Situation - standard PPE issue at our workplace includes steeltoe capped boots boots issued on induction and instructions thereafter on when to wear, ordering replacements etc. In our workplace as soon as person starts work they are worn due to nature of our work. Worker retains this PPE, signs for it aind instructed to return it should he leave our employment. Several months later noticed that he is wearing his own boots (walking, non-steel!) investigated and only apparent reason that they were more comfortable. On this occasion manager and H and S went down the "educating" route, explained requirement etc etc and left him in no doubt as to consequences of a reoccurrence. Sure enough couple of weeks later back working in same pair. Staff handbook/disciplinary policy states failure to comply with company H and S procedures, endangering himself or others through unsafe acts is gross misconduct and can lead to dismissal.
This scenario was played out at recent training session for potential managers - intro to management course - and it was interesting and surprising to guage actions - most suggested a verbal warning but thought that might be too harsh, some had the attitude bit over the top gross misconduct just for wearing the wrong sort of boots. I tried to get them to think "outside the box", culture, attitudes, human error and behaviour etc and wider implications. Just got me thinking a bit and best way of getting message across to our possible managers of the future.

Charlie,

The only point I would like to add, is that there must be an investigation to determine the facts. Otherwise there is a prima fascia case of unlawful dismissal; It could be that the PPE does not properly fit, is uncomfortable or is unsuitable.

Regards Adrian

That's why I find this forum is so useful. Considered replies and advice which often confirms to me that colleagues would take a similar approach to myself which also provides me with reassurance (and don't we need that sometimes?!) Onwards with training and getting the message across! Thanks everyone.
Dave C.

Yep, can be very useful and you have had some pretty good advice to crack on with, I suggest that you try to get to the 'nitty gritty' and find out why someone isn't wearing their PPE, the reasons are various, some 'good' as Adrian has suggested, and sometimes the reason given isn't reasonable or acceptable. I don't advocate any sort of sack them 'on the spot' approach, unless the 'breach' could be considered as gross misconduct, or it foolows previous warnings etc. I am not always convinced that shock tactics work, but worth a try I guess. Catchy ,monkey!