The situation you describe is unfortunately not uncommon, especially in smaller businesses. Rather than they want to comply, it might be more accurate for them to say that don’t want to expose themselves unduly to either criminal (inc FFI) or civil liabilities; there is a subtle difference between the 2. Of course the thing that neither NEBOSH nor IOSH, do, or perhaps can do, is to teach the difference between what the law ‘strictly’ requires and what you can (hopefully)do in order to keep yourselves ‘out of trouble’. I am personally not too keen on the ‘gory’ approach, but each to their own, and depending on your target audience this might be more effective than other methods. The bottom line for most companies, especially the smaller one’s is how much does this cost, what am I going to get out of it, and is it worth it? The answer is often – time will tell! For the most part, I would tend to focus on the economic benefits of the company investing in some relatively simple and targeted health and safety improvements over a period of time, targeting those areas of highest risk first, but keeping a sense of proportion. Look to try and make changes that are relatively easy to achieve, that are ‘visible’ (that they and their staff will recognise as an immediate benefit) and which don’t cost too much. Create on on-going programme of ‘step change’ that is achievable and which the company are going to be willing to go along with and invest in to make things better. Good luck.

Free food works every time, if they remember nothing else they remember that (I used to use jam doughnuts for demonstrating a slip disc for Manual Handling training!). For LAW a Chocolate Orange works quite well. The Orange as a whole is the Health & Safety at Work Act, the segments are different regulations. Of course no good for diabetics or those on a diet!

Corrine - we have undoubedly all faced similar clients at some stage - want to "buy" legal compliance at the cheapest price. My concern is that you appear to be almost bribing people to do what they are leaglly obliged to do and the owner(s) must be made aware of their legal obligations to manage H&S as a priority. You are not "doing them a favour" nor are they doing you one - you are a professional offering a professional service and it takes time to deliver - take it or leave it. As an aside, my experience of such business is that they are often most difficult to extract payment from when the "necessary evil" has been completed and the proof is on file - beware!

I work in the Automotive Sector and I personally would get them up out of their seats and allow them time to carry out an inspection of their workplace, even to just list the risks/hazards that they find due to the time frame. They will walk past hazards everyday and see things as the norm - you could then discuss their findings and encourage them to find ways to remove them, perhaps using a flip chart to ask them to identify the risk rating (High, Medium, Low) so they understand their potential to cause harm. This will also highlight the need for your support, if the bosses are provided with a report following your session. It will also identify the training they need as a follow on: for example First Aid, most garages I have visited have opened, used eye wash bottles, not knowing it is sterile and needs to be thrown away once used. Also LEV requirements, chemical cabinets/Safety data sheets, oil spillages, hazardous waste, petrol drainage, PPE, Refrigerant Handling, welding........ All the best, Mandy

Thank you all for your comments, the training went really well, I got a spontaneous round of applause at the end of the session-this may be related to the fact that I put the boss in handcuffs during the session ! I had taken on board the advice people had given and adapted it to this work place. I have been paid and am now signed up for the year, there has since been a flurry of activity and the boss stated that he feels they are 300% better than a month ago. I am under no illusions that this is going to be easy but we are all singing from the same hymn sheet now and have an action plan that has been led by the employees. There appears to be light at the end of this particular tunnel (unless it's another train coming.....). Thanks once again for the helpful and positive comments.