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Our First Aid Policy outlines procedures ensuring prompt and effective response to injuries, fostering a safe work environment.
1 Overview
1.1 [Company name] recognises that first aid/emergency aid treatment is critical in minimising the impacts of workplace injury or sickness and will fully comply with The Health and Safety (First-Aid) Regulations 1981 and accompanying HSE Guidance.
2 Scope
2.1 This policy is applicable to all employees of [company name].
3 General principles
3.1 Policy Satement
3.1.1 It is [Company]'s policy to provide enough and suitable equipment, facilities, and trained staff to enable employees to get first aid if they are injured or become unwell at work.
3.1.2 The organisation is therefore committed to:
Providing, on all company premises, sufficient numbers of trained personnel, equipment and information available to ensure that someone competent in basic first aid or emergency aid techniques can rapidly attend an incident.
Ensuing that appropriate first aid arrangements are made for the people we support and other members of the public.
Providing information to employees on first aid arrangements.
3.2 Definitions
3.2.1 First Aider
3.2.2 An employee who has been trained to properly give first aid at work and holds a current 'First Aid at Work' certificate and has been appointed by the company.
3.3 References
The Health and Safety at Work etc Act 1974.
Management of Health & Safety at Work Regulations 1999 (MHSAW).
The Health and Safety (First Aid) Regulations 1981.
3.4 Responsibilities of a First Aider
To preserve life until medical help arrives.
To limit the effects of the injury or illness.
To evacuate the casualty safely.
To promote recovery.
To get the casualty medical help if required.
3.5 Provision of First Aid
3.5.1 Site risk assessment process
It is not possible to give hard and fast rules about the numbers of First Aiders required on each site or
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A first aid policy is a written document that outlines an organisation's approach to managing first aid and medical emergencies in the workplace. It sets out the employer's commitment to providing a safe and healthy working environment and details the procedures that employees should follow in the event of an accident or illness.
By implementing a first aid policy, employers can demonstrate their commitment to providing a safe working environment for their employees and ensure that they are prepared to respond effectively to medical emergencies and accidents in the workplace.
The Health and Safety at Work etc. Act 1974: This is the primary legislation governing health and safety in the workplace in the UK. It requires employers to provide a safe working environment, including adequate and appropriate first aid facilities and personnel. What is 'adequate and appropriate' will depend on the circumstances in the workplace. This includes whether trained first-aiders are needed, what should be included in a first-aid box and if a first-aid room is required. Employers should carry out an assessment of first-aid needs to determine what to provide.
The Management of Health and Safety at Work Regulations 1999: This sets out the requirements for employers to conduct a risk assessment of their workplace, including identifying the first aid needs of their employees and ensuring that they have adequate first aid arrangements in place.
The First Aid Regulations 1981: This requires employers to provide adequate and appropriate first aid equipment, facilities, and personnel in the workplace, based on the results of their risk assessment.
The Equality Act 2010: This prohibits discrimination on the basis of disability. Employers must ensure that their first aid policies and procedures take into account the needs of employees with disabilities.
The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR): This requires employers to report certain types of accidents and incidents to the Health and Safety Executive (HSE). This includes incidents where first aid treatment is required.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the First aid policy template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing health and safety processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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