Over the summer, a social media video showing a fast-food employee in the US single-handedly running a fast-food outlet went viral. The video, taken by an incredulous (and impressed) customer, showed the employee performing all tasks from food preparation and customer service to closing the store, over an extended period of time.

The employee was not meant to be working alone. Staffing issues had left her unexpectedly working solo. The video shines a spotlight on the concept of lone working. What rules do HR need to be aware of? What are the key risk areas?

What is lone working? 

The Health and Safety Executive defines lone workers as those who work by themselves without close or direct supervision, for example:

  • as delivery drivers, health workers or engineers;
  • as security staff or cleaners; or
  • in warehouses or petrol stations.

Homeworkers are also lone workers, as are hybrid workers during periods where they are working from home. They should not be overlooked.

Relevant legal rules 

Lone working in the UK is not subject to any general prohibition. However, it does give rise to increased risks which need to be given adequate consideration and handled with care.

Employers are required to manage any health and safety risks before people can work alone. This involves undertaking a lone working risk assessment. This requirement is covered by the Management of Health and Safety at Work Regulations 1999. Lone workers should not be placed at greater risk due to them working alone. If the risk assessment shows that it is not possible for the work to be done safely by a lone worker, then other arrangements must be put in place.

Risk areas 

Depending on the context, lone working can give rise to risks which HR need to be aware of and, through continuous risk assessment, manage.

Increased Health & Safety risk: Lone workers may be more vulnerable to accidents, medical emergencies or violence, especially in roles involving physical work, public interaction or remote locations. This all needs to be considered in a written risk assessment.

Delayed emergency response: Without colleagues nearby, lone workers may not receive prompt help in emergencies such as injury, illness or threats.

Mental health & wellbeing: Isolation and lack of day-to-day social contact can lead to stress, anxiety and low morale. This is a particular issue for home workers. It is a concern for HR as it can impact on performance and, if it leads to health issues, attendance.

Violence and aggression: Staff dealing with the public (e.g. social workers, retail staff, or delivery drivers) are at greater risk of abuse or assault when working alone. Consideration of this risk area is all the more important now that employers are under a positive duty to prevent sexual harassment of their staff by third parties. Lone working exposes staff to greater risks in this regard. These risks that must be adequately managed.

Lack of supervision: With no one immediately overseeing them, lone workers may not follow safety procedures or report concerns promptly. Their performance is also potentially more difficult to monitor, requiring employers to implement creative solutions for remote monitoring.

Practical tips 

Businesses impacted by lone working need to take pro-active steps to manage the specific risks posed by this type of work. Here are some tips:

  • Conduct a specific lone working risk assessment to identify hazards and assess the risk areas. Consider location, nature of tasks, hours, communication, and personal vulnerability.
  • Have a clear lone working policy outlining:
    • what tasks can and can’t be done alone;
    • check-in protocols and emergency procedures; and
    • equipment and technology requirements.
  • Train lone workers on risks, safety procedures, and how to raise the alarm. Ensure managers are trained to support and monitor remote staff effectively.
  • Implement regular check-ins via phone, text, or apps. Consider using lone worker devices with panic alarms or GPS tracking where appropriate.
  • Check in regularly with lone workers to monitor their wellbeing. Promote access to mental health resources.

HR Inner Circle members have access to various lone worker resources, including a template policy and risk assessment, in the members’ Vault.