With respect, I suggest you will only alienate your colleagues by this course of action. Would you seek out s37 offences in order to encourage your Managing Director to recognise his/her 'personal responsibilities'? Of course not, otherwise you would be looking for another job. Likewise I suggest if you cannot find a better way of engaging your workforce...look for another job. No offence meant.

I agree Chappell sometime a gentle reminder that employees do have a duty to themselves and others does no harm in my view - just dont ram it down too hard - I found this by using that famous search engine.
http://www.hse.gov.uk/press%5C2008/coiwm39508.htm
Stu

I have previously used such examples as part of a presentation on roles and responsibilities which I delivered from the top down. Senior managers took it very well except the company secretary when I pointed out that the company cannot pay individuals' fines. I searched the HSE prosecution's database and back issues of HSP to find a suitable example of the prosecution of an individual at every level of the organisation to back up the requirement for fulfilling responsibility.

There are many s7 examples that I think are useful - especially when they demonstrate the level of negligence involved before such a prosecution takes place. One I use was prosecuted in April 2014 when an operator of a digger struck another worker on the head with the bucket - he was distracted because he was using his mobile 'phone at the time.

I also use s37 cases and cases where directors have been disqualified when running training courses with senior managers. There are indications that the number of these type of cases is increasing.

It is of course important to present the information in the right way - not threatening but informing