| Q: Why carry out training? |
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A: Training is recognised throughout the business world as essential to the success of any enterprise because it helps motivate the workforce, who in turn reward the Company by reducing the risks associated with food poisoning and accidents at work. |
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| Q: Do we legally have to carry out training? |
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A: Yes. The Health & Safety at Work etc. Act 1974 made it a legal requirement for an employer to train all staff in Health & Safety and the 'Food Hygiene (England)(Scotland)(Wales)(Northern Ireland) Regulations 2006' enforce 'Regulation (EC) 852/2004' which require food handlers to have received training commensurate to their work activity. Failure to comply with the requirements for training could result in prosecution of the company. |
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| Q: Do all my staff have to hold the Foundation Certificate in Food Hygiene (1 day)? |
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A: No, but those that prepare high risk food should take the course (Industry Guide to
Good Hygiene Practice: Catering Guide)
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| Q: Does someone have to hold a higher qualification in food hygiene? |
A: No, but it helps form a "due diligence" defence if required! |
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| Q: Do we have to have a written Health and Safety Policy? |
A: Yes, if you have 5 or more employees in the Company. |
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| Q: Do we have to carry out Health and Safety Risk Assessments? |
A: Yes, if you have 5 or more employees. All significant risks should be documented. |
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| Q: Do we legally have to carry out an analysis of food safety hazards? |
A: Yes. All food business must carry out an analysis. Any controls identified as critical must be monitored. |
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| Q: Do we have to record the monitoring of critical control points? |
A: No, but the records help form a "due diligence" defence. |
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| Q: Are hats a legal requirement for food handlers? |
A: The Industry Guide to Good Hygiene Practice: Catering (the Guide to the Regulations) says yes, if they are handling open food. |
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| Q: Is the wearing of facial jewellery by food handlers illegal? |
A: A grey area. The Guide to the Regulations states that only sleepers in pierced ears and a plain wedding band are acceptable. Therefore, by implication, other facial jewellery is not. |
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| Q: What do I do if I receive an allegation of food poisoning? |
A: Take the details down carefully and indicate your concern to the customer. Establish whether any other complaints have been received and whether the customer has seen a doctor. If any portions of the suspect food remains in stock, maybe have it analysed. Investigate whether there are any issues of concern within the operation. Food Alert can advise on how to deal with such situations. 'Peace of Mind' clients can refer allegations to us for handling as part of your service contract. |
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| Q: Do I have to tell the EHO if I receive an allegation of illness? |
A: No, but if you suspect that you may be involved in an outbreak (two or more unrelated cases), then it would be prudent. |
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| Q: Must I have a cleaning schedule? |
A: No, but it is a valuable tool to help managers achieve high standards of cleanliness, aids the "due diligence" defence and your EHO will expect to see one. |
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| Q: Must I have a pest control contract? |
A: No, but, again, this aids your "due diligence" defence. Details of contractors are available from The British Pest Control Association - www.bpca.org.uk |
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| Q: I hear the law is changing in relation to fire safety? |
A: True. Fire Certificates are being abolished and all businesses must undertake a Fire Risk Assessment (already a requirement for most businesses in any case). |
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| Q: What is RIDDOR? |
A: The Reporting of Injuries Diseases and Dangerous Occurrences Regulations 1995 require employers to notify the local authority of certain work-related diseases and dangerous occurrences. Accidents that result in an employee being off work for more than 3 days must be notified within 10 days and where employees spend 24 hours in hospital must be notified immediately. If a visitor, guest or customer goes directly to hosital from your premises then this must be notified to the authority immediately. Notifications can also be made to www.riddor.gov.uk where additional information is also available |
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| Q: What must I do to comply with the Disability Discrimination Act? |
A: You must make ‘reasonable adjustment’ if you cannot offer a disabled person the same service that you would offer anyone else. This may require an audit of your premises accessibility and the services themselves. |
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