ISPON Professional Membership cheat sheet

Nigeria's principal OHS statute is the Factories Act (Cap F1, LFN 2004, originally 1990), administered by the Federal Ministry of Labour and Employment's Factories Inspectorate; it covers factories and imposes general duties on occupiers, registration, and notification of accidents.

The Employee's Compensation Act 2010 (replacing the Workmen's Compensation Act) is administered by NSITF and provides for compensation for workplace injury, disability, and death; employers contribute 1% of payroll to the Employees' Compensation Fund.

The Labour Act (Cap L1, LFN 2004) governs terms of employment, hours, and welfare for workers generally, including provisions on rest intervals, sick leave, and protection of wages; it is not an OHS-specific statute but underpins employer duties.

The Minerals and Mining Act 2007 and its regulations govern mine safety through the Mining Inspectorate; the Petroleum Industry Act 2021 and NUPRC/NAOC-era HSE regulations govern upstream and downstream petroleum safety, including the Offshore Safety (drilling and production) regime.

The Nigerian Safety Investigation Bureau (NSIB) Act 2022 establishes an independent multi-modal accident investigation body; the NCAA (civil aviation), NIMASA (maritime), and NCC (telecoms) each have sector safety regulations and incident reporting duties.

The ILO Occupational Safety and Health Convention, 1981 (No. 155) and Promotional Framework Convention No. 187 set the international baseline: a national OSH policy, tripartite consultation, and a coherent national preventive safety and health culture; Nigeria has not ratified No. 155 but aligns domestic practice to it.

ISO 45001:2018 is the international certifiable OSH management system standard (replacing OHSAS 18001); ISO 45003:2021 addresses psychological health and safety at work within an OSH management system.

Hierarchy of legal authority: Constitution > Act/statute > subsidiary regulations (e.g., Factories (Registration) Regulations) > standards and codes of practice > guidance; where a Nigerian regulation conflicts with a ratified treaty, courts may apply the treaty, but the domestic statute generally prevails in practice.

Risk = likelihood × severity (qualitative matrix) or Risk = probability × consequence × exposure (quantitative); a 5×5 matrix with defined likelihood (1 rare to 5 almost certain) and severity (1 negligible to 5 catastrophic) bands is the common screening tool.

Hazard identification techniques: task-based JSA/JHA, HAZOP (guide words applied to process parameters for continuous plant), FMEA/FMECA (failure modes and RPN = severity × occurrence × detection), What-If analysis, and Bow-Tie (threats → top event → consequences with barriers).

ALARP principle: risk must be reduced to as low as reasonably practicable; gross disproportion test - if cost vastly exceeds benefit, the risk may be accepted, but intolerable risks must be eliminated regardless of cost.

Hierarchy of controls (most to least effective): elimination, substitution, engineering controls (isolation, ventilation), administrative controls (procedures, training, rotation), and PPE last.

Risk assessment must be recorded, be specific to the task and location, be reviewed when there is a change (new process, new chemical, incident), and involve workers and their representatives.

Qualitative vs quantitative: qualitative (matrix, risk ranking) for routine tasks; semi-quantitative (e.g., LEC - likelihood, exposure, consequence scoring) and quantitative (QRA, fault tree) for high-consequence activities such as major hazard installations.

Residual risk is the risk remaining after controls; it must be documented and accepted by an authorised person, and communicated to affected workers before work starts.

Dynamic risk assessment is carried out at the point of work when conditions change (weather, new hazard, unplanned deviation); it supplements, not replaces, the planned assessment.

ISO 45001:2018 is built on the Plan-Do-Check-Act cycle and the harmonised high-level structure: context, leadership, planning, support, operation, performance evaluation, and improvement.

Key ISO 45001 clauses: 4 context, 5 leadership and worker participation, 6 planning (hazards, legal, objectives), 7 support, 8 operation (operational planning, emergency preparedness, outsourcing, procurement, contractors), 9 performance evaluation (monitoring, internal audit, management review), 10 improvement (incidents, nonconformity, corrective action, continual improvement).

A safety management system is not a certificate: certification requires an accredited third-party audit (initial certification audit, then surveillance audits and recertification every three years).

Contractor management is a clause 8 requirement: selection, communication of hazards, coordination of activities, and monitoring of contractor performance.

Management review inputs include audit results, incident data, legal compliance, objectives status, and worker consultation; outputs must include decisions on improvement, resources, and changes to the system.

A documented safety management system includes: policy, risk register, legal register, objectives and targets, procedures, training records, inspection and audit records, incident records, and management review minutes.

Integration: ISO 45001 (safety), ISO 14001 (environment), and ISO 9001 (quality) share the high-level structure, enabling an integrated management system (IMS) with shared policy, audit, and management review processes.

Performance monitoring uses leading indicators (near misses, inspections completed, training hours, hazard reports) and lagging indicators (LTIFR, TRIFR, severity rate, fatalities).

An OHS policy is a written statement of top management's commitment to prevent injury and ill health; it must be signed by the most senior executive, be specific to the organisation, and be communicated to all workers and available to interested parties.

Leadership commitment is demonstrated by visible behaviours: resources allocated, safety discussed first at meetings, leaders participating in inspections and incident reviews, and consistent consequences for unsafe acts.

Accountability vs responsibility: line managers are accountable for safety in their area; all workers are responsible for following controls and reporting hazards; safety professionals advise and facilitate but do not own line risk.

Safety culture maturity models (e.g., DuPont Bradley Curve, Hudson's model) progress from reactive (dependent) to independent to interdependent; indicators include reporting rates, trust, and shared ownership of safety.

A safety policy must be reviewed periodically (typically annually or after significant change) and must be consistent with the organisation's other policies and legal obligations.

Senior leadership sets objectives and targets, allocates budget for controls and training, and ensures safety performance is part of performance appraisal for managers.

Governance: a safety committee (joint management–worker, required in many jurisdictions) meets at defined intervals, reviews incidents and inspections, and advises on improvements; minutes should be kept.

Definitions: an incident is an unplanned event that may or may not cause harm; an accident is an incident that causes injury, ill health, or damage; a near miss is an incident with no harm but with potential for harm.

Reporting timelines: under Nigeria's Factories Act, accidents causing death or serious injury must be notified to the Factories Inspectorate (typically within 24 hours for fatalities and prescribed periods for other reportable injuries); the Employee's Compensation Act requires reporting to NSITF.

Investigation steps: secure the scene and preserve evidence, provide medical care, gather facts (witness statements, photos, documents), establish the sequence of events, identify immediate and root causes, recommend corrective actions, and verify implementation.

Root cause analysis methods: 5 Whys (iterative questioning), Fishbone/Ishikawa (categories: people, machine, method, material, measurement, environment), Fault Tree Analysis (deductive, top-down), and Events and Causal Factors charting.

Human factors models: the Swiss Cheese model (Reason) - latent conditions and active failures align through defences; the 'behavioural' vs 'systemic' debate - avoid blaming the individual without examining system conditions.

Corrective action hierarchy: fix the system (design, procedure, training, supervision) rather than relying on 'retrain worker' or 'counsel worker', which are weak and often repeat causes.

Investigation report contents: incident description, timeline, findings, root causes, contributing factors, recommendations with owners and due dates, and lessons learned communicated to the workforce.

Confidential reporting systems encourage near-miss reporting; anonymised data should be analysed for trends (e.g., by location, task, time of day) and fed into the risk assessment review.

Emergency plan elements: hazard identification (fire, chemical release, medical, natural, security), emergency contacts, alarm and communication systems, evacuation routes and assembly points, roles (incident commander, wardens, first aiders), and recovery procedures.

Fire triangle: fuel + oxygen + heat (ignition source); fire tetrahedron adds the chemical chain reaction. Removing any element extinguishes fire.

Fire classes: A - solid combustibles (wood, paper); B - flammable liquids; C - flammable gases; D - combustible metals; F/K - cooking oils and fats. Extinguisher selection must match the class (water for A, foam/CO2 for B, dry powder for C, special powder for D, wet chemical for F).

Extinguisher PASS: Pull the pin, Aim at the base of the fire, Squeeze the handle, Sweep side to side; only fight small fires with a clear escape route and trained personnel.

Evacuation: alarm sounds, workers stop work, switch off equipment where safe, proceed to the nearest assembly point via marked routes, wardens sweep the area, roll call taken, and no re-entry until the incident commander declares all clear.

Drills: conduct at least annually (more frequently for high-hazard sites), record attendance and timing, and debrief to identify weaknesses; drills must cover all shifts and contractors.

Fire safety in the workplace: means of escape kept clear, fire doors not propped, extinguishers serviced annually and inspected monthly, detection and alarm systems tested, and hot work controlled by permit.

Emergency response for chemical release: raise the alarm, evacuate upwind, identify the substance from the SDS, use appropriate PPE, contain the spill with spill kits, and decontaminate before disposal.

Industrial hygiene is the anticipation, recognition, evaluation, and control of workplace health hazards; it follows a systematic process from hazard identification through exposure assessment to control and verification.

Exposure assessment uses air sampling (personal and area), biological monitoring (e.g., blood lead, urinary metabolites), and comparison with occupational exposure limits (OELs) such as the OSHA PEL, ACGIH TLV, and the Nigerian Factories Act's dust and fume limits.

Occupational diseases: pneumoconioses (silicosis, asbestosis, coal worker's pneumoconiosis), occupational asthma, dermatitis, noise-induced hearing loss, musculoskeletal disorders, and occupational cancers (e.g., mesothelioma from asbestos, bladder cancer from aromatic amines).

Health surveillance is required where workers are exposed to specific hazards (noise, vibration, lead, asbestos, solvents, dust); it includes pre-employment, periodic, and exit medicals, with results kept confidential.

Occupational health services: first aid provision, health promotion, immunisation for at-risk workers, ergonomic assessment, and return-to-work programmes; the occupational health nurse/physician advises on fitness for work.

Biological hazards: bloodborne pathogens (HBV, HCV, HIV), airborne infections (TB, influenza), and zoonoses; controls include vaccination, safe sharps disposal, PPE, and post-exposure prophylaxis protocols.

Noise: 85 dBA 8-hour TWA is the action level in many jurisdictions; hearing protection required above 85 dBA, and exposure must not exceed 90 dBA (or the applicable national limit) without controls; annual audiometry for exposed workers.

Heat stress: WBGT (wet bulb globe temperature) index used to assess heat load; controls include acclimatisation, hydration, rest breaks, and engineering controls (ventilation, cooling).

Chemical hazards: routes of entry are inhalation, skin absorption, ingestion, and injection; controls follow the hierarchy, with substitution of hazardous substances and engineering controls (local exhaust ventilation) preferred over PPE.

Safety Data Sheets (SDS) under GHS have 16 sections; hazard communication includes labels with pictograms, signal words (Danger/Warning), and hazard and precautionary statements.

Physical hazards include noise, vibration (HAVS), radiation (ionising and non-ionising), temperature extremes, and pressure; each requires specific assessment and controls (e.g., shielding, time limits, PPE).

Biological hazards: risk groups 1–4 (low to high individual and community risk); containment levels (BSL-1 to BSL-4) correspond to the risk group of the agent handled.

Ergonomic hazards: manual handling, repetitive motion, awkward postures, and display screen equipment; controls include mechanical aids, workstation adjustment, job rotation, and training in safe techniques.

Vibration: hand-arm vibration exposure action value is often 2.5 m/s² A(8) and limit value 5 m/s² A(8); controls include anti-vibration tools, reduced trigger time, and health surveillance.

Hazardous waste: segregation at source, labelled containers, compatible storage, licensed disposal, and manifest tracking; chemical waste must not be mixed with general refuse.

Process safety: major hazard installations require HAZOP, safety cases, layers of protection analysis (LOPA), and emergency planning with the community.

PPE is the last line of defence: it does not eliminate the hazard and depends on correct selection, fit, use, and maintenance; it must be provided free of charge where required by risk assessment.

PPE selection: match to the hazard (e.g., EN 166 for eye protection, EN 149 for respirators, EN 388 for gloves); respirators require fit testing and a written respiratory protection programme.

Engineering controls: elimination/substitution, enclosure, local exhaust ventilation (LEV), isolation, and automation; LEV must be designed, commissioned, and maintained with regular examination (often every 14 months).

Administrative controls: safe systems of work, permits to work (hot work, confined space, excavation, electrical), training, supervision, rotation, and signage.

Permit-to-work systems control high-risk activities; a permit specifies the task, hazards, precautions, isolations, gas testing, authorised persons, and validity period, and must be closed out on completion.

Signage: prohibition (red circle with slash), warning (yellow triangle), mandatory (blue circle), and safe condition/fire equipment (green) signs; signage supports but does not replace controls.

PPE maintenance: inspect before use, clean and store correctly, replace damaged items, and record issue; defective PPE must be withdrawn from service.

Combination controls: use engineering controls to reduce exposure to below the OEL where practicable, then add administrative controls and PPE for residual risk.

Inspection vs audit: inspections are frequent, physical checks of conditions and behaviours against standards; audits are systematic, independent, documented evaluations of the management system against criteria (e.g., ISO 45001, legal requirements).

Inspection planning: define scope, frequency, checklist, competent inspectors, and follow-up; findings must be recorded, assigned owners and due dates, and tracked to closure.

Audit types: internal (first-party), supplier/second-party, and certification/third-party; auditors must be competent and independent of the area being audited.

Nonconformity grading: major (systemic failure or significant risk), minor (isolated lapse), and observation/opportunity for improvement; corrective action must address root cause, not just the symptom.

Performance indicators: LTIFR = (number of lost-time injuries × 1,000,000) / total hours worked; TRIFR = (recordable injuries × 1,000,000) / total hours worked; severity rate = (lost days × 1,000,000) / total hours worked.

Leading indicators (proactive): inspections completed, hazard reports raised, training completion, near-miss reporting rate, audit findings closed on time. Lagging indicators (reactive): injuries, fatalities, lost days, workers' compensation claims.

Benchmarking: compare performance against industry peers and previous periods, but ensure definitions (e.g., what counts as a recordable injury) are consistent.

Management review uses inspection and audit results, performance data, and incident trends to set objectives and allocate resources for the next cycle.

Training needs analysis (TNA) identifies gaps at organisational, task, and individual levels; training must be competence-based with defined learning outcomes and assessment.

Induction training covers site hazards, emergency procedures, PPE, reporting, and welfare; refresher training is required at defined intervals and after incidents or changes.

Adult learning principles: relevance, participation, practice, feedback, and reinforcement; training should be practical and scenario-based rather than lecture-only.

Behaviour-Based Safety (BBS) observes and reinforces safe behaviours, but must not replace engineering controls; a BBS programme requires a positive, non-punitive reporting culture to avoid under-reporting.

Communication channels: toolbox talks, safety meetings, noticeboards, digital platforms, and two-way feedback; messages must be in the language(s) workers understand.

Safety culture indicators: reporting rate, trust in management, perceived management commitment, and worker involvement in decisions; surveys can measure these.

Competence records: training matrix showing required training per role, completion dates, and expiry; records must be retained and available for audit.

Coaching and feedback: specific, timely, behavioural feedback (describe the behaviour, its impact, and the desired behaviour) is more effective than generic reminders.

ISO 14001:2015 is the environmental management system standard, following the same high-level structure as ISO 45001; it requires identification of environmental aspects and impacts, legal obligations, objectives, and emergency preparedness.

Environmental aspects are elements of activities, products, or services that interact with the environment (e.g., emissions, waste, water use); impacts are the resulting changes (e.g., pollution, resource depletion).

Significant aspects are determined by scoring likelihood and severity of impact; significant aspects must be controlled and monitored.

Waste hierarchy: prevent, reuse, recycle, recover (energy), and dispose as last resort; hazardous waste requires separate handling and licensed disposal.

Sustainability: reduce energy and water consumption, control emissions and discharges, manage biodiversity impacts, and report performance (e.g., GRI, CDP) to stakeholders.

Spill response: contain, absorb, dispose of contaminated material correctly, and report to the regulator where required; spill kits must be available and workers trained.

Environmental monitoring: air emissions, effluent quality, noise, and groundwater; results compared with permit limits and legal standards.

Life-cycle thinking: consider environmental impacts from raw material extraction through production, use, and end-of-life disposal.

Core ethical principles: honesty, integrity, objectivity, competence, confidentiality, and public safety paramount; safety practitioners must not misrepresent qualifications or data.

Conflict of interest: disclose any financial or personal interest that could influence professional judgement (e.g., relationship with a contractor or supplier) and recuse where necessary.

Confidentiality: personal health data and investigation statements are confidential; disclose only as required by law or with consent, and share on a need-to-know basis.

Competence: practise only within your competence; seek specialist advice where needed, keep skills current through continuing professional development (CPD), and maintain records.

Reporting: safety practitioners have a duty to report serious risks to management and, where the law requires, to regulators; whistleblowing protections may apply.

Integrity of data: never falsify inspection, audit, or incident records; accurate reporting is essential for trust and legal compliance.

Respect for people: treat workers fairly, avoid blame-oriented investigation, and protect vulnerable workers (e.g., new workers, contractors, young persons).

Professional conduct: follow the code of conduct of the relevant professional body (e.g., ISPON, IOSH, NEBOSH), maintain independence, and avoid conflicts between commercial pressure and safety.

Immediate causes are the unsafe acts and conditions at the point of the incident; root causes are the underlying system failures (e.g., inadequate training, poor design, missing procedures, supervision gaps).

The '5 Whys' technique asks 'why' repeatedly until the system cause is reached; it is simple but can miss multiple causal paths, so combine with fishbone or fault tree for complex events.

Fault Tree Analysis (FTA) is deductive: start with the top event (undesired outcome) and work down through AND/OR gates to basic events; it quantifies probability when failure data are available.

Events and Causal Factors (E&CF) charting builds a time-ordered sequence of events and conditions, distinguishing necessary from contributing factors.

Human error is a symptom, not a root cause: investigate the conditions that made the error likely (workload, design, training, supervision, fatigue).

Corrective actions must be SMART (specific, measurable, achievable, relevant, time-bound) and verified for effectiveness; ineffective actions should be revised.

Reporting culture: near-miss reporting is a leading indicator of safety maturity; low reporting often indicates fear, not safety.

Learning: share investigation findings (anonymised where necessary) across sites and shifts to prevent recurrence.

Emergency plan must be tested, reviewed after drills and incidents, and communicated to all workers, contractors, and visitors.

Assembly points must be safe, clearly marked, and known to all; roll call must account for contractors and visitors as well as employees.

First aid: trained first aiders, stocked kits, and a defined response for medical emergencies; records of treatment kept.

Fire detection: smoke, heat, and flame detectors; alarms must be audible/visible in all areas, including noisy and confined spaces.

Firefighting equipment: extinguishers, hose reels, sprinklers, and fire blankets; monthly inspections and annual servicing.

Evacuation of people with disabilities: personal emergency evacuation plans (PEEPs) and designated assistants.

Emergency drills should include unannounced drills and scenario variations (e.g., night shift, blocked exit) to test realism.

Post-incident recovery: account for people, assess damage, restore services safely, and provide support (e.g., counselling) to affected workers.

Occupational health aims to promote and maintain the highest degree of physical, mental, and social well-being of workers; it includes prevention of ill health, protection from hazards, and adaptation of work to people.

Health risk assessment considers exposure (intensity × duration × frequency), individual susceptibility, and effectiveness of controls.

Occupational exposure limits (OELs) are not sharp dividing lines between safe and unsafe; they are based on available evidence and should be reduced as far as reasonably practicable.

Biological monitoring measures the substance or its metabolites in body fluids (blood, urine, breath); it reflects total exposure from all routes.

Health records must be kept confidential, retained for the legally required period (often 40 years for hazardous exposures), and made available to the worker.

Fitness for work: pre-placement medicals ensure the worker is fit for the task and identify any restrictions; periodic medicals monitor for early signs of occupational disease.

Mental health: psychosocial hazards (workload, bullying, violence) must be assessed and controlled like other hazards.

Vaccination and post-exposure prophylaxis are key controls for biological hazards in healthcare and laboratory settings.

GHS classification covers physical hazards (flammable, explosive, oxidising), health hazards (acute toxicity, carcinogenicity, reproductive toxicity), and environmental hazards.

Chemical storage: segregate incompatible substances (e.g., oxidisers from flammables, acids from bases), use secondary containment, and label all containers.

Asbestos: inhalation of fibres causes asbestosis, lung cancer, and mesothelioma; work with asbestos requires licensed contractors, enclosure, PPE, and air monitoring.

Confined spaces: assess for oxygen deficiency/enrichment, toxic gases, and flammable atmospheres; test before entry, ventilate, use permits, and have a standby person.

Radiation: ionising radiation controlled by time, distance, shielding, and dose monitoring (dosimeters); non-ionising (UV, laser, electromagnetic) controlled by enclosure, eyewear, and exposure limits.

Ergonomics: DSE workstation assessment covers chair, screen height, keyboard, lighting, and breaks; manual handling assessment considers load, posture, distance, and frequency.

Noise control hierarchy: reduce at source, isolate, absorb, and protect (earplugs/earmuffs); hearing protection zones must be signed.

Biological risk assessment considers the agent's risk group, route of transmission, and availability of vaccines/treatment; containment level must match the risk group.

PPE must be CE/UKCA marked where applicable, fit for purpose, and compatible when multiple items are worn together (e.g., respirator with eye protection).

Respirator types: filtering facepieces (FFP1–FFP3), half/full-face masks with filters, and powered air-purifying respirators (PAPR); selection depends on hazard and exposure level.

Fit testing (qualitative or quantitative) verifies the respirator seals to the wearer's face; fit checks are performed before each use.

LEV systems require thorough examination and testing (often every 14 months) by a competent person, with records kept.

Administrative controls must be backed by supervision and enforcement; procedures that are not followed are not controls.

Permit-to-work is required for high-risk activities: confined space entry, hot work, excavation, electrical isolation, and work at height.

Isolation (lockout/tagout) ensures energy sources are isolated and locked before maintenance; only the person who applied the lock removes it.

Safety signs and signals: use standard shapes and colours; ensure they are visible, maintained, and understood by the workforce.

Inspection checklists should be based on legal requirements, risk assessments, and previous findings; they must be reviewed and updated.

Findings should be prioritised by risk (high, medium, low) and tracked in a register with owners and due dates.

Audit evidence: documents, records, interviews, and observation; auditors sample and verify, not just accept statements.

Audit report structure: scope, criteria, findings (nonconformities, observations), conclusions, and recommendations.

Corrective action verification: check that the action was implemented and effective; close the finding only when verified.

Performance review: compare indicators over time and against targets; investigate adverse trends.

Worker consultation: inspections and audits should involve workers and safety representatives to improve identification of hazards.

Contractor performance monitoring: include safety KPIs in contracts and review contractor incidents and inspections.

Training records must show the worker's name, training content, date, trainer, and assessment result; keep them for the required period.

Toolbox talks are short, task-specific briefings before work; record attendance and topics.

Behaviour observation: observe, record, give feedback, and analyse data for trends; focus on safe behaviours as well as at-risk behaviours.

Positive reinforcement: recognise safe behaviour; punitive approaches can drive under-reporting.

Communication barriers: language, literacy, noise, and shift patterns; use multiple channels and check understanding.

Safety leadership training for supervisors: coaching, feedback, and visible commitment.

Emergency communication: alarms, radios, and public address systems must be tested and understood.

Evaluation of training: measure reaction, learning, behaviour, and results (Kirkpatrick model).

Environmental policy: commitment to prevention of pollution, compliance with legal requirements, and continual improvement.

Legal register: identify applicable environmental legislation (e.g., NESREA regulations in Nigeria) and evaluate compliance.

Environmental objectives: measurable targets for waste reduction, energy efficiency, emissions, and water use.

Emergency preparedness: spill response plans, firewater containment, and notification of regulators.

Monitoring and measurement: calibrate equipment, keep records, and evaluate results against limits.

Supplier and contractor environmental requirements: include environmental criteria in procurement and contracts.

Sustainability reporting: disclose environmental performance to stakeholders; avoid greenwashing.

Life-cycle assessment: evaluate impacts across the product life cycle to inform design and procurement decisions.

Duty to society: protect the public and workers from harm; do not compromise safety for commercial gain.

Honesty: report findings accurately; do not suppress unfavourable data.

Objectivity: base recommendations on evidence; avoid bias from personal or financial interests.

Confidentiality: protect personal and commercial information; disclose only as required by law.

Competence: maintain and update knowledge; do not accept work beyond your competence.

Respect: treat all people with dignity; avoid discrimination and harassment.

Integrity: refuse bribes or improper inducements; declare gifts and hospitality.

Professional development: participate in CPD and contribute to the profession.

Hazard vs risk: a hazard is a source of potential harm; risk is the combination of likelihood and severity of harm.

Risk assessment must consider normal operations, abnormal conditions (start-up, shutdown, maintenance), and emergencies.

Vulnerable workers: young persons, pregnant workers, new workers, and contractors may need additional assessment.

Hierarchy of controls must be applied in order; PPE alone is not acceptable where higher-level controls are reasonably practicable.

Risk register: record hazards, controls, residual risk, owner, and review date; update after incidents and changes.

Communication: risk assessment findings must be communicated to affected workers and contractors.

Review triggers: incident, near miss, change in process, new equipment, new legislation, or periodic review.

ALARP: document the rationale for accepting residual risk, including cost-benefit considerations.

Policy: top management must establish, implement, and maintain an OSH policy that includes commitment to prevent injury and ill health.

Planning: identify hazards, assess risks, determine legal requirements, and set OSH objectives.

Support: resources, competence, awareness, communication, and documented information.

Operation: operational planning and control, management of change, procurement, contractors, and emergency preparedness.

Performance evaluation: monitoring, measurement, analysis, internal audit, and management review.

Improvement: incident investigation, nonconformity, corrective action, and continual improvement.

Documented information: create, update, and control documents and records; ensure they are available and protected.

Integration with ISO 14001 and ISO 9001: shared structure and processes reduce duplication.

Policy content: commitment to safety, legal compliance, prevention of injury and ill health, consultation, and continual improvement.

Leadership behaviours: visible commitment, setting expectations, providing resources, and holding people accountable.

Accountability: assign safety responsibilities in job descriptions and performance reviews.

Safety committee: joint management–worker committee with terms of reference, regular meetings, and minutes.

Worker participation: consult workers on risk assessments, incident investigations, and changes that affect safety.

Governance: board-level oversight of safety performance and risk.

Culture: measure and improve safety culture through surveys and focus groups.

Communication: leaders communicate safety messages regularly and consistently.

Anticipation: identify health hazards before they occur (e.g., new chemical, new process).

Recognition: identify hazards through walkthroughs, SDS review, and worker reports.

Evaluation: measure exposure and compare with OELs.

Control: apply hierarchy of controls to reduce exposure.

Verification: monitor controls and health surveillance to confirm effectiveness.

Occupational disease reporting: report prescribed occupational diseases to the regulator and NSITF.

Health promotion: encourage healthy lifestyles and provide support for chronic conditions.

Record keeping: maintain health records confidentially for the required period.

Fire risk assessment: identify ignition sources, fuel, oxygen, people at risk, and controls.

Means of escape: adequate number, width, and protection; kept clear and unobstructed.

Fire doors: self-closing, kept closed, not wedged; inspected regularly.

Alarm and detection: tested weekly (alarm) and periodically (detection); records kept.

Extinguisher servicing: annual by competent person; monthly visual inspection.

Hot work permit: required for welding, cutting, grinding; fire watch and removal of combustibles.

Drills: at least annually; record and review.

Emergency lighting: tested monthly and annually; ensures escape routes are lit.

Preserve evidence: secure the scene, photograph, and collect documents before cleanup.

Witness interviews: separate witnesses, ask open questions, and record statements.

Timeline: reconstruct the sequence of events with times.

Causal analysis: identify immediate causes, contributing factors, and root causes.

Corrective actions: address root causes; assign owners and due dates.

Report: document findings, conclusions, and recommendations.

Verification: check effectiveness of actions.

Learning: share lessons learned across the organisation.

Inspection frequency: based on risk, legal requirements, and previous performance.

Competent inspectors: trained and knowledgeable about the work.

Checklist: cover legal requirements, risk controls, housekeeping, PPE, and emergency equipment.

Findings: record condition, location, risk rating, and action required.

Follow-up: track actions to closure and verify effectiveness.

Audit independence: auditors must not audit their own work.

Audit criteria: legal requirements, ISO 45001, and internal procedures.

Performance reporting: regular reports to management with trends and actions.

Training needs: identify by role, task, and legal requirement.

Training methods: classroom, practical, e-learning, and on-the-job.

Assessment: test knowledge and practical competence.

Records: keep training records up to date.

Communication: use multiple channels and check understanding.

BBS: observe behaviour, provide feedback, and reinforce safe behaviour.

Culture: build trust and encourage reporting.

Evaluation: measure training effectiveness.

Aspects and impacts: identify and evaluate environmental aspects and impacts.

Legal compliance: identify and comply with environmental legislation.

Objectives: set and monitor environmental objectives.

Waste: apply the waste hierarchy and segregate waste.

Spills: prevent, contain, and clean up spills.

Monitoring: measure emissions and discharges.

Reporting: report environmental performance.

Sustainability: integrate environmental, social, and economic considerations.

Integrity: be honest and transparent in all professional dealings.

Objectivity: avoid conflicts of interest and declare any that arise.

Confidentiality: protect personal and commercial information.

Competence: maintain and update professional knowledge.

Public safety: prioritise the safety of workers and the public.

Respect: treat people with dignity and fairness.

Accountability: take responsibility for your actions and decisions.

Professional development: engage in CPD and support the profession.