Rank: Forum user 
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Our site supplies ppe/rpe free (as it should do) and supplies storage etc
the questions has been raised...
if a colleague comes to work with damaged safety boots can we charge him for a new pair?
we are also shortly issuing powered respirator masks to individuals at £25 each
- can we charge them if these are lost or damaged or badly marked?
I believe we can, providing that
A We give them a written briefing sheet to sign when they are issued the equipment stating this and the charge for lost and damaged PPE
B we only charge if it is damage and not if it is wear and tear
C we don't charge anyone who has had it longer than one year (the average life expectancy of the product)
D we supply a locker and bag to keep them in
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Rank: Forum user
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Hi Ian,
I would personally say you shouldn't charge as it's a grey area, however if someone is regularly damaging their PPE, or not taking enough care then it could be a disciplinary matter.
We currently have a policy whereby we give each employee an annual allowance for boots, quite a generous amount to be fair, but if they need to purchase another pair for any reason then they pay themselves. I'm not happy about this and I'm looking to try and change it.
Steve.
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Rank: Super forum user 
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Our approach is that all issued PPE is logged and has a defined expected life. We don't have a formalised process for charging for PPE, but people are warned that if they need it replacing more frequently than is reasonable, and don't have a good reason, then it would be a disciplinary matter just as if they were repeatedly damaging any other company equipment.
We've never actually had cause to take any such disciplinary action.
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Rank: Forum user 
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It's a sticky wicket if you charge, the PPE regs (via sec 9 of HASAWA) are clear that you can't charge for PPE (it doesn't put any caveat on it such as "as long as they don't use more than X masks in Y weeks" etc.)....The best way is to treat it like any other work equipment provided by the company - if there is evidence that the employee is mis-treating equipment you supply for them to do the job then implement the usual plan of initial warnings, then escalating to a disciplinary if absolutely necessary. Best to leave money out of the equation IMHO.
BTW, there are employee legal requirements to look after PPE in the regs if you need them to support warnings / disciplinary action (reg 10).
Stu
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Rank: Forum user
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Agree fully with points 2,3 and 4 above,. This would be dealt as a potential disciplinary issue if it was proven to be misuse etc. We do charge for 'workwear' where an employee or agency employee may start and leave within a very short time scale. This would include boots etc, as we wouldn't re-issue used boots even if only worn for a few hours. Employees sign a disclaimer when they start.
If your risk assessment states you need the PPE , then can"t charge regardless of gow often they need ur.
Thanks
MAT
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Rank: Forum user
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Rank: Super forum user 
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MAT wrote:Agree fully with points 2,3 and 4 above,. This would be dealt as a potential disciplinary issue if it was proven to be misuse etc. We do charge for 'workwear' where an employee or agency employee may start and leave within a very short time scale. This would include boots etc, as we wouldn't re-issue used boots even if only worn for a few hours. Employees sign a disclaimer when they start.
If your risk assessment states you need the PPE , then can"t charge regardless of gow often they need ur.
Thanks
MAT Ohhhhhh, I'm interested now. A disclaimer for what?
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Rank: Forum user
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canopener wrote:MAT wrote:Agree fully with points 2,3 and 4 above,. This would be dealt as a potential disciplinary issue if it was proven to be misuse etc. We do charge for 'workwear' where an employee or agency employee may start and leave within a very short time scale. This would include boots etc, as we wouldn't re-issue used boots even if only worn for a few hours. Employees sign a disclaimer when they start.
If your risk assessment states you need the PPE , then can"t charge regardless of gow often they need ur.
Thanks
MAT Ohhhhhh, I'm interested now. A disclaimer for what? The disclaimer basically says that if a worker was to leave within a set time period, they MAY be charged for WORKWEAR. Not one i am totally confortable with, but management and HR have agreed it. MAT
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Rank: Forum user
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Para 29 of ACOP L25 allows for employer upon termination of employment to deduct from final wage for any PPE that ex employee has kept without permission. Providing that this is stipulated in contract of employment.
MAT
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