ISO 45001 - general questions

ISO 45001 is good, but the For most organizations the application of ISO 45001, and the decision
enforcement is very as to whether to seek certification, is a voluntary one, though in some
important. So how is specific situations the provisions of the standard may be included or
committee helping to enforce referenced in legislation, or compliance with the standard may be a
it? contractual requirement for the organization. It follows that
“enforcement” often falls purely to the organization itself, or there may
be a need to demonstrate conformance to a regulator, a certification
body, or a client.
ISO/TC 283 is therefore not directly involved in processes to enforce
application of the standard, or processes to assess compliance. Our
role is to help ensure that the requirements of the standard are clear
and can be easily understood, and to provide guidance on their
interpretation and application. To do this we gather feedback from
stakeholders, through national standards bodies and their mirror
committees, and through public consultation. This includes providing
answers to frequently asked questions via the committee website
https://committee.iso.org/home/tc283.

What if the top management Participation and consultation of workers is a requirement of ISO
of any organisation is not 45001, therefore top management must ensure that this takes place
taking the lead in terms of and the related requirements on communication are also complied
giving the opportunity of with, if they wish to claim compliance with ISO 45001 as a whole.
communication between
workers?
How can an autocratic As noted in the question, leadership commitment is very important to
leadership style in an ensuring success in managing OH&S risks and is a requirement in ISO
organization be 45001. Workers responsible for OH&S management can help develop
overcome/handled while leadership support by demonstrating the benefits of improving OH&S
implementing the workers performance to overall business objectives (e.g. less sickness absence,
participation aspect of the less operational disruption due to accidents, less chance of litigation
standard? This has been a against the organization). If those responsible for OH&S ensure
challenge in some of the ISO effective monitoring and evaluation of OH&S performance, it may be
45001 implementation possible to demonstrate to leaders that workers' performance
projects as leadership improves in those situations where workers are involved in making
commitment is key to realize decisions and understand why rules or processes are in place. This can
full conformity to the be done through limited interventions on specific issues. For example,
standard requirements. team leaders could discuss with workers ideas of how to reduce the
number of incidents relating to a particular hazard that affects them
directly, getting agreement on the best way to manage that risk, then
feeding back to leaders on the effectiveness of this approach when
compared with a traditional approach of imposing controls without
consultation.
6.1.2.3 Assessment of OH&S The identification, and assessment, of OH&S opportunities and other
opportunities and other opportunities for the OH&S management system, can be carried out
opportunities for the OH&S alongside, or separate from, the hazard and risk assessment (HIRA).
management system Shall be Certainly, HIRA can be used to identify some opportunities, however
conducted the part of HIRA or additional assessment may be needed to ensure that opportunities are
can we do it separately? not missed if identification is too narrowly focussed via HIRA.

When an organization ISO 45001 requires the organization to identify and assess all OH&S
implements ISO 45001 they risks to workers, so this already includes psychosocial risks. ISO 45003
should analyse the is being developed to provide additional guidance on this aspect, as it is
psychosocial risks, or only one which many organizations have limited experience with, yet one
when implementing ISO which is becoming increasingly significant for many.
45003?

Is responsiveness and ISO 45001 contains a section specific to emergency preparedness and
timeliness during emergencies response. Although there is no specific mention of timeliness, the
and times of crisis sufficiently organization is required to test its plans periodically and to evaluate
addressed? their effectiveness via these tests and any actual emergencies.
Timeliness is clearly an important attribute when considering whether
an emergency plan is effective, so it should always form part of such an
evaluation.

Can ISO 45001 be used to Yes, human factors are among the factors affecting OH&S risks to
address and manage the workers. The organization should therefore consider human factors
human factors? within the scope of its OH&S management system and use the ISO
45001 framework in addressing and managing the related risks.

Why does "worker It is important to note that each requirement in ISO 45001 is
participation" come together independent and that the organization needs to comply with all
with "leadership" in the in the requirements, regardless of the order in which they appear or how they
PDCA cycle? are grouped together. There is no particular significance to the fact that
these are grouped together within the document, other than because
of the interaction between the two clauses: effectively meeting the
requirements for leadership depends on meeting the requirements for
worker participation and vice versa. Additionally, ISO 45001 uses the
same clause structure as other management system standards such as
ISO 9001 (Quality Management) and ISO 14001 (Environmental
Management); putting the requirements for worker participation
alongside those for leadership helps preserve that common structure,
and is a useful reminder that together these elements are enablers of
effective OH&S management.
Could you please explain Please see the questions and answers on this topic on the TC 283
more details about non- website –https://committee.iso.org/home/tc283 - in the Frequently
routine operation in order to Asked Questions section, in the area related to Clause 6 of the
address the risks and standard. Establishing (grading) the magnitude of risks, taking into
opportunities? Do we have to account the controls in place, is key to establishing whether controls
add the grading system for are sufficient or whether action is needed; this applies equally to
the risks and the routine and non-routine operations.
opportunities that we have
addressed?

In the case of non-routine Yes, some non-routine can become routine activities over time. For
activities, workers have to be example, some of the changes that organizations have introduced to
trained in changes address the Covid-19 pandemic may become permanent, and this
incorporated in the should be reflected in training, process documentation, etc. It’s
infrastructure, equipment, important that when we adjust work and workplaces (in this case to
materials, physical conditions reduce the risks of transmission of the virus) that we assess how
of the workplace and hazards changes affect the risks for regular (routine) activities, but also consider
arising from these changes. If more occasional (non-routine) activities such as maintenance activities
the situation persists for a on equipment or buildings, and that we consider emergency
longer period, should this arrangements such as evacuation to an assembly point.
non-routine activity be
considered as having become
routine activity?

Can a company be certified as ISO 45001 can be used as the basis for a self-declaration of conformity
complying with the 45001 by an organization, for a “second party” assessment of an organization
standard? by a client, or for external, independent third-party certification.
Independent third-party certification of a management system is
voluntary, in other words a choice on the part of the organization itself.
That said, there are occasions where requirements for certification are
applied in supply chains where a client organization requires its
suppliers to be certified – this is currently less common with ISO 45001
than, for example, with ISO 9001 (Quality Management).
The credibility of any independent third-party certification, is
influenced by the choice of certification body. National Accreditation
Councils provide oversight of management system certification bodies
(“certifiers” or, in some countries “registrars”), reviewing aspects of
their work including competence and impartiality, but this
accreditation is voluntary on the part of certifiers. We would
recommend organizations employ a certifier accredited for ISO 45001.

What is meant by a By harassment ISO 45001 is referring to aggressive pressure,

harassment from the point of intimidation or bullying including behaviour that demeans, humiliates
view of 45001? or embarrasses a person.
Specific significant changes Principal differences between the requirements of ISO 45001 and those
from OHSAS 18001 please? of OSHAS 18001 are summarised in a PowerPoint presentation
available on the ISO/TC 283 website
(https://committee.iso.org/home/tc283). These differences include:
alignment to the structure and core requirements of other ISO
management system standards (e.g. ISO 9001); more emphasis on the
context of the organization, leadership and worker participation and
consultation.

ISO 45001 implementation handbook for small organizations

What is the Handbook? Does Yes, the handbook is a guidance document explaining how smaller
the Handbook provide organizations can implement the requirements of ISO 45001. It has
guidance to small deliberately been written in a less formal style and provides practical
organizations in applying the examples, to help organizations that do not have in-house OH&S
requirements of ISO 45001: specialists. It has been developed to support ISO 45001, not to replace
2018? it, although organizations beginning their journey in OH&S
management could choose to use the Handbook as a starting point for
developing an OH&S management system, rather than trying to comply
to ISO 45001 from the outset.

When will the Handbook be Publication is planned for early August 2020
published?

Where will I be able to get it? ISO will make the Handbook available to all national standards bodies.
It is up to each individual standards body if this is made available
through the national standards body. The handbook will always be
available from ISO directly if a national standards body decides not to
adopt it. The Handbook is currently being translated into a number of
different languages and national standards bodies will be able to
translate it into their own language should they choose to.

Is there a draft of the guide Drafts were not made available to users due to the speed the
for smaller organizations Handbook was developed and to ensure that anything made publicy
issued? available was sufficiently developed to provide accurate advice,
properly aligned to ISO 45001.

ISO 45003 - general questions

Will we need special skills to ISO 45003 provides practical guidance, with many examples, to help
perform risk assessment for non-specialist workers assess psychosocial risks effectively. Specialised
these psychological needs? training/skills can be useful to assess risks and manage psychological
health, but it is recognised that this is not always an option, so these
guidelines aim to assist all organizations even where there is no
specialist knowledge.

Will you be linking emotional ISO 45003 addresses all types of psychosocial risks, including different
stress in ISO 45003? Does ISO types of stress. It does not include specific guidance on PTSD.
45003 address PTSD?
How can we deal with person Legislation and regulation always take precedence over requirements
with underlying conditions in standards, therefore these must always be considered first. When
while respect their privacy supporting a worker with underlying conditions, the organization
without compromising the should consult with the worker on any personal information to be
law, say HIPAA in the US? accessed and retained by the organization and why this is needed.
Additionally the organization should make clear how that data will be
processed, how access will be controlled, and how confidentiality will
be maintained. Where possible such information should be
anonymized.

What is the modality of ISO 45003 contains guidance, rather than requirements, therefore it is
performing audits of ISO not a standard designed for separate audit. However this guidance can
45003? be used as a basis for assessing how psychosocial risks are being
managed within an overall OH&S management system, for example as
part of an ISO 45001 audit.

When an organization ISO 45001 requires the organization to identify and assess OH&S risks
implements ISO 45001 they to its workers, so this already includes psychosocial risks. ISO 45003
should analyse the provides additional guidance on this aspect of OH&S as it is a subject
psychosocial risks, or only many organizations have limited knowledge of and lack the
when implementing ISO competence to manage the risks effectively, yet it is also becoming
45003? increasingly significant for many.

Is it possible to add a chapter ISO 45003 provides tips on raising awareness of psychosocial risks for
in ISO 450003, including tips any organization in any setting - mental health is neglected in many
on how to raise awareness countries, not just in the developing world, so the guidelines address
about psychological risks in this as widely as possible. ISO/TC 283 is also exploring the particular
the work place in developing needs of developing countries, however, through the establishment of
countries, where mental a new developing countries coordination group, so if further specific
health is still highly neglected. guidance is deemed useful we can consider developing something at a
later date.

Most of the psychosocial risks One of the reasons we are developing ISO 45003 is to help promote
in an organization are recognition of the importance of psychosocial risks in the workplace,
managed by the Human and that organizations need to manage these risks effectively. Indeed,
Resource department through the ballot of National Standards Bodies which approved the proposal to
their Health and Wellness develop ISO 45003 was itself a strong indication of the growing
programmes. However, the international recognition of the importance of the issue.
organizations do not want to At one level it doesn’t matter which function in the organization holds
classify these risks as this responsibility, if the way these risks are managed properly
occupational risks. How does recognises and addresses the sources of psychosocial risks in the
one educate the organization workplace, including from the way work is organised. In other words,
that psychosocial risks are the approach needs to include adapting work to address the needs of
occupational in nature? workers, not focus exclusively on adapting workers to the work. ISO
45003 can therefore be used by those in an HR role as well as those in
dedicated OH&S roles and ideally in organizations where both of these
functions exist management of psychosocial risks will be done through
the two departments working together.
Can an organization certify to No. ISO 45003 is a guidance standard and should be used together with
ISO 45003? ISO 45001. Therefore certification to ISO 45001 should include
assessment of how the organization is managing psychosocial risks
within its overall OH&S management system. Certification bodies may
choose to use ISO 45003 guidance to determine how this aspect of
OH&S is audited within ISO 45001.

What are the possible ISO/TC 283 is about to begin work on guidance for organizations to
indicators of an organization evaluate OH&S performance and this will include consideration of
effectively implementing psychosocial risks. General indications of effective management of
psychosocial risks and psychosocial risk can include reduced sickness absence due to stress or
programmes? burn out, improved staff engagement, reduction of incidences of
bullying and internal grievances, reduction of incidences of muscular
skeletal disorders (MSDs).

Another real concern I see is

when employees from society This is a complex issue which extends into issues beyond OH&S. ISO
ethnic minorities in a very 45001/3 can realistically only contribute rather peripherally to the
politically charged US election resolution of such challenges. But OH&S can be an area in which the
year fear backlash from mutual benefits of consultation and collaboration help build
employers for expressing the relationships, dialogue, and understanding, which may ultimately have
employee's opinions on social spin-off benefits for wider employer/employee relations.
media, etc. Any thoughts on
how 45001/3 can help
develop systems to manage
these?

COVID-19 PANDEMIC
How effectively can To manage the risks related to COVID-19 leaders should encourage a
employers deal with Covid-19 culture of transparency and support, emphasising that this disease
stigmatization in the easily contracted and spread and therefore no-one should be judged or
workplace? treated unfairly for becoming ill. It is important that leaders reinforce
the importance of prompt reporting to protect everyone’s health and
safety. This includes encouraging workers to report if they develop
symptoms, if they have been advised to self- isolate and if they feel
they are being treated unfairly in relation to COVID-19 – paying
particular attention to when a worker returns to work after being ill.
Any instances of stigmatization or harassment should be treated in the
same way as any other inappropriate behaviour.
How has the context of safety The pandemic has affected OH&S in different parts of the food and
in the food and beverage beverage sector in many ways. This sector covers everything from the
industries changed due to growing of food, to food production, distribution and the retail and
pandemic Covid-19? hospitality sectors. So, providing just a few examples, from what is a
very complex picture:
• some parts of the sector have seen increased demand, in parallel
with higher than normal levels of worker absence (due to the virus)
placing additional demands on remaining workers. • the ability of the
virus to survive for extended periods in the chilled environment of
some food processing plants is a particular challenge and is leading to
some workplace clusters of new infections. This means particular care
should be taken in these settings to protect workers, by implementing
additional safety measures, including addressing ventilation systems
(recycled air is a particular hazard) and physical distancing between
workers. • In the retail and hospitality sectors physical distancing
between workers and customers requires customer numbers to be
restricted, enhanced cleaning regimes, and physical adjustments to
some premises.

What is your opinion of the It is difficult to make a general comment when there are a variety of
promotion of Covid-free Covid-related schemes under development. As with any certification it
certifications or secure site by is important to be clear what the scope and/or limitations of any
certification bodies and not of certification are, and to understand the competence and impartiality of
ISO 45001? the certification, before determining what reliance to place upon it.
Some of the schemes that have recently been developed to address
Covid-19 are specific to compliance with national Covid-related
guidance to businesses concerning the re-configuration of work places
and work activities. These schemes will be vulnerable to any
potentially rapid changes to the guidance as national situation evolves
and/or local lockdowns occur. With their focus specifically on
compliance with national Covid-related guidance, these schemes
typically do not consider the impact of any re-configuration of work
places and work activities on hazards and risks other than the
transmission of the virus, so from a worker OH&S perspective they
address only one aspect of workers’ risk exposure.
Conversely, compliance with ISO 45001 demonstrates the existence
and functioning of an overall OH&S management system, but existing
certification does not of itself indicate whether the organization has
implemented national Covid-related guidance.
I come from a country that is Many organizations have been unprepared for the effect of the
not well prepared to combat pandemic on their operations. Effective communication and a good
the pandemic effectively due level of understanding is critical for organizations with challenges such
to numerous challenges such as you describe. Worker participation, as required in ISO 45001, will be
as: politico-economic and a key factor in how effectively such organizations are able to manage
socio-cultural problems, very the risks related to the pandemic. Workers should be fully informed on
loose regulatory measures, the facts about the potential seriousness of the virus, how it is
and also the drgree to which transmitted and key basic measures for reducing that risk - such as
workers in some industries physical distancing, frequent hand washing and enhanced hygiene in
observe OH&S measures. the workplace. By beginning with good information sharing,
Based on this, what is the key organizations can then agree with workers the best way for operations
thing to be done to help to take place and what measures can be taken to protect each other. It
address the problem and how can be useful to ask simple questions such as: is this work activity
can implementation be essential? Can it be done safely by ensuring physical distancing of
undertaken to proactively workers and anyone they interact with, e.g. customers? Can other
respond to it. measures make an essential activity safer (e.g. working remotely,
wearing masks , working in the open air, establishing partnerships or
small teams so workers are exposed to a limited number of other
people, changing when a work is done so less people are working at the
same time, etc.). Working with experts from different sectors BSI has
produced guidance which can be downloaded from the BSI website:
https://www.bsigroup.com/en-GB/topics/novel-coronavirus-covid-
19/covid-19-guidelines/. ISO/TC 283 is proposing to undertake work to
develop these guidelines into an ISO standard shortly.

With more and more

organizations placing bans on The International Accreditation Forum (IAF) provides guidance to
outside visitors to minimize accreditors and accredited certification bodies. IAF has provided
the risk of COVID-19 spread, is guidance to help address the challenges presented by the pandemic,
there any guidance on how including on the issue of access to workplaces. See in particular the
we (Certification Bodies) FAQs in relation to Covid-19:
should plan to cover https://www.iaf.nu/articles/IAF_COVID19_FAQs/638
processes with OH&S risks on-
site?

Do you consider this Some of the changes that organizations have introduced to address the
pandemic COVID 19 as the Covid-19 pandemic may indeed become permanent changes, and this
new normal and be consider should be reflected in training, process documentation, etc. Scientific
as routine activity rather than advice suggests that pandemics are likely to become more frequent,
an abnormal activity? meaning that some of the ways of working we establish now may
become more permanent, or be more regularly deployed for periods of
time. Hence some things we have previously considered as abnormal
may become routine and vice versa, and organizations will need to
update their OH&S management systems to reflect this, as risks and
opportunities may change. Making a routine activity non-routine may,
for example, increase the risk, if workers rarely undertake it and
become unfamiliar with the requirements, in which case additional
controls may be required.
The pandemic is a ‘Force ISO 45001 requires an organization to review and update its plans and
majeure’ situation and so far priorities at appropriate intervals. Where situations are evolving
no clear orientation yet on its rapidly or there are significant uncertainties it is necessary to carry out
future (remedy). How to such reviews more frequently, and to consider the effect of the
ensure its consideration on uncertainties on the organization’s OH&S objectives and its ability to
coming activity plans achieve them. Planning long term strategies to manage risks related to
(uncertainty)? pandemics should be built into the OH&S management system;
measures that can be effectively sustained beyond the immediate crisis
will help organizations to manage both ongoing changes and future
emergencies.

If plant is closed due to The BSI safe working guidelines document, available at
positive cases of Covid-19, https://www.bsigroup.com/en-GB/topics/novel-coronavirus-covid-
what should it consider in 19/covid-19-guidelines/ addresses the reopening of facilities in general,
terms of health and safety whether operation has been suspended due to positive cases of Covid-
before reopening of it? 19 or other reasons, and provides much useful detail to supplement the
following overview.
Where there has been a positive case of Covid-19 the organization will
need to consider whether the evidence suggests that transmission
occurred within the workplace, and if so what changes could reduce
further risk. This could involve changes to the physical configuration of
the workplace (e.g. installation of screens or increased separation
between workstations) or changes to working arrangements including
the number of people present in a given area at one time.
If changes do result, the organization will need to communicate these
to returning workers ahead of, or at the point of, return. It will also
need to have considered whether/how these changes affect other
OH&S risks to workers, and whether any changes to risk controls are
needed.
The organization will also need to arrange cleaning of potentially
affected areas of the plant, and consider any maintenance needed to
building systems, such as water supply pipes and ventilation/air
conditioning equipment.

ISO 45001 seems a solution or The requirements of ISO 45001 and the guidance documents that
troubleshooting to the support it, provide an overall framework for managing OH&S, and
pandemic but we know it will remain relevant with or without the pandemic. However, there may be
not be forever. What is the learning from the pandemic that influences future revisions of the
way forwards for the documents, for example with respect to emergency planning, or to
standards once the pandemic address changes in ways of working after the pandemic, such as an
is over? increase in the numbers of people permanently working from home.
As we discussed, BSI has produced guidance specific to the
management of OH&S during the pandemic, and ISO/TC 283 is
proposing to develop further guidance for long term planning. While
the focus would initially be on the current pandemic, there is scope to
develop this to address such threats more generically, reflecting
scientific advice that such events are likely to become more frequent.
The use of computers and ISO 45001 requires the organization to identify and assess OH&S risks
technology is increasing after to its workers so this already includes any potential for harm arising
Covid19, will ISO 45000 make from the use of computers and technology. The standard also requires
focus on illness and injuries the organization to identify and address changes which may affect
due to excessive use of levels of risk, and this could include an increased use of computers and
computers? technology due to the Covid-19 pandemic.

Did our ISO standards really ISO standards such as ISO 45001, and the business continuity
identify any kind of risks management standard ISO 22301, require organizations to identify
before the Pandemic? If not hazards, assess risks and apply appropriate controls to manage those
work risk frameworks along risks. A pandemic is most likely to have been considered by
with ISO standards are not organizations in the context of their business continuity, as one of a
working efficiently. range of potential causes of major disruption to their markets,
workforce or supply chains. Individual organizations will have made
different decisions according to their circumstances, as to how
vulnerable they considered themselves to be, and what actions they
could take to reduce the risks of such disruption. Importantly, the
standards encourage organizations to put in place arrangements for
managing such crises, and to test these arrangements through drills
and simulations. Many organizations will have benefitted from having
these arrangements established and in place to help them address the
impact of the pandemic. The experience of this pandemic may cause
some organizations to review whether they are making sufficient
provision to address low frequency high consequence events of this
type.

Should workers be medically The organization should certainly put in place processes to assess
checked for covid-19 before worker health before workers return to a workplace or return to work
they return to work? What activities. Testing is not always widely available, however, and not all
will be the recommendation workers will be able to have a professional medical health check. Given
in the implementation the nature of the disease it is also possible for a worker to be infected
guidance document? whilst not showing any symptoms, or to contract the disease shortly
after a medical check or test. Consequently it is important that
organizations promote open and supportive conversations with
workers, encourage self-assessments and reporting. It is also
important that organizations train workers in agreed processes to
manage incidences of illness at work, and to address situations where a
worker becomes ill at home having had recent contact with fellow
workers prior to showing symptoms.
During risk assessment, how The family situation of individual workers can influence what working
can an organization cover the arrangements are appropriate for the employee. For example, if family
effect of Covid-19 of their members are clinically vulnerable to COVID-19, it will be safer for the
employees’ family? worker to work from home, if this is practicable, rather than to travel to
work at the organization’s premises. This reduces the infection risk for
the worker, and benefits the employer, the worker and the worker’s
family.From a risk assessment perspective, it is not possible for
organizations to assess the likelihood of a worker becoming infected
with the virus outside of work, so the risk assessment needs to
acknowledge the possibility that infection will occur and provide
appropriate controls to minimise the risk of transmission of the virus to
other workers. It is also important that the risk assessment takes into
account psychosocial risks related to COVID-19: if a family situation
means that a worker has particular concerns or challenges due to
caring responsibilities or bereavement, for example, this can affect
psychological health and how the worker is able to perform work
activities. The organization should therefore take actions to support the
worker, adapting work, working hours, or where the work takes place,
if necessary.

Working from home/remote working

Now a lot of workers are Yes, the scope and coverage of occupational hazard risk identification
working from home, so does should include any location in which workers need to be for work or
the workplace include home activities related to work. For many people this includes the home, but
as well? Should the scope and for mobile workers it can also include other people’s homes, or other
coverage of occupational organizations’ premises. For other workers it will include outdoor
hazard risk identification locations and public spaces, or locations associated with business travel
include home as well? (hotels, airports, etc). The level of consideration given to these various
workplaces should be proportionate to the associated risks to the
worker.

If accident cases occur at Yes, for the organization to effectively manage the OH&S of its workers,
home during working at home it needs a complete picture of its OH&S performance, and any work-
should these be including the related health and/or safety incidents form a part of this picture. Being
company accident statistic aware of accidents or health incidents that occur in home workers can
data? help the organization to learn, and enable it to act to prevent re-
occurrence. (Requirements about official reporting of incidents like
this to external authorities will depend on national or local laws or
regulations.)
48. Homework is now part of For some organizations and some workers homeworking is a new
the workplace. Should this development, but there are also organizations and workers for whom it
new workplace be monitored is long-established practice, and some for whom home working has
as part of OHSM? become continuous rather than occasional. Certainly organizations and
their workers need to be aware of the OH&S risks associated with
home working, and to monitor whether these risks are adequately
addressed. This implies that some degree of monitoring is required,
though is not to say that physical inspection is necessary, as in many
instances workers feedback on their homeworking arrangements will
provide the necessary information to allow the organization to satisfy
itself regarding these arrangements and/or to identify any necessary
adjustments.

Sitting for long meet will have Yes, the pandemic has required larger number of workers to work from
L4 L5 / C4C5 impact for home, where the facilities may be less suitable than at their normal
already affected employees work location. The workspace at home may be more limited, seating
may not be as adjustable, light levels may be less suitable. There can
also be a tendency to sit longer without breaks in the home
environment, or to move around less than the typically larger spaces of
the normal work environment. Workers therefore need to be
encouraged to be alert to these risks, and to make what practical
adjustments they can, including the taking of regular breaks and
exercise and talking to their organization about provision of equipment
(such as suitable chairs or headsets) which can be used at home.

A concern I hear often about Worker participation, and the encouraging of an open dialogue
remote meetings (zoom) is between workers and managers, can help address such concerns, by
when "the boss wants me to allowing people’s different perspectives on such issues to be explored,
turn on my camera, when I better understood, and potentially addressed. For example: what are
am not comfortable". is this the advantages the manager sees in using the camera, and what are
something a worker the concerns of the worker. Will the opportunity to read body
participation can help? language and facial expression improve the quality of discussions?
Would blurring the background of the image help preserve the privacy
of the worker’s home? Is there a balance to be struck leading to
occasional rather than routine use of the camera?
Having a wider team discussion on the topic could also help share
experience and encourage the recognition that individual workers
views and preferences vary, and that different approaches may work
better for different people and be equally effective.
When home becomes a For some organizations and some workers homeworking is a new
workplace what kind of development, but there are also organizations and workers for whom it
health and safety measures is long-established practice, and some for whom home working has
do we have to take in our become continuous rather than occasional. Organizations and their
social structures? workers need to be aware of and address the OH&S risks associated
with home working, but there are also opportunities to learn from
those for whom it is long-established practice. Broadly there are two
categories of risk to be considered, namely the physical work
environment and the psychological effects of remote working.
Ensuring regular communication with homeworkers is very important
so that issues can be identified early and actions taken to address
anything that arises, by discussing with the affected worker what
solutions can work. Equally it is important that remote workers don't
feel isolated from other colleagues and it can be helpful to establish
informal remote drop-in sessions so that colleagues can socialise with
each other without having to focus on delivery or usual operational
activities.

Relationship between ISO 45001 and other standards

In the current scenario is it External, independent third-party, certification of a management
compulsory for all the system is voluntary. In some instances, a client organization will
organisations to accredited require its suppliers to have certification to certain specified standards
with ISO 45001 side by side as part of their contracted terms – this is currently more common with
with ISO 9001? ISO 9001 than with ISO 45001 - however this is still a decision for the
organization.

What are the linkages There are a parallels and potential synergies in the environmental
between Environment (E) and management and the management of OH&S in many organizations.
OH&S as most companies in Some of these parallels and potential synergies also extend to quality
their job description are management, and some organizations include this is a combined QHSE
calling for Environmental function. For example, some incidents which have the potential for
Health and Safety (EHS)? harm to workers, such as those involving hazardous chemicals, may
also have the potential to cause environmental damage, and the same
controls can be used to reduce both the OH&S risk and the
environmental risk. However, environmental management and OH&S
management each require their own specialist knowledge, and there
can be instances in which trade-offs are required because what is most
beneficial from an OH&S perspective is less desirable from an
environmental perspective, or vice versa.
 Standards development
How can I join you to help The first step is to contact your national standards body (NSB). If it is a
with TC283? participating member of ISO/TC 283 your NSB is likely to have a
national mirror which feeds into ISO/TC 283 and sends delegates to
ISO meetings. Mirror committees are the focal point for national input
to the ISO work , so, regardless of whether you become a delegate, as a
mirror committee member you contribute significantly. We are also
keen to encourage NSBs that do not currently participate in ISO/TC 283
to do so; if you could help encourage your NSB to become actively
involved in our work, we would welcome their participation and will
offer as much support as we can to enable this.

How many people from a There is no specific limit on how many representatives a country may
country can serve on TC 283? have on ISO/TC 283. The number will often fluctuate as the
committee’s work programme evolves, and new working groups are
formed or are disbanded upon completion of their work. It is for the
national standards body itself, or its “mirror committee”, to determine
how many representatives it wishes to have involved in each TC 283
activity, or in attendance at each TC meeting.
Standard release & general There are a number of reasons why it can take several years to develop
guidelines: does it take 4 an international standard. These can include the number of countries
years and can it be reduced in participating; variance of legislation, understanding and regional
future? practices; and the time it takes to effectively consult with stakeholders,
consider the comments that are submitted, and to reach agreement on
how to adjust the text. A three-month commenting period can yield
several thousand comments from national standards bodies, the
general public and international organizations. The ISO committee
needs to discuss and address all of these comments at each stage of
the process. ISO recognizes the need to balance agility with rigorous
consensus-building, however, so development options with different
timeframes are available and committees select the most appropriate
for the prohject. The usual timeframe is 36 months but it can be
shorter than this, and in exceptional circumstances, longer.
For example, whilst ISO 45001 took almost 5 years, because it was the
first global standard of its kind and a lot of initial issues needed to be
resolved, the supporting standard ISO 45003 is expected to publish in 3
years. As there was a good understanding of the subject, and a high
level of existing agreement in the committee, the Handbook was able
to be developed in less than 18 months. Similarly, the committee is
currently considering a guidance document to support organizations
during pandemics, and proposing that this is developed very quickly
given the urgent market need.
It is anticipated revisions of ISO 45001 and other standards will be able
to be completed in a reduced timeframe as there is an exiting level of
understanding and agreement to begin with.