Supporting young workers: Tip cards for employers

They're vulnerable to injury at work.

Young workers are usually still developing physically and mentally.

They may lack the experience, knowledge and skills to understand the risks involved in the tasks they're doing.

They may also not be aware of their rights and responsibilities when it comes to workplace health and safety.

As an employer, it's important you pay specific attention to the needs of young workers in your workplace. They must be properly trained and supervised, and given sufficient information so they can work safely.

You must provide a safe and healthy workplace for all employees, including young workers.

You must control risks to the health and safety of all employees, including young workers, as far as reasonably practicable.

This includes physical and psychological hazards that can cause injuries to young workers, such as:

The best way to control risks to health and safety is to eliminate them so far as is reasonably practicable. If it isn't reasonably practicable to eliminate the risks, you must reduce them as far as reasonably practicable.

By law, you must also provide appropriate training and supervision of all employees including your young workers, to ensure their work is done safely and their health is not put at risk.

As an employer, you are responsible for sharing and talking about health and safety information with your young workers. Discussion and consultation is important!

Young workers themselves also have a duty to take reasonable care for their own health and safety – and that of their workmates – and to cooperate with your efforts to make the workplace safe.

• slippery floors
• lifting heavy loads
• faulty machinery
• bullying
• violence
• fatigue
• work-related stress

Young workers often have good questions, fresh eyes and new ideas to put forward.

Employees expertise and hands-on experience can make a significant contribution to improving workplace health and safety.

Regular proactive consultation can help identify issues in the workplace, and build a strong commitment to health and safety by including all views in the decision-making process.

Under the OHS Act, employers must consult with employees, including young workers, when identifying and assessing hazards or risks and making decisions about control measures.

If employees are represented by health and safety representatives, consultation about workplace health and safety matters must involve those representatives.

Only ask young workers to do the work if they fully understand the task.

When delivering training, treat each employee as if they are new to your workplace.

A new role or new task will invariably present new hazards or risks, regardless of the employee’s past experience, skills or training.

For young workers, you should:

• incorporate basic health and safety into job training
• tailor health and safety training to the workplace and the equipment, tools and work practices involved in the job
• adapt training to your young workers' specific cultural, literacy and learning needs so they receive the right message in a way they understand
• check for understanding to ensure young workers are comfortable and competent with new procedures or equipment.

Supervisors should always reinforce health and safety on the job and wear or use correct personal protective equipment.

Effective supervision means closely monitoring employees’ work practices and conditions, correcting any unsafe work habits and being available for questions.

Supervisors need to have a strong understanding of health and safety best practice and an ability to build positive working relationships.

Supervisors can often be young workers themselves, so it is important that as an employer you provide them with ongoing support and advice in the same manner as you would for all young workers.

Have health and safety policies and procedures in place that are agreed and understood by the workplace – and enforced.

Examples of policies and procedures that can improve young worker safety include those addressing:

The policies may address intimidation, offensive language and behaviour, isolation, initiations and practical jokes. It's important to review consultation, training and supervision arrangements and policies and procedures regularly to ensure they are working well and are still adequate.

Changes in workplace demographics, especially an increase in the number of young workers, will require a review of these arrangements, policies and procedures.

• workplace bullying
• violence
• harassment
• skylarking

Implementing a 'buddy' system by pairing young workers with experienced workers is just one way you can show your support.

They can help to reinforce important aspects of the job and workplace, answer questions and pass on skills, knowledge and experience. A buddy doesn't replace the daily responsibility of the supervisor.

Other ways you can support young workers in your workplace include:

• encouraging other employees to keep an eye out for young workers
• making yourself available during young worker orientation or induction sessions
• demonstrate your commitment to health and safety
• make health and safety a part of all workplace communications
• personally encourage young workers to report health and safety issues and share ideas and suggestions
• respond to health and safety concerns promptly
• promote health and safety training sessions and participate in emergency responsive training
• use and wear protective equipment and safety gear as required