances Hazardous to Health (COSHH) Regulations 2002 – If your teams work with chemicals, fumes or other hazardous substances, you must follow these regulations to make sure they’re stored, handled and used safely to prevent ill health. Under these regulations, you may also be required to carry out health surveillance.

• Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) 2013 – These require employers to report work-related deaths, injuries, diseases and certain near-misses, providing information that can help identify risks and prevent future incidents.

• Equality Act 2010 – The Equality Act protects employees from discrimination (based on disability, for example) and requires employers, where applicable, to put reasonable adjustments in place so everyone can work safely and comfortably.

• Working Time Regulations 1998 – Sets out the rules on working hours, rest breaks and time off to help safeguard employee wellbeing and prevent fatigue-related risks.

• Manual Handling Operations Regulations 1992 – These regulations set out the duties of employers and employees to ensure safe manual handling in the workplace and minimise the risk of musculoskeletal injuries.

Which industries need to follow these laws and regulations?

These laws and regulations apply across all industries, but they’re especially crucial in those where people face higher safety, health or wellbeing risks. Sectors such as construction, manufacturing, logistics and healthcare and workplaces like laboratory environments, where there is a much higher risk of accidents, rely on robust health and safety compliance to keep employees safe and operations running smoothly.

However, maintaining compliance is also important within lower-risk settings, such as office-based organisations, where regulations around equality, ergonomics, working hours and mental wellbeing apply just as much.

Why is compliance with these regulations so important?

Compliance with these regulations is vital, not just because it’s a legal requirement, but also because it protects both your people and your organisation. By following the law, you create a safer, fairer and more supportive working environment where employees can do their best work without unnecessary risk.

It also helps you avoid costly incidents, legal challenges and reputational damage. Strong compliance shows your commitment to doing the right thing – caring for your teams, meeting your responsibilities and building a workplace culture where everyone feels valued and protected.

How do reasonable workplace adjustments fit into compliance?

Reasonable workplace adjustments play a big part in staying compliant, especially under the Equality Act, but they’re also simply about supporting people to work well. Adjustments help employees with disabilities, long-term health conditions or specific needs feel supported and able to do their jobs confidently.

An adjustment can be anything, from making changes to someone’s workstation set-up to introducing assistive technology or offering more flexibility in how or when someone works. Regularly reviewing any adjustments you’ve introduced shows you’re committed to creating an inclusive, supportive environment where everyone can thrive. It also helps you reduce absence, boost employee morale and keep valuable talent in your organisation.

What other responsibilities do employers have for employee health?

Beyond simply staying compliant, employers also have a responsibility to proactively support the health and wellbeing of their staff. This means looking after employees’ mental health, managing absence thoughtfully, and providing access to occupational health services or wellbeing initiatives, like health checks or lifestyle programmes. It also means creating a workplace where people feel comfortable speaking up, encouraging healthy ways of working and making adjustments when needed. Taking this approach not only helps prevent illness but also keeps your team engaged and thriving.