MANAGING THE WORK

ENVIRONMENT AND FACILITIES

Code of Practice

DECEMBER 2011
Safe Work Australia is an Australian Government statutory agency established in 2009.
Safe Work Australia consists of representatives of the Commonwealth, state and territory
governments, the Australian Council of Trade Unions, the Australian Chamber of Commerce and
Industry and the Australian Industry Group.

Safe Work Australia works with the Commonwealth, state and territory governments to improve
work health and safety and workers’ compensation arrangements. Safe Work Australia is a national
policy body, not a regulator of work health and safety. The Commonwealth, states and territories
have responsibility for regulating and enforcing work health and safety laws in their jurisdiction.

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TABLE OF CONTENTS

FOREWORD 2 5. EMERGENCY PLANS 26

1. INTRODUCTION 4 5.1 Preparing emergency procedures 27

1.1 Who has duties in relation to the work APPENDIX A – WORK ENVIRONMENT AND
environment and facilities? 4 FACILITIES CHECKLIST 28

1.2 Identifying what facilities are needed 5 APPENDIX B – EXAMPLES OF FACILITIES FOR
DIFFERENT WORKPLACES 34
1.3 Maintaining the work environment
and facilities 7

2. THE WORK ENVIRONMENT 8

2.1 Entry and exit 8

2.2 Housekeeping 9

2.3 Work areas 9

2.4 Floors and other surfaces 10

2.5 Workstations 10

2.6 Lighting 11

2.7 Air quality 13

2.8 Heat and cold 14

3. WELFARE FACILITIES 16

3.1 Access to facilities 16

3.2 Drinking water 16

3.3 Toilets 17

3.4 Hand washing 18

3.5 Dining facilities 19

3.6 Personal storage 20

3.7 Change rooms 20

3.8 Shower facilities 21

4. GUIDANCE FOR SPECIFIC

TYPES OF WORK 22

4.1 Outdoor work 22

4.2 Remote or isolated work 22

4.3 Accommodation 25

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 1

FOREWORD

This Code of Practice on managing the work environment and facilities is an approved code
of practice under section 274 of the Work Health and Safety Act (the WHS Act).

An approved code of practice is a practical guide to achieving the standards of health, safety
and welfare required under the WHS Act and the Work Health and Safety Regulations (the
WHS Regulations).

A code of practice applies to anyone who has a duty of care in the circumstances
described in the code. In most cases, following an approved code of practice would achieve
compliance with the health and safety duties in the WHS Act, in relation to the subject
matter of the code. Like regulations, codes of practice deal with particular issues and do not
cover all hazards or risks that may arise. The health and safety duties require duty holders
to consider all risks associated with work, not only those for which regulations and codes of
practice exist.

Codes of practice are admissible in court proceedings under the WHS Act and Regulations.
Courts may regard a code of practice as evidence of what is known about a hazard, risk
or control and may rely on the code in determining what is reasonably practicable in the
circumstances to which the code relates.

Compliance with the WHS Act and Regulations may be achieved by following another
method, such as a technical or an industry standard, if it provides an equivalent or higher
standard of work health and safety than the code.

An inspector may refer to an approved code of practice when issuing an improvement or

prohibition notice.

This Code of Practice has been developed by Safe Work Australia as a model code of
practice under the Council of Australian Governments’ Inter-Governmental Agreement for
Regulatory and Operational Reform in Occupational Health and Safety for adoption by the
Commonwealth, state and territory governments.

A draft of this Code of Practice was released for public consultation on 7 December 2010
and was endorsed by the Workplace Relations Ministers’ Council on 10 August 2011.

2 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 FOREWORD

Scope and application

This Code applies to all types of work and all workplaces covered by the WHS Act, including
workplaces that are mobile, temporary and remote.

It provides practical guidance for persons conducting a business or undertaking on how to

provide and maintain a physical work environment that is without risks to health and safety.
This Code covers:

„„the physical work environment, such as workspace, lighting and ventilation

„„facilities for workers, including toilets, drinking water, washing and dining areas, change
rooms, personal storage and shelter
„„remote and isolated work

„„emergency plans.

This Code takes into account that new buildings and major renovations must also comply
with the National Construction Code of Australia which specifies certain requirements, for
example the number of toilets that need to be provided in buildings used as workplaces.

For more specific information about providing facilities at construction sites, refer to the
Code of Practice: Managing Risks in Construction Work.

Guidance on the provision of first aid facilities can be found in the Code of Practice: First
Aid in the Workplace.

HOW TO USE THIS CODE OF PRACTICE

In providing guidance, the word ‘should’ is used in this Code to indicate a recommended
course of action, while ‘may’ is used to indicate an optional course of action.

This Code also includes various references to sections of the WHS Act and the Regulations
which set out the legal requirements. These references are not exhaustive. The words ‘must’,
‘requires’ or ‘mandatory’ indicate that a legal requirement exists and must be complied with.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 3

1. INTRODUCTION

1.1 Who has duties in relation to the work environment

and facilities?
A person conducting a business or undertaking has the primary duty under the WHS Act to
ensure, so far as is reasonably practicable, that workers and other persons are not exposed
to health and safety risks arising from the business or undertaking.

The WHS Regulations place more specific obligations on a person conducting a business
or undertaking in relation to the work environment and facilities for workers, including
requirements to:

„„ensure, so far as is reasonably practicable, that the layout of the workplace, lighting and
ventilation enables workers to carry out work without risks to health and safety
„„ensure, so far as is reasonably practicable, the provision of adequate facilities for workers,
including toilets, drinking water, washing and eating facilities
„„manage risks associated with remote and isolated work

„„prepare emergency plans.

Persons conducting a business or undertaking who have management or control of a

workplace must ensure, so far as is reasonably practicable, that the workplace, the means
of entering and exiting the workplace and anything arising from the workplace is without
health and safety risks to any person.

This means that the duty to provide and maintain a safe work environment and adequate
facilities may be shared between duty holders, for example a business leasing premises will
share the duty with the landlord or property manager of the premises. In these situations the
duty holders must, so far as is reasonably practicable, consult, co-operate and co-ordinate
activities with each other.

Persons who design and construct buildings and structures that are intended to be used as
workplaces must ensure, so far as is reasonably practicable, that the building or structure is
without risks to health and safety.

Officers, such as company directors, have a duty to exercise due diligence to ensure that
the business or undertaking complies with the WHS Act and Regulations. This includes
taking reasonable steps to ensure that the business or undertaking has and uses appropriate
resources and processes to provide and maintain a safe work environment and adequate
facilities for workers.

Workers have a duty to take reasonable care for their own health and safety and that they
do not adversely affect the health and safety of other persons. Workers must comply with
any reasonable instruction and cooperate with any reasonable policy or procedure relating
to health and safety at the workplace.

4 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 1. INTRODUCTION

1.2 Identifying what facilities are needed

Decisions about workplace facilities and the work environment will depend on the industry
the business is operating in, the nature of the work carried out as well as the size and
location of the workplace and the number and composition of workers at the workplace.

The requirements in the National Construction Code of Australia will also determine what
facilities are required for new buildings.

CONSULTING WORKERS
Consultation involves sharing of information, giving workers a reasonable opportunity to
express views and taking those views into account before making decisions on health and
safety matters.

The WHS Act requires that you consult, so far as is reasonably practicable, with workers
Section 47 who carry out work for you who are (or are likely to be) directly affected by a work
health and safety matter.

Section 48 If the workers are represented by a health and safety representative, the consultation
must involve that representative.

You must consult your workers when proposing any changes to the work environment that
may affect their health and safety and when making decisions about what facilities are
needed (for example, the number and location of toilets). The consultation should also cover
things such as access, cleaning and maintenance of the facilities.

If the facilities are already provided at the workplace, you should consult your workers and
their health and safety representatives when there are any changes that may affect the
adequacy of the facilities. This will help you determine if you need to change or expand your
facilities.

CONSULTING, CO-OPERATING AND CO-ORDINATING ACTIVITIES WITH OTHER

DUTY HOLDERS
The WHS Act requires that you consult, co-operate and co-ordinate activities with all
Section 46 other persons who have a work health or safety duty in relation to the same matter, so
far as is reasonably practicable.

Sometimes you may share responsibility for a health and safety matter with other business
operators who are involved in the same activities or who share the same workplace. In
these situations, you should exchange information to find out who is doing what and work
together in a co-operative and co-ordinated way so that all risks are eliminated or minimised
so far as is reasonably practicable.

For example, if you are a tenant in a building, you will share responsibility for providing a
safe physical work environment and facilities with the property manager or building owner,
and you should therefore discuss your requirements regarding these matters with them. This
would include checking that they have arrangements in place for the proper maintenance of
plant such as air-conditioning systems and facilities such as toilets.

Further guidance on consultation is available in the Code of Practice: Work Health and Safety
Consultation, Co-ordination and Co-operation.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 5

 1. INTRODUCTION

THE NATURE OF THE WORK

To understand the nature of the work activities and the type of hazards involved, the
following questions should be considered:

„„Does the work involve exposure to infectious material or contaminants? If so, workers may
need access to shower facilities before they leave the workplace.
„„Do workers need to change out of their clothes? If so, they may need change rooms and
appropriate personal storage.
„„Is the work mostly conducted standing or seated? If so, floor coverings and seats should
be considered.
„„Is the work sedentary or physically active? If so, this may affect the ideal comfortable air
temperature.
„„Is the work done in shifts? If so, cleaning and maintenance schedules may need to take into
account the times when the facilities are used.
Workers undertaking different work within the same workplace may also have different
requirements for facilities depending on the work they do and the equipment they use.

SIZE, LOCATION AND NATURE OF THE WORKPLACE

The type of facilities needed also depends on the size, location and nature of the workplace.
For example, whether the work is carried out in a building or structure, or whether work is
performed outdoors or in a workplace belonging to another business should be taken into
consideration. Some workers may be mobile, for example sales representatives, tradespeople
or visiting health care workers. The following questions should be considered:

„„Does the workplace cover an extensive area, or is work undertaken in a single location?

„„Do the workers travel between workplaces, to numerous work sites or to other locations?

„„Is the workplace permanent or temporary?

„„Is the workplace close to appropriate welfare facilities?

„„Will the facilities be available at the times workers need to use them, for example during a
night shift?
„„Is the means of access safe?

NUMBER AND COMPOSITION OF THE WORKFORCE

The number of workers at the workplace will determine the size and type of facilities
required. For example, calculating the number of toilets and hand washing facilities should
take account of the number of workers who usually use them at the same time.

Facilities should provide privacy and security for men and women. The requirements of
workers with any particular needs (for example, pregnant or lactating women) or disabilities
should also be addressed in the design of the workplace.

6 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 1. INTRODUCTION

1.3 Maintaining the work environment and facilities

The work environment should be maintained so that it remains in a clean and safe condition.
Broken or damaged furniture, fixtures and fittings, including chairs, plumbing, air-
conditioning and lighting should be repaired promptly.

Facilities should be clean, safe, accessible and in good working order. Consumable items,
including soap and toilet paper, should be replenished regularly. Equipment and furniture
such as toasters, fridges, lockers or seating should be maintained in good working order.

Workplaces and facilities should be cleaned regularly, usually on a daily or weekly basis.
The cleaning schedule of facilities such as dining areas, toilets, hand basins and showers
should take into account shift work, the type of work performed, the likelihood of
contamination and the number of workers using them.

Appendix A may be used as a checklist to help you review the work environment and the
adequacy of facilities provided to workers.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 7

 2. THE WORK ENVIRONMENT

A person conducting a business or undertaking must ensure, so far as is reasonably

Regulation 40 practicable, that:

„„the layout of the workplace allows, and is maintained to allow, persons to enter and exit
the workplace and move within it safely, both under normal working conditions and in
an emergency
„„work areas have space for work to be carried out safely

„„floors and other surfaces are designed, installed and maintained to allow work to be
carried out safely
„„lighting enables each worker to carry out work safely, persons to move around safely
and safe evacuation in an emergency
„„ventilation enables workers to carry out their work without risk to their health and
safety
„„workers exposed to extremes of heat or cold are able to carry out work without risk to
their health and safety
„„work in relation to or near essential services (such as gas, electricity, water, sewerage
and telecommunications) do not affect the health and safety of persons at the
workplace.

2.1 Entry and exit

The means of entry and exit to and from the workplace must be safe. This may include
ensuring that workers with special needs or disabilities can safely enter and leave the
workplace.

Entries and exits should be slip-resistant under wet and dry conditions.

Aisles and walkways should be at least 600 mm wide and kept free of furniture or other
obstructions at all times. Where it is necessary to clearly define entry and exit routes, the
boundaries of the route should be marked by a permanent line of white, yellow or other
contrasting colour at least 50 mm wide or by glowing markers. Entry and exit routes, stairs
and walkways should be adequately lit.

Open sides of staircases should be guarded with an upper rail at 900 mm or higher and a
lower rail. A handrail should be provided on at least one side of every staircase. Additional
handrails may be needed down the centre of wide staircases. Further information is available
in AS 1657 – Fixed platforms, walkways, stairways and ladders - Design, construction and
installation.

Separate entries and exits for mobile equipment (for example, forklifts or trucks) and
pedestrians should be provided to minimise the risk of persons being hit by moving vehicles.
If people and vehicles have to share a traffic route, use kerbs, barriers or clear markings to
designate a safe walkway. Doors and gates should be fitted with safety devices if necessary.
Doors on main traffic routes should have a transparent viewing panel (unless they are fire-
rated doors).

Power-operated doors and gates should have safety features to prevent people being struck
or trapped. Upward-opening doors or gates should be fitted with an effective device (such
as counterbalance springs or ratchet devices) to prevent them falling back.

The location of exits should be clearly marked and signs should be posted to show the
direction to exit doors to aid emergency evacuation.

8 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 2. THE WORK ENVIRONMENT

2.2 Housekeeping
An untidy workplace can cause injuries in particular, injuries resulting from slips and trips,
therefore good housekeeping practices are essential for all workplaces. For example:

„„spills on floors should be cleaned up immediately

„„walkways should be kept clear of obstructions

„„work materials should be neatly stored

„„any waste should be regularly removed.

It will be much easier to keep the workplace clean and tidy if it is well laid out with sufficient
space for storage and for the movement of people. Space close to workstations should be
allocated to allow for the storage of tools and materials that are used frequently, for example
providing racks for hand tools above workbenches.

Tidiness throughout the working day can be difficult to maintain in industries where there is
rapid production of finished goods and/or waste. In these situations, training all workers in
good housekeeping procedures and their co-operation with these procedures is necessary
to keep the workplace tidy.

Suitable containers for waste should be conveniently located and regularly emptied.

While it may be reasonable to expect workers to leave their immediate work area in a clean
and tidy condition at the end of the working day, other options for carrying out the general
cleaning of the workplace should be considered, for example engaging cleaners.

2.3 Work areas

The layout of work areas should be designed to provide sufficient clear space between
furniture, fixtures and fittings so that workers can move about freely without strain or injury
and also evacuate quickly in case of an emergency. Space for aisles, passages and access to
other areas is needed in addition to the space around workstations.

In determining how much space is needed, the following should be considered:

„„the physical actions needed to perform the task

„„the need to move around while working

„„whether the task is to be performed from a sitting or standing position

„„access to workstations

„„the equipment to be handled and the personal protective equipment that may be worn to
perform the work.
Environmental factors including heat or noise may require an increase to the space, as will
work activities that involve manual tasks or the use of tools such as knives where the risk of
injury is increased due to close working conditions.

Further guidance in relation to manual tasks and the layout of work areas is available in the
Code of Practice: Hazardous Manual Tasks.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 9

 2. THE WORK ENVIRONMENT

2.4 Floors and other surfaces

Floor surfaces should be suitable for the work area. The choice of floor surfaces or coverings
will depend on the type of work carried out at the workplace, as well as the materials used
during the work process, the likelihood of spills and other contaminants, including dust, and
the need for cleaning.

Floors should be inspected regularly and maintained to eliminate slip and trip hazards.
Common examples of hazards include trailing cables, uneven edges or broken surfaces,
gratings or covers, loose mats or carpet tiles. Floor surfaces require sufficient grip to prevent
slipping, especially in areas that may become wet or contaminated. Cleaning methods
should also take account of the potential for slips, which may be increased by the use of
some cleaning agents.

Workers who undertake static standing work should be protected from discomfort and
the jarring effects of direct contact with concrete, masonry or steel floors, for example, by
providing carpet, cushion-backed vinyl, shock-absorbent underlay, anti-fatigue matting,
grates or duckboards.

Generally carpet is preferred in office areas to provide a comfortable walking surface and
to reduce noise, reflected light from polished floor surfaces and the risk of slips and falls.
Selection of wool mix carpets reduces the build-up of static electricity which can give a mild
electric shock. Carpets should be properly laid without loose edges or ripples and should be
well maintained.

If tasks require the use of wheeled equipment (for example, trolleys) the floor covering
should be selected to minimise friction and resistance.

Some floor surfaces can become hazardous in certain work situations. For example,
machining of metals can produce hot scrap and requires a surface safe from fire risk.

Floors and any other surfaces, such as mezzanines or platforms that people may walk on,
must be strong enough to support loads placed on them.

2.5 Workstations

It may be necessary to determine whether the work is best carried out in a seated or
standing position (or a combination of the two). Ideally, there should be a mix of seated
and standing tasks – neither prolonged sitting nor standing is desirable. Workers should be
consulted when carrying out this assessment.

Workstations should be designed so that workers can carry out their work in a comfortable,
upright position with shoulders relaxed and upper arms close to the body. Different workers
require different working heights so it is best to provide adjustable workstations to make the
work height suitable for the person and the task.

Many tasks are best done in a seated position, for example screen-based work, fine
component assembly or tasks involving the frequent use of foot controls. For tasks
undertaken in a seated position, workers should be provided with seating that:

„„provides good body support, especially for the lower back

„„provides foot support, preferably with both feet flat on the floor, otherwise a footrest
should be provided
„„allows adequate space for leg clearance and freedom of movement.

10 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 2. THE WORK ENVIRONMENT

Chairs should be fully adjustable to accommodate different sized workers (with seat height,
back rest height and back rest tilt adjustments) and should not tip or slip – a five-point base
is the most stable. Castors should be used on carpet and glides or braked castors on hard
surfaces.

Some standing tasks may be carried out using a sit/stand chair, for example some process
or inspection work. This means that workers can support themselves on the chair while
still carrying out the standing task. If the job is primarily carried out while standing, but the
nature of the work allows workers to sit from time to time, appropriate seating should be
provided. This allows workers to vary their position between sitting and standing.

2.6 Lighting

Sufficient lighting must be provided, whether it is from a natural or artificial source, to allow
safe movement around the workplace and to allow workers to perform their job without
having to adopt awkward postures or strain their eyes to see.

The following factors should be taken into account:

„„the nature of the work activity

„„the nature of hazards and risks in the workplace

„„the work environment

„„illumination levels, including both natural and artificial light

„„the transition of natural light over the day

„„glare

„„contrast

„„reflections.

Additional lighting may be needed for some types of work or at places of particular risk
(such as crossing points on traffic routes). Table 1 provides guidance on the recommended
illumination levels for various types of tasks, activities or interiors.

Different lighting levels may be needed for different times of the day. Too much lighting
can result in glare. Measures to prevent low or excessive levels of lighting, glare or reflection
include:

„„providing additional lighting, such as a lamp on a movable arm

„„changing the position of existing lights

„„changing the location of the workstation

„„increasing or decreasing the number of lights

„„changing the type of lighting used e.g. from white light to blue light

„„changing the diffusers or reflectors on existing lights

„„using screens, visors, shields, hoods, curtains, blinds or external louvers to reduce
reflections, shadows and glare.
Emergency lighting must be provided for the safe evacuation of people in the event of an
emergency.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 11

 2. THE WORK ENVIRONMENT

Table 1: Recommended illumination levels1

Recommended
Class of Characteristics of Examples of types of
illuminance
task the activity/interior activities/interiors
(lux)
Movement 40 For little-used Corridors; cable tunnels;
and interiors with visual indoor storage tanks;
orientation tasks limited to walkways.
moving around.
Rough 80 For interiors used Workers change and locker
intermittent intermittently, with rooms; live storage of bulky
visual tasks limited materials; dead storage
to movement, of materials needing care;
orientation and loading bays.
coarse detail.

Normal range of tasks and workplaces

Simple 160 Continuously Waiting rooms; entrance

occupied interior halls; canteens; rough
with visual tasks checking of stock; rough
(coarse detail only.) bench and machine work;
Occasional reading general fabrication of
of clearly printed structural steel; casting
documents for concrete; automated process
short periods. monitoring; turbine halls.
Ordinary or 240 Continuously School boards and charts;
moderately occupied interiors medium woodworking; food
easy with moderately preparation; counters for
easy visual tasks transactions; computer use.
with high contrasts
or large detail.
Moderately 320 Areas where Routine office tasks (e.g.
difficult visual tasks are reading, writing, typing,
moderately difficult enquiry desks.)
with moderate
400 Inspection of medium work;
detail or with low
fine woodwork; enquiry
contrasts.
points; car assembly.
Difficult 600 Areas where visual Drawing boards; most
tasks are difficult inspection tasks;
with small detail or proofreading; fine machine
with low contrast. work; fine painting and
finishing; colour matching.
Very 800 Areas where visual Fine inspection;
difficult tasks are very plant retouching; fine
difficult with very manufacture; grading of dark
small detail or with materials; colour matching
very low contrast. of dyes.

„„ 1 Source: AS/NZS 1680.1: 2006 – Interior workplace lighting

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 2. THE WORK ENVIRONMENT

2.7 Air quality

Workplaces should be adequately ventilated. Fresh, clean air should be drawn from outside
the workplace, uncontaminated by discharge from flues or other outlets, and be circulated
through the workplace.

Workplaces inside buildings may have natural ventilation, mechanical ventilation (fans or
extraction units) or air-conditioning. An air-conditioning system should:

„„provide a comfortable environment in relation to air temperature, humidity and air

movement
„„prevent the excessive accumulation of odours

„„reduce the levels of respiratory by-products, especially carbon dioxide, and other indoor
contaminants that may arise from work activities
„„supply an amount of fresh air to the workplace, exhaust some of the stale air as well as
filter and recirculate some of the indoor air.
Natural ventilation should consist of permanent openings, including windows and doors,
that:

„„in total are the size of at least five per cent of the floor area of the room

„„are open to the sky, an open covered area or an appropriately ventilated adjoining room.

Natural ventilation may be assisted by mechanical ventilation.

Enclosed workplaces should be supplied with comfortable rates of air movement (usually
between 0.1 m and 0.2 m per second).

Air-conditioning and other ventilation systems should be regularly serviced and maintained
in accordance with manufacturer’s instructions. Cooling towers that form part of many air-
conditioning systems may be a favourable environment for Legionella bacteria if they are
not properly designed and maintained. Exposure to these bacteria can cause the potentially
fatal Legionnaire’s disease. Cooling towers should be designed, installed and maintained in
accordance with AS/NZS 3666 – Air handling and water systems of buildings.

Further information regarding air quality is available in AS 1668.2 – The use of ventilation and
air-conditioning in buildings.

Work processes that release harmful levels of airborne contaminants (e.g. lead fumes, acid
mist, solvent vapour) will require specific control measures to remove them at the source,
such as local exhaust ventilation.

Regulation 49-50 A person conducting a business or undertaking must ensure that no-one at the
workplace is exposed to a substance or mixture in an airborne concentration that
exceeds the exposure standard for the substance or mixture. This may require air
monitoring to be carried out.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 13

 2. THE WORK ENVIRONMENT

2.8 Heat and cold

Workers carrying out work in extreme heat or cold must be able to carry out work without a
risk to their health and safety so far as is reasonably practicable.

It is important to distinguish between a condition that threatens health and safety, and a
feeling of discomfort.

The risk to the health of workers increases as conditions move further away from
those generally accepted as comfortable. Heat strain can arise from working in high air
temperatures, exposure to high thermal radiation or high levels of humidity, such as those
in foundries, commercial kitchens and laundries. Hypothermia arises when a person gets an
abnormally low body temperature as a result of exposure to cold environments. Both these
conditions are potentially fatal.

Both personal and environmental factors should be considered when assessing the risk to
workers’ health from working in a very hot or cold environment. Personal factors include the
level of physical activity, the amount and type of clothing worn, and duration of exposure.
Environmental factors include air temperature, the level of humidity, air movement and
radiant heat.

THERMAL COMFORT
Work should be carried out in an environment where a temperature range is comfortable for
workers and suits the work they carry out. Air temperatures that are too high or too low can
contribute to fatigue and heat or cold related illnesses. Thermal comfort is affected by many
factors, including air temperature, air movement, floor temperature, humidity, clothing, the
amount of physical exertion, average temperature of the surroundings and sun penetration.

Optimum comfort for sedentary work is between 20 and 26 degrees Celsius, depending on
the time of year and clothing worn. Workers involved in physical exertion usually prefer a
lower temperature range. The means of maintaining a comfortable temperature will depend
on the working environment and the weather, and could include any of the following:

„„air-conditioning

„„fans

„„electric heating

„„open windows

„„building insulation

„„the layout of workstations

„„direct sunlight control

„„controlling air flow and the source of drafts.

HOT ENVIRONMENTS
If it is not possible to eliminate exposure to extreme heat, the risk of heat strain and heat
exhaustion must be minimised so far as is reasonably practicable. For example:

„„increase air movement using fans

„„install air-conditioners or evaporative coolers to lower air temperature

„„isolate workers from indoor heat sources, for example by insulating plant, pipes and walls

14 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 2. THE WORK ENVIRONMENT

„„remove heated air or steam from hot processes using local exhaust ventilation

„„use mechanical aids to assist in carrying out manual tasks

„„alter work schedules so that work is done at cooler times.

The following control measures should also be considered but are least effective if used on
their own:

„„slow down the pace of work if possible

„„provide a supply of cool drinking water

„„provide a cool, well-ventilated area where workers can take rest breaks

„„provide opportunities for workers who are not used to working in hot conditions to
acclimatise, for example job rotation and regular rest breaks
„„ensure light clothing is worn to allow free movement of air and sweat evaporation.

Immediate assistance should be provided if any worker experiences any of the following
symptoms of heat strain: dizziness, fatigue, headache, nausea, breathlessness, clammy skin
or difficulty remaining alert.

COLD ENVIRONMENTS
If it is not possible to eliminate exposure to extreme cold, the risks must be minimised so far
as is reasonably practicable. For example:

„„provide localised heating, for example cab heaters for fork-lift trucks used in cold stores

„„provide protection from wind and rain, such as a hut or the cabin of a vehicle.

„„The following control measures should also be considered but are least effective if used on
their own:
„„provide protection through warm (and if necessary, waterproof) clothing

„„provide opportunities for workers who are not used to working in cold conditions to
acclimatise, for example, job rotation and regular rest breaks.
Immediate assistance should be provided if any worker shows any of the following warning
signs of hypothermia:

„„numbness in hands or fingers

„„uncontrolled shivering

„„loss of fine motor skills (particularly in hands – workers may have trouble with buttons,
laces, zips)
„„slurred speech and difficulty thinking clearly

„„irrational behaviour – sometimes a person will even begin to discard clothing.

The environmental conditions and physical well being of workers should be monitored when
work involves prolonged or repeated exposure to heat or cold.

You should train workers to recognise the early symptoms of heat strain or hypothermia, how
to follow safe work procedures and to report problems immediately.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 15

 3. WELFARE FACILITIES

All workers require access to adequate facilities. However, it may not always be reasonably
practicable to provide the same types of facilities for a temporary, mobile or remote
workplace that are normally provided for a fixed workplace.

Appendix B provides examples of facilities for two types of workplaces.

A person conducting a business or undertaking must ensure, so far as is reasonably

Regulation 41 practicable, the provision of adequate facilities for workers, including toilets, drinking
water, washing and eating facilities. These facilities must be in good working order, clean,
safe and accessible.

When considering how to provide and maintain facilities that are adequate and
accessible, a person conducting a business or undertaking must consider all relevant
matters including:

„„the nature of the work being carried out at the workplace

„„the nature of the hazards at the workplace

„„the size, location and nature of the workplace

„„the number and composition of the workers at the workplace

3.1 Access to facilities

Workers, including those who have particular needs or disabilities, must have access to the
facilities. Facilities may not need to be provided if they are already available close to the
workplace, are suitable for workers to use and the workers have appropriate opportunities
to use them. This would mean that:

„„workers are provided with breaks to use facilities

„„the facilities are within a reasonable distance from the work area

„„night shift workers have similar access as those working in the day

„„the means of access is safe at all times.

3.2 Drinking water

An adequate supply of clean drinking water must be provided free of charge for workers at
all times. The supply of the drinking water should be:

„„positioned where it can be easily accessed by workers

„„close to where hot or strenuous work is being undertaken to reduce the likelihood of
dehydration or heat stress
„„separate from toilet or washing facilities to avoid contamination of the drinking water.

The temperature of the drinking water should be at or below 24 degrees Celsius. This may
be achieved by:

„„refrigerating the water or providing non-contaminated ice

„„shading water pipes and storage containers from the sun.

16 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 3. WELFARE FACILITIES

Water should be supplied in a hygienic manner, so that workers do not drink directly from a
shared container. This may involve:

„„a drinking fountain, where the water is delivered in an upward jet

„„a supply of disposable or washable drinking containers.

Water supplied for certain industrial processes or for fire protection may not be suitable for
drinking. These water supply points should be marked with signs warning that the water is
unfit for drinking.

MOBILE, TEMPORARY OR REMOTE WORKPLACES

Sometimes direct connection to a water supply is not possible. In these cases, alternatives
– including access to public drinking water facilities, bottled water or containers – should be
provided for workers.

3.3 Toilets

Access to clean toilets must be provided for all workers while they are at work. Where
reasonably practicable, toilet facilities should be provided for workers, rather than relying on
access to external public toilets.

NUMBER OF TOILETS
For workplaces within buildings, the National Construction Code of Australia sets out
the ratio of toilets to the number of workers, and the specifications for toilets. Generally,
separate toilets should be provided in workplaces where there are both male and female
workers. However, one unisex toilet may be provided in workplaces with both male and
female workers where:

„„the total number of people who normally work at the workplace is 10 or less

„„there are two or less workers of one gender.

For example, a workplace with two male and eight female workers or with one female and
three male workers could have a unisex toilet because there are 10 or fewer workers in total
and two or fewer workers of one gender.

A unisex toilet should include one closet pan, one washbasin and means for disposing of
sanitary items.

For all other workplaces, separate toilets should be provided in the following ratios:

Workers Closet Pan(s) Urinals

Males 1 per 20 males 1 per 25 males
Females 1 per 15 females N/A

These ratios are the minimum standard that should be provided. However, in some
workplaces, the scheduling of workers’ breaks will affect the number of toilets required.
There should be enough toilets available for the number of workers who may need to use
them at the same time.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 17

 3. WELFARE FACILITIES

DESIGN OF TOILETS
Toilets should be:

„„fitted with a hinged seat and lid

„„provided with adequate lighting and ventilation

„„clearly signposted

„„fitted with a hinged door capable of locking from the inside on each cubicle

„„designed to allow emergency access

„„positioned to ensure privacy for users

„„separated from any other room by an airlock, a sound-proof wall and a separate entrance
that is clearly marked.
Toilets should be supplied with:

„„an adequate supply of toilet paper for each toilet

„„hand washing facilities

„„rubbish bins

„„for female workers, hygienic means to dispose of sanitary items.

ACCESS TO TOILETS
Toilets must be accessible, preferably located inside a building or as close as possible to the
workplace. In multi-storey buildings, toilets should be located on at least every second floor.

MOBILE, TEMPORARY OR REMOTE WORKPLACES

If work is undertaken away from base locations or at outdoor sites (for example, gardeners,
bus drivers, couriers), workers must have access to other toilets, for example public toilets
or toilets at clients’ premises. In such cases, information should be provided to workers on
where the toilets are located.

Where it is not reasonably practicable to provide access to permanent toilets (for example,
short-term temporary workplaces and workplaces in remote areas), portable toilets should
be provided. Portable toilets should be located in a secure place with safe access. They
should be installed so they do not fall over or become unstable and should be serviced
regularly to keep them clean.

3.4 Hand washing

Hand washing facilities must be provided to enable workers to maintain good standards of
personal hygiene. Workers may need to wash their hands at different times (for example,
after visiting the toilet, before and after eating meals, after handling chemicals or handling
greasy machinery).

NUMBER OF HAND WASHING BASINS

In most cases, for both males and females, hand washing basins should be provided in at
least the ratio of one wash basin for every 30 males and one for every 30 female workers, or
part thereof.

The number of hand washing basins may need to be increased depending on the nature
of the work carried out at the workplace. For example, where the work involves exposure
to infectious substances or other contaminants, separate hand washing basins should be
provided in addition to those provided with toilets.

18 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 3. WELFARE FACILITIES

DESIGN OF HAND WASHING FACILITIES

Hand washing facilities should:

„„be accessible at all times to work areas, eating areas and the toilets

„„be separate from troughs or sinks used in connection with the work process

„„contain both hot and cold water taps or temperature mixers

„„be protected from the weather

„„be supplied with non-irritating soap (preferably from a soap dispenser)

„„contain hygienic hand drying facilities, for example automatic air dryers or paper towels.

Where a business engages in activities such as food preparation or health care, there are also
duties under health legislation in relation to hand washing facilities.

MOBILE, TEMPORARY OR REMOTE WORKPLACES

If work is carried out in locations where there are no hand washing facilities, workers should
have access to alternative hand hygiene facilities, for example a water container with soap
and paper towels, hand wipes or alcohol-based hand wash.

3.5 Dining facilities

Workers should be provided with access to hygienic dining facilities for eating their meals
and for preparing and storing food. Depending on the type of workplace, a range of facilities
may be appropriate, which could include a shared facility such as a canteen or cafeteria, a
dedicated meals area or allowing time for mobile workers to access meal facilities.

A separate dining room should be provided if:

„„10 or more workers usually eat at the workplace at the same time

„„there is a risk of substances or processes contaminating food.

FACILITIES FOR LARGE STATIC WORKPLACES

A dedicated dining room should be provided that is protected from the weather and is
separated from work processes, toilet facilities and any hazards (including noise, heat and
atmospheric contaminants). It should be supplied with:

„„adequate numbers of tables and seats to accommodate each worker likely to use the
dining room at one time
„„a sink with hot and cold water, washing utensils and detergent

„„an appliance for boiling water

„„crockery and cutlery

„„food warming appliances, such as a microwave oven

„„clean storage, including a refrigerator for storing perishable food

„„vermin-proof rubbish bins, which should be emptied at least daily.

Dining rooms should have 1 m² of clear space for each person likely to use the dining room
at any one time. The clear space is calculated free of any furniture, fittings or obstructions
such as pillars. This means that the size of a dining room for 10 workers should be 10 m² plus
additional space for dining furniture, appliances and fittings such as sinks.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 19

 3. WELFARE FACILITIES

FACILITIES FOR SMALL STATIC WORKPLACES

For some small workplaces, an area within the workplace for making tea and coffee and
preparing and storing food might be all that is needed. The facility should be protected from
the weather, be free of tools and work materials and be separated from toilet facilities and any
hazards (including noise, heat and atmospheric contaminants). It should be supplied with:

„„seating

„„a sink with hot and cold water, washing utensils and detergent

„„an appliance for boiling water

„„clean storage, including a refrigerator for storing perishable food

„„vermin-proof rubbish bins, which should be emptied at least daily.

MOBILE, TEMPORARY OR REMOTE WORKPLACES

Where the work involves travelling between different workplaces, or is remote or seasonal,
workers need reasonable access to dining facilities. This may involve organising rosters for
mobile workers to ensure that they are back at their base location for meal breaks or allowing
workers to take their meal breaks at a public cafeteria.

It may be appropriate for some temporary workplaces to provide portable dining facilities
such as mobile caravans or transportable lunchrooms.

Access to dining facilities for workers in remote areas, such as loggers or mining exploration
workers, may be limited. At times the only enclosed facility available to them may be their
vehicle. In this instance portable food storage facilities may be required, such as a car fridge
or insulated lunch box.

3.6 Personal storage

Accessible and secure storage should be provided at the workplace for personal items
belonging to workers (for example, handbags, jewellery, medication or hygiene supplies).
This storage should be separate from that provided for personal protective clothing and
equipment in cases where contamination is possible.

Where any work involves the use of tools provided by a worker, provision should be made
for secure and weatherproof storage of those tools during non-working hours.

MOBILE, TEMPORARY OR REMOTE WORKPLACES

Where the workplace is temporary or mobile, lockable containers that can be held in a safe
place should be provided. Where lockers are provided, they may also serve as secure storage
for other personal items.

3.7 Change rooms

If workers have to change in and out of clothing due to the nature of their work, access to
private changing areas with secure storage for personal belongings should be provided.
This includes workers who need to:

„„wear personal protective clothing or uniforms while they are working

„„leave their work clothing at the workplace.

If male and female workers need to change at the same time, separate male and female
changing rooms should be provided. The changing room should allow a clear space of at
least 0.5 m² for each worker.

20 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 3. WELFARE FACILITIES

The temperature in the changing room should be maintained so that it is comfortable for
workers when changing. Additional heating or cooling may be needed.

Change rooms should be conveniently located and equipped with:

„„seating to enable the numbers of workers changing at one time to sit when dressing or
undressing
„„mirrors, either within the changing room or directly outside it

„„an adequate number of hooks and/or shelves.

Where change rooms are provided, it may be reasonably practicable to provide lockers for
storing clothing and personal belongings. Lockers should be:

„„well ventilated, accessible and secure

„„a sufficient size to accommodate clothing and personal belongings.

There should also be a clear space of at least 1800 mm between rows of lockers facing each
other and at least 900 mm between lockers and a seat or wall.

MOBILE, TEMPORARY OR REMOTE WORKPLACES

Where the workplace is located away from buildings or other fixed accommodation, portable
private facilities containing secure storage and seating should be provided.

3.8 Shower facilities

Certain jobs may involve dirty, hot or hazardous work and may require the provision of
showering facilities. For example, jobs including mining, fire fighting, work in abattoirs,
foundry work, welding, and police search and rescue.

At least one shower cubicle for every 10 workers who may need to shower should be
provided. Usually separate facilities should be provided for male and female workers.
However, in small or temporary workplaces where privacy can be assured, it may be
acceptable to provide one unisex shower.

Showers should have:

„„a floor area of not less than 1.8 m²

„„a slip-resistant surface that is capable of being sanitised

„„partitions between each shower that are at least 1650 mm high and no more than 300 mm
above the floor
„„an adjacent dressing area for each shower containing a seat and hooks

„„a lockable door enclosing the shower and dressing cubicle.

Each shower should be supplied with clean hot and cold water and individual non-irritating
soap or another cleaning product. If grime or other by-products of the work process cannot
be removed just by washing, individual nail or scrubbing brushes should be provided. Also
provide drying facilities such as towels if the work the workers carry out means they need to
shower before leaving the workplace.

MOBILE, TEMPORARY OR REMOTE WORKPLACES

If workers work in remote or temporary locations, they should have access to shower
facilities. This may involve providing portable shower units of the same standard.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 21

 4. GUIDANCE FOR SPECIFIC TYPES OF WORK

4.1 Outdoor work

Outdoor workers should have access to shelter for eating meals and taking breaks, and to
protect them in adverse weather conditions.

Access to shelter should be provided, for example, using sheds, caravans, tents, windbreaks
or portable shade canopies. In some situations, vehicles or public facilities may provide
appropriate short-term shelter.

Protection against solar ultraviolet (UV) exposure should also be provided for outdoor
workers, for example:

„„reorganising outdoor work if possible so that workers carry out alternative tasks, or work
in shade, when the sun is most intense, that is, between 10.00 am and 2.00 pm (11.00 am
and 3.00 pm when there is daylight saving)
„„providing personal protective clothing (wide brim hat, long-sleeved collared shirt, long
pants, sunglasses) and sunscreen.

4.2 Remote or isolated work

A person conducting a business or undertaking must manage the risks associated with
Regulation 48
remote or isolated work, including ensuring effective communication with the worker
carrying out remote or isolated work.

Remote or isolated work is work that is isolated from the assistance of other people because
of the location, time or nature of the work being done. Assistance from other people
includes rescue, medical assistance and emergency services.

A worker may be isolated even if other people may be close by, for example, a cleaner
working by themselves at night in a city office building. In other cases, a worker may be far
away from populated areas, for example, on a farm.

Remote and isolated work includes:

„„all-night convenience store and service station attendants

„„sales representatives, including real estate agents

„„long distance freight transport drivers

„„scientists, park rangers and others carrying out field work alone

„„health and community workers working in isolation with members of the public.

In some situations, a worker may be alone for a short time. In other situations, the worker
may be on their own for days or weeks in remote locations, for example, on sheep and
cattle stations.

22 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 4. GUIDANCE FOR SPECIFIC TYPES OF WORK

ASSESSING THE RISKS

Working alone or remotely increases the risk of any job. Exposure to violence and poor
access to emergency assistance are the main hazards that increase the risk of remote or
isolated work. The following factors should be considered when assessing the risks:

The length of time the person may be working alone

„„How long would the person need to be alone to finish the job?

The time of day when a person may be working alone

„„Is there increased risk at certain times of day? For example, a service station attendant
working alone late at night may be at greater risk of exposure to violence.
Communication

„„What forms of communication does the worker have access to?

„„Are there procedures for regular contact with the worker?

„„Will the emergency communication system work properly in all situations?

„„If communication systems are vehicle-based, what arrangements are there to cover the
worker when he or she is away from the vehicle?
The location of the work

„„Is the work in a remote location that makes immediate rescue or attendance of emergency
services difficult?
„„What is likely to happen if there is a vehicle breakdown?

The nature of the work

„„What machinery, tools and equipment may be used?

„„Are high risk activities involved? For example work at heights, work with electricity,
hazardous substances or hazardous plant.
„„Is fatigue likely to increase risk (for example, with long hours driving a vehicle or operating
machinery)?
„„Is there an increased risk of violence or aggression when workers have to deal with clients
or customers by themselves?
„„Can environmental factors affect the safety of the worker? For example, exposure to
extreme hot or cold environments?
„„Is there risk of attack by an animal, including reptiles, insects and sea creatures?

The skills and capabilities of the worker

„„What is the worker’s level of work experience and training? Is the worker able to make
sound judgements about his or her own safety?
„„Are you aware of a pre-existing medical condition that may increase risk?

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 23

 4. GUIDANCE FOR SPECIFIC TYPES OF WORK

CONTROLLING THE RISKS

Buddy system – some jobs present such a high level of risk that workers should not work
alone, for example jobs where there is a risk of violence or where work is carried out in
confined spaces.

Workplace layout and design – workplaces and their surrounds can be designed to reduce
the likelihood of violence, for example by installing physical barriers, monitored CCTV and
enhancing visibility.

Communication systems – the type of system chosen will depend on the distance from
the base and the environment in which the worker will be located or through which he or
she will be travelling. Expert advice and local knowledge may be needed to assist with the
selection of an effective communication system.

If a worker is working alone in a workplace that has a telephone, communication via the
telephone is adequate, provided the worker is able to reach the telephone in an emergency.
In situations where a telephone is not available, a method of communication that will allow
a worker to call for help in the event of an emergency at any time should be chosen, for
example:

„„Personal security systems, being wireless and portable, are suitable for people moving
around or checking otherwise deserted workplaces. Some personal security systems
include a non-movement sensor that will automatically activate an alarm transmission if
the transmitter or transceiver has not moved within a certain time.
„„Radio communication systems enable communication between two mobile users
in different vehicles or from a mobile vehicle and a fixed station. These systems are
dependent upon a number of factors such as frequency, power and distance from or
between broadcasters.
„„Satellite communication systems enable communication with workers in geographically
remote locations. Satellite phones allow voice transmission during transit, but their
operation can be affected by damage to aerials, failure of vehicle power supplies, or
vehicle damage.
„„Distress beacons should be provided where life-threatening emergencies may occur, to
pinpoint location and to indicate by activation of the beacon that an emergency exists.
Distress beacons include Emergency Position Indication Radio Beacons (EPIRB) used
in ships and boats, Emergency Locator Transmitters (ELT) used in aircraft and Personal
Locator Beacons (PLB) for personal use.
„„Mobile phones cannot be relied upon as an effective means of communication in many
locations. Coverage in the area where the worker will work should be confirmed before
work commences. Geographical features may impede the use of mobile phones, especially
at the edge of the coverage area, and different models have different capabilities in terms
of effective range from the base station. Consult the provider if there is any doubt about
the capability of a particular phone to sustain a signal for the entire period the worker
is alone. If any gaps in coverage are likely, other methods of communication should be
considered. It is important that batteries are kept charged and a spare is available.
Movement records – knowing where workers are expected to be can assist in controlling the
risks, for example call-in systems with supervisors or colleagues. Satellite tracking systems
or devices may also have the capability of sending messages as part of a scheduled call in
system, and have distress or alert functions.

Training, information and instruction – workers need training to prepare them for working
alone and, where relevant, in remote locations. For example, training in dealing with
potentially aggressive clients, using communications systems, administering first aid,
obtaining emergency assistance driving off-road vehicles or bush survival.

24 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 4. GUIDANCE FOR SPECIFIC TYPES OF WORK

4.3 Accommodation

If a business has workers working in regional and remote areas, accommodation may need
to be provided while the work is being carried out. An example of such arrangements would
be where accommodation is provided to fruit pickers during the harvesting season, shearers
on a sheep station or workers engaged in construction work at a remote location.

A person conducting a business or undertaking who provides accommodation for workers

Section 19
and owns or manages the accommodation must, so far as is reasonably practicable,
maintain the premises so that the worker occupying it is not exposed to health and
safety risks.

Where reasonably practicable, the accommodation should be separated from any hazards
at the workplace likely to adversely affect the health and safety of a worker using the
accommodation. The accommodation facilities should also:

„„be lockable, with safe entry and exit

„„meet all relevant structural and stability requirements

„„meet electrical and fire safety standards

„„have a supply of drinking water

„„have appropriate toilets, washing and laundry facilities

„„be regularly cleaned and have rubbish collected

„„be provided with suitable sleeping quarters shielded from noise and vibration

„„have crockery, utensils and dining facilities

„„have adequate lighting, heating, cooling and ventilation

„„have storage cupboards and other suitable furniture

„„be provided with a refrigerator or cool room

„„have all fittings, appliances and equipment in good condition.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 25

 5. EMERGENCY PLANS

A person conducting a business or undertaking must ensure that an emergency plan

Regulation 43 is prepared for the workplace that provides for:

a) emergency procedures, including:

„„an effective response to an emergency

„„evacuation procedures

„„notification of emergency services at the earliest opportunity

„„medical treatment and assistance; and

„„effective communication between the person authorised by the person conducting the
business or undertaking to coordinate the emergency response and all persons at the
workplace.
b) testing of the emergency procedures, including how often they should be tested

c) information, training and instruction to relevant workers in relation to implementing

the emergency procedures.

There are different types of emergency situations, including fire or explosion, dangerous
chemical release, medical emergency, natural disaster, bomb threats, violence or robbery.

In preparing and maintaining an emergency plan, the following must be taken into account:

„„the particular work being carried out at the workplace

„„the specific hazards at a workplace

„„the size and location of a workplace

„„the number and composition of the workers and other people at a workplace.

The plan must be based on an assessment of the hazards at the workplace, including the
possible consequences of an incident occurring as a result of those hazards. For example, a
cleaner working by themselves in a city office building will be subject to different hazards
to a worker in a chemical plant. The varying nature of the hazards requires the risks of the
particular job to be assessed, and an appropriate emergency procedure put in place.

The impact of external hazards that may affect the health and safety of workers should also
be taken into account (for example, a chemical storage facility across the road).

The preparation of an emergency plan for a workplace shared by a number of businesses

(for example, a shopping centre, construction site or multi-tenanted office building) should
be co-ordinated by the person with management or control of the workplace (who may be
the property manager, principal contractor or landlord) in consultation with all tenants or
businesses at the workplace.

If the business is conducted at such a workplace and an emergency plan has already been
prepared, the types of emergency situations that may arise from the business must be taken
into account in the emergency plan. Workers and their health and safety representatives
must be consulted when reviewing, and if necessary revising, the emergency plan by the
person responsible for preparing it.

A plan must be developed if there is no emergency plan at the workplace. If the workplace
presents a significant hazard in an emergency, consultation with the local emergency
services when developing the plan should occur.

26 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 5. EMERGENCY PLANS

5.1 Preparing emergency procedures

The emergency procedures in the emergency plan must clearly explain how to respond
in various types of emergency, including how to evacuate people from the workplace in a
controlled manner.

The procedures should be written clearly and simple to understand. Where relevant, the
emergency procedures should address:

„„allocation of roles and responsibilities for specific actions in an emergency to persons with
appropriate skills, for example appointment of area wardens
„„clear lines of communication between the person authorised to co-ordinate the emergency
response and all persons at the workplace
„„the activation of alarms and alerting staff and other people at the workplace

„„the safety of all the people who may be at the workplace in an emergency, including
visitors, shift workers and tradespeople
„„workers or other persons who will require special assistance to evacuate

„„specific procedures for critical functions such as a power shut-off

„„identification of safe places

„„potential traffic restrictions

„„distribution and display of a site plan that illustrates the location of fire protection
equipment, emergency exits and assembly points
„„the distribution of emergency phone numbers, including out-of-hours contact numbers

„„access for emergency services (such as ambulances) and their ability to get close to the
work area
„„regular evacuation practice drills (at least every twelve months)

„„the use and maintenance of equipment required to deal with specific types of emergencies
(for example, spill kits, fire extinguishers, early warning systems such as fixed gas monitors
or smoke detectors and automatic response systems such as sprinklers)
„„regular review of procedures and training.

Emergency procedures must be tested in accordance with the emergency plan in which they
are contained.

Evacuation procedures should be displayed in a prominent place, for example, on a

noticeboard. Workers must be instructed and trained in the procedures.

A more comprehensive plan may be needed to address high risk situations such as:

„„people sleeping on site (for example, hotels)

„„large numbers of people at the site at the same time (for example, stadiums)

„„high risk chemical processes and major hazard facilities

„„significant cash handling, particularly outside normal business hours.

Further guidance on emergency plans and procedures is available in AS 3745: 2010 –

Planning for Emergencies in Facilities.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 27

APPENDIX A – WORK ENVIRONMENT
AND FACILITIES CHECKLIST

Consultation (page 5) P/O Action to be taken

Have workers and their health and safety
representatives been consulted on any
decisions about the adequacy of the facilities?
Location and nature of the workplace
P/O Action to be taken
(page 6)
Is the workplace near appropriate facilities?
Is the means of access safe?
Do all workers on all shifts have access to the
facilities?
Managing facilities (page 7) P/O Action to be taken
Are consumable items, such as soap and toilet
paper, replaced regularly?
Is broken or damaged infrastructure, such as
plumbing, air-conditioning or lighting, repaired
promptly?
Is equipment and furniture, like fridges, lockers
and seating, maintained in good condition?
Are facilities cleaned regularly, at least daily?
Workspace (page 8-9) P/O Action to be taken
Is there safe entry to and exit from the
workstation?
Is there enough clear space, taking into
account the physical actions needed to
perform the task, and any plant and personal
protective equipment that is needed?
Is there enough space in walkways and around
cupboards, storage or doors, in addition to
the clear workstation space?
Floors (page 10) P/O Action to be taken
Is adequate floor covering provided for
workers who need to stand for long periods?
Are the floors maintained to be free of slip
and trip hazards?
Are factors such as the work materials
used, the likelihood of spills and the need
for washing considered when choosing floor
coverings?
Seating (page 10) P/O Action to be taken
Can the work be done from a seated position?
Can the chair be adjusted for individual needs
and is it appropriate to the type of work being
carried out?
Is there additional seating for workers who
work standing and need to sit from time to
time?

28 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 APPENPIX A - WORK ENVIRONMENT AND FACILITIES CHECKLIST

Lighting (page 11) P/O Action to be taken

Does the lighting allow workers to move about
easily and to carry out their work effectively
without adopting awkward postures or
straining their eyes to see?
Does the working environment minimise the
amount of glare, contrast or reflection?
Air quality (page 13) P/O Action to be taken
Is the temperature between 20 C and 26 C
o o

(or less if the work is physically active)?

Are ventilation and air-conditioning systems
serviced regularly and maintained in a safe
condition?
Are rates of air movement in enclosed
workplaces between 0.1 m and 0.2 m per
second?
Is local exhaust ventilation used to control
airborne contaminants released during a work
process?
Exposure to heat or cold (page 14) P/O Action to be taken
Have all reasonably practicable control
measures been implemented to minimise
the risks of working in extreme hot or cold
conditions?
Have workers been trained to recognise
unsafe conditions arising from exposure
to hot or cold conditions, to follow safe
work procedures and to report problems
immediately?
Drinking water (page 16) P/O Action to be taken
Are the drinking water outlets accessible to
workers?
Are the drinking water outlets separate from
toilet and washing facilities?
Is the water clean, cool and hygienically
provided?

Toilets (page 17) P/O Action to be taken

If the workplace has 10 or fewer workers (and
two or fewer of one gender), has at least one
unisex toilet been provided?
If the workplace has more than 10 workers, is
there at least one male toilet for every 20 men
and one female toilet for every 15 women?
Are there adequate toilet facilities for workers
with disabilities?

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 29

 APPENPIX A - WORK ENVIRONMENT AND FACILITIES CHECKLIST

Toilets (page 17) P/O Action to be taken

Are toilets clearly marked, and do they
have lockable doors, adequate lighting and
ventilation?
Are toilets cleaned regularly?
Is there adequate toilet paper, hand washing
facilities and soap, rubbish bins and sanitary
disposal?

Hand washing (page 18) P/O Action to be taken

Are there enough hand washing basins for
men and women?
Does the nature of the work require additional
hand washing facilities (taking into account
exposure to dirty conditions, infectious agents,
contaminants and health regulations)?
Are the hand washing facilities separate from
work-related troughs or sinks, protected
from weather and accessible from work areas,
dining facilities and toilets?
Is hot and cold water, soap or other cleaning
product provided?
Is hygienic hand drying provided that does not
involve workers sharing towels?

Dining facilities (page 19) P/O Action to be taken

Does the nature of the work cause a health
and safety risk to workers from preparing
food or eating in the workplace?
Is a dining room or dining area required,
taking into account the guidance on page xx
of this Code?
Is there adequate protection from the
elements, the work area, contaminants and
hazards?
For workplaces needing a dining room, is
there 1 m2 of clear floor space for each person
likely to use the dining room at one time?
If a shared dining facility is used, can it
accommodate all workers likely to be eating at
one time?

Personal storage (page 20) P/O Action to be taken

Is there accessible, secure storage at the
workplace for workers’ personal property,
including any tools provided by a worker?
Is it separate from any storage facilities
provided for personal protective clothing
and equipment?

30 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 APPENPIX A - WORK ENVIRONMENT AND FACILITIES CHECKLIST

Change rooms (page 20) P/O Action to be taken

Are change rooms provided for workers who
are required to change in and out of clothing?
Are there arrangements in place for the
privacy of male and female workers?
Do change rooms allow a clear space of at
least 0.5 m2 for each worker?
Is the change room temperature comfortable
for changing clothing?
Is there enough seating, accessible mirrors, an
adequate number of hooks for the numbers of
workers changing at one time?
Are there well-ventilated, accessible and
secure lockers for each worker for storing
clothing and personal belongings?
Is there clear space of at least 1800 mm
between rows of lockers facing each other
and at least 900 mm between lockers and a
seat or a wall?

Showers (page 21) P/O Action to be taken

Are showers provided for workers where the
work:
requires strenuous effort

„„leaves them dirty or smelly

„„exposes them to chemicals or bio-hazards

Is there one shower cubicle for every 10

workers who may need to shower?
Are there separate facilities for male and
female workers, or other appropriate forms of
security to ensure privacy?
Is there a slip-resistant floor area of not
less than 1.8 m2, which is capable of being
sanitised?
Are partitions between each shower at least
1650 mm high and no more than 300 mm
above the floor?
Is there an adjacent dressing area for each
shower, containing a seat and hooks, with a
curtain or lockable door enclosing the shower
and dressing cubicle?
Is there clean hot and cold water and soap or
other cleaning product?
If workers need to shower before they can
leave the workplace, are towels provided?

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 31

 APPENPIX A - WORK ENVIRONMENT AND FACILITIES CHECKLIST

Outdoor work (page 22) P/O Action to be taken

Are there appropriate procedures to ensure
outdoor workers have access to clean drinking
water, toilets, dining facilities, hygienic storage
of food and water, and emergency and first
aid assistance?
Is there access to shelter for eating meals and
taking breaks and for protection when weather
conditions become unsafe?
Mobile or remote work (page 22) P/O Action to be taken
Are there appropriate procedures to ensure
that mobile or remote workers have access to
clean drinking water, toilets, dining facilities,
hygienic storage of food and water, and
emergency and first aid assistance?
Can mobile or remote workers access
emergency communications that are reliable
in their location, such as a satellite or mobile
phone?
Accommodation (page 25) P/O Action to be taken
Is the person conducting a business or
undertaking accommodation separate from
any hazards at the workplace likely to present
a risk to the health or safety of a worker using
the accommodation?
Is it appropriately equipped, including:

„„safe access and egress

„„security of personal possessions

„„fire safety arrangements

„„electrical safety standards

„„drinking water

„„toilets, washing, bathing and laundry

facilities
„„procedures to ensure cleanliness

„„suitable, quiet sleeping accommodation

„„crockery, utensils and dining facilities

„„rubbish collection

„„heating, cooling and ventilation

Does the accommodation meet all relevant
structural and stability requirements?
Are the fittings, appliances and any other
equipment maintained in good working
condition?

32 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 APPENPIX A - WORK ENVIRONMENT AND FACILITIES CHECKLIST

Emergency plans (page 26) P/O Action to be taken

Is there a written emergency plan covering relevant
emergency situations, with clear emergency
procedures?
Is the plan accessible to all workers?
Are workers, managers and supervisors instructed
and trained in the procedures?
Has someone with appropriate skills been made
responsible for specific actions in an emergency (e.g.
appointment of an area warden)?
Is someone responsible for ensuring workers and
others in the workplace are accounted for in the event
of an evacuation?
Are emergency contact details relevant to the types
of possible threats (e.g. fire, police, poison information
centre) displayed at the workplace in an easily
accessible location?
Are contact details updated regularly?
Is there a mechanism, such as a siren or bell alarm, for
alerting everyone in the workplace of an emergency?
Is there a documented site plan that illustrates the
location of fire protection equipment, emergency
exits and assembly points?
If there is a site plan and is it displayed in key
locations throughout the workplace?
Are procedures in place for assisting mobility-
impairedpeople?
Does the workplace have first aid facilities and
emergency equipment to deal with the types of
emergencies that may arise?
Is the fire protection equipment suitable for the types
of risks at the workplace (e.g. foam or dry powder
type extinguishers for fires that involve flammable
liquids)?
Is equipment easily accessible in an emergency?
Are workers trained to use emergency equipment
(e.g. fire extinguishers, chemical spill kits, breathing
apparatus, lifelines)?
Have you considered neighbouring businesses and
how you will let them know about an emergency
situation should one arise?
Have you considered the risks from neighbouring
businesses (e.g. fire from restaurant/takeaway food
outlets, Q fever from cattle yards)?
Are emergency practice runs (e.g. evacuation drills)
regularly undertaken to assess the effectiveness of
the emergency plan?
Is someone responsible for reviewing the emergency
plan and informing staff of any revisions?

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 33

APPENDIX B – EXAMPLES OF FACILITIES
FOR DIFFERENT WORKPLACES

TEMPORARY WORKPLACE - GARDENING

Assessment of facilities Facilities plan
needed
Nature of work being carried out Toilets

„„Garden maintenance. Workers „„Separate male and female toilets available at the
gather tools from depot at the depot. Workers can use public toilets in gardens.
start of the shift, and work
Shelter sheds
outdoors in pairs most of the
day, returning to the depot at „„Some of the gardens have public shelter
the end of the day accessible to workers. Can also seek temporary
Size and location of the place shelter in vehicle or return to depot.
of work Seating
„„Depot located in township - „„Sit/stand chair provided in potting room, and
gardens within 8 km of depot comfortable seating in lunchroom. Most other
Composition of the workforce tasks done when standing or kneeling.
Dining rooms
„„Ten men and three women.

Type of workplace „„Workers have the option of returning to base for

lunch where a lunchroom is provided, or taking
„„Depot is a permanent building, lunch on site. Vehicles equipped with folding
garden maintenance done at stools if latter is chosen.
temporary sites
Change room
Need for maintenance
„„Separate male and female change rooms
„„Cleaning provided at the depot.
„„Replenishing consumable items Drinking water

„„Cool drinking water provided at depot, plus

refrigerator for other types of drinks.
„„Workers take insulated individual flasks when off
site.
Lockers

„„Lockable locker provided for each worker,

located in change room.
Washing facilities

„„Hand basins located adjacent to male and

female toilets; workers can use garden taps and
paper towels if off site.
„„One shower located adjacent to change rooms
with room to change clothes and lockable door.

34 CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES

 APPENDIX B - EXAMPLES OF FACILITIES FOR DIFFERENT WORKPLACES

PERMANENT WORKPLACE - OFFICE

Assessment of facilities Facilities plan
needed
Nature of work being carried out Toilets

„„Workers undertaking general „„Toilet block located on the 2nd floor

office work
„„Lift provides access for disabled
Size and location of the place of
„„Male: one toilet and urinal provided
work
„„Female: four toilets provided
„„Three-storey building located in
the central business district. All „„Facilities for workers with disabilities - one unisex
floors in use. toilet provided.

Composition of the workforce Shelter sheds

„„50 females and 20 males „„Not applicable, as all work is indoors.

„„Some staff have disabilities Seating

Type of workplace „„All workers provided with fully adjustable office

chair.
„„Permanent building
„„Kitchen area provided with comfortable, non-
Need for maintenance adjustable dining chairs.
„„Cleaning Dining rooms
„„Replenishing consumable items „„Dining room on ground floor has tables and
seating to accommodate up to 20 persons at
any one time – it also has a kitchen.
„„2nd and 3rd floors have kitchenettes for boiling
water and washing utensils.
Change room

„„Change rooms not required.

Drinking water

„„Drinking water and refrigerators provided in

kitchen and kitchenettes
„„Cool water dispenser in ground floor kitchen.

Lockers

„„Each worker has a lockable drawer for personal

belongings at their workstation, or a locker or
cabinet to store valuables on the same level as
their workstation.
Washing facilities

„„Hand basins located adjacent to male and

female toilets.
„„Facilities for workers with disabilities - one hand
basin provided.

CODE OF PRACTICE | MANAGING THE WORK ENVIRONMENT AND FACILITIES 35

THIS CODE PROVIDES PRACTICAL GUIDANCE
FOR PERSONS CONDUCTING A BUSINESS OR
UNDERTAKING ON HOW TO PROVIDE AND
MAINTAIN A PHYSICAL WORK ENVIRONMENT
THAT IS WITHOUT RISKS TO HEALTH AND SAFETY.