Work Safe Policy

Trophy Recruitment is required by the Health and Safety at Work etc. Act 1974 to ensure, as far as is reasonably practicable, the Health and Safety of our employees and anyone else who may be affected by our acts or omissions.

The purpose of this Policy is to ensure that all employees are aware of how Trophy Recruitment allows employees to stop working if they believe the working environment or working practises are unsafe. 

To carry out this policy, Health and Safety responsibilities have been clearly defined, allocated, and accepted at all levels. If safety standards are to be constantly improved, all employees must contribute to their implementation.

The Refusal to Work procedure is as follows: If an employee (individual) believes that a task or condition will endanger themselves or others, work should be stopped immediately and the situation reported to the person in charge on site (Trophy Recruitment representative as appropriate).

The situation will then be reviewed by the person in charge on site, and consideration will be given to the individual’s and others’ safety. Immediate and appropriate action must be taken to resolve the situation wherever possible.

As a result of the review, the work system will be either confirmed as safe or modified. If the individual is happy with the outcome, they will return to work.

If the individual is still unhappy, the person in charge will contact the Trophy Recruitment Manager and provide all appropriate information to the situation.

If the situation cannot be resolved, the Trophy Recruitment Manager will conduct a benchmark review against all legislative standards and industry best practises to determine the task or condition’s safety impact.

If the standard review does not yield a satisfactory result, the disputed system of work will be terminated, and Trophy Recruitment support consultancy (Health and Safety) and the customer will be notified as soon as practicable.

The Health and Safety support consultant will work with the client to review the disputed working arrangements, make any necessary changes, and notify the client.

The Client will document and implement changes to working arrangements.


Internal work instructions, processes, method statements, risk, aspect, and COSHH assessments may all be modified.