Managing and operating a workplace is complex. It requires a range of skills and disciplines and the production, interpretation and reporting of diverse sets of information for a host of different stakeholders. It is also one of the only areas of an organisation’s activities where errors can lead to significant health and environmental damage.

Formed over 30 years ago, and focused solely on operational buildings, our services have been designed to provide those people with the responsibility for premises and estates peace of mind for their workplace health, safety and environmental risk management.

We do this through offering a comprehensive suite of independent solutions at a strategic, tactical and operational level, such as:

  • Management or policy reviews;
  • Risk assessments;
  • Training;
  • Indoor environment quality programmes;
  • Support and management time; and
  • Specialist system or service audits.

Each of our solutions is tailored to you and your needs and delivered by a trained and qualified specialist. So, whether it is:

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Accessibility

Assurity Plus Logo

Assurity Plus

Asbestos Logo

Asbestos Management

Closed Water System Logo

Closed Water System Management

Computer Rooms Logo

Computer Room Management

Environment Logo

Environmental Management

Fire Logo

Fire Safety Management

Food Safety Logo

Food Safety Management

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Health and Safety Management

Indoor Air Quality Logo

Indoor Air Quality Management

Legionella Logo

Legionella Management

Noise Logo

Noise Management

Occupancy Comfort Logo

Occupancy Comfort (temperature, relative humidity, airflow, light)

Safe School Assessment Logo

Safe School Assessment

Water Quality Logo

Water Quality and Hygiene Management

Workplace Environmental Assessment Logo

Workplace Environmental Assessments

As an expert, independent consultancy, we deliver the information you need together with (and as required) realistic recommendations you can act upon, to help you to manage the:

  • Level of your compliance with legislation;
  • Cost-effectiveness of your systems;
  • Comfort of your employees; and
  • Confidence of your management team.
With over 98% of customers (who responded to our 2019 customer satisfaction survey) saying they would recommend us; how could we be helping you? Please look through our services for more information, or contact us today for a detailed, confidential and without-obligation discussion of your requirements.

Case Studies

Frequently Asked Questions

    What fire training should be provided for staff?

    It is the responsibility of the employer to ensure that their staff have had adequate training in order to ensure they know what they need to do in the event of a fire. Training should be provided on the first day of the induction stage with further training given throughout the length of employment to ensure that knowledge is refreshed and the information is correct. This is outlined in the British Standard BS9999:2017 Annex Q. Refresher training should be at least annually but if there is a higher turnover of staff or the risk of fire is more significant this frequency should be increased.

    The level of training required should be dependant on the occupant's roles and responsibility. For example, a fire safety officer and fire warden would require more training than general office staff as they have greater fire responsibilities in the event of an evacuation. Fire evacuation drill’s training may potentially be considered sufficient refresher training for general office staff and fire wardens depending on the risk profile.       

    Things to include in fire awareness training should include the following: 

    • What to do when a fire is discovered
    • How to raise the alarm
    • What to do if you hear the fire alarm
    • Where the assembly points are located
    • Who contacts the emergency services
    • Firefighting policy
    • How to know it is safe to re-enter the building

    Related services: Fire Safety

    What are "reasonable adjustments" under The Equality Act 2010?

    Reasonable adjustments must be made for workers with disabilities under The Equality Act 2010 to remove any potential barriers or provide auxiliary aids to assist them in their job role. Reasonableness is determined by the following; 

    • Practicability

    • Effectiveness of measure

    • Cost (availability of financial or other aid)

    • The extent of disruption

    • The extent of the company resources and considering other resources available

    These factors will vary dependent on the nature of the business, location and for each disabled person.  Our access auditor experts are able to offer advice on what would be considered reasonable in your situation. 

    Related services: Accessibility

    Do I need an asbestos management survey?

    There is no requirement to have an asbestos survey carried out. Regulation 4 of the Control of Asbestos Regulations (CAR) 2012 states the duty is to manage asbestos not a duty to survey. However, in order to manage asbestos that may be within your building, you need to know where it is, what type of asbestos it is and importantly, what condition it is in.

    If your building was built before 1999, particularly in the 1960s and 1970s, there is a good chance that some materials used within construction or fit-out contain asbestos. The only way that you can be totally certain of this is by carrying out a management survey which will help you assess, prioritise and manage these materials and allow you to carry out regular assessments to ensure that they remain in good condition.

    You can assume that all unknown or suspect items contain asbestos, but in a larger building, this can quickly become unmanageable.

    A management survey should be carried out by an independent organisation that is not linked to any removal or remediation company so that you can be sure that any recommendations given are made to help you with effective management.

    Related services: Asbestos Surveys
    Do I need a health and safety policy and does it need to be signed?

    The Health and Safety at Work etc. Act 1974 (Section 2(3)) states “It shall be the duty of every employer to prepare and as often as may be appropriate revise a written statement of his general policy with respect to the health and safety at work of his employees and the organisation and arrangements for the time being in force for carrying out that policy, and to bring the statement and any revision of it to the notice of all of his employees.”

    However, if you have fewer than five employees, you do not need to have your health and safety policy written down.

    There is no formal requirement to sign a policy, but as the purpose of the document is to demonstrate management from the top, most organisations do. The example policies on the Health and Safety Executive (HSE) also have boxes for signature.

    It is far more important that the policy and arrangements are shared and implemented (for which top drive is usually needed). You can have a beautifully documented and signed policy, however, if it isn’t shared and implemented it, means little legally or organisationally.

    Related services: Health and Safety

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