The After-Hours Grey Area

Picture this. A housing officer in Leeds has driven to her first home visit of the day. It’s still dark, and she is making her notes in the car before getting out onto unfamiliar streets. Technically, her working day started. Is the time before working your responsibility?

Or consider a social care worker in Cornwall who finishes his final client visit at 9pm. They now have a long drive home across rural B-roads. If his car were to break down, would your organisation even know? 

Then there’s the subcontractor in Birmingham. They’ve left the site so have officially “clocked off”  But they still need to return the van to the depot before heading home on public transport. If they were assaulted or taken ill on that route, could you demonstrate you’d done everything reasonably possible to support their safety? 

Legal vs Ethical Responsibility

From a legal standpoint, your duty of care applies while an employee is working or travelling as part of their job. That includes: 

• Business travel between sites or clients 
• Visiting temporary workplaces 
• Attending training or events on behalf of the organisation 

Those situations require risk assessments and evidence that safety controls are in place.  

However, once the working day ends (or starts), the legal duty usually does too. The employee’s commute home is generally considered their responsibility. UNLESS they’re travelling to or from a temporary location or using a company vehicle. 

But ethically, many employers choose to extend their support beyond the letter of the law. And that’s where modern lone worker solutions like MyTeamSafe make a real difference. 

Why the Ethical Line Matters

The world of work has changed. More people work flexibly, remotely, or alone. Commuting patterns vary, and traditional boundaries no longer fit neatly into 9–5 boxes and mass commutes. 

Imagine you’re managing a retail team in Hastings. One employee closes up alone and walks to a remote parking spot before reaching the safety of home. Or a homeworker attends a company meeting in London before heading back home by rail. In both cases, technically, their shift is done, but your reputation and their wellbeing may still hang on what happens next. 

Ethical responsibility is about trust and culture. When people feel that their employer genuinely cares, they’re more likely to speak up, follow safety procedures, and stay loyal. Employers who lead with empathy and responsibility are the hallmarks of a modern employer. 

How MyTeamSafe Bridges the Gap

MyTeamSafe helps organisations meet both legal compliance and ethical responsibility by providing a flexible check-in system that can extend beyond contracted hours. Users can set their own check-in duration, even after they’ve finished work: for example, while driving home from a temporary site or walking to the car. The system continues to monitor them until they confirm they’re safe. 

If a check-in is missed, supervisors are automatically notified. There’s no constant manual monitoring, just smart automation that ensures peace of mind for both sides. 

This flexibility supports: 

• Lone workers finishing late or in remote areas 
• Employees who travel between sites 
• Managers who need an auditable trail of safety checks 

MyTeamSafe ensures everyone feels protected ~ even after hours. 

Safety Legal Ground 

It’s important to remember: if staff are travelling as part of their job, your legal duty of care still applies. The Health and Safety at Work Act (1974) makes it clear that employers must ensure, so far as reasonably practicable, the health, safety and welfare of employees…. including during work-related travel. That means: 

• Assessing travel risks (weather, fatigue, isolation, unfamiliar routes) 
• Ensuring communication plans are in place 
• Documenting all actions taken 

With MyTeamSafe, you can demonstrate compliance through a clear audit trail of check-ins, alerts, and responses. That documentation can be invaluable in the event of an incident or investigation. 

The Human Side of Safety

Beyond the regulations and technology lies something deeper. A reassurance that your team matters to you. When an employee feels genuinely supported, they perform better, engage more, and represent your organisation with pride. Safety isn’t just about avoiding accidents; it’s also about building a culture of trust and wellbeing that reflects your values. 

So, ask yourself now: 
Where do your responsibilities stop? 

Legally, perhaps at the end of the working day. 
Ethically, maybe not until that person is home safe. 

Just because someone has clocked out doesn’t mean you switch off your concern. Stay compliant, stay human, stay safe with MyTeamSafe.co.uk 

The post Where Do Responsibilities Stop as an Employer?  appeared first on MyTeamSafe.

• Do you lead a team within a Scout group?  
• Do you coordinate volunteers for a local charity, food bank, or environmental clean-up initiative?  
• Do you organise professional networking events, business mentorship programs, or training workshops?  
• Do organise an after-school club?   
• Do you manage a church group or community support network? 

Have you considered the risks and provided a safe and supportive environment for your lone workers? 

Is it classed as Lone Working, if Lone Workers in Groups or Organisations, are only alone occasionally? 

Lone working occurs when an individual carries out tasks away from their team or without direct oversight. Even for a short time. They are a lone worker, If they work alone for half an hour, or days. 

This can happen in various settings: 

• A group leader is setting up a venue before an event. 
• A volunteer handling deliveries or maintenance at a community space. 
• A member meeting with an external contact alone. 
• Someone working remotely or off-site without immediate support. 

While using Lone Workers in groups or organisation may be unavoidable, groups must implement safeguards to protect their members.  

The Role of Group Leaders in Managing Lone Working 

Group leaders, your responsibilities include completing a Lone Worker Risk Assessment where every lone working situation should be assessed for risks. For example, is the environment well-lit, secure, and easy to exit if needed? Do the tasks involve any hazards such as heavy lifting, handling money, or engaging with unknown individuals? Are the staff or volunteers prepared for the task? How can the lone worker contact their supervisor in an event of alarm?  

By identifying risks in advance, leaders can take preventive steps to reduce potential dangers. 

A simple communication system is vital for lone workers. This could be in the form of regular check-ins via phone, messaging apps, or lone working apps. Is this robust procedure in place? 

Setting a clear start and end time for lone working activities and providing procedures for escalating concerns if contact is lost during that time. Do you provide this, and HOW would you know their last known location, should an emergency occur? 

Best Practices for Lone Working within Groups 

For groups that require members to work alone, even occasionally, following best practices can significantly improve safety. Lone working doesn’t have to be dangerous if it is well-managed. By assessing risks, maintaining strong communication, and equipping individuals with the right training and tools, group leaders can create a safe environment where members can carry out their work with confidence and reassured that someone is looking out for them.

Ensuring safety isn’t just about ticking boxes; it’s about fostering a culture where people feel protected, valued, and supported, no matter where they are working. 

Would your group benefit from a clearer lone working policy? Now is the time to review your approach and take steps toward a safer working environment. 

If your group isn’t yet prepared for lone working, contact MyTeamSafe®. We’re passionate about supporting workplace safety and employee wellbeing. We are proud supporters of the Suzy Lamplugh Trust   

The post Lone Workers in Groups or Organisations. appeared first on MyTeamSafe.

Just Why Are Festival Workers at Risk? 

Let’s be realistic here. Festivals are wonderful, but they also come with risks, especially for those working behind the scenes. Some key things to be aware of: 

• Lone working – They might be stationed at an entrance, car park, or backstage alone “Keeping watch” rather than being “front of house”.   
• Long shifts – Early starts, late finishes, and hours spent on their feet. 
• Unpredictable crowds – Most festival-goers are lovely, but some may be intoxicated or difficult. 
• Extreme weather – Whether it’s a heatwave or a downpour, working outdoors all day takes its toll. 
• Communication struggles – Loud music, huge venues, and patchy mobile signals can make it hard to call for help if needed. 

There are real challenges that event organisers need to address 

Top Safety Tips for Our Festival Workers 

If you know someone working or volunteering at a festival this summer, here are some safety tips to go through with them before they head off. 

• Agree on a quick text or call at the start and end of their shift. If they’re working alone, encourage them to discuss with the organisers to use a lone worker safety app. These apps alert supervisors if a worker doesn’t check in at agreed times. 
• Dehydration leads to headaches, fatigue, and heatstroke. Including electrolyte tablets in their water bottle can work wonders after a long, sweaty day! 
• Even in the UK, sunburn is real, and working all day outdoors makes it worse. Keep slapping on that sun protection. 
• Queues for food stalls can be long, and they’ll need energy to get through their shift, so having snacks available will be a godsend. 
• Walk around the site and find the first aid tent. It’s best to know BEFORE you might need it.
• Identify quiet spaces if they need a break. 
• Memorise a couple of landmarks (because “next to the big tent” won’t help!). 

Lone Working at an outdoor event 

If the role involves working alone, even for just a short time, it’s extra important to ensure that the staff member has: 

• A radio or emergency contact number. 
• The ability to check in regularly with a supervisor. 
• Knows where security staff are positioned. 
• Trusts their gut – if a situation feels unsafe, they need to be able to remain safe and report it immediately  

Some outdoor events involve late finishes. This can add to stress and highlight some additional safety issues! Crowds and unfamiliar places might be OK in the daylight, but totally different when it’s dark and you’re tired.  

Are you a Festival or Outdoor Event Organiser? 

As an employer, you can prepare your staff and volunteers as much as possible, but you have a duty of care to keep workers safe. Do you have a lone-worker policy?  What’s your emergency procedure if someone requires help?  Who do lone working staff report issues to? How? Here’s what you should be doing: 

• Assign supervisors – Someone they can go to if they feel overwhelmed or unsafe. 
• Give proper breaks – Long shifts without rest lead to exhaustion and mistakes. 
• Make first aid accessible – Every worker should know where to go in an emergency. 
• Provide a lone worker safety system – Apps like MyTeamSafe let workers check in regularly at predefined intervals, and will alert supervisors if they don’t. With GPS tracking, the supervisor will know exactly where to locate them. With potentially large numbers of new / temporary staff keeping track of everyone single of them and know their safety is no small challenge. Apps like MyTeamSafe automates this task.  

Festivals and outdoor events are an incredible experience, but safety should never be an afterthought. Whether you’re a volunteer, employee, parent, or event organiser, taking simple precautions can make all the difference. From staying hydrated and checking in regularly to using a trusted lone worker safety system, we all have a role in ensuring festival staff and volunteers feel supported and protected. Don’t leave safety to chance. implement a lone worker policy and use smart technology like MyTeamSafe to keep your workforce connected and secure. Want to know more about how MyTeamSafe® can protect your event staff and volunteers? Contact us today and ensure your team stays safe while making amazing memories this festival season!  

MyTeamSafe®an award-winning lone-worker App & proud supporter of the Suzy Lamplugh Trust  

The post Festival Safety for Event Workers  appeared first on MyTeamSafe.

As an employer you need to be aware that good mental health management is essential for everyone. But for lone workers, it becomes even more crucial due to the unique challenges of working in isolation.  

Unlike employees in a traditional office or team environments, lone workers or home workers often lack immediate social support. This can make managing stress, receiving reassurance, or sharing concerns that much harder. 

What are the hidden mental health struggles for lone workers, this Mental Health Awareness Week?

If you employ a lone worker and have noticed a change in communication. Or the staff member is uncharacteristically distant, with a lack of motivation or detachment. Then you need to flag this!

Working alone or as a home worker can offer positives such as flexibility, but comes with the challenges to mental health.

Without colleagues around, a lone worker may go an entire shift without meaningful interaction, which leaves them feeling lonely, isolated and demoralised. Add to this some high-risk tasks and that can create a huge stress storm!

In traditional workplaces, managers and teammates can offer instant reassurance, however lone workers don’t have that safety net and often find it harder to ask for it. If that wasn’t enough, remote and lone workers struggle to switch off, leading to burnout. These struggles can build up over time, impacting motivation, productivity, and overall happiness. That’s why it’s essential to actively support the mental wellbeing of those who work for you alone. 

As an employer of a lone worker what could you do to help? 

Create social connection opportunities, even in remote settings.

1 – You could try a virtual coffee catchup (without work discussed) with time slots to connect staff working ’alongside’ each other.

2 – You could introduce virtual coffee and cake to celebrate birthdays and milestones.

3 – You can still organise (where possible) face to face socials.

4 – Ensure your lone workers regularly check in with you. So that you can monitor their mental health and safety. 

5 – Ask some wellbeing and mental health questions regularly. Offer a genuine interest in their wellbeing, so that they know they are not alone, and allow them the space and time to have an honest conversation about their mental health.   

By addressing what we have discussed above, businesses can help lone workers feel valued, supported, and connected. Ensuring both mental health and workplace safety remain a priority, not a problem. 

Need a solution to support your lone workers? 

This Mental Health Awareness Week, take proactive steps to ensure your lone workers feel supported, valued, and protected. Because when employees feel connected and cared for, businesses thrive too. Don’t just think about it during Mental Health Awareness Week, consider training some Mental Health First Aiders to ensure you are considering their needs, all year round.  

Beyond its primary function as a lone worker safety solution, MyTeamSafe enables organisations to collect short surveys from staff, allowing employers to monitor various aspects of their employees’ wellbeing. These surveys can be customised with specific questions that periodically require responses, helping employers assess factors such as stress levels, workload management, and overall mental health. Regular use of these surveys allows organisations to quantitatively review responses over time, unlocking insights into staff wellbeing. If trends indicate a decline in wellbeing, employers can proactively review and adjust their policies, then monitor for improvements in subsequent months. By integrating these wellbeing checks into routine operations, MyTeamSafe assists employers in fulfilling their duty of care, ensuring that remote and lone workers feel supported and connected. 

MyTeamSafe®an award-winning lone-worker App & proud supporter of the Suzy Lamplugh Trust     

The post Why Mental Health Matters for Lone Workers  appeared first on MyTeamSafe.