'I dont know your role so can only give an opinion as if U are the H&S bod'

U appear to have done all that U can at this stage and my advice is that management make the decisions not H&S all H&S can do is explain to management, HR [& Occie health?] that there appears to be a high risk situation without giving away personal details and then hand the problem over to them to manage. if the person will not go to his doctor ASAP and get proper help then real business decisions will have to be made

I don't see what more you can do here - you seem to have done all you can.

Hi Matt,

A difficult situation indeed and as others have already said, you have done an admirable job already. Does your company have an employee assistance programme or any counsellors that he could be directed to? Involving your OH people is a must in my opinion and you should follow whatever your company process is to get a referral (my own opinion about this is that management should make the referral). Be very clear in all your dealings with management that it is their responsibility to take the actions. You mention about banning him from using plant until he is signed off as safe to operate this. You should be recommending this action to management and telling them that they have to make the decision and inform the employee. I take it that management will be officially aware you have had your welfare interview with him? If your interview was in confidence, then informing management has to be done tactfully but you still have to do that and ensure management and the employee are aware that it is management that make the final decisions.

I am suprised that HR didn't deal with this at the first report of violence, as I do not see holding welfare interviews as part of the H&S role unless requested to accompany a member from HR, occupational health, or have received specific training as a counsellor.

I think you have done more than enough and should let HR deal with it from now, I'm sure they will come to you for any H&S issues.