Three things small business should consider before 2024, according to a lawyer
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Workplace health and safety requirements, staff onboarding procedures, and insurance.
There are three things that often get discussed after an event or incident, but should be at the forefront of 2024 planning for every small business according to Kirsten Leitch, Partner at Maliganis Edwards Johnson.
Having spent over 20 years working in insurance litigation, Kirsten has seen countless instances where careful planning and proper training processes could have prevented workplace injuries.
Employers need to make sure they are covered with the correct insurance and ensure all requirements are met to comply with this insurance. However, there are steps that should be taken to attempt to prevent workplace injuries.
Occupational health and safety
While workplace health and safety procedures differ greatly from industry to industry, the responsibility to ensure watertight processes lies with the employer.
“Look at the things your staff are doing and make sure you’re aware of the risks involved,” says Kirsten. “Do your staff need specific workplace training and if so, when and how will this training be undertaken and refreshed? How often will you need to do this?”
MEJ Partner Kirsten Leitch.
Inductions and onboarding
When inducting new staff into your workplace or business, or training your existing team on new procedures, Kirsten stresses the importance of clear and direct communication, and allowing space and time for your employees to ask questions.
“Whether it’s about safety or workplace policies, make sure you’re not just handing over a bunch of paper to someone and getting them to sign off that they have read it — make sure there’s an opportunity for them to ask questions and really understand the procedures.”
The newfound norm of working from home has also created the need for fresh procedures and processes in many workplaces, which Kirsten says should be kept front of mind in 2024.
“Employees need to make sure that they are set up to do their job from home safely. This will look different for everybody. For example, it may mean that you need particular equipment or regular ‘catch ups’ with other staff.”
Report any incidents, and work with your staff to support their return to the office
Kirsten also notes that in an age where interviewing, employing, and inducting remote staff often takes place entirely online, employers must be vigilant about ensuring onboarding processes are done properly and all staff are aware of their occupational health and safety obligations, including mandatory reporting of incidents, no matter where they work from.
Should the worst happen and an employee is injured at work or while working, Kirsten says all workplaces should be aware of the reporting requirements specific to their industry.
“Under most workplace compensation policies you must report all incidents within 48 hours, but other reporting requirements can differ from industry to industry. It’s vital that as an employer, you’re aware of processes that need to be followed if an employee is involved in an incident.”
