Sleigh Bells and Side Gigs: A Blueprint for Ensuring Worker Safety During the Festive Season

The gig economy is rapidly expanding, reshaping the nature of employment and necessitating a reevaluation of how employers ensure the well-being and safety of their workforce. According to the CIPD, just under half a million people in the UK work in the gig economy. This does not take into account seasonal workers which will further increase that number.

This phenomenon typically encompasses short-term, informal work arrangements between the worker and employer/agency. It spans various industries but is prominently linked with fields like transportation and logistics, such as courier services.

To ensure the health and safety of gig economy workers, it is crucial to treat them no differently than traditional employees, as they often categorise themselves as agency workers, temporary staff, or self-employed individuals. If you find yourself employed as a gig worker, agency worker, or temporary worker, it’s important to know that your health and safety are safeguarded by legal provisions, with employment agencies bearing the responsibility to ensure compliance.

Simon Walter, Director at Rhino Safety, says that “employers must actively cooperate with both the employment agency and the end client to ensure that a reasonable standard of care is maintained in the workplace.”
Onboarding Procedures
Prior to commencing any work activities, it is imperative to conduct thorough induction procedures for new temporary employees. This often includes employees filling out a comprehensive medical questionnaire. The next step is ensuring temporary staff understand all the rules and regulations of the workplace.
Thorough Risk Assessment
Organisations must invest time in conducting thorough risk assessments. Identifying and addressing preventable and avoidable hazards within the organisation or specific job site is essential. Furthermore, organisations should rectify hazards within their capacity, ensuring compliance with local health and safety standards.
Prioritise Communication
“Constant communication is paramount,” emphasises Simon. Beyond the standard telephone and email exchanges, it is imperative that staffing agencies regularly conduct in-person visits to the customer site. This practice allows for a firsthand assessment of the work environment and an opportunity to engage with the temporary employees.

The host site must also commit to immediate and constant communication with the staffing agency. Particularly, in cases of employee injury or changes in job duties. Ensuring that all on-site workers recognise safety as the priority over production goals is of utmost importance. Equip them with the knowledge of where and how to voice concerns, report potential incidents, and identify job-related hazards.
Comprehensive Training and Orientation
Host employers bear the responsibility of delivering comprehensive training and orientation to temporary workers. There can be no compromise in this department. The training and safety measures offered to these workers must mirror the standards set for regular employees. This is especially critical for those who are new to both the company and the project, ensuring they are well-prepared for their responsibilities.

Host sites can inadvertently overlook certain job duties or equipment operated by staffing agency employees. Shift changes and different supervisors may unintentionally alter job duties, potentially exposing temporary workers to unforeseen risks. Ensure that temporary workers are not assigned to operate machinery or equipment for which they lack proper training or certification.
Adherence to Emergency Action Plans
Just as permanent employees are well-versed in injury reporting protocols, temporary workers must be equally knowledgeable about policies and procedures. Access to comprehensive emergency plans, which encompass a wide range of scenarios. They should know more than their own job-specific incidents. It is vital that they know how to respond to general emergencies, such as fires.
Personal Protective Equipment:
Under the Health and Safety at Work Act of 1974, employers, whether hiring temporary staff directly or through agencies, are responsible for ensuring a safe system of work and a safe work environment. Even in the safest of environments, certain hazards may persist. This necessitates the provision of appropriate personal protective equipment (PPE) to temporary staff. This may encompass items such as rubber gloves, dust masks, or task-specific PPE.

It’s important to recognise that if temporary staff have not previously worked in your specific industry, they may lack the knowledge of how to use or wear PPE effectively. In such cases, duty holders must provide adequate training or instruction to ensure that temporary staff understand how to use the required PPE correctly. Never assume that everyone is familiar with the proper usage of personal protective equipment.
Ongoing Monitoring
A robust training and orientation program must be accompanied by continuous monitoring of job performance. Designate a dedicated manager to oversee this effort and maintain vigilance against complacency. Close calls should be thoroughly investigated to determine their root causes. In the event of incidents, corrective actions must be promptly taken and communicated to all relevant parties.
Documentation and Record-Keeping
Proper documentation of safety training, hazard assessments, and incident reports is a fundamental part of any health and safety plan. Accurate records not only demonstrate a commitment to safety but also provide valuable insights for continuous improvement.
Post-Project Evaluation:
Best-in-class companies recognize the value of post-project evaluations. While substantial effort is invested in ensuring job safety upfront, the post-project phase offers invaluable opportunities for learning and improvement. Create a work environment that encourages individuals to report observed behaviours or issues that may jeopardise future worker safety.