Please advise me if you can regarding overcrowing in an office. A long lease was signed with the landlord 10 years ago that hads no get out clause in it, and the office accommodated 3 people comfortable, now it has expanded and an additional three people are working there. We have no air circulating and no air conditioning, we are unable to lift heavy shutters and I think the elecrics are dodgy. It gets very hot in the summer. We also have the public calling in on a regular basis. Any advice would be helpful.
Unhealthy Working Enviroment
- Thread starter clareG
- Start date
Get your employer to have electric shutters fitted (it’s not up to your landlord to do that; it’s not their concern how many people you have working in the office). Basically it’s up to your employer to provide a proper working environment (air conditioning is not necessarily necessary 
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Talk to each other.
)Talk to each other.
Chances are in the lease the landlord is at most responsible for the maintenance of the roof/structure. So everything else is your employers problem. There are previous posts on the allowed office temperature etc. If you think the building is dangerous you could get the local Fire Officer out, but you may end up with the whole place being closed down.
Why not? Being a voluntary body does not necessarily exempt them from having to provide a suitably safe and healthy working environment.
Each employer irrespective whether they may be a Voluntary organisation, private company or public service has a duty of care to provide for a safe working environment under Health & Safety Law. Whether the employer is a voluntary management committee or if these people on the management committee have low levels knowledge of their legal obligations as employers is no justifiable excuse when it comes to non-compliance with health and safety law. Equally, lack of funds is no excuse. Has the employer conducted a risk assessment of the working environment identifying potential hazards, and is there a safety statement - this is the law in respect to all workplaces?
Do you have a grievance policy in the workplace that sets out the procedures that you can follow in order to bring your concerns to the attention of say your next in line manager? Also, it may help if you are a member of a trade union - but in my experience you would have to press the union to act on these kind of matters. If your concerns are not addressed by the employer - you are quite in your rights to report the employer to the Health & Safety Authority - you cannot be sacked for doing this.
My advice is also to keep a documented record of all communications with your employer especially when you are bringing your concerns to their attention - and do so in writing.
Do you have a grievance policy in the workplace that sets out the procedures that you can follow in order to bring your concerns to the attention of say your next in line manager? Also, it may help if you are a member of a trade union - but in my experience you would have to press the union to act on these kind of matters. If your concerns are not addressed by the employer - you are quite in your rights to report the employer to the Health & Safety Authority - you cannot be sacked for doing this.
My advice is also to keep a documented record of all communications with your employer especially when you are bringing your concerns to their attention - and do so in writing.
But if the OP is concerned that person should pursue it with the employer informally first - using defined grievance procedures (presuming they actually exist). Faulty electrics etc. are not just health and safety its also a fire safety issue.... but if the OP is not prepared to complain (and the fact that its in the voluntary sector or the company has charitable status should not come into play) - well that would be the OP's choice.