Who is responsible?
And what kind of rule is this?
| Starting point | What it means here |
|---|---|
| Health and safety law (EU Framework Directive 89/391/EEC and national rules) | The employer is responsible for safe conditions and systematic follow-up. Workers must be involved. |
| Equal treatment and adjustment rules | Individual needs must be assessed concretely. Do not make assumptions about ability based on sex, age or health. |
| Data protection rules (the GDPR and national rules) | Limit collection and sharing. Even necessary individual follow-up needs a lawful basis and protection. |
| ISO 45010 | Guidance that can be used by small and large organisations. It is not law in itself, nor a product approval. |
| Our examples | Suggestions you adapt to your own work. Checklists are not a guarantee of compliance with anything. |
Safety representatives (or your equivalent employee representatives) look after working environment interests. Union representatives can assist members in employment matters. The occupational health service provides occupational health expertise. Health professionals assess health and treatment. None of these roles takes over the employer’s responsibility for the workplace.
This is a limited map. Safety-critical occupations and particular risks may have their own requirements. Sickness and absence are also handled through the follow-up routines that apply. National rules add to this and differ between countries: check your national labour inspectorate and data protection authority.
Read more: the Framework Directive · equal treatment (2006/54/EC) · equal treatment in employment (2000/78/EC) · national data protection authorities · data protection for small businesses.