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OCCUPATIONAL HEALTH & SAFETY IN THE WORKPLACE

South African employers have a legal obligation to provide a safe and hazard-free work environment for their employees. This obligation is primarily governed by the Occupational Health and Safety Act (OHSA) of 1993, which sets out the framework for ensuring health and safety in the workplace. Additionally, other South African labour law legislation complements the OHSA and further emphasizes the employer's responsibility in this regard.


The OHSA places the onus on employers to take reasonable steps to provide and maintain a work environment that is safe and without risks to the health and safety of their employees. Employers are required to identify potential hazards, assess risks, and implement appropriate control measures to mitigate those risks. This includes ensuring the provision of safety equipment, adequate training, and supervision to employees.


The specific duties of employers under the OHSA include, but are not limited to:


General Duty:

Employers are required to provide and maintain a working environment that is safe and without risks to health. This includes protecting employees from any foreseeable hazards, both physical and psychological.


Risk Assessment:

Employers must conduct regular risk assessments to identify potential hazards in the workplace. This involves identifying and evaluating risks, determining the likelihood and severity of harm, and implementing controls to eliminate or minimize those risks.


Health and Safety Policies:

Employers are expected to develop and implement health and safety policies and procedures that address the specific hazards and risks in their workplace. These policies should be communicated to employees and regularly reviewed and updated.


Training and Information:

Employers must provide employees with adequate information, instruction, training, and supervision to enable them to work safely and minimize risks. This includes training on the proper use of equipment, emergency procedures, and awareness of potential hazards.


Reporting and Investigation of Incidents:

Employers are required to establish procedures for reporting and investigating workplace incidents, accidents, and near misses. This is essential for identifying the causes of incidents and taking corrective measures to prevent their recurrence.


Health Surveillance:

Employers may be obligated to conduct health surveillance programs in certain industries where there is a risk of occupational diseases or exposure to hazardous substances. This involves monitoring the health of employees and providing appropriate medical examinations and tests.


Non-compliance with the OHSA can result in penalties, fines, and even criminal prosecution for employers. Additionally, employees have the right to refuse to work in unsafe conditions and are protected from any form of retaliation for exercising this right.


Apart from the OHSA, there are other labour laws in South Africa that reinforce the employer's responsibility to provide a safe working environment. For example, the Basic Conditions of Employment Act (BCEA) and the Main Collective Agreement of the National Bargaining Council for Hairdressing, Cosmetology, Beauty, and Skincare Industry establish minimum standards for working conditions, including provisions for rest periods, maximum working hours, and leave entitlements. The Compensation for Occupational Injuries and Diseases Act (COIDA) provides a framework for compensating employees who suffer from work-related injuries or illnesses.


Overall, South African employers are legally obligated to prioritize the health and safety of their employees by complying with the OHSA and other relevant labour legislation. By doing so, they not only fulfill their legal obligations but also contribute to a productive and sustainable work environment.



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