Health and Safety Legislation: The Complete Guide to UK and International Laws

A comprehensive guide to workplace safety laws, regulations and standards that employers must know, from UK legislation to global frameworks

Published by Arinite Health & Safety Consultants | February 2026 | 16 min read

Health and safety legislation exists for one fundamental reason: to protect people from harm at work. In the UK alone, workplace injuries and ill health cost an estimated £22.9 billion annually. Globally, the International Labour Organization reports that 2.78 million workers die each year from occupational accidents and diseases. Behind these statistics are real people, real families and real consequences.

For employers, understanding health and safety legislation is not optional. Breach of regulations is a criminal offence, with unlimited fines for organisations and potential imprisonment for individuals. Beyond penalties, non-compliance exposes workers to preventable harm, damages reputation, increases insurance costs and disrupts operations.

This guide provides a comprehensive overview of health and safety legislation in the UK and internationally. Whether you operate a single UK site or manage operations across multiple countries, understanding the legal framework is the foundation of effective safety management.

Understanding Health and Safety Legislation

Health and safety legislation comprises the laws, regulations and standards that govern workplace safety. These rules set out the duties of employers, employees and others to prevent accidents, injuries and occupational diseases. They establish minimum standards for working conditions, require specific controls for particular hazards, and provide for enforcement and penalties when standards are not met.

In the UK, health and safety law operates through primary legislation (Acts of Parliament) and secondary legislation (Regulations made under those Acts). The Health and Safety Executive (HSE) and local authorities are responsible for enforcement. Internationally, each country has its own regulatory framework, though international standards and conventions provide common principles that many nations follow.

UK Health and Safety Legislation

Health and Safety at Work etc. Act 1974 (HSWA)

The Health and Safety at Work etc. Act 1974, often referred to as HSWA, HASAWA or simply "the Act," is the cornerstone of UK workplace safety legislation. It establishes the general framework within which all other health and safety regulations operate.

Key provisions include:

• Section 2: General duties of employers to their employees, requiring them to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all employees
• Section 3: Duties to persons not in employment, requiring employers and self-employed persons to conduct their undertaking so as not to expose others to risks
• Section 4: Duties of persons in control of premises, covering landlords and those who control non-domestic premises
• Section 7: Duties of employees to take reasonable care of themselves and others and to cooperate with their employer
• Section 8: Duty not to interfere with or misuse anything provided for health and safety

Employers with five or more employees must prepare a written health and safety policy. The Act created the Health and Safety Commission (now merged into the HSE) and the Health and Safety Executive, and provides the framework for Regulations to address specific hazards.

Management of Health and Safety at Work Regulations 1999

Often called the "Management Regs," these regulations require employers to take a systematic approach to managing health and safety. They put risk assessment at the heart of safety management and require employers to implement the hierarchy of controls.

Key requirements include:

• Regulation 3: Risk assessment, requiring employers to make a suitable and sufficient assessment of risks to employees and others
• Regulation 5: Health and safety arrangements, requiring effective planning, organisation, control, monitoring and review
• Regulation 7: Appointment of competent persons to assist with health and safety measures
• Regulation 8: Emergency procedures, requiring employers to establish appropriate procedures for serious and imminent danger
• Regulation 10: Information for employees about risks and preventive measures
• Regulation 11: Cooperation and coordination between employers sharing a workplace
• Regulation 13: Capabilities and training, ensuring employees are competent for their tasks

Workplace (Health, Safety and Welfare) Regulations 1992

These regulations set minimum standards for workplace conditions. They apply to most workplaces (excluding construction sites, ships and mines, which have separate regulations) and cover the working environment, safety features and facilities.

Requirements include:

• Adequate ventilation, temperature control (minimum 16°C for sedentary work, 13°C for physical work), lighting and space
• Suitable workstations and seating where work can be done seated
• Floors and traffic routes that are safe and free from obstructions
• Protection from falling objects and falls into dangerous substances
• Windows, doors, gates and escalators that are safe
• Sanitary conveniences, washing facilities and drinking water
• Accommodation for clothing and facilities for changing, rest and eating

Provision and Use of Work Equipment Regulations 1998 (PUWER)

PUWER places duties on employers who own, operate or have control over work equipment. "Work equipment" is broadly defined and includes everything from hand tools to vehicles to complex machinery.

Key requirements:

• Equipment must be suitable for its intended use and the conditions in which it will be used
• Equipment must be maintained in efficient working order and good repair
• Where there is specific risk, use must be restricted to authorised persons
• Users and supervisors must receive adequate information, instruction and training
• Equipment must have appropriate guards, protection devices, controls and markings
• Mobile work equipment and power presses have additional specific requirements

Lifting Operations and Lifting Equipment Regulations 1998 (LOLER)

LOLER applies to all lifting equipment used at work, from cranes and hoists to passenger lifts and vehicle tail lifts. It requires that lifting operations are properly planned, supervised by a competent person, and carried out safely. Lifting equipment must be of adequate strength and stability, positioned safely, and clearly marked with safe working loads. Thorough examinations by a competent person are required at specified intervals (generally six months for equipment lifting persons, twelve months for other equipment) or following exceptional circumstances.

Manual Handling Operations Regulations 1992

Manual handling injuries account for over a third of all workplace injuries. These regulations require employers to avoid hazardous manual handling operations so far as is reasonably practicable. Where manual handling cannot be avoided, employers must assess the risk and reduce it to the lowest level reasonably practicable. The assessment should consider the task, the load, the working environment and individual capability. Training alone is not sufficient; the focus must be on eliminating or engineering out the risk.

Health and Safety (Display Screen Equipment) Regulations 1992

The DSE Regulations protect workers who habitually use display screen equipment as a significant part of their normal work. "Users" are generally those who use DSE for continuous periods of an hour or more on most working days. Employers must assess workstations, reduce risks identified, ensure workstations meet minimum requirements, plan work to include breaks or changes of activity, provide eye tests on request, and give users information and training. With the growth of home and hybrid working, ensuring compliant workstations for remote workers has become increasingly important.

Personal Protective Equipment at Work Regulations 1992

PPE should be used as a last resort when risks cannot be adequately controlled by other means. Where PPE is required, employers must provide it free of charge, ensure it is suitable for the risk and the wearer, maintain it in good condition, provide storage, give information, instruction and training on its use, and ensure it is properly used. The regulations were amended in 2022 to extend protections to limb (b) workers (those who are not employees but work under the supervision of another person).

Control of Substances Hazardous to Health Regulations 2002 (COSHH)

COSHH requires employers to assess and control risks from hazardous substances, which include chemicals, products containing chemicals, fumes, dusts, vapours, mists, nanotechnology, gases and biological agents. Employers must identify hazardous substances, assess the risks (a COSHH assessment), decide what precautions are needed, prevent or adequately control exposure, ensure control measures are used and maintained, monitor exposure and carry out health surveillance where appropriate, and provide information, instruction and training.

Control of Noise at Work Regulations 2005

These regulations set exposure limit values and action values for workplace noise. The lower exposure action value is a daily personal noise exposure of 80 dB(A), at which employers must make hearing protection available and provide information. The upper exposure action value of 85 dB(A) requires employers to reduce exposure, establish hearing protection zones and ensure hearing protection is worn. The exposure limit value of 87 dB(A) must not be exceeded. Health surveillance (audiometry) is required where there is a risk to hearing.

Work at Height Regulations 2005

Falls from height remain the leading cause of workplace fatalities in the UK, accounting for approximately 40% of fatal injuries. These regulations require employers to avoid work at height where possible, use work equipment or other measures to prevent falls where work at height cannot be avoided, and minimise the distance and consequences of a fall where the risk of a fall cannot be eliminated. Work at height must be properly planned, supervised and carried out by competent persons using appropriate equipment. The regulations establish a hierarchy of controls, prioritising collective protection measures over personal protection.

Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR)

RIDDOR requires employers to report certain work-related accidents, diseases and dangerous occurrences to the HSE. Reportable incidents include:

• Deaths arising from work-related accidents
• Specified injuries including fractures (except fingers, thumbs and toes), amputations, permanent loss of sight, crush injuries, burns, scalping and serious injuries from electrical shock
• Over-seven-day incapacitation where a worker is incapacitated for more than seven consecutive days
• Occupational diseases including carpal tunnel syndrome, severe cramp, occupational dermatitis, hand-arm vibration syndrome, occupational asthma and certain infections
• Dangerous occurrences including collapse of scaffolding, failure of lifting equipment, explosion or fire, and release of dangerous substances

Regulatory Reform (Fire Safety) Order 2005

The Fire Safety Order applies to virtually all non-domestic premises in England and Wales (Scotland and Northern Ireland have equivalent legislation). It requires the "responsible person" (typically the employer, owner or occupier) to carry out a fire risk assessment, implement appropriate fire precautions, maintain fire safety measures, provide fire safety information and training to employees, and prepare emergency plans. The Fire Safety Act 2021 clarified that the Order applies to external walls (including cladding) and flat entrance doors in multi-occupied residential buildings.

Working Time Regulations 1998

While primarily employment legislation, the Working Time Regulations have significant health and safety implications. They limit the average working week to 48 hours (though workers can opt out in writing), require minimum daily rest periods of 11 consecutive hours, provide for a rest break of at least 20 minutes when daily working time exceeds six hours, and require a weekly rest period of 24 hours in each seven-day period. Young workers (aged 15 to 18) have additional protections. Long working hours are a significant risk factor for fatigue-related incidents and long-term health problems.

Construction (Design and Management) Regulations 2015 (CDM)

CDM 2015 places duties on all involved in construction projects to manage health and safety. Key duty holders include the client (who has overall responsibility for the project), principal designer (who plans, manages and coordinates health and safety during pre-construction), principal contractor (who plans, manages and coordinates health and safety during construction), designers (who eliminate or reduce risks through design), and contractors (who plan, manage and monitor their own work). For projects with more than one contractor, a construction phase plan and health and safety file are required.

Other Key UK Regulations

Depending on your industry and activities, other regulations may apply:

• Control of Vibration at Work Regulations 2005: exposure limits for hand-arm and whole-body vibration
• Control of Asbestos Regulations 2012: duties for those who may encounter asbestos in their work
• Electricity at Work Regulations 1989: requirements for electrical safety
• Gas Safety (Installation and Use) Regulations 1998: duties on gas installers and landlords
• Dangerous Substances and Explosive Atmospheres Regulations 2002 (DSEAR): controlling risks from explosive atmospheres
• Control of Major Accident Hazards Regulations 2015 (COMAH): requirements for sites with large quantities of dangerous substances
• Ionising Radiations Regulations 2017: protection from radiation exposure
• Health and Safety (First-Aid) Regulations 1981: requirements for first-aid provision
• Safety Representatives and Safety Committees Regulations 1977: rights of union-appointed safety representatives
• Health and Safety (Consultation with Employees) Regulations 1996: consultation requirements where unions are not recognised

International Health and Safety Legislation

For organisations operating internationally, understanding the health and safety legal frameworks of different countries is essential. While principles are similar, specific requirements, enforcement approaches and penalties vary significantly.

European Union

The EU Framework Directive 89/391/EEC establishes general principles for occupational health and safety across member states. It requires risk assessment, preventive measures, worker information and consultation, and training. Individual directives address specific hazards including chemical agents, biological agents, manual handling, display screen equipment, personal protective equipment and workplace conditions. Each member state transposes these directives into national law, resulting in some variation in specific requirements while maintaining a common baseline. Following Brexit, UK law is no longer aligned with new EU directives, though much UK regulation was originally based on EU requirements.

United States

The Occupational Safety and Health Act 1970 (OSH Act) is the primary federal legislation, enforced by the Occupational Safety and Health Administration (OSHA). The US approach is more prescriptive than the UK's goal-based framework, with detailed standards specifying requirements for particular hazards. The General Duty Clause requires employers to provide a workplace free from recognised hazards likely to cause death or serious physical harm. State-run OSHA programmes operate in 22 states, often with standards more stringent than federal requirements. The Hazard Communication Standard (HCS) requires information about chemical hazards through labelling, safety data sheets and training.

Canada

Canada operates a federal-provincial system. The Canada Labour Code covers federally regulated industries, while each province has its own OHS legislation. Canadian law typically recognises three fundamental worker rights: the right to know about workplace hazards, the right to participate in health and safety decisions, and the right to refuse unsafe work. The Internal Responsibility System (IRS) requires both employers and workers to share responsibility for workplace safety. The Canadian Centre for Occupational Health and Safety (CCOHS) provides national leadership.

Australia

Australia has largely harmonised work health and safety (WHS) laws across states and territories based on model legislation developed by Safe Work Australia. The model WHS Act uses the concept of "person conducting a business or undertaking" (PCBU) rather than traditional employer duties, capturing modern working arrangements. Officers of corporations can face personal liability for failing to exercise due diligence. Western Australia and Victoria have maintained separate frameworks, though with similar principles. Penalties for WHS offences are substantial.

New Zealand

The Health and Safety at Work Act 2015 (HSWA) is New Zealand's primary workplace health and safety legislation. It follows a similar approach to Australian WHS law, with duties on persons conducting a business or undertaking (PCBUs). The Act requires PCBUs to ensure, so far as is reasonably practicable, the health and safety of workers and others affected by their work. Officers must exercise due diligence. WorkSafe New Zealand is the primary regulator.

Middle East

Middle Eastern countries have OHS frameworks at varying levels of maturity. The UAE has federal OHS regulations with enforcement through the Ministry of Human Resources and Emiratisation, though free zones may have separate arrangements. Saudi Arabia's requirements are embedded in labour law. Qatar strengthened worker protections significantly following preparations for the 2022 World Cup. Construction and oil and gas sectors typically have the most developed requirements, often aligned with international standards. Heat stress management is a particular focus given the climate.

Asia

Asian countries present diverse OHS landscapes. Japan's Industrial Safety and Health Act, enforced by the Ministry of Health, Labour and Welfare, establishes comprehensive requirements with strong emphasis on industrial hygiene. Singapore's Workplace Safety and Health Act takes a performance-based approach with significant penalties. China's Work Safety Law has been progressively strengthened, with increased emphasis on corporate responsibility and severe penalties for serious incidents. India, Vietnam and Indonesia are developing their frameworks, often with international organisation support.

International Standards: ISO 45001

ISO 45001:2018 is the international standard for occupational health and safety management systems. While not legislation, it provides a globally recognised framework that organisations use to manage OHS systematically. ISO 45001 follows the same high-level structure as ISO 9001 (quality) and ISO 14001 (environment), facilitating integration. Certification demonstrates commitment to safety and is increasingly expected by multinational clients, supply chain partners and investors. For organisations operating across multiple jurisdictions, ISO 45001 can provide a consistent approach while ensuring compliance with local legal requirements.

ILO Conventions

The International Labour Organization (ILO) has developed international conventions and recommendations on OHS. Key instruments include Convention 155 (Occupational Safety and Health), Convention 161 (Occupational Health Services) and Convention 187 (Promotional Framework for Occupational Safety and Health). In June 2022, the ILO recognised a safe and healthy working environment as a fundamental principle and right at work, placing OHS alongside freedom from forced labour, child labour and discrimination. This strengthens the moral and legal imperative for employers globally to prioritise safety.

Staying Compliant: Practical Steps for Employers

Understanding legislation is only the first step. Turning legal requirements into practical workplace arrangements requires a systematic approach.

Conduct Comprehensive Risk Assessments

Risk assessment is the foundation of compliance. Identify the hazards in your workplace, evaluate who might be harmed and how, determine appropriate controls, implement those controls and review regularly. Specific assessments are required for fire, manual handling, DSE, COSHH, noise and other significant hazards. Document your assessments and share relevant findings with those who need to know.

Develop Clear Policies and Procedures

Written documentation demonstrates your commitment and provides clear guidance for employees. Your health and safety policy (required if you have five or more employees) should set out your commitment, responsibilities and arrangements. Develop procedures for specific hazards and activities, emergency response, incident reporting and investigation, and consultation with employees.

Appoint Competent Persons

The law requires you to appoint one or more competent persons to assist with health and safety. A competent person has the necessary training, knowledge and experience to provide sound advice. For many organisations, particularly SMEs, this expertise is best sourced externally from qualified consultants who understand both the law and practical implementation.

Provide Information, Instruction and Training

Employees need to understand the risks they face and how to work safely. This includes induction training for new starters, job-specific training for hazardous activities, refresher training to maintain competence, and specialist training for those with particular responsibilities such as first aiders, fire wardens and safety representatives.

Monitor, Review and Improve

Compliance is not a one-time achievement. Regular inspections, audits and management reviews verify that controls remain effective. Investigate incidents and near misses to learn and improve. Stay informed about legislative changes and update your arrangements accordingly. Consider certification to ISO 45001 to provide structure and external validation.

How Arinite Can Help

At Arinite, we help organisations navigate health and safety legislation and turn legal requirements into practical workplace arrangements. Our team of Chartered (CMIOSH) consultants brings over 500 years of combined experience across virtually every industry and jurisdiction.

Our services include:

• Compliance audits: objective assessment against UK legislation and international requirements, identifying gaps and priorities
• Risk assessment: comprehensive assessments covering all regulatory requirements including fire, COSHH, manual handling, DSE, noise and stress
• Policy and procedure development: tailored documentation that meets legal requirements and works in practice
• Competent person services: providing the competent person function for organisations without internal expertise
• ISO 45001 implementation: guidance through certification from gap analysis to successful audit
• Training: practical programmes covering legal requirements, management responsibilities and specific hazards
• Regulatory support: assistance with HSE inspections, enforcement notices and investigations
• International support: helping organisations meet requirements across multiple jurisdictions

With experience supporting over 1,500 UK businesses and operations in more than 50 countries, we understand the challenge of navigating complex regulatory requirements. Our approach is practical, proportionate and focused on what works. We call it "Keeping It Simple."