Liquipak Ltd (Huddersfield) was fined £2,666.67 (total £8,973.67) after an accidental bleach discharge in September 2021 killed over 800 fish and aquatic invertebrates in the River Colne. A collapsed wooden pallet caused sodium hypochlorite to enter a surface drain. The company has since improved handling and drainage procedures.
Pemberton Timber Frame Ltd | A company has been fined after an employee had three fingers severed by a panel saw at work.
On 4 January 2023, David Broadway (36) suffered amputation of three fingers when a rip cut he was performing contacted the saw blade. The saw lacked a riving knife, guard, and push stick, and he was not trained in its safe use.
Pemberton Timber Frame Ltd of Ramsgate pleaded guilty to breaching Section 2(1) of the Health and Safety at Work etc. Act 1974. The company was fined £12,000 and ordered to pay £4,034 costs.
Environment Agency | A Weston-super-Mare company boss blamed a sacked employee for pollution that killed more than 300 fish in the River Banwell.
Brooke Additives Ltd discharged clear liquid high in ammonia into a rhyne feeding the River Banwell between April and June 2023. Tests and CCTV showed a pipe from its AdBlue plant caused fish kills over a 2 km stretch. The company was fined £3,600 and ordered to pay £5,119.18 in costs and surcharge.
HSE | A company that produces stone products and its director have been fined just under £20,000 after failing to protect workers from exposure to Respirable Crystalline Silica (RCS).
Warmsworth Stone Limited received seven Improvement Notices for failings including dust control, legionella management, and welfare facilities. Five notices remained unaddressed by September 2023. The company pleaded guilty to breaching Regulation 7(1) and 9(2)(a) of the COSHH Regulations 2002 and section 21 of the HSWA. It was fined £18,000 plus £4,064 costs.
Director Simon Frith pleaded guilty to the same COSHH breaches and was fined £1,062 plus £3,782 costs.
“Over time, the basic measures to secure the health of all on site had not been taken… The provision of suitable protection for worker’s health is a basic requirement that this company has failed to meet. HSE will not hesitate to take appropriate action against those that fail to comply with enforcement notices.”
Two companies have been fined more than £100,000 after a man fell 30 feet through a fragile skylight while working on a roof.
Nicolas Vilela suffered multiple injuries at Graystone Action Sports Centre in Salford on 23 November 2022. He had been fixing a solar panel when he stepped back and fell through a skylight to the skate park below, narrowly missing bystanders. Injuries included a partial lung collapse, broken ribs, pelvis, femur, left wrist, and vertebrae fractures; he spent a month in hospital.
H2O Renewables Limited, principal contractor, and Green Projects Ltd, sub-contractor, failed to implement suitable precautions or a safe system of work around known fragile rooflights. H2O’s risk assessment had only used cones and warning tape; scaffolding was only partially erected.
H2O Renewables Ltd pleaded guilty to Regulation 13(1) of the Construction (Design and Management) Regulations 2015, fined £106,720 with £40,995 costs. Green Projects Ltd pleaded guilty to Regulation 6(3) of the Work at Height Regulations 2005, fined £13,340 with £1,600 costs.
Mr Vilela said the incident has left him with lasting physical and emotional trauma. Inspector Phil Redman reminded employers that all work-at-height must be planned, managed, and monitored with a safe system of work.
A Wallington-based company has been fined £30,000 for failing to clear illegal waste from a site they owned in Croydon.
Spark Properties Ltd was convicted of breaching the Environmental Protection Act 1990 by ignoring an enforcement order to clear waste at 33 Imperial Way. After correspondence and a Section 59ZC notice gave two months to comply, no progress had been made, leading to prosecution.
The company was fined £30,000 and ordered to pay £18,840.28 in costs plus a £2,000 victim surcharge.
A Kent-based plastics manufacturer has been fined £400,000 after an employee was seriously injured by a forklift truck.
The worker was struck while walking to collect materials at FloPlast Limited’s Eurolink Business Park site on 4 July 2023, sustaining multiple leg fractures and a dislocated ankle requiring a metal plate.
HSE found no documented safe system of work, close pedestrian-vehicle proximity, non-compliance with one-way systems, no compliance monitoring, and no visibility assessments for vehicles.
FloPlast Ltd pleaded guilty to breaching Section 2(1) of the Health and Safety at Work etc. Act 1974, fined £400,000 with £5,567 costs. Inspector Peter Bruce warned that poor vehicle-pedestrian segregation is a common cause of serious injury and urged employers to implement proper controls.
A man has been fined nearly £4,000 for dumping a van-load of cardboard boxes on the A303 that did not belong to him.
Mohammed Hawkar of Trowbridge, Wiltshire, left rubbish in a lay-by near Winterbourne Stoke. The waste was linked to a Yeovil business whose van he had borrowed; the owner said the van returned empty despite being loaned full of his own waste.
Hawkar pleaded guilty to fly-tipping on a public highway and was fined £3,950. Wiltshire Council emphasized its zero-tolerance approach to environmental crime.
Environmental, Health, and Safety (EHS) compliance is essential for protecting your workforce and minimising environmental impact. Failure to meet industry-specific regulations can lead to prosecutions, fines, legal issues, reputational damage, and prison time. This guide helps you identify and meet your organisation’s requirements.
Understanding Industry-Specific Regulations
The first step is understanding the regulations specific to your industry. For example, construction focuses on working at heights, moving vehicles, fall protection, and safety equipment, while the chemical industry emphasises handling and storing hazardous materials and COSHH.
Barbour EHS provides detailed breakdowns, plain-English summaries, and overviews of legislation and regulations for sectors like manufacturing, healthcare, and logistics, helping you determine which regulations apply and create a tailored compliance approach.
Conducting an EHS Compliance Audit
Regular compliance audits identify gaps in your EHS management system by reviewing policies, procedures, and documentation.
Key steps for conducting an audit:
- Identify applicable regulations and standards.
- Review existing policies and procedures.
- Inspect the workplace for hazards.
- Interview employees about safety protocols.
- Document findings and create an action plan.
Barbour EHS offers practical tools like model policies, audit templates, and checklists to streamline the audit process.
Staying Updated with Regulatory Changes
EHS regulations constantly evolve. Stay informed by:
- Subscribing to industry publications and regulatory update services.
- Attending conferences and workshops.
- Participating in professional associations and networks.
- Using online resources like Barbour EHS for the latest developments.
Employee Training and Awareness
Effective compliance relies on employee participation. Comprehensive training programmes ensure your workforce understands safety roles and responsibilities.
Training initiatives:
- Online modules covering hazards, obligations, and protocols.
- In-person workshops and hands-on sessions.
- Certification programmes to validate knowledge.
- Regular refresher courses on new requirements.
Utilising EHS Management Systems
Integrated EHS management systems centralise compliance activities, documentation, and incident reporting.
Benefits include:
- Automated tracking of tasks and deadlines.
- Centralised document storage.
- Streamlined incident reporting and investigation.
- Enhanced data analytics and performance monitoring.
Consider solutions like VinciWorks to optimise EHS processes and improve compliance performance.
Expert Support and Resources
Navigating EHS compliance can be overwhelming. Barbour EHS offers expert advice, case studies, and resources to help you develop a robust EHS management system tailored to your needs.
Moving Forward with Confidence
By understanding regulations, conducting audits, staying informed, training employees, using management systems, and seeking expert support, you can build a strong EHS foundation that protects employees, business, and the environment.
What You Can Do Next
- Subscribe to industry publications to stay updated.
- Conduct a compliance audit using Barbour EHS tools.
- Implement comprehensive training programmes.
- Explore EHS management systems to streamline compliance.
- Seek expert support to strengthen your compliance strategy.
Frequently Asked Questions About EHS Compliance
What is EHS compliance, and why is it essential?
EHS compliance ensures companies follow environmental, health, and safety regulations to protect employees, the public, and the environment. Non-compliance can result in fines, legal action, accidents, and reputational damage.
What are the key steps in conducting an audit?
An EHS audit involves:
- Identifying applicable regulations.
- Reviewing current policies and procedures.
- Inspecting the workplace for hazards.
- Interviewing employees about safety protocols.
- Documenting findings and developing an action plan.
How can businesses stay updated on regulatory changes?
Businesses can subscribe to publications, attend events, join professional networks, and use platforms like Barbour EHS for updates.
How does employee training help?
Training ensures employees understand safety roles, hazards, and best practices, reducing risks and creating a safer workplace.
Bullying and harassment continue to be significant workplace issues, with the Trades Union Congress reporting nearly one-third of people have been bullied at work. Hybrid working has added challenges to managing and supporting teams.
A recent webinar explored:
- Identifying bullying behaviours, from overt name-calling to covert undermining.
- Understanding root causes such as lack of emotional intelligence, insecurity, and inadequate training.
- Creating a ‘speak up’ culture with safe reporting channels and leadership role-modelling.
- Legal protections under the Equality Act and employer defence strategies.
- Supporting affected employees through therapy, adjustments, and check-ins.
- Addressing bullying by senior leaders with external investigators.
Identifying Bullying and Harassment
Harassment tied to protected characteristics violates the Equality Act. Bullying can be overt or covert, including passive-aggressive behaviours.
Root Causes
Common factors: lack of self-awareness, insecurity, and inadequate management training. Managers need support to adapt communication and handle conflict.
Creating a Speak-Up Culture
Employees fear repercussions. Leaders must model inclusive behaviour, communicate policies, offer multiple reporting channels, and use surveys to surface issues.
Legal Protections for Employers
Under the Equality Act, employers can be liable for harassment tied to protected characteristics unless they demonstrate all reasonable steps were taken to prevent it.
Supporting Affected Employees
Offer therapy or coaching, adjust work arrangements, and conduct regular check-ins to help rebuild confidence and resilience.
Tackling Bullying at the Top
Bullies in senior roles require proactive governance and impartial investigations to ensure fairness.
The Way Forward
A holistic approach—equipping managers, empowering employees, implementing robust procedures, and supporting victims—builds a respectful, psychologically safe culture.
Watch the full webinar on demand.
✉️ Want more? Explore the Mental Health & Wellbeing library.
Frequently Asked Questions
What is considered workplace bullying and harassment?
Unwanted conduct such as verbal abuse, intimidation, exclusion, and offensive remarks. Harassment related to a protected characteristic is illegal under the Equality Act 2010.
How can employers prevent bullying?
Implement clear anti-bullying policies, provide training, promote respect, and offer multiple reporting channels. Regular surveys help catch issues early.
What are the legal risks?
Employers face liability under the Equality Act if they fail to prevent harassment tied to protected characteristics and cannot show reasonable preventative steps.
How should managers support victims?
Listen, provide access to mental health services, adjust work where needed, and handle investigations fairly in a safe environment.
What are common signs?
Employees being undermined or excluded, increased conflicts, changes in mood or productivity, and passive-aggressive behaviours.