My family owns a small ship. One of its features is a gas grill which can be used to prepare hot food What fire regulations apply to my ship?

Health and safety on ships

Overview

Operators of seagoing ships or small commercial vessels must protect the health and safety of workers by:

following safety standards and codes of practice

ensuring the safety of machinery and equipment

making sure the vessel is safely manned and all workers have the necessary qualifications

having the right emergency procedures and equipment

providing health protection and medical care

doing regular risk assessments

supplying necessary protective clothing and equipment

monitoring maritime safety information broadcasts

consulting with workers or their representatives on health and safety matters

Providing health and safety training

Workers must get basic health and safety training. There’s more information on what this covers on the Health and Safety Executive (HSE) website.

Written health and safety policy

The ship must must have a policy that sets out how health and safety will be managed. Read guidance on writing a health and safety policy.

Risk assessments

Regular risk assessments must be carried out to see how accidents, injuries or illnesses could be caused on the ship and what can be done to reduce the chances of them happening.

Risk assessments must be reviewed every year and whenever there are significant changes to either the ship or working activities.

Read chapter 1 of the ‘Code of safe working practices for merchant seafarers 2018’ for the basic requirements for risk assessments on board ships.

Read the ‘Merchant Shipping and Fishing Vessels (Health and Safety at Work) Regulations 1997’ for the requirements for risk assessments on merchant ships.

Safe working practices

Code of safe working practices

By law, up-to-date copies of the ‘Code of safe working practices for merchant seamen’ must be carried on a UK ship that’s not a fishing boat or pleasure craft.

A copy of the code must be available to any seaman who requests it.

The ‘Code of safe working practices for merchant seamen (Consolidated edition 2011)’ is available to buy from The Stationery Office.

Read the ‘Merchant Shipping and Fishing Vessels (Health and Safety at Work) Regulations 1997’ for safety standards and requirements for merchant ships.

Safety signs

Certain health and safety signs must be displayed on ships, such as emergency escape signs or danger warning signs. Signs must meet legal requirements if they’re permanently displayed.

Read the ‘Merchant Shipping and Fishing Vessels (Safety Signs and Signals) Regulations 2001’ to find out how and where safety signs and signals must be displayed.

‘Permit to work’

The ‘permit to work’ system reduces the risk of accidents on board ship. Under this system, seafarers must get written permission from a senior officer before they can perform hazardous tasks, like:

working aloft and outboard

working with boilers

‘hot work’ (work which could result in the ignition of flammable material, for example welding)

working in unmanned machinery spaces

entry into enclosed spaces

electrical testing

Read about using ‘permit to work’ schemes to test electrical systems.

Read ‘Safety Preparations Prior to Machinery Maintenance’ to find out how to prepare for doing maintenance on machinery on ships.

‘Permit to work’ templates

Protective equipment

Workers must be given suitable protective equipment if performing dangerous tasks.

You should only use protective equipment when risks cannot be avoided or reduced to an acceptable level by safe working practices. This equipment should:

meet the required standards

be a correct fit for the worker or adjustable

be compatible with any other equipment the worker has to use

be easily accessible, properly stored and maintained

be provided free of charge (unless it’s also used outside the workplace)

Read the ‘Merchant Shipping and Fishing Vessels Personal Protective Equipment Regulations’ to find out about personal protective equipment.

Noise and vibration

Risk assessments must be carried out to identify who is at risk from noise or vibration on a ship and what can be done to reduce or remove these risks.

Workers must be told about:

the nature of noise or vibration risks

how to eliminate or reduce the risks from noise or vibration

the correct use of any protective equipment

how to detect and report signs of injury

The Maritime and Coastguard Agency (MCA) provides information on controlling the risks of noise and vibration at sea.

Read the:

code of practice for controlling risks due to noise and vibration on ships

guidance on mitigating against the effects of shocks and impacts on small vessels

You may be able to get an exemption from the noise and vibration requirements.

Find out how to apply for an exemption from the:

control of vibration at work regulations

control of noise at work regulations

Small commercial vessels

Small commercial vessels must have safety measures in place for workers, such as:

bulwarks, guardrails or wire around the working deck to stop people falling overboard

safety harnesses for anyone working on deck

a means of securing the lifelines of safety harnesses

non-slip deck surfaces

Smaller commercial vessels (under 24 metres) must comply with the ‘Small commercial vessels codes’ to ensure the health and safety of workers on board.

Seagoing passenger vessels

Domestic passenger ships

Seagoing domestic passenger ships, for example ferries, must meet minimum safety requirements regarding:

general safety management policies

manning levels

proper and stable construction

carriage of safety equipment

pollution prevention

A passenger ship is a ship of any description that carries more than 12 passengers. There are various safety standards for seagoing passenger ships. Local Maritime and Coastguard Agency (MCA) Marine Offices have more information on these standards.

International passenger ships

Passenger ships which operate internationally must follow international conventions, such as the:

International Convention for the Safety of Life at Sea

International Convention on Load Lines

International Convention for the Prevention of Pollution from Ships

Local MCA Marine Offices have information on which safety standards apply.

Safety on vessels on inland waters

Passenger vessels operating on inland waters - like estuaries, lakes and rivers and canals - must follow safety standards and requirements.

Inland waters or inland waterways are known legally as ‘categorised waters’. These waters are defined and listed in Merchant Shipping Notice (MSN) 1827 (as amended) Categorisation of Waters.

A passenger ship is a vessel that carries more than 12 passengers.

The rules for passenger ships built since April 2010, and operating in UK categorised waters are in ‘Merchant Shipping Notice 1823 (M) - Safety Code for Passenger Ships Operating Solely in UK Categorised Waters’.

The rules for older passenger ships are covered by several different sets of regulations. Contact the local  Maritime and Coastguard Agency (MCA) Marine Office for details.

Vessels that carry no more than 12 passengers

Safety standards and best practice guidance for these vessels are set out in the Inland Waters Small Passenger Boat Code.

Marine engineering

Marine engineering involves the design, construction, installation, and operation of systems and equipment that help to move and control ships. Safety measures must be in place for any crew members using or maintaining marine engineering equipment, such as:

switchboards and computerised equipment

machinery installations

boilers and emergency equipment

The Maritime and Coastguard Agency (MCA) provides information on the safe installation and use of marine engineering.

Fire prevention

The Maritime and Coastguard Agency (MCA) provides information on requirements for fire protection, fire detection and fire extinction on board ships.

The rules depend on the size of the ship.

Requirements for large ships are in the Merchant Shipping (Fire Protection: Large Ships) Regulations 1998.

Requirements for small ships are in the Merchant Shipping (Fire Protection: Small Ships) Regulations 1998.

You should also read the Merchant Shipping (Fire Protection) Regulations 2003 – it includes amendments to the regulations for large and small ships.

Contact the MCA to find out more about fire prevention and detection at sea.

Safety in ports

Health and safety measures must be in place to ensure the safety of  workers while in a port.

There is a range of publications and guidance on health and safety in ports on the Health and Safety Executive website.

Health and safety on ships

Overview

Operators of seagoing ships or small commercial vessels must protect the health and safety of workers by:

following safety standards and codes of practice

ensuring the safety of machinery and equipment

making sure the vessel is safely manned and all workers have the necessary qualifications

having the right emergency procedures and equipment

providing health protection and medical care

doing regular risk assessments

supplying necessary protective clothing and equipment

monitoring maritime safety information broadcasts

consulting with workers or their representatives on health and safety matters

Providing health and safety training

Written health and safety policy

The ship must must have a policy that sets out how health and safety will be managed. Read guidance on writing a health and safety policy.

Risk assessments

Risk assessments must be reviewed every year and whenever there are significant changes to either the ship or working activities.

Safe working practices

Code of safe working practices

A copy of the code must be available to any seaman who requests it.

The ‘Code of safe working practices for merchant seamen (Consolidated edition 2011)’ is available to buy from The Stationery Office.

Safety signs

‘Permit to work’

working aloft and outboard

working with boilers

‘hot work’ (work which could result in the ignition of flammable material, for example welding)

working in unmanned machinery spaces

entry into enclosed spaces

electrical testing

Read about using ‘permit to work’ schemes to test electrical systems.

Read ‘Safety Preparations Prior to Machinery Maintenance’ to find out how to prepare for doing maintenance on machinery on ships.

‘Permit to work’ templates

Protective equipment

Workers must be given suitable protective equipment if performing dangerous tasks.

meet the required standards

be a correct fit for the worker or adjustable

be compatible with any other equipment the worker has to use

be easily accessible, properly stored and maintained

be provided free of charge (unless it’s also used outside the workplace)

Noise and vibration

Workers must be told about:

the nature of noise or vibration risks

how to eliminate or reduce the risks from noise or vibration

the correct use of any protective equipment

how to detect and report signs of injury

The Maritime and Coastguard Agency (MCA) provides information on controlling the risks of noise and vibration at sea.

Read the:

code of practice for controlling risks due to noise and vibration on ships

guidance on mitigating against the effects of shocks and impacts on small vessels

You may be able to get an exemption from the noise and vibration requirements.

Find out how to apply for an exemption from the:

control of vibration at work regulations

control of noise at work regulations

Small commercial vessels

Small commercial vessels must have safety measures in place for workers, such as:

bulwarks, guardrails or wire around the working deck to stop people falling overboard

safety harnesses for anyone working on deck

a means of securing the lifelines of safety harnesses

non-slip deck surfaces

Seagoing passenger vessels

Domestic passenger ships

Seagoing domestic passenger ships, for example ferries, must meet minimum safety requirements regarding:

general safety management policies

manning levels

proper and stable construction

carriage of safety equipment

pollution prevention

International passenger ships

Passenger ships which operate internationally must follow international conventions, such as the:

International Convention for the Safety of Life at Sea

International Convention on Load Lines

International Convention for the Prevention of Pollution from Ships

Local MCA Marine Offices have information on which safety standards apply.

Safety on vessels on inland waters

A passenger ship is a vessel that carries more than 12 passengers.

Vessels that carry no more than 12 passengers

Safety standards and best practice guidance for these vessels are set out in the Inland Waters Small Passenger Boat Code.

Marine engineering

switchboards and computerised equipment

machinery installations

boilers and emergency equipment

The Maritime and Coastguard Agency (MCA) provides information on the safe installation and use of marine engineering.

Fire prevention

The rules depend on the size of the ship.

Requirements for large ships are in the Merchant Shipping (Fire Protection: Large Ships) Regulations 1998.

Requirements for small ships are in the Merchant Shipping (Fire Protection: Small Ships) Regulations 1998.

Contact the MCA to find out more about fire prevention and detection at sea.

Safety in ports

Health and safety measures must be in place to ensure the safety of  workers while in a port.

There is a range of publications and guidance on health and safety in ports on the Health and Safety Executive website.

Health and safety on ships

Overview

Operators of seagoing ships or small commercial vessels must protect the health and safety of workers by:

following safety standards and codes of practice

ensuring the safety of machinery and equipment

making sure the vessel is safely manned and all workers have the necessary qualifications

having the right emergency procedures and equipment

providing health protection and medical care

doing regular risk assessments

supplying necessary protective clothing and equipment

monitoring maritime safety information broadcasts

consulting with workers or their representatives on health and safety matters

Providing health and safety training

Written health and safety policy

The ship must must have a policy that sets out how health and safety will be managed. Read guidance on writing a health and safety policy.

Risk assessments

Risk assessments must be reviewed every year and whenever there are significant changes to either the ship or working activities.

Safe working practices

Code of safe working practices

A copy of the code must be available to any seaman who requests it.

The ‘Code of safe working practices for merchant seamen (Consolidated edition 2011)’ is available to buy from The Stationery Office.

Safety signs

‘Permit to work’

working aloft and outboard

working with boilers

‘hot work’ (work which could result in the ignition of flammable material, for example welding)

working in unmanned machinery spaces

entry into enclosed spaces

electrical testing

Read about using ‘permit to work’ schemes to test electrical systems.

Read ‘Safety Preparations Prior to Machinery Maintenance’ to find out how to prepare for doing maintenance on machinery on ships.

‘Permit to work’ templates

Protective equipment

Workers must be given suitable protective equipment if performing dangerous tasks.

meet the required standards

be a correct fit for the worker or adjustable

be compatible with any other equipment the worker has to use

be easily accessible, properly stored and maintained

be provided free of charge (unless it’s also used outside the workplace)

Noise and vibration

Workers must be told about:

the nature of noise or vibration risks

how to eliminate or reduce the risks from noise or vibration

the correct use of any protective equipment

how to detect and report signs of injury

The Maritime and Coastguard Agency (MCA) provides information on controlling the risks of noise and vibration at sea.

Read the:

code of practice for controlling risks due to noise and vibration on ships

guidance on mitigating against the effects of shocks and impacts on small vessels

You may be able to get an exemption from the noise and vibration requirements.

Find out how to apply for an exemption from the:

control of vibration at work regulations

control of noise at work regulations

Small commercial vessels

Small commercial vessels must have safety measures in place for workers, such as:

bulwarks, guardrails or wire around the working deck to stop people falling overboard

safety harnesses for anyone working on deck

a means of securing the lifelines of safety harnesses

non-slip deck surfaces

Seagoing passenger vessels

Domestic passenger ships

Seagoing domestic passenger ships, for example ferries, must meet minimum safety requirements regarding:

general safety management policies

manning levels

proper and stable construction

carriage of safety equipment

pollution prevention

International passenger ships

Passenger ships which operate internationally must follow international conventions, such as the:

International Convention for the Safety of Life at Sea

International Convention on Load Lines

International Convention for the Prevention of Pollution from Ships

Local MCA Marine Offices have information on which safety standards apply.

Safety on vessels on inland waters

A passenger ship is a vessel that carries more than 12 passengers.

Vessels that carry no more than 12 passengers

Safety standards and best practice guidance for these vessels are set out in the Inland Waters Small Passenger Boat Code.

Marine engineering

switchboards and computerised equipment

machinery installations

boilers and emergency equipment

The Maritime and Coastguard Agency (MCA) provides information on the safe installation and use of marine engineering.

Fire prevention

The rules depend on the size of the ship.

Requirements for large ships are in the Merchant Shipping (Fire Protection: Large Ships) Regulations 1998.

Requirements for small ships are in the Merchant Shipping (Fire Protection: Small Ships) Regulations 1998.

Contact the MCA to find out more about fire prevention and detection at sea.

Safety in ports

Health and safety measures must be in place to ensure the safety of  workers while in a port.

There is a range of publications and guidance on health and safety in ports on the Health and Safety Executive website.


We have done a complete risk assessments to our cargo ships to reduce any chances of accidents , injuries or illnesses. This is according to the laid down procedures . When can we repeat the  risk assessments?

Risk assessments must be reviewed every year and whenever there are significant changes to either the ship or working activities.

Health and safety on ships

Overview

Operators of seagoing ships or small commercial vessels must protect the health and safety of workers by:

following safety standards and codes of practice

ensuring the safety of machinery and equipment

making sure the vessel is safely manned and all workers have the necessary qualifications

having the right emergency procedures and equipment

providing health protection and medical care

doing regular risk assessments

supplying necessary protective clothing and equipment

monitoring maritime safety information broadcasts

consulting with workers or their representatives on health and safety matters

Providing health and safety training

Workers must get basic health and safety training. There’s more information on what this covers on the Health and Safety Executive (HSE) website.

Written health and safety policy

The ship must must have a policy that sets out how health and safety will be managed. Read guidance on writing a health and safety policy.

Risk assessments

Regular risk assessments must be carried out to see how accidents, injuries or illnesses could be caused on the ship and what can be done to reduce the chances of them happening.

Read chapter 1 of the ‘Code of safe working practices for merchant seafarers 2018’ for the basic requirements for risk assessments on board ships.

Read the ‘Merchant Shipping and Fishing Vessels (Health and Safety at Work) Regulations 1997’ for the requirements for risk assessments on merchant ships.

Safe working practices

Code of safe working practices

By law, up-to-date copies of the ‘Code of safe working practices for merchant seamen’ must be carried on a UK ship that’s not a fishing boat or pleasure craft.

A copy of the code must be available to any seaman who requests it.

The ‘Code of safe working practices for merchant seamen (Consolidated edition 2011)’ is available to buy from The Stationery Office.

Read the ‘Merchant Shipping and Fishing Vessels (Health and Safety at Work) Regulations 1997’ for safety standards and requirements for merchant ships.

Safety signs

Certain health and safety signs must be displayed on ships, such as emergency escape signs or danger warning signs. Signs must meet legal requirements if they’re permanently displayed.

Read the ‘Merchant Shipping and Fishing Vessels (Safety Signs and Signals) Regulations 2001’ to find out how and where safety signs and signals must be displayed.

‘Permit to work’

The ‘permit to work’ system reduces the risk of accidents on board ship. Under this system, seafarers must get written permission from a senior officer before they can perform hazardous tasks, like:

working aloft and outboard

working with boilers

‘hot work’ (work which could result in the ignition of flammable material, for example welding)

working in unmanned machinery spaces

entry into enclosed spaces

electrical testing

Read about using ‘permit to work’ schemes to test electrical systems.

Read ‘Safety Preparations Prior to Machinery Maintenance’ to find out how to prepare for doing maintenance on machinery on ships.

‘Permit to work’ templates

Protective equipment

Workers must be given suitable protective equipment if performing dangerous tasks.

You should only use protective equipment when risks cannot be avoided or reduced to an acceptable level by safe working practices. This equipment should:

meet the required standards

be a correct fit for the worker or adjustable

be compatible with any other equipment the worker has to use

be easily accessible, properly stored and maintained

be provided free of charge (unless it’s also used outside the workplace)

Read the ‘Merchant Shipping and Fishing Vessels Personal Protective Equipment Regulations’ to find out about personal protective equipment.

Noise and vibration

Risk assessments must be carried out to identify who is at risk from noise or vibration on a ship and what can be done to reduce or remove these risks.

Workers must be told about:

the nature of noise or vibration risks

how to eliminate or reduce the risks from noise or vibration

the correct use of any protective equipment

how to detect and report signs of injury

The Maritime and Coastguard Agency (MCA) provides information on controlling the risks of noise and vibration at sea.

Read the:

code of practice for controlling risks due to noise and vibration on ships

guidance on mitigating against the effects of shocks and impacts on small vessels

You may be able to get an exemption from the noise and vibration requirements.

Find out how to apply for an exemption from the:

control of vibration at work regulations

control of noise at work regulations

Small commercial vessels

Small commercial vessels must have safety measures in place for workers, such as:

bulwarks, guardrails or wire around the working deck to stop people falling overboard

safety harnesses for anyone working on deck

a means of securing the lifelines of safety harnesses

non-slip deck surfaces

Smaller commercial vessels (under 24 metres) must comply with the ‘Small commercial vessels codes’ to ensure the health and safety of workers on board.

Seagoing passenger vessels

Domestic passenger ships

Seagoing domestic passenger ships, for example ferries, must meet minimum safety requirements regarding:

general safety management policies

manning levels

proper and stable construction

carriage of safety equipment

pollution prevention

A passenger ship is a ship of any description that carries more than 12 passengers. There are various safety standards for seagoing passenger ships. Local Maritime and Coastguard Agency (MCA) Marine Offices have more information on these standards.

International passenger ships

Passenger ships which operate internationally must follow international conventions, such as the:

International Convention for the Safety of Life at Sea

International Convention on Load Lines

International Convention for the Prevention of Pollution from Ships

Local MCA Marine Offices have information on which safety standards apply.

Safety on vessels on inland waters

Passenger vessels operating on inland waters - like estuaries, lakes and rivers and canals - must follow safety standards and requirements.

Inland waters or inland waterways are known legally as ‘categorised waters’. These waters are defined and listed in Merchant Shipping Notice (MSN) 1827 (as amended) Categorisation of Waters.

A passenger ship is a vessel that carries more than 12 passengers.

The rules for passenger ships built since April 2010, and operating in UK categorised waters are in ‘Merchant Shipping Notice 1823 (M) - Safety Code for Passenger Ships Operating Solely in UK Categorised Waters’.

The rules for older passenger ships are covered by several different sets of regulations. Contact the local  Maritime and Coastguard Agency (MCA) Marine Office for details.

Vessels that carry no more than 12 passengers

Safety standards and best practice guidance for these vessels are set out in the Inland Waters Small Passenger Boat Code.

Marine engineering

Marine engineering involves the design, construction, installation, and operation of systems and equipment that help to move and control ships. Safety measures must be in place for any crew members using or maintaining marine engineering equipment, such as:

switchboards and computerised equipment

machinery installations

boilers and emergency equipment

The Maritime and Coastguard Agency (MCA) provides information on the safe installation and use of marine engineering.

Fire prevention

The Maritime and Coastguard Agency (MCA) provides information on requirements for fire protection, fire detection and fire extinction on board ships.

The rules depend on the size of the ship.

Requirements for large ships are in the Merchant Shipping (Fire Protection: Large Ships) Regulations 1998.

Requirements for small ships are in the Merchant Shipping (Fire Protection: Small Ships) Regulations 1998.

You should also read the Merchant Shipping (Fire Protection) Regulations 2003 – it includes amendments to the regulations for large and small ships.

Contact the MCA to find out more about fire prevention and detection at sea.

Safety in ports

Health and safety measures must be in place to ensure the safety of  workers while in a port.

There is a range of publications and guidance on health and safety in ports on the Health and Safety Executive website.


Our shipping company owns a small commercial vessel over 30 meters in length. We have recently had some major work done including the installation of a new propulsion system Do we need to update our risk assessment?

Regular risk assessments must be carried out to see how accidents, injuries or illnesses could be caused on the ship and what can be done to reduce the chances of them happening.

Health and safety on ships

Overview

Operators of seagoing ships or small commercial vessels must protect the health and safety of workers by:

following safety standards and codes of practice

ensuring the safety of machinery and equipment

making sure the vessel is safely manned and all workers have the necessary qualifications

having the right emergency procedures and equipment

providing health protection and medical care

doing regular risk assessments

supplying necessary protective clothing and equipment

monitoring maritime safety information broadcasts

consulting with workers or their representatives on health and safety matters

Providing health and safety training

Workers must get basic health and safety training. There’s more information on what this covers on the Health and Safety Executive (HSE) website.

Written health and safety policy

The ship must must have a policy that sets out how health and safety will be managed. Read guidance on writing a health and safety policy.

Risk assessments

Risk assessments must be reviewed every year and whenever there are significant changes to either the ship or working activities.

Read chapter 1 of the ‘Code of safe working practices for merchant seafarers 2018’ for the basic requirements for risk assessments on board ships.

Read the ‘Merchant Shipping and Fishing Vessels (Health and Safety at Work) Regulations 1997’ for the requirements for risk assessments on merchant ships.

Safe working practices

Code of safe working practices

By law, up-to-date copies of the ‘Code of safe working practices for merchant seamen’ must be carried on a UK ship that’s not a fishing boat or pleasure craft.

A copy of the code must be available to any seaman who requests it.

The ‘Code of safe working practices for merchant seamen (Consolidated edition 2011)’ is available to buy from The Stationery Office.

Read the ‘Merchant Shipping and Fishing Vessels (Health and Safety at Work) Regulations 1997’ for safety standards and requirements for merchant ships.

Safety signs

Certain health and safety signs must be displayed on ships, such as emergency escape signs or danger warning signs. Signs must meet legal requirements if they’re permanently displayed.

Read the ‘Merchant Shipping and Fishing Vessels (Safety Signs and Signals) Regulations 2001’ to find out how and where safety signs and signals must be displayed.

‘Permit to work’

The ‘permit to work’ system reduces the risk of accidents on board ship. Under this system, seafarers must get written permission from a senior officer before they can perform hazardous tasks, like:

working aloft and outboard

working with boilers

‘hot work’ (work which could result in the ignition of flammable material, for example welding)

working in unmanned machinery spaces

entry into enclosed spaces

electrical testing

Read about using ‘permit to work’ schemes to test electrical systems.

Read ‘Safety Preparations Prior to Machinery Maintenance’ to find out how to prepare for doing maintenance on machinery on ships.

‘Permit to work’ templates

Protective equipment

Workers must be given suitable protective equipment if performing dangerous tasks.

You should only use protective equipment when risks cannot be avoided or reduced to an acceptable level by safe working practices. This equipment should:

meet the required standards

be a correct fit for the worker or adjustable

be compatible with any other equipment the worker has to use

be easily accessible, properly stored and maintained

be provided free of charge (unless it’s also used outside the workplace)

Read the ‘Merchant Shipping and Fishing Vessels Personal Protective Equipment Regulations’ to find out about personal protective equipment.

Noise and vibration

Risk assessments must be carried out to identify who is at risk from noise or vibration on a ship and what can be done to reduce or remove these risks.

Workers must be told about:

the nature of noise or vibration risks

how to eliminate or reduce the risks from noise or vibration

the correct use of any protective equipment

how to detect and report signs of injury

The Maritime and Coastguard Agency (MCA) provides information on controlling the risks of noise and vibration at sea.

Read the:

code of practice for controlling risks due to noise and vibration on ships

guidance on mitigating against the effects of shocks and impacts on small vessels

You may be able to get an exemption from the noise and vibration requirements.

Find out how to apply for an exemption from the:

control of vibration at work regulations

control of noise at work regulations

Small commercial vessels

Small commercial vessels must have safety measures in place for workers, such as:

bulwarks, guardrails or wire around the working deck to stop people falling overboard

safety harnesses for anyone working on deck

a means of securing the lifelines of safety harnesses

non-slip deck surfaces

Smaller commercial vessels (under 24 metres) must comply with the ‘Small commercial vessels codes’ to ensure the health and safety of workers on board.

Seagoing passenger vessels

Domestic passenger ships

Seagoing domestic passenger ships, for example ferries, must meet minimum safety requirements regarding:

general safety management policies

manning levels

proper and stable construction

carriage of safety equipment

pollution prevention

A passenger ship is a ship of any description that carries more than 12 passengers. There are various safety standards for seagoing passenger ships. Local Maritime and Coastguard Agency (MCA) Marine Offices have more information on these standards.

International passenger ships

Passenger ships which operate internationally must follow international conventions, such as the:

International Convention for the Safety of Life at Sea

International Convention on Load Lines

International Convention for the Prevention of Pollution from Ships

Local MCA Marine Offices have information on which safety standards apply.

Safety on vessels on inland waters

Passenger vessels operating on inland waters - like estuaries, lakes and rivers and canals - must follow safety standards and requirements.

Inland waters or inland waterways are known legally as ‘categorised waters’. These waters are defined and listed in Merchant Shipping Notice (MSN) 1827 (as amended) Categorisation of Waters.

A passenger ship is a vessel that carries more than 12 passengers.

The rules for passenger ships built since April 2010, and operating in UK categorised waters are in ‘Merchant Shipping Notice 1823 (M) - Safety Code for Passenger Ships Operating Solely in UK Categorised Waters’.

The rules for older passenger ships are covered by several different sets of regulations. Contact the local  Maritime and Coastguard Agency (MCA) Marine Office for details.

Vessels that carry no more than 12 passengers

Safety standards and best practice guidance for these vessels are set out in the Inland Waters Small Passenger Boat Code.

Marine engineering

Marine engineering involves the design, construction, installation, and operation of systems and equipment that help to move and control ships. Safety measures must be in place for any crew members using or maintaining marine engineering equipment, such as:

switchboards and computerised equipment

machinery installations

boilers and emergency equipment

The Maritime and Coastguard Agency (MCA) provides information on the safe installation and use of marine engineering.

Fire prevention

The Maritime and Coastguard Agency (MCA) provides information on requirements for fire protection, fire detection and fire extinction on board ships.

The rules depend on the size of the ship.

Requirements for large ships are in the Merchant Shipping (Fire Protection: Large Ships) Regulations 1998.

Requirements for small ships are in the Merchant Shipping (Fire Protection: Small Ships) Regulations 1998.

You should also read the Merchant Shipping (Fire Protection) Regulations 2003 – it includes amendments to the regulations for large and small ships.

Contact the MCA to find out more about fire prevention and detection at sea.

Safety in ports

Health and safety measures must be in place to ensure the safety of  workers while in a port.

There is a range of publications and guidance on health and safety in ports on the Health and Safety Executive website.

Health and safety on ships

Overview

following safety standards and codes of practice

ensuring the safety of machinery and equipment

making sure the vessel is safely manned and all workers have the necessary qualifications

having the right emergency procedures and equipment

providing health protection and medical care

doing regular risk assessments

supplying necessary protective clothing and equipment

monitoring maritime safety information broadcasts

consulting with workers or their representatives on health and safety matters

Providing health and safety training

Written health and safety policy

Risk assessments

Safe working practices

Code of safe working practices

A copy of the code must be available to any seaman who requests it.

Safety signs

‘Permit to work’

working aloft and outboard

working with boilers

‘hot work’ (work which could result in the ignition of flammable material, for example welding)

working in unmanned machinery spaces

entry into enclosed spaces

electrical testing

Read about using ‘permit to work’ schemes to test electrical systems.

‘Permit to work’ templates

Protective equipment

Workers must be given suitable protective equipment if performing dangerous tasks.

meet the required standards

be a correct fit for the worker or adjustable

be compatible with any other equipment the worker has to use

be easily accessible, properly stored and maintained

be provided free of charge (unless it’s also used outside the workplace)

Noise and vibration

Workers must be told about:

the nature of noise or vibration risks

how to eliminate or reduce the risks from noise or vibration

the correct use of any protective equipment

how to detect and report signs of injury

Read the:

code of practice for controlling risks due to noise and vibration on ships

guidance on mitigating against the effects of shocks and impacts on small vessels

You may be able to get an exemption from the noise and vibration requirements.

Find out how to apply for an exemption from the:

control of vibration at work regulations

control of noise at work regulations

Small commercial vessels

Small commercial vessels must have safety measures in place for workers, such as:

bulwarks, guardrails or wire around the working deck to stop people falling overboard

safety harnesses for anyone working on deck

a means of securing the lifelines of safety harnesses

non-slip deck surfaces

Seagoing passenger vessels

Domestic passenger ships

Seagoing domestic passenger ships, for example ferries, must meet minimum safety requirements regarding:

general safety management policies

manning levels

proper and stable construction

carriage of safety equipment

pollution prevention

International passenger ships

Passenger ships which operate internationally must follow international conventions, such as the:

International Convention for the Safety of Life at Sea

International Convention on Load Lines

International Convention for the Prevention of Pollution from Ships

Local MCA Marine Offices have information on which safety standards apply.

Safety on vessels on inland waters

A passenger ship is a vessel that carries more than 12 passengers.

Vessels that carry no more than 12 passengers

Marine engineering

switchboards and computerised equipment

machinery installations

boilers and emergency equipment

Fire prevention

The rules depend on the size of the ship.

Contact the MCA to find out more about fire prevention and detection at sea.

Safety in ports

Health and safety measures must be in place to ensure the safety of  workers while in a port.


My cousin has difficulties learning things and I generally watch out for him even though he is 24 years old.  He has had problems with a neighbour, who has smashed his windows last night. Am I able to take time off work today to help my cousin deal with this issue under the emergency dependent's provisions in this case?

As an employee you’re allowed time off to deal with an emergency involving a dependant.

Time off for family and dependants

Your rights

A dependant could be a spouse, partner, child, grandchild, parent, or someone who depends on you for care.

How much you get

You’re allowed a reasonable amount of time off to deal with the emergency, but there’s no set amount of time as it depends on the situation.

Tell your employer as soon as possible how much time you’ll need so it can be agreed.

Limits on time off

There are no limits on how many times you can take time off for dependants. Your employer may want to talk to you if they think time off is affecting your work.

Pay

Your employer may pay you for time off to look after dependants but they don’t have to. Check your contract, company handbook or intranet site to see if there are rules about this.

Exceptions

You can’t have time off if you knew about a situation beforehand. For example you wouldn’t be covered if you wanted to take your child to hospital for an appointment. You might get parental leave instead.

Check your employment status to see if you’re classed as an ‘employee’.

Compassionate leave

If you aren’t given time off for dependants, your employer may allow you ‘compassionate leave’ - this can be paid or unpaid leave for emergency situations. Check your employment contract, company handbook or intranet for details about compassionate leave.

What's an emergency?

You could get time off when a dependant is involved in the following emergencies.

Illness, injury or assault

This includes mental or physical illnesses that don’t have to be life-threatening or need full-time care - it could be an existing condition that has worsened.

For example, if a dependant is mugged without being physically hurt, you could take time off to comfort or help them.

You can also take time off to arrange longer term care for a dependant.

Having a baby

You could take time off if a dependant goes into labour unexpectedly and they rely on you to take them to the hospital. You can’t take time off for dependants after the birth to care for the child, unless it’s an emergency. However, if you’re the child’s parent you could be entitled to paternity or parental leave.

Disruption of care arrangements

You could get time off if:

a child minder or carer doesn’t turn up to look after a dependant

a nursing home or nursery closes unexpectedly

If your child is involved in an incident during school time

You could get time off if your child has been:

involved in a fight

injured on a school trip

suspended from school

Taking time off

Tell your employer as soon as possible if you need time off. If it’s an emergency, you may not be able to do this before you leave work but you should let your employer know as soon as possible.

You don’t have to do this in writing or give written proof.

Problems when you take time off

Your employer musn’t:

treat you unfairly for taking time off, for example refusing you training or promotion

dismiss you or choose you for redundancy because you asked for time off for a dependant

refuse you reasonable time off

If you think you’ve been unfairly treated for taking time off for dependants, get advice from your staff or trade union representative or Acas.

You may be able to take a case to an Employment Tribunal.

Time off for family and dependants

Your rights

How much you get

Tell your employer as soon as possible how much time you’ll need so it can be agreed.

Limits on time off

Pay

Exceptions

Check your employment status to see if you’re classed as an ‘employee’.

Compassionate leave

What's an emergency?

You could get time off when a dependant is involved in the following emergencies.

Illness, injury or assault

You can also take time off to arrange longer term care for a dependant.

Having a baby

Disruption of care arrangements

You could get time off if:

a child minder or carer doesn’t turn up to look after a dependant

a nursing home or nursery closes unexpectedly

If your child is involved in an incident during school time

You could get time off if your child has been:

involved in a fight

injured on a school trip

suspended from school

Taking time off

You don’t have to do this in writing or give written proof.

Problems when you take time off

Your employer musn’t:

treat you unfairly for taking time off, for example refusing you training or promotion

refuse you reasonable time off

You may be able to take a case to an Employment Tribunal.

Time off for family and dependants

Your rights

How much you get

Tell your employer as soon as possible how much time you’ll need so it can be agreed.

Limits on time off

Pay

Exceptions

Check your employment status to see if you’re classed as an ‘employee’.

Compassionate leave

What's an emergency?

You could get time off when a dependant is involved in the following emergencies.

Illness, injury or assault

You can also take time off to arrange longer term care for a dependant.

Having a baby

Disruption of care arrangements

You could get time off if:

a child minder or carer doesn’t turn up to look after a dependant

a nursing home or nursery closes unexpectedly

If your child is involved in an incident during school time

You could get time off if your child has been:

involved in a fight

injured on a school trip

suspended from school

Taking time off

You don’t have to do this in writing or give written proof.

Problems when you take time off

Your employer musn’t:

treat you unfairly for taking time off, for example refusing you training or promotion

refuse you reasonable time off

You may be able to take a case to an Employment Tribunal.

Time off for family and dependants

Your rights

How much you get

Tell your employer as soon as possible how much time you’ll need so it can be agreed.

Limits on time off

Pay

Exceptions

Check your employment status to see if you’re classed as an ‘employee’.

Compassionate leave

What's an emergency?

You could get time off when a dependant is involved in the following emergencies.

Illness, injury or assault

You can also take time off to arrange longer term care for a dependant.

Having a baby

Disruption of care arrangements

You could get time off if:

a child minder or carer doesn’t turn up to look after a dependant

a nursing home or nursery closes unexpectedly

If your child is involved in an incident during school time

You could get time off if your child has been:

involved in a fight

injured on a school trip

suspended from school

Taking time off

You don’t have to do this in writing or give written proof.

Problems when you take time off

Your employer musn’t:

treat you unfairly for taking time off, for example refusing you training or promotion

refuse you reasonable time off

You may be able to take a case to an Employment Tribunal.

Time off for family and dependants

Your rights

How much you get

Tell your employer as soon as possible how much time you’ll need so it can be agreed.

Limits on time off

Pay

Exceptions

Check your employment status to see if you’re classed as an ‘employee’.

Compassionate leave

What's an emergency?

You could get time off when a dependant is involved in the following emergencies.

Illness, injury or assault

You can also take time off to arrange longer term care for a dependant.

Having a baby

Disruption of care arrangements

You could get time off if:

a child minder or carer doesn’t turn up to look after a dependant

a nursing home or nursery closes unexpectedly

If your child is involved in an incident during school time

You could get time off if your child has been:

involved in a fight

injured on a school trip

suspended from school

Taking time off

You don’t have to do this in writing or give written proof.

Problems when you take time off

Your employer musn’t:

treat you unfairly for taking time off, for example refusing you training or promotion

dismiss you or choose you for redundancy because you asked for time off for a dependant

refuse you reasonable time off

You may be able to take a case to an Employment Tribunal.


I work shifts in a job that covers 24 hours a day seven days a week.  It is difficult to replace someone when they are off unexpectedly. My 7 year old child has been involved in a fight at school and slightly injured.  My boss could not find someone to replace me at short notice.  I was told I would have to find someone else to go to the school. I feel I have been treated unfairly.  Has my boss acted fairly according to the carers and dependents guidance?

As an employee you’re allowed time off to deal with an emergency involving a dependant.

Time off for family and dependants

Your rights

A dependant could be a spouse, partner, child, grandchild, parent, or someone who depends on you for care.

How much you get

You’re allowed a reasonable amount of time off to deal with the emergency, but there’s no set amount of time as it depends on the situation.

Tell your employer as soon as possible how much time you’ll need so it can be agreed.

Limits on time off

There are no limits on how many times you can take time off for dependants. Your employer may want to talk to you if they think time off is affecting your work.

Pay

Your employer may pay you for time off to look after dependants but they don’t have to. Check your contract, company handbook or intranet site to see if there are rules about this.

Exceptions

You can’t have time off if you knew about a situation beforehand. For example you wouldn’t be covered if you wanted to take your child to hospital for an appointment. You might get parental leave instead.

Check your employment status to see if you’re classed as an ‘employee’.

Compassionate leave

If you aren’t given time off for dependants, your employer may allow you ‘compassionate leave’ - this can be paid or unpaid leave for emergency situations. Check your employment contract, company handbook or intranet for details about compassionate leave.

What's an emergency?

You could get time off when a dependant is involved in the following emergencies.

Illness, injury or assault

This includes mental or physical illnesses that don’t have to be life-threatening or need full-time care - it could be an existing condition that has worsened.

For example, if a dependant is mugged without being physically hurt, you could take time off to comfort or help them.

You can also take time off to arrange longer term care for a dependant.

Having a baby

You could take time off if a dependant goes into labour unexpectedly and they rely on you to take them to the hospital. You can’t take time off for dependants after the birth to care for the child, unless it’s an emergency. However, if you’re the child’s parent you could be entitled to paternity or parental leave.

Disruption of care arrangements

You could get time off if:

a child minder or carer doesn’t turn up to look after a dependant

a nursing home or nursery closes unexpectedly

If your child is involved in an incident during school time

You could get time off if your child has been:

involved in a fight

injured on a school trip

suspended from school

Taking time off

Tell your employer as soon as possible if you need time off. If it’s an emergency, you may not be able to do this before you leave work but you should let your employer know as soon as possible.

You don’t have to do this in writing or give written proof.

Problems when you take time off

Your employer musn’t:

treat you unfairly for taking time off, for example refusing you training or promotion

dismiss you or choose you for redundancy because you asked for time off for a dependant

refuse you reasonable time off

If you think you’ve been unfairly treated for taking time off for dependants, get advice from your staff or trade union representative or Acas.

You may be able to take a case to an Employment Tribunal.

A dependant could be a spouse, partner, child, grandchild, parent, or someone who depends on you for care.

Time off for family and dependants

Your rights

As an employee you’re allowed time off to deal with an emergency involving a dependant.

How much you get

Tell your employer as soon as possible how much time you’ll need so it can be agreed.

Limits on time off

Pay

Exceptions

Check your employment status to see if you’re classed as an ‘employee’.

Compassionate leave

What's an emergency?

You could get time off when a dependant is involved in the following emergencies.

Illness, injury or assault

For example, if a dependant is mugged without being physically hurt, you could take time off to comfort or help them.

You can also take time off to arrange longer term care for a dependant.

Having a baby

Disruption of care arrangements

You could get time off if:

a child minder or carer doesn’t turn up to look after a dependant

a nursing home or nursery closes unexpectedly

If your child is involved in an incident during school time

You could get time off if your child has been:

involved in a fight

injured on a school trip

suspended from school

Taking time off

You don’t have to do this in writing or give written proof.

Problems when you take time off

Your employer musn’t:

treat you unfairly for taking time off, for example refusing you training or promotion

dismiss you or choose you for redundancy because you asked for time off for a dependant

refuse you reasonable time off

You may be able to take a case to an Employment Tribunal.

Time off for family and dependants

Your rights

As an employee you’re allowed time off to deal with an emergency involving a dependant.

A dependant could be a spouse, partner, child, grandchild, parent, or someone who depends on you for care.

How much you get

Tell your employer as soon as possible how much time you’ll need so it can be agreed.

Limits on time off

Pay

Exceptions

Check your employment status to see if you’re classed as an ‘employee’.

Compassionate leave

What's an emergency?

You could get time off when a dependant is involved in the following emergencies.

Illness, injury or assault

For example, if a dependant is mugged without being physically hurt, you could take time off to comfort or help them.

You can also take time off to arrange longer term care for a dependant.

Having a baby

Disruption of care arrangements

You could get time off if:

a child minder or carer doesn’t turn up to look after a dependant

a nursing home or nursery closes unexpectedly

If your child is involved in an incident during school time

You could get time off if your child has been:

involved in a fight

injured on a school trip

suspended from school

Taking time off

You don’t have to do this in writing or give written proof.

Problems when you take time off

Your employer musn’t:

treat you unfairly for taking time off, for example refusing you training or promotion

dismiss you or choose you for redundancy because you asked for time off for a dependant

refuse you reasonable time off

You may be able to take a case to an Employment Tribunal.

Time off for family and dependants

Your rights

As an employee you’re allowed time off to deal with an emergency involving a dependant.

A dependant could be a spouse, partner, child, grandchild, parent, or someone who depends on you for care.

How much you get

Tell your employer as soon as possible how much time you’ll need so it can be agreed.

Limits on time off

Pay

Exceptions

Check your employment status to see if you’re classed as an ‘employee’.

Compassionate leave

What's an emergency?

You could get time off when a dependant is involved in the following emergencies.

Illness, injury or assault

For example, if a dependant is mugged without being physically hurt, you could take time off to comfort or help them.

You can also take time off to arrange longer term care for a dependant.

Having a baby

Disruption of care arrangements

You could get time off if:

a child minder or carer doesn’t turn up to look after a dependant

a nursing home or nursery closes unexpectedly

If your child is involved in an incident during school time

You could get time off if your child has been:

involved in a fight

injured on a school trip

suspended from school

Taking time off

You don’t have to do this in writing or give written proof.

Problems when you take time off

Your employer musn’t:

treat you unfairly for taking time off, for example refusing you training or promotion

dismiss you or choose you for redundancy because you asked for time off for a dependant

refuse you reasonable time off

You may be able to take a case to an Employment Tribunal.

involved in a fight

Time off for family and dependants

Your rights

As an employee you’re allowed time off to deal with an emergency involving a dependant.

A dependant could be a spouse, partner, child, grandchild, parent, or someone who depends on you for care.

How much you get

Tell your employer as soon as possible how much time you’ll need so it can be agreed.

Limits on time off

Pay

Exceptions

Check your employment status to see if you’re classed as an ‘employee’.

Compassionate leave

What's an emergency?

You could get time off when a dependant is involved in the following emergencies.

Illness, injury or assault

For example, if a dependant is mugged without being physically hurt, you could take time off to comfort or help them.

You can also take time off to arrange longer term care for a dependant.

Having a baby

Disruption of care arrangements

You could get time off if:

a child minder or carer doesn’t turn up to look after a dependant

a nursing home or nursery closes unexpectedly

If your child is involved in an incident during school time

You could get time off if your child has been:

involved in a fight

injured on a school trip

suspended from school

Taking time off

You don’t have to do this in writing or give written proof.

Problems when you take time off

Your employer musn’t:

treat you unfairly for taking time off, for example refusing you training or promotion

dismiss you or choose you for redundancy because you asked for time off for a dependant

refuse you reasonable time off

You may be able to take a case to an Employment Tribunal.

Your employer musn’t:

Time off for family and dependants

Your rights

As an employee you’re allowed time off to deal with an emergency involving a dependant.

A dependant could be a spouse, partner, child, grandchild, parent, or someone who depends on you for care.

How much you get

Tell your employer as soon as possible how much time you’ll need so it can be agreed.

Limits on time off

Pay

Exceptions

Check your employment status to see if you’re classed as an ‘employee’.

Compassionate leave

What's an emergency?

You could get time off when a dependant is involved in the following emergencies.

Illness, injury or assault

For example, if a dependant is mugged without being physically hurt, you could take time off to comfort or help them.

You can also take time off to arrange longer term care for a dependant.

Having a baby

Disruption of care arrangements

You could get time off if:

a child minder or carer doesn’t turn up to look after a dependant

a nursing home or nursery closes unexpectedly

If your child is involved in an incident during school time

You could get time off if your child has been:

involved in a fight

injured on a school trip

suspended from school

Taking time off

You don’t have to do this in writing or give written proof.

Problems when you take time off

Your employer musn’t:

treat you unfairly for taking time off, for example refusing you training or promotion

dismiss you or choose you for redundancy because you asked for time off for a dependant

refuse you reasonable time off

You may be able to take a case to an Employment Tribunal.

refuse you reasonable time off

Time off for family and dependants

Your rights

As an employee you’re allowed time off to deal with an emergency involving a dependant.

A dependant could be a spouse, partner, child, grandchild, parent, or someone who depends on you for care.

How much you get

Tell your employer as soon as possible how much time you’ll need so it can be agreed.

Limits on time off

Pay

Exceptions

Check your employment status to see if you’re classed as an ‘employee’.

Compassionate leave

What's an emergency?

You could get time off when a dependant is involved in the following emergencies.

Illness, injury or assault

For example, if a dependant is mugged without being physically hurt, you could take time off to comfort or help them.

You can also take time off to arrange longer term care for a dependant.

Having a baby

Disruption of care arrangements

You could get time off if:

a child minder or carer doesn’t turn up to look after a dependant

a nursing home or nursery closes unexpectedly

If your child is involved in an incident during school time

You could get time off if your child has been:

involved in a fight

injured on a school trip

suspended from school

Taking time off

You don’t have to do this in writing or give written proof.

Problems when you take time off

Your employer musn’t:

treat you unfairly for taking time off, for example refusing you training or promotion

dismiss you or choose you for redundancy because you asked for time off for a dependant

refuse you reasonable time off

You may be able to take a case to an Employment Tribunal.


I took a job at a local coffee bar.  The owners sent me an email stating that I could work until April the following year, and also my working hours; pay; leave entitlement; and responsibilities.  They said that was sufficient for a contract. I was never allowed to take leave when I wanted it, paid too little even when I work overtime, and they terminated my employment two months early in February.  Can I use the email as evidence and obtain compensation?

As soon as someone accepts a job offer they have a contract with their employer. An employment contract does not have to be written down.

Employment contracts

Overview

All employees have an employment contract with their employer. A contract is an agreement that sets out an employee’s:

employment conditions

rights

responsibilities

duties

These are called the ‘terms’ of the contract.

Employees and employers must stick to a contract until it ends (for example, by an employer or employee giving notice or an employee being dismissed) or until the terms are changed (usually by agreement between the employee and employer).

If a person has an agreement to do some work for someone (like paint their house), this isn’t an employment contract but a ‘contract to provide services’.

Accepting a contract

Contract terms

The legal parts of a contract are known as ‘terms’. An employer should make clear which parts of a contract are legally binding.

Contract terms could be:

in a written contract, or similar document like a written statement of employment

verbally agreed

in an employee handbook or on a company notice board

in an offer letter from the employer

required by law (for example, an employer must pay employees at least the National Minimum Wage)

in collective agreements - negotiated agreements between employers and trade unions or staff associations

implied terms - automatically part of a contract even if they’re not written down

Implied terms

If there’s nothing clearly agreed between you and your employer about a particular issue, it may be covered by an implied term - for example:

employees not stealing from their employer

your employer providing a safe and secure working environment

a legal requirement like the right to a minimum of 5.6 weeks’ paid holidays

something necessary to do the job like a driver having a valid licence

something that’s been done regularly in a company over a long time like paying a Christmas bonus

Collective agreements

An employer may have an agreement with employees’ representatives (from trade unions or staff associations) that allows negotiations of terms and conditions like pay or working hours. This is called a collective agreement.

The terms of the agreement could include:

how negotiations will be organised

who will represent employees

which employees are covered by the agreement

which terms and conditions the agreement will cover

Written statement of employment particulars

An employer must give employees and workers a document stating the main conditions of employment when they start work. This is known as a ‘written statement of employment particulars’. It is not an employment contract.

The written statement is made up of:

the main document (known as a ‘principal statement’)

a wider written statement

The employer must provide the principal statement on the first day of employment and the wider written statement within 2 months of the start of employment.

Employers must tell employees or workers about any changes to the written statement. They must do this within one month of making the change.

There are special rules for agencies on documents that they need to provide to agency workers.

The principal statement

The principal statement must include at least:

the employer’s name

the employee’s or worker’s name, job title or a description of work and start date

how much and how often an employee or worker will get paid

hours and days of work and if and how they may vary (also if employees or workers will have to work Sundays, nights or overtime)

holiday entitlement (and if that includes public holidays)

where an employee or worker will be working and whether they might have to relocate

if an employee or worker works in different places, where these will be and what the employer’s address is

how long a job is expected to last (and what the end date is if it’s a fixed-term contract)

how long any probation period is and what its conditions are

any other benefits (for example, childcare vouchers and lunch)

obligatory training, whether or not this is paid for by the employer

For employees, it must also include the date that a previous job started if it counts towards a period of continuous employment.

Working abroad

If an employee or worker has to work outside the UK for more than a month, the principal statement must also include:

how long they’ll be abroad

what currency they’ll be paid in

what additional pay or benefits they’ll get

terms relating to their return to the UK

Other information the employer must give on day one

On the first day of employment the employer must also provide the employee or worker with information about:

sick pay and procedures

other paid leave (for example, maternity leave and paternity leave)

notice periods

The employer can choose whether to include this information in the principal statement or provide it in a separate document. If they provide it in a separate document, this must be something that the employee or worker has reasonable access to, such as on the employer’s intranet.

The wider written statement

Employers must give employees and workers a wider written statement within 2 months of the start of employment. This must include information about:

pensions and pension schemes

collective agreements

any other right to non-compulsory training provided by the employer

disciplinary and grievance procedures

Problems with a written statement

If an employee or worker has a problem receiving their written statement, they can:

Try to solve the problem with their employer informally.

If this does not work, take out a grievance against their employer (employers can also get advice about handling grievances).

Take a case to an employment tribunal as a last resort.

The tribunal will decide what the employment particulars in the statement should have been.

Compensation

If an employee or worker wins a case about another issue (for example, unauthorised deductions from their wage slip), the tribunal may award compensation if there’s been a problem with their written statement as well.

Compensation can be up to 4 weeks’ pay although there’s a limit on how much a tribunal will award for a week’s pay.

Contract terms could be:

Employment contracts

Overview

employment conditions

rights

responsibilities

duties

These are called the ‘terms’ of the contract.

Accepting a contract

Contract terms

Contract terms could be:

in a written contract, or similar document like a written statement of employment

verbally agreed

in an employee handbook or on a company notice board

in an offer letter from the employer

required by law (for example, an employer must pay employees at least the National Minimum Wage)

in collective agreements - negotiated agreements between employers and trade unions or staff associations

implied terms - automatically part of a contract even if they’re not written down

Implied terms

employees not stealing from their employer

your employer providing a safe and secure working environment

a legal requirement like the right to a minimum of 5.6 weeks’ paid holidays

something necessary to do the job like a driver having a valid licence

something that’s been done regularly in a company over a long time like paying a Christmas bonus

Collective agreements

The terms of the agreement could include:

how negotiations will be organised

who will represent employees

which employees are covered by the agreement

which terms and conditions the agreement will cover

Written statement of employment particulars

The written statement is made up of:

the main document (known as a ‘principal statement’)

a wider written statement

There are special rules for agencies on documents that they need to provide to agency workers.

The principal statement

The principal statement must include at least:

the employer’s name

the employee’s or worker’s name, job title or a description of work and start date

how much and how often an employee or worker will get paid

holiday entitlement (and if that includes public holidays)

where an employee or worker will be working and whether they might have to relocate

if an employee or worker works in different places, where these will be and what the employer’s address is

how long a job is expected to last (and what the end date is if it’s a fixed-term contract)

how long any probation period is and what its conditions are

any other benefits (for example, childcare vouchers and lunch)

obligatory training, whether or not this is paid for by the employer

Working abroad

If an employee or worker has to work outside the UK for more than a month, the principal statement must also include:

how long they’ll be abroad

what currency they’ll be paid in

what additional pay or benefits they’ll get

terms relating to their return to the UK

Other information the employer must give on day one

On the first day of employment the employer must also provide the employee or worker with information about:

sick pay and procedures

other paid leave (for example, maternity leave and paternity leave)

notice periods

The wider written statement

pensions and pension schemes

collective agreements

any other right to non-compulsory training provided by the employer

disciplinary and grievance procedures

Problems with a written statement

If an employee or worker has a problem receiving their written statement, they can:

Try to solve the problem with their employer informally.

Take a case to an employment tribunal as a last resort.

The tribunal will decide what the employment particulars in the statement should have been.

Compensation

Compensation can be up to 4 weeks’ pay although there’s a limit on how much a tribunal will award for a week’s pay.

in a written contract, or similar document like a written statement of employment

Employment contracts

Overview

employment conditions

rights

responsibilities

duties

These are called the ‘terms’ of the contract.

Accepting a contract

Contract terms

Contract terms could be:

verbally agreed

in an employee handbook or on a company notice board

in an offer letter from the employer

required by law (for example, an employer must pay employees at least the National Minimum Wage)

in collective agreements - negotiated agreements between employers and trade unions or staff associations

implied terms - automatically part of a contract even if they’re not written down

Implied terms

employees not stealing from their employer

your employer providing a safe and secure working environment

a legal requirement like the right to a minimum of 5.6 weeks’ paid holidays

something necessary to do the job like a driver having a valid licence

something that’s been done regularly in a company over a long time like paying a Christmas bonus

Collective agreements

The terms of the agreement could include:

how negotiations will be organised

who will represent employees

which employees are covered by the agreement

which terms and conditions the agreement will cover

Written statement of employment particulars

The written statement is made up of:

the main document (known as a ‘principal statement’)

a wider written statement

There are special rules for agencies on documents that they need to provide to agency workers.

The principal statement

The principal statement must include at least:

the employer’s name

the employee’s or worker’s name, job title or a description of work and start date

how much and how often an employee or worker will get paid

holiday entitlement (and if that includes public holidays)

where an employee or worker will be working and whether they might have to relocate

if an employee or worker works in different places, where these will be and what the employer’s address is

how long a job is expected to last (and what the end date is if it’s a fixed-term contract)

how long any probation period is and what its conditions are

any other benefits (for example, childcare vouchers and lunch)

obligatory training, whether or not this is paid for by the employer

Working abroad

If an employee or worker has to work outside the UK for more than a month, the principal statement must also include:

how long they’ll be abroad

what currency they’ll be paid in

what additional pay or benefits they’ll get

terms relating to their return to the UK

Other information the employer must give on day one

On the first day of employment the employer must also provide the employee or worker with information about:

sick pay and procedures

other paid leave (for example, maternity leave and paternity leave)

notice periods

The wider written statement

pensions and pension schemes

collective agreements

any other right to non-compulsory training provided by the employer

disciplinary and grievance procedures

Problems with a written statement

If an employee or worker has a problem receiving their written statement, they can:

Try to solve the problem with their employer informally.

Take a case to an employment tribunal as a last resort.

The tribunal will decide what the employment particulars in the statement should have been.

Compensation

Compensation can be up to 4 weeks’ pay although there’s a limit on how much a tribunal will award for a week’s pay.

in an offer letter from the employer

Employment contracts

Overview

employment conditions

rights

responsibilities

duties

These are called the ‘terms’ of the contract.

Accepting a contract

Contract terms

Contract terms could be:

in a written contract, or similar document like a written statement of employment

verbally agreed

in an employee handbook or on a company notice board

in an offer letter from the employer

required by law (for example, an employer must pay employees at least the National Minimum Wage)

in collective agreements - negotiated agreements between employers and trade unions or staff associations

implied terms - automatically part of a contract even if they’re not written down

Implied terms

employees not stealing from their employer

your employer providing a safe and secure working environment

a legal requirement like the right to a minimum of 5.6 weeks’ paid holidays

something necessary to do the job like a driver having a valid licence

something that’s been done regularly in a company over a long time like paying a Christmas bonus

Collective agreements

The terms of the agreement could include:

how negotiations will be organised

who will represent employees

which employees are covered by the agreement

which terms and conditions the agreement will cover

Written statement of employment particulars

The written statement is made up of:

the main document (known as a ‘principal statement’)

a wider written statement

There are special rules for agencies on documents that they need to provide to agency workers.

The principal statement

The principal statement must include at least:

the employer’s name

the employee’s or worker’s name, job title or a description of work and start date

how much and how often an employee or worker will get paid

holiday entitlement (and if that includes public holidays)

where an employee or worker will be working and whether they might have to relocate

if an employee or worker works in different places, where these will be and what the employer’s address is

how long a job is expected to last (and what the end date is if it’s a fixed-term contract)

how long any probation period is and what its conditions are

any other benefits (for example, childcare vouchers and lunch)

obligatory training, whether or not this is paid for by the employer

Working abroad

If an employee or worker has to work outside the UK for more than a month, the principal statement must also include:

how long they’ll be abroad

what currency they’ll be paid in

what additional pay or benefits they’ll get

terms relating to their return to the UK

Other information the employer must give on day one

On the first day of employment the employer must also provide the employee or worker with information about:

sick pay and procedures

other paid leave (for example, maternity leave and paternity leave)

notice periods

The wider written statement

pensions and pension schemes

collective agreements

any other right to non-compulsory training provided by the employer

disciplinary and grievance procedures

Problems with a written statement

If an employee or worker has a problem receiving their written statement, they can:

Try to solve the problem with their employer informally.

Take a case to an employment tribunal as a last resort.

The tribunal will decide what the employment particulars in the statement should have been.

Compensation

Compensation can be up to 4 weeks’ pay although there’s a limit on how much a tribunal will award for a week’s pay.


I am an employer who operates payroll. I have received a PAYE settlement agreement, which I am now looking to pay.  I want to pay by direct debit. Where do I setup a direct debit?

Set up a Direct Debit through your business’s HM Revenue and Customs (HMRC) online account to make a single payment. This means you’ll need to set up a payment each time you pay HMRC through Direct Debit.

Pay a PAYE Settlement Agreement

Overview

You must pay the tax and Class 1B National Insurance due from your PAYE Settlement Agreement (PSA) by 22 October following the tax year it applies to.

This guide is also available in Welsh (Cymraeg)

Pay online

Make sure you pay HM Revenue and Customs (HMRC) by the deadline. You may have to pay penalties and interest if your payment is late.

Pay now

Other ways to pay

You can choose to pay in other ways. The time you need to allow depends on how you pay.

You can no longer pay at the Post Office.

Up to 2 days

online or telephone banking (Faster Payments)

CHAPS

by debit or corporate credit card online

at your bank or building society

3 working days or more

Bacs

Direct Debit (if you’ve set up one for HMRC before)

by cheque through the post

5 working days

Direct Debit - if you have not set up one for HMRC before

If the deadline falls on a weekend or bank holiday, make sure your payment reaches HMRC on the last working day before it (unless you’re paying by Faster Payments).

Bank details for online or telephone banking, CHAPS, Bacs

You can pay by Faster Payments, CHAPS or Bacs to HM Revenue and Customs’ (HMRC) account.

Sort code | Account number | Account name

08 32 10 | 12001020 | HMRC Shipley

Reference number

You’ll need to use your PAYE Settlement Agreement (PSA) reference number as the payment reference.

It starts with an X and is on the payslip HMRC sent you. If you do not have your PSA number, contact the office that’s dealing with your application.

Do not use your PAYE Accounts Office reference number. Your payment may be delayed if you use the wrong reference.

How long it takes

Payments made by Faster Payments (online or telephone banking) will usually reach HMRC on the same or next day, including weekends and bank holidays.

CHAPS payments usually reach HMRC the same working day if you pay within your bank’s processing times.

Bacs payments usually take 3 working days.

Check your bank’s transaction limits and processing times before making a payment.

Overseas payments

Use these details to pay from an overseas account.

Account number (IBAN) | Bank identifier code (BIC) | Account name

GB03BARC20114783977692 | BARCGB22 | HMRC Shipley

HMRC’s banking address is:

By debit or corporate credit card online

You can pay online.

There’s a fee if you pay by corporate credit card or corporate debit card. The fee is not refundable.

There’s no fee if you pay by personal debit card.

You cannot pay by personal credit card.

You’ll need your PAYE Settlement Agreement (PSA) reference number. It starts with an X and is on the payslip HM Revenue and Customs (HMRC) sent you.

If you do not have your PSA number, contact the HMRC office that’s dealing with your application.

HMRC will accept your payment on the date you make it (even on bank holidays and weekends) - not the date it reaches HMRC’s account.

If you’re unable to pay your PSA in full by card, you should use another payment method like a bank transfer.

At your bank or building society

You can pay at your branch by cash or cheque. You’ll need to use the PAYE Settlement Agreement (PSA) payslip sent to you by HM Revenue and Customs (HMRC).

Make your cheque payable to ‘HM Revenue and Customs only’.

Write your PSA reference number on the back of your cheque. The number starts with an X. You will find it on the payslip.

HMRC will accept your payment on the date you make it (if you pay it from Monday to Friday) and not the date it reaches HMRC’s account.

Direct Debit

Use your reference number

You’ll need your PAYE Settlement Agreement (PSA) reference number. It starts with an X and is on the payslip HMRC sent you.

How long it takes

Allow 5 working days to process a Direct Debit the first time you set one up. It should take 3 working days next time if you’re using the same bank details.

If you pay PAYE or Class 1 National Insurance contributions by Direct Debit, make a separate Direct Debit payment for your PSA.

By cheque through the post

You can send a cheque by post to HM Revenue and Customs (HMRC).

You do not need to include a street name, city name or PO box with this address.

Allow 3 working days for your payment to reach HMRC.

What to include

Write your PAYE Settlement Agreement (PSA) reference number on the back of the cheque. It starts with an ‘X’ and you’ll find it on your payslip.

Include the payslip HMRC sent you. Do not fold the payslip or cheque or fasten them together.

Your payment may be delayed if you do not fill in your cheque properly.

If you want a receipt, include a note asking for one.

If you do not have a payslip

You can print a payslip to use to pay by post. You cannot use this at a bank.

Check your payment has been received

You can check your bank or building society statement to confirm the payment has left your account.

If you’re paying by post, you can include a letter with your payment to request a receipt from HM Revenue and Customs (HMRC).


I am an employer who has just paid their PAYE settlement agreement. I have paid by post and want confirmation when it has been received. Will I receive any form of confirmation?

Pay a PAYE Settlement Agreement

Overview

You must pay the tax and Class 1B National Insurance due from your PAYE Settlement Agreement (PSA) by 22 October following the tax year it applies to.

This guide is also available in Welsh (Cymraeg)

Pay online

Make sure you pay HM Revenue and Customs (HMRC) by the deadline. You may have to pay penalties and interest if your payment is late.

Pay now

Other ways to pay

You can choose to pay in other ways. The time you need to allow depends on how you pay.

You can no longer pay at the Post Office.

Up to 2 days

online or telephone banking (Faster Payments)

CHAPS

by debit or corporate credit card online

at your bank or building society

3 working days or more

Bacs

Direct Debit (if you’ve set up one for HMRC before)

by cheque through the post

5 working days

Direct Debit - if you have not set up one for HMRC before

If the deadline falls on a weekend or bank holiday, make sure your payment reaches HMRC on the last working day before it (unless you’re paying by Faster Payments).

Bank details for online or telephone banking, CHAPS, Bacs

You can pay by Faster Payments, CHAPS or Bacs to HM Revenue and Customs’ (HMRC) account.

Sort code | Account number | Account name

08 32 10 | 12001020 | HMRC Shipley

Reference number

You’ll need to use your PAYE Settlement Agreement (PSA) reference number as the payment reference.

It starts with an X and is on the payslip HMRC sent you. If you do not have your PSA number, contact the office that’s dealing with your application.

Do not use your PAYE Accounts Office reference number. Your payment may be delayed if you use the wrong reference.

How long it takes

Payments made by Faster Payments (online or telephone banking) will usually reach HMRC on the same or next day, including weekends and bank holidays.

CHAPS payments usually reach HMRC the same working day if you pay within your bank’s processing times.

Bacs payments usually take 3 working days.

Check your bank’s transaction limits and processing times before making a payment.

Overseas payments

Use these details to pay from an overseas account.

Account number (IBAN) | Bank identifier code (BIC) | Account name

GB03BARC20114783977692 | BARCGB22 | HMRC Shipley

HMRC’s banking address is:

By debit or corporate credit card online

You can pay online.

There’s a fee if you pay by corporate credit card or corporate debit card. The fee is not refundable.

There’s no fee if you pay by personal debit card.

You cannot pay by personal credit card.

You’ll need your PAYE Settlement Agreement (PSA) reference number. It starts with an X and is on the payslip HM Revenue and Customs (HMRC) sent you.

If you do not have your PSA number, contact the HMRC office that’s dealing with your application.

HMRC will accept your payment on the date you make it (even on bank holidays and weekends) - not the date it reaches HMRC’s account.

If you’re unable to pay your PSA in full by card, you should use another payment method like a bank transfer.

At your bank or building society

You can pay at your branch by cash or cheque. You’ll need to use the PAYE Settlement Agreement (PSA) payslip sent to you by HM Revenue and Customs (HMRC).

Make your cheque payable to ‘HM Revenue and Customs only’.

Write your PSA reference number on the back of your cheque. The number starts with an X. You will find it on the payslip.

HMRC will accept your payment on the date you make it (if you pay it from Monday to Friday) and not the date it reaches HMRC’s account.

Direct Debit

Set up a Direct Debit through your business’s HM Revenue and Customs (HMRC) online account to make a single payment. This means you’ll need to set up a payment each time you pay HMRC through Direct Debit.

Use your reference number

You’ll need your PAYE Settlement Agreement (PSA) reference number. It starts with an X and is on the payslip HMRC sent you.

How long it takes

Allow 5 working days to process a Direct Debit the first time you set one up. It should take 3 working days next time if you’re using the same bank details.

If you pay PAYE or Class 1 National Insurance contributions by Direct Debit, make a separate Direct Debit payment for your PSA.

By cheque through the post

You can send a cheque by post to HM Revenue and Customs (HMRC).

You do not need to include a street name, city name or PO box with this address.

Allow 3 working days for your payment to reach HMRC.

What to include

Write your PAYE Settlement Agreement (PSA) reference number on the back of the cheque. It starts with an ‘X’ and you’ll find it on your payslip.

Include the payslip HMRC sent you. Do not fold the payslip or cheque or fasten them together.

Your payment may be delayed if you do not fill in your cheque properly.

If you want a receipt, include a note asking for one.

If you do not have a payslip

You can print a payslip to use to pay by post. You cannot use this at a bank.

Check your payment has been received

You can check your bank or building society statement to confirm the payment has left your account.

If you’re paying by post, you can include a letter with your payment to request a receipt from HM Revenue and Customs (HMRC).

Pay a PAYE Settlement Agreement

Overview

This guide is also available in Welsh (Cymraeg)

Pay online

Pay now

Other ways to pay

You can no longer pay at the Post Office.

Up to 2 days

online or telephone banking (Faster Payments)

CHAPS

by debit or corporate credit card online

at your bank or building society

3 working days or more

Bacs

Direct Debit (if you’ve set up one for HMRC before)

by cheque through the post

5 working days

Direct Debit - if you have not set up one for HMRC before

Bank details for online or telephone banking, CHAPS, Bacs

Sort code | Account number | Account name

08 32 10 | 12001020 | HMRC Shipley

Reference number

How long it takes

Bacs payments usually take 3 working days.

Overseas payments

Use these details to pay from an overseas account.

GB03BARC20114783977692 | BARCGB22 | HMRC Shipley

HMRC’s banking address is:

By debit or corporate credit card online

You can pay online.

There’s no fee if you pay by personal debit card.

You cannot pay by personal credit card.

At your bank or building society

Make your cheque payable to ‘HM Revenue and Customs only’.

Direct Debit

Use your reference number

How long it takes

By cheque through the post

You can send a cheque by post to HM Revenue and Customs (HMRC).

Allow 3 working days for your payment to reach HMRC.

What to include

If you want a receipt, include a note asking for one.

If you do not have a payslip

Check your payment has been received


I'm here in the UK from 5 years and I usually pay my taxes on time but this year I got a penalty for late paying tax. What is the deadline for paying PAYE settlement agreement tax on time?

You must pay the tax and Class 1B National Insurance due from your PAYE Settlement Agreement (PSA) by 22 October following the tax year it applies to.

Pay a PAYE Settlement Agreement

Overview

This guide is also available in Welsh (Cymraeg)

Pay online

Make sure you pay HM Revenue and Customs (HMRC) by the deadline. You may have to pay penalties and interest if your payment is late.

Pay now

Other ways to pay

You can choose to pay in other ways. The time you need to allow depends on how you pay.

You can no longer pay at the Post Office.

Up to 2 days

online or telephone banking (Faster Payments)

CHAPS

by debit or corporate credit card online

at your bank or building society

3 working days or more

Bacs

Direct Debit (if you’ve set up one for HMRC before)

by cheque through the post

5 working days

Direct Debit - if you have not set up one for HMRC before

If the deadline falls on a weekend or bank holiday, make sure your payment reaches HMRC on the last working day before it (unless you’re paying by Faster Payments).

Bank details for online or telephone banking, CHAPS, Bacs

You can pay by Faster Payments, CHAPS or Bacs to HM Revenue and Customs’ (HMRC) account.

Sort code | Account number | Account name

08 32 10 | 12001020 | HMRC Shipley

Reference number

You’ll need to use your PAYE Settlement Agreement (PSA) reference number as the payment reference.

It starts with an X and is on the payslip HMRC sent you. If you do not have your PSA number, contact the office that’s dealing with your application.

Do not use your PAYE Accounts Office reference number. Your payment may be delayed if you use the wrong reference.

How long it takes

Payments made by Faster Payments (online or telephone banking) will usually reach HMRC on the same or next day, including weekends and bank holidays.

CHAPS payments usually reach HMRC the same working day if you pay within your bank’s processing times.

Bacs payments usually take 3 working days.

Check your bank’s transaction limits and processing times before making a payment.

Overseas payments

Use these details to pay from an overseas account.

Account number (IBAN) | Bank identifier code (BIC) | Account name

GB03BARC20114783977692 | BARCGB22 | HMRC Shipley

HMRC’s banking address is:

By debit or corporate credit card online

You can pay online.

There’s a fee if you pay by corporate credit card or corporate debit card. The fee is not refundable.

There’s no fee if you pay by personal debit card.

You cannot pay by personal credit card.

You’ll need your PAYE Settlement Agreement (PSA) reference number. It starts with an X and is on the payslip HM Revenue and Customs (HMRC) sent you.

If you do not have your PSA number, contact the HMRC office that’s dealing with your application.

HMRC will accept your payment on the date you make it (even on bank holidays and weekends) - not the date it reaches HMRC’s account.

If you’re unable to pay your PSA in full by card, you should use another payment method like a bank transfer.

At your bank or building society

You can pay at your branch by cash or cheque. You’ll need to use the PAYE Settlement Agreement (PSA) payslip sent to you by HM Revenue and Customs (HMRC).

Make your cheque payable to ‘HM Revenue and Customs only’.

Write your PSA reference number on the back of your cheque. The number starts with an X. You will find it on the payslip.

HMRC will accept your payment on the date you make it (if you pay it from Monday to Friday) and not the date it reaches HMRC’s account.

Direct Debit

Set up a Direct Debit through your business’s HM Revenue and Customs (HMRC) online account to make a single payment. This means you’ll need to set up a payment each time you pay HMRC through Direct Debit.

Use your reference number

You’ll need your PAYE Settlement Agreement (PSA) reference number. It starts with an X and is on the payslip HMRC sent you.

How long it takes

Allow 5 working days to process a Direct Debit the first time you set one up. It should take 3 working days next time if you’re using the same bank details.

If you pay PAYE or Class 1 National Insurance contributions by Direct Debit, make a separate Direct Debit payment for your PSA.

By cheque through the post

You can send a cheque by post to HM Revenue and Customs (HMRC).

You do not need to include a street name, city name or PO box with this address.

Allow 3 working days for your payment to reach HMRC.

What to include

Write your PAYE Settlement Agreement (PSA) reference number on the back of the cheque. It starts with an ‘X’ and you’ll find it on your payslip.

Include the payslip HMRC sent you. Do not fold the payslip or cheque or fasten them together.

Your payment may be delayed if you do not fill in your cheque properly.

If you want a receipt, include a note asking for one.

If you do not have a payslip

You can print a payslip to use to pay by post. You cannot use this at a bank.

Check your payment has been received

You can check your bank or building society statement to confirm the payment has left your account.

If you’re paying by post, you can include a letter with your payment to request a receipt from HM Revenue and Customs (HMRC).