Lone Working

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Lone Working

SECTION GUIDE

What is Lone Working?

Lone working is when an employee carries out their duties without direct supervision, either for part or all of their working hours. This could be in the workplace, at home, on the road, or when visiting external sites.

Examples include:

  • A retail worker locking up a shop at closing time.
  • A delivery driver travelling alone.
  • A security guard patrolling a site overnight.
  • A healthcare worker visiting patients in their homes.
  • An office administrator working late with no other staff present.
  • Remote employees working from home without colleagues nearby.

While lone working is not illegal, employers have a legal duty of care under the Health and Safety at Work etc. Act 1974 to ensure all employees — including lone workers — are safe, healthy, and adequately supported.

The Management of Health and Safety at Work Regulations 1999 also require employers to conduct risk assessments and implement measures to control risks specific to lone working.

What does Lone Working mean in HR and Health & Safety?

In HR and H&S terms, lone working is not just about physical safety — it also encompasses employee wellbeing, mental health, and fair treatment.

For Health & Safety:

  • Lone workers face unique risks, including accidents where no immediate help is available, or increased exposure to violence and aggression.
  • Employers must identify these risks and implement safeguards, such as monitoring systems, buddy schemes, or alarm devices.

For HR:

  • Lone working can lead to feelings of isolation, which may impact employee engagement, motivation, and mental health.
  • HR policies need to reflect how lone workers are supported, included, and monitored.
  • Line managers must be trained to communicate effectively and check in regularly with remote staff.

Key considerations:

  • Does the role genuinely require lone working, or could it be restructured?
  • Are staff provided with the right training, equipment, and support to manage risks?
  • Are regular reviews in place to reassess risks as work patterns evolve?
  • Why does Lone Working matter for your business?

    For SMEs, where resources are often stretched, lone working can create high-impact risks if not managed properly.

    Risks of failing to manage lone working include:

    • Legal consequences – Breaches of H&S law can result in enforcement notices, fines, or prosecution.
    • Accidents and emergencies – Injuries may be worsened if no one is present to help or call emergency services.
    • Violence and aggression – Public-facing lone workers (e.g. retail or social care) may face threatening behaviour.
    • Mental health impacts – Prolonged isolation can contribute to stress, anxiety, or disengagement.
    • Reputational damage – An incident involving lone working can damage trust with employees, clients, and regulators.

    Business benefits of effective lone working management include:

    • Demonstrating compliance and reducing legal risk.
    • Protecting staff wellbeing and morale.
    • Building a culture of trust and safety.
    • Enhancing your reputation as a responsible, people-focused employer.
    • Supporting business continuity by ensuring lone workers are safe, healthy, and productive.
  • Lone Working – best practices for employers

    Employers should take a proactive, structured approach to managing lone working, ensuring compliance and staff confidence.

    Conduct Comprehensive Risk Assessments

    • Identify all lone working roles and situations in your business.
    • Assess risks such as violence, slips/trips/falls, equipment use, medical conditions, or travel risks.
    • Consider both physical safety and psychological risks like isolation or stress.
    • Review assessments regularly, especially if work arrangements change.

    Develop a Lone Working Policy

    • Outline when and where lone working is permitted.
    • Provide clear procedures for reporting absences, incidents, or emergencies.
    • Clarify responsibilities — both for managers and employees.
    • State what support (technology, check-ins, training) will be provided.

    Provide Training & Awareness

    • Train staff on how to manage risks they may face when working alone.
    • Provide de-escalation training for dealing with aggression or challenging behaviour.
    • Ensure workers know how to use safety devices, apps, or reporting tools.
    • Train managers to support lone workers with empathy and consistency.

    Use Technology for Safety

    • Mobile phones, personal alarms, and GPS devices can help lone workers raise the alarm quickly.
    • Lone worker apps can provide check-in reminders and panic alerts.
    • Monitoring systems allow managers to confirm workers’ safety at regular intervals.

    Maintain Communication

    • Require regular check-ins (phone, text, or app-based).
    • Implement a “buddy system” where workers look out for each other.
    • Ensure managers are contactable at all times during lone working shifts.
    • Encourage open dialogue so employees feel comfortable raising concerns.

    Support Wellbeing & Inclusion

    • Offer wellbeing resources such as EAPs, counselling, or health checks.
    • Invite lone workers to regular team meetings and events to reduce isolation.
    • Conduct return-to-work debriefs after lone working incidents to learn lessons and offer support.

    Apply Change Management Principles

    • Communicate clearly about why lone working procedures are needed.
    • Involve employees in policy development to improve buy-in.
    • Recognise that lone working may increase stress — support transitions with sensitivity.

Your Questions Answered

FAQs on Lone Working

  • Are employers liable if lone workers are harmed?Reveal

    Yes, if the employer has failed to take reasonable steps to manage risks.

  • What should a lone working risk assessment include?Reveal

    Hazards, who may be harmed, control measures, emergency response, and review dates.

  • Can home workers be classed as lone workers?Reveal

    Yes, home-based staff are lone workers and require risk assessments.

  • Do I need a lone working policy?Reveal

    Yes, having a written policy helps demonstrate compliance and sets clear expectations.

  • Which laws cover lone working?Reveal

    Primarily the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999.

  • Is lone working legal in the UK?Reveal

    Yes, lone working is legal if risks are assessed and controlled.

Where to find out more A collection of hand-picked useful resources in relation to Lone Working from impact HR and beyond

Need support with managing Lone Working?

Whether you’re updating HR policies, training managers, or handling complex employee issues, impact HR can help you stay compliant, confident, and in control. Request a callback to see how we can support your business.

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