There are three reasons to consider why training is good for business, these are -

1) It may be a legal requirement (By providing training, you will be less likely to be prosecuted by the HSE).

2) Financial.  Although there is a direct cost for sourcing employee training.  The correct training will reduce the number of workplace accidents to people, goods, machinery etc and in turn the business becomes more profitable.

3) Morale, employees who receive training enjoy there jobs more, have less stress and have overall, a more positive working environment.

Current Law

Provision and Use of Work Equipment Regulations 1998 (PUWER 98)

" Every employer shall ensure that all persons who use work equipment have received adequate training for purposes of Health & Safety, including training in the methods which may be adopted when using the work equipment, any risks which such use may entail precautions to be taken.  This also applies to those who manage & supervise people who use work equipment and also to the self-employed."

Health & Safety at Work Act 1974 Section 2 (1)

" It shall be the duty of every employer to ensure, so far as is reasonably practicable, the health safety and welfare at work of all his employees."

Health & Safety at Work Act 1974 Section 37 (1)

" Where an offence... committed by a body corporate is proved to have been committed with the consent or connivance of, or to have been attributable to any neglect on the part of, any director, manager, secretary or other similar officer of the body corporate or a person who was purporting to act in any such capacity, he as well as the body corporate shall be guilty of that offence and shall be liable to be proceeded against and punished accordingly."

For more information, read the following HSE publication INDG345 - Health and Safety Training 'What you need to know'

Our Tips and Guidance to identifying/sourcing/completing training

1- Identify what training is required and for who? (Consider the workplace, the job, the equipment);
2- Identify the correct employee for the training? (Consider their fears, confidence, previous experience);
3- Identify a time scale of completion for each employee/course (Consider equipment/number of people off the job);
4- Identify the type of award you expect at the end of the course (Consider in-house award or specific award eg IOSH or RTITB)
5- Source the training provider. Consider -
5a- how far the employee needs to travel (if training is to be delivered in centre);
5b- the cost of the training course (consider shopping around, but the cheapest is not always the answer!);
5c- is the training provider approved (consider accreditations/affiliations/word of mouth);
5d- have you used the training provider previously? (consider using a training provider you have used before);
5e- Get an idea of the complete service the training provider has to offer (on-line access to certificates?);
5f- Can the raining provider meet your requirements listed in points 1-4;
6- Turn around time? (Consider how fast you need the certificates);