Implications

Legal - There are legal implications associated with this paper. Police Scotland requires to be compliant with the Health & Safety at Work etc. Act 1974 and various others. There is direct correlation between an individual’s wellbeing and their working environment. We must do everything reasonably practical to provide a safe and healthy workplace for our people.

Workforce - There may be issues in relation to Human Resources such as the link between RIDDORs and the number of lost working days. Having a robust Health and Safety Management System in place with appropriate resources can help the organisation in terms of challenges around physical resources and cost savings. Also, health and wellbeing resources and expertise will be required to achieve the plan, this is considered within the HR restructure.

Health, Safety & Wellbeing - The Health and Safety Strategic Plan and Health and Wellbeing Action Plan must be fit for purpose to ensure legal compliance, workforce safety, and operational effectiveness. Robust, integrated plans enable the organisation to identify and manage both physical and psychological risks inherent in policing, reduce preventable harm, and support workforce resilience. When effectively governed and aligned to operational risk, these plans provide assurance that the organisation is meeting its statutory duties, safeguarding its people, and sustaining its ability to deliver policing services safely and effectively