Lone Working and the Law: Legal Responsibilities for Employers

Explore the key legal considerations for lone working with insights from Bridget Green at LegalEdge. Learn how to meet your obligations, reduce risks, and protect employee wellbeing.

Lone Working and the Law: Key Legal Responsibilities Every Employer Must Know

Lone working poses unique challenges for employers, from managing health and safety risks to ensuring employee wellbeing. Bridget Green from our trusted partner LegalEdge (the fractional in-house lawyers) explores some key legal considerations around lone working and answers some common questions we regularly hear about how employers can comply with their legal obligations, reduce risks, and ensure staff wellbeing.

What Is a Lone Worker Under UK Law?

While there is no statutory definition of a "lone worker", the Health and Safety Executive (HSE) defines it as someone who works by themselves without close or direct supervision, whether for part or all of their working time.

Who Can Be Classed as a Lone Worker?

Lone workers exist in nearly every industry. Examples include:

Delivery drivers, engineers, and field technicians
Security guards, petrol station staff, and cleaners
Shop workers, warehouse staff, and healthcare professionals
Sales reps, area managers, and homeworkers

Remote and hybrid workers are also lone workers, even if they have occasional contact via phone or video call.

What Legal Duties Do Employers Have Toward Lone Workers?

UK health and safety law requires you to take reasonable steps to mitigate foreseeable risks for all staff—including lone workers.

Employers must:

Conduct suitable risk assessments
Implement reasonable control measures
Protect both physical and mental wellbeing
Provide appropriate training, communication, and supervision

What Key Risks Do Lone Workers Face?

While all workers face some level of risk, lone workers are particularly vulnerable due to lack of immediate support. Common risks include:

Violence or abuse from the public
Mental health issues caused by isolation
Medical emergencies without help nearby
Remote or isolated work environments
Poor lighting, unsafe equipment, or lack of visibility

For specific risk examples, read: Dynamic Risk Assessments Explained

What are the Workplace Violence Risk Factors to Watch?

Certain jobs—especially public-facing roles—carry a higher risk of aggression or assault. Look out for situations involving:

Late-night or early morning shifts
Staff enforcing rules or authority (e.g. security)
Interaction with intoxicated individuals
Carrying money or high-value items

Download a free Workplace Violence Checklist

Are Legal Duties Limited to Employees?

No. The same legal obligations apply to all categories of workers, including:

Employees (full-time or part-time)
Contractors and freelancers
Agency staff and temporary workers
Legal compliance applies regardless of contract type or duration.

What Does Legal Compliance Look Like for Lone Working?

Step 1: Complete a Risk Assessment
Identify hazards affecting lone workers and consider how to control those risks. Risk assessments don’t need to be complex but should be reviewed regularly.

Step 2: Implement Reasonable Safeguards
Depending on the level of risk, measures could include:

Regular check-ins and wellbeing surveys
Staff training and lone worker policies
Check-in/check-out systems
Safety equipment like lone worker alarms, panic buttons or wearable safety devices

Need help getting started? Download our Lone Worker Policy Template

Can Employers Ask Lone Workers About Their Health?

Yes—but in compliance with UK data protection laws. You must:

Clearly explain why health information is being collected
Keep data secure and confidential
Encourage disclosure of relevant health conditions
Seek medical advice where necessary (e.g. diabetes, epilepsy)
This helps assess whether a worker is medically fit to work alone safely.

Where Can Employers Find More Legal Guidance?

The Health and Safety Executive (HSE) website is an excellent resource for up-to-date legislation and guidance on lone worker protection.

Additionally, working with experienced legal advisors can ensure your policies and procedures are compliant and practical.

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HOW CAN LEGALEDGE HELP?

LegalEdge provides a fractional in-house legal service to fast-growth companies with flexible access to experienced lawyers who have all worked inside businesses. They cover everything from day-to-day legal support to strategic operations – using people, processes and tech to set up and manage the legal function, whilst prioritising what’s important, reducing risk, and ensuring legal strategy is aligned with your growth plans.

They can help with drafting, implementing and enforcing your lone working policy, as well as your more standard employment processes and needs. They can also help train managers to deal with HR issues through their Fractional Head of People Service, and assist your day-to-day legal needs through their Fractional In-House Counsel Services. Check out www.legaledge.co.uk for more information or contact info@legaledge.co.uk

Support from SoloProtect

SoloProtect provides market-leading personal safety devices and lone worker solutions, ideal for employers seeking to comply with legal obligations and protect their teams.

For SoloProtect Support, book a free demo, request a quote, or get answers to your questions: