Working Alone Legislation for Newfoundland and Labrador

In Newfoundland and Labrador, employers must comply with the Occupational Health and Safety Regulations (Regulation 92-133) when workers are assigned to work alone or in isolation and help is not readily available in an emergency or if the worker is injured or becomes ill. Employers must conduct a risk assessment and implement controls to eliminate or minimize identified hazards. They must also develop and implement a written procedure for checking the worker's well-being, including predetermined check-in intervals and procedures for responding if the worker cannot be contacted, including emergency response provisions. A designated person must conduct and record the checks, and the procedure must be developed in consultation with the worker and applicable workplace health and safety representatives. The procedure must be reviewed at least annually or whenever circumstances change or the procedure is found to be ineffective.

Work Alone Resources for Newfoundland and Labrador

Code of Practice for Working Alone or in Isolation

Definition

“To work alone or in isolation” means to work in circumstances where assistance would not be readily available to the worker:

(a) in case of an emergency; or

(b) in case the worker is injured or in ill health.

Risk Assessment and Controls

(2) Risk Assessment

An employer shall conduct a risk assessment where a worker is assigned to work alone or in isolation.

(3) Risk Controls

Where a risk assessment identifies a hazard, appropriate controls shall be implemented to:

Eliminate the hazard; or

Where elimination is not practicable, minimize the risk associated with the hazard.

Procedures for Checking Worker Well-Being

(4) Written Procedure

An employer shall develop and implement a written procedure for checking the well-being of a worker assigned to work alone or in isolation.

(5) Check-In Requirements

The procedure must include:

The time interval between checks; and

The procedure to follow if the worker cannot be contacted, including provisions for emergency response.

(6) Designated Contact and Records

A person shall be designated to establish contact with the worker at predetermined intervals, and the results shall be recorded by that person.

(7) Consultation

The procedure must be developed in consultation with:

The worker assigned to work alone or in isolation;

The occupational health and safety committee;

The worker health and safety representative; or

The designate, whichever applies.

Annual Review

(8) Review of Procedures

The procedure must be reviewed at least annually, or more frequently if:

(a) there is a change in work arrangements that may adversely affect a worker’s well-being or safety; or

(b) there is a report that the procedures are not working effectively.

Key Requirements

Newfoundland and Labrador requires employers to assess the risks of working alone, implement appropriate controls, and establish a written worker well-being procedure. The procedure must specify check-in intervals, designate who is responsible for contacting the worker, record the results, and establish an emergency response process when a worker cannot be reached.

The procedure must be developed in consultation with the worker and applicable workplace health and safety representatives and reviewed at least annually, or sooner when working conditions change or the procedure is found to be ineffective.