HEALTH AND SAFETY @
WORK TIPS
FOR WORKERS NEW TO JOBS AND TASKS AND
PERSONS CONDUCTING A BUSINESS OR UNDERTAKING (PCBU)
This information is for you if you are:
 a young worker aged under 24 years;
 a migrant or visa worker, particularly where English is not your first language;
 starting a new job;
 changing careers;
 re-entering the workforce after a break;
 taking on a new role or task for the same employer; or
 a PCBU engaging workers who are new to a job or task and/or young or otherwise
especially vulnerable due to age or cultural, linguistic and other potential barriers to
experiencing health and safety at work.
“Workers” could be working permanently or casually, full or part time and include:
 contractors or subcontractors;
 an employee of a labour hire company;
 an apprentice or trainee;
 a student gaining work experience or as part of a structured workplace learning program;
 an outworker; or
 a volunteer.
WORKERS REMEMBER
 A PCBU is responsible for your work safety and risks it may pose to your health. You have
a legal right to refuse to do work that you think is unsafe. You must however, tell your
supervisor of this situation and remain available to carry out suitable alternative work.
 A PCBU is responsible for making sure your workplace is as safe as is reasonably
practicable. This means that your employer must identify potential hazards and then take
steps to eliminate or reduce the risk that those hazards pose to people’s safety.
 A PCBU cannot ask you to sign or agree to anything that removes their duty to keep you
safe at work.
 A PCBU has a responsibility to talk to you about work safety and allow you to contribute to
creating a safer and healthier workplace.
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WHAT ARE PCBU RESPONSIBILITIES TOWARDS ALL WORKERS FOR WORKPLACE
HEALTH AND SAFETY?
Managing health and safety issues for workers who are new to jobs and tasks should be
considered within the context of health and safety management for all workers. As a PCBU
you have a general duty to provide and maintain, as far as practical, a working environment
where workers are not exposed to hazards. This includes:
 providing and maintaining safe work environment, plant and systems of work so they
do not expose workers to hazards;
 providing information, instruction, induction, training and supervision so workers can
perform their work safely; and
 consulting and cooperating with health and safety representatives (if any) and other
workers regarding occupational health and safety at the workplace.
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To provide a safe and healthy workplace
As a PCBU, you must ensure the work environment and the way workers carry out their work
is safe, regardless of the type and terms of their employment. This includes protecting them
from both physical and psychological workplace hazards including:
 slippery/uneven floors and other trip hazards;
 lifting heavy objects and other hazardous manual tasks;
 high levels of noise;
 electrical risks;
 working at heights;
 faulty or unguarded machinery and equipment;
 working with hazardous substances;
 bullying;
 work-related stress
 client aggression and violence; and
 fatigue.
To provide training and supervision
As a PCBU, you must ensure workers have enough information, training and supervision to
enable them to work safely. This is especially relevant in the case of new workers.
This training should:
 ensure awareness of work health and safety policies and procedures;
 show workers how to do their job safely and how to recognise hazards on the job;
 provide and show them how to safely use the necessary machinery and equipment;
 provide and show them how to use any personal protective equipment, such as
gloves, safety footwear and goggles;
 show them how to report any safety concerns or hazards;
 be tailored to specific cultural, literacy and learning needs so they receive the right
message in a form they understand
 help them to know the workplace layout, their immediate supervisor, Health and
Safety Representative and workmates; and
 make it easy for new workers to ask questions - don’t assume they will ask.
 check for understanding of how to work safely before work is undertaken
Consulting and discussing health and safety
As a PCBU, you are responsible for consulting workers about workplace health and safety
matters including:
 asking for workers’ input when looking at any workplace hazards and ways to
control those hazards;
 discussing new machinery and equipment when it is introduced into their work area;
 discussing at team or toolbox meetings where the health and safety concerns can be
raised; and
 discussing matters with Health and Safety Representatives.
Know your workforce, workers’ abilities and their needs
As a PCBU you must ensure the health and safety of workers you engage or whose activities
you influence or direct. An important consideration in achieving this for new or young workers
is to match job-task demands with an individual’s abilities and skill sets. This can be
achieved through various processes, including:
 identifying workplace hazards and conducting risk assessments, taking into account
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the experience, language and cultural needs of the workforce;
 pre- placement discussions;
 ongoing consultation and communication;
 liaison with Health and Safety Representatives; and
 monitoring and reviewing workplace practices.
Consider the tasks you give to new and inexperienced workers, given their skills, abilities and
experience and consider the training and supervision required to enable them to work safely.
Specific issues regarding young workers
Young people are more at risk of harm from work for a variety of reasons. They may:
 lack experience and maturity, lack awareness of risks, and may still be developing
their skills and competencies;
 be unaware of their rights and employers’ duties regarding health and safety;
 be reluctant to ask questions or speak out about problems; and
 be keen to please their new employer
 be still physically developing.
They therefore need to be placed in safe and suitable jobs that are matched to their skills
and mental and physical abilities and be given adequate training and supervision.
A PCBU should always consider:
 their physical capacity and emotional maturity;
 their work experience and training;
 their confidence to raise problems with their supervisors;
 their ability to make mature judgments about their own safety and the safety of others;
 their ability to cope with unexpected and stressful situations; and
 other characteristics that mean young workers are more likely to be affected than
adults in the same situation.
Specific issues regarding migrant and visa workers
Issues to consider for migrant workers may include:
 language barriers;
 cultural or religious differences;
 literacy difficulties;
 limited knowledge of local legislation and safety standards; and
 reluctance to engage with authority figures.
Therefore, as a PCBU, you may need to:
 consider how to convey information about safety to those with a limited knowledge of
English;
 consider accessing English language support for workers;
 arrange for any necessary support to be provided by others within the workplace; and
 encourage supervisors to be understanding and approachable.
If language is a barrier:
 demonstrate skills thoroughly rather than giving verbal instructions; and
 use pictures rather than words as reminder prompts.
Strategies to implement health and safety practices in the workplace
Strategies may include:
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 spending ample time training and supervising young and new workers;
 providing job-specific safety training and ensuring employees can demonstrate
competence before any work is assigned;
 teaching emergency procedures before any work is assigned;
 pairing up workers inexperienced to the area with experienced, safety-conscious
workers;
 regularly checking to ensure that everyone follows the safety rules;
 acknowledging and giving feedback to workers who make workplace health and
safety a priority;
 instructing workers on how to report unsafe conditions or health concerns;
 explaining why it’s important to report a hazard or injury immediately; and
 leading by example – wearing protective equipment and demonstrating safe work
habits.
PCBUs REMEMBER
New and young workers statistically have a much higher likelihood of being injured at
work. Impacting factors include:
 the worker is unfamiliar with the job and working environment;
 new workers, wishing to make a good impression, may not want to be seen as
unintelligent or difficult by asking questions or making requests. For example, to
request personal protective equipment and other safeguards to minimise the risk of
injury;
 language barriers for migrant and visa workers may make it necessary to modify
the manner in which instructions are given and consultation sought.
WHAT ARE WORKERS’ RESPONSIBILITIES FOR WORKPLACE HEALTH AND
SAFETY?
As a worker you have a legal responsibility to keep yourself safe and not adversely affect the
health and safety of others at work. You must also comply with any reasonable health and
safety instruction.
To work safely
Look after yourself and others by:
 taking induction and training seriously;
 knowing and following the health and safety requirements of your job;
 following all reasonable instructions for doing the job;
 following workplace procedures;
 wearing personal protective equipment (PPE) as required;
 not putting yourself or your workmates at risk; and
 reporting unsafe and unhealthy situations and injuries to your immediate supervisor,
employer and/or Health and Safety Representative.
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To ask if you’re not sure
If you are not sure how to do something safely, ask for help or training before you start the
task. Some ways you could ask your immediate supervisor for help include:
 “I’m not sure how this works, could you spare a few minutes to show me again?”
 “I think I’ve got the hang of this, but can you watch to make sure I’m doing everything
right?”
 “I’m still a bit uncomfortable with this, so would you mind explaining it/showing me
again?”
To report your concerns
If you are concerned about your own or your work mates’ health and safety:
 talk to your immediate supervisor, employer and/or health and safety representative
straight away;
 this might be about slippery floors, lifting heavy loads, faulty or unguarded machinery
and equipment, chemicals, bullying, client aggression and violence or fatigue;
 remember that Health and Safety Representatives are there to represent workers on
health and safety issues to your employer or management representative;
 if you work through a Group Training Organisation or Labour Hire Agency, report your
concerns to them as well; and
 if you are a work experience or structured workplace learning student, you should
also speak to your teacher or trainer about your concerns.
 You could also speak to an adult you trust – a family member, teacher or a more
experienced worker
Who can workers speak to for more information or help?
 Your immediate supervisor, employer and/or health and safety representative if your
workplace has one.
 Health and Safety Representatives are there to represent workers on health and
safety issues to your employer or management representative. If your workplace
doesn’t have a Health and Safety Representative, you can ask your employer to set
up a process so one can be elected;
 A more experienced workmate or an adult you trust.
WORKERS ALSO REMEMBER
You also have the right to fair pay and conditions.
For further details you can contact Fair Work Australia www.fwa.gov.au
Contact details for your local workplace health and safety authority:
Victoria
WorkSafe Victoria – 1800 136 089 or visit www.worksafe.vic.gov.au
NSW
WorkCover NSW – 13 10 50 or visit www.workcover.nsw.gov.au
Queensland
Workplace Health and Safety Queensland – 1300 369 915 or visit www.deir.qld.gov.au/workplace
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South Australia
SafeWork SA – 1300 365 255 or visit www.safework.sa.gov.au
Tasmania
Workplace Standards Tasmania – 1300 366 322 or visit www.wst.tas.gov.au
Western Australia
WorkSafe WA – 1300 307 877 or visit www.safetyline.wa.gov.au
Commonwealth
Comcare – 1300 366 979 or visit www.comcare.gov.au
A CHECKLIST FOR PCBU RESPONSIBILITIES
Check
Yes / NA
Induction
Occurs as soon as reasonably practicable following commencement of a new
job. The induction should cover a variety of topics including:
 a general overview of work health safety law, including duties
 the workplace health and safety responsibilities of the position including
if relevant, duties in relation to risk management and staff supervision
 general safety and housekeeping procedures
 off-limit areas
 how to use and maintain equipment
 any specific conditions and prohibitions on the use of equipment
 any special safety information needed , such as safety precautions for
working under specific conditions, or how to use safety devices such as
emergency buttons
 inspection and maintenance programs in place in the workplace , such
as when to request maintenance and who to ask
 instruction in any specific tasks, eg maintenance of plant
 procedures for reporting injuries , illnesses and “near misses”
 personal safety, including proper work clothing and personal protective
equipment such as goggles and correct footwear
 proper use, wear, storage and maintenance of personal protective
equipment
 specific hazards that may be encountered during work, and
demonstrated safe working procedures
 the organisation’s workplace health and safety program or policy
 the workplace health and safety risk management policy
 the control measures in place to minimise exposure to risks associated
with workplace hazards , the correct use of those controls and how to
ensure that they are kept in full working order
 the meaning or intent of safety signs in the workplace
 the safe use of hazardous chemicals, including how to access Safety
Data Sheets (SDSs)
 how to access workplace health and safety resources and obtain advice
on general and specific safety topics including counselling, anti bullying
policies etc
The level of training required will depend on the:
 degree of risk involved with each task, or the way that work is
organised
 the worker’s previous experience in the industry
 the worker’s current skills and abilities ( before training ), and
 the nature of the hazard involved
Where relevant, the worker should be introduced to the:
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
Healthy and Safety Representative ( if one has been elected to the
worker’s workgroup)
 fire warden
 first aid officer
PCBUs should keep records of all training provided to workers. Competency of
workers to work safely can be tested through practical demonstrations and
verbal or written assessments.
Inform workers as to their responsibility to meet health and safety
responsibilities in the workplace, including a duty to:
 follow instructions that are provided to ensure safety and health at work
 ensure actions at work do not cause injury to themselves or other
people
 report any hazards, injury or ill health to their supervisor and/or
employer
 take care of any safety and personal protective equipment in the way
instructed and report concerns about this equipment
 follow emergency procedures as required
 ask if the information provided is not understood
Inform workers of their right to refuse work
 Have workers been informed that they have a corresponding right under
the Act to cease work that is unsafe?
 Do workers know what to do and who to contact if they believe there is
a serious safety problem ie reporting to their Health and Safety
Representative?
 Are workers aware of procedures for reporting hazards and resolving
safety issues in their workplace?
Ongoing information, training, instruction and supervision
 As a PCBU are you continuing to provide ongoing safety information,
training instruction or supervision?
 Are you encouraging and answering any questions, including ideas
about safe work practices?
 Are you asking questions of the worker to ensure recollection of the
information you have provided?
 Where the work has changed in any way, has additional information,
training and supervision been provided?
 If it is high risk work, has adequate depth of information, training,
instruction and supervision been carried out?
 Is a record of all training provided being kept at the workplace?
 Are active steps being taken to encourage open discussion about
situations where the workers feel they are at risk of injury or harm?
 Has a culture of health and safety been instilled across the workplace,
for example do older more experienced workers lead by example with
safety practice?
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A CHECKLIST FOR WORKERS’ RIGHTS AND RESPONSIBILITIES
Check
Yes
Your employer has a responsibility to ensure that :
 so far as practicable your workplace is safe
 you are trained to carry out your work safely
 you are informed of the hazards and risks involved in your job
 you know how to use equipment, machinery and substances necessary
to work safely and without risk to your health
 you know how to use and care for safety and personal protective
equipment
 you know how to resolve any complaints and concerns about safety and
health issues related to your work
 you have the opportunity to be involved in consultative processes relating
to health and safety at work
 you know what to do if there is an emergency
 you know what to do if you are injured
 you know your rights to compensation if you are injured
 you know that you are entitled to stop work if you consider yourself in
danger
 you know that you can contact the relevant SafeWork / Work Safe
authority in your state or territory to assist with your safety concerns
- for contact details see page 6
To meet your health and safety responsibilities in the workplace you have
the responsibility to:
 follow instructions that are provided to ensure safety and health at work
 make sure your actions at work do not cause injury to other people
 report any hazards, injury or ill health to your supervisor and/or employer
 take care of any safety and personal protective equipment in the way you
have been instructed and report and concerns about this equipment
 follow emergency procedures as required
 ask if you do not understand the information provided to you
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