How to get involved in World Restart a Heart Day

Amalgamate are delighted to be supporting World Restart a Heart Day on the 16th October 2019, here are some ways you can get involved too.

Restart a Heart Day - 16th October 2019
Are you ready to Restart a Heart?

Running Sessions

The British Heart Foundation has various ways of getting yourself, your community, work or school involved. 

If you want to attend or volunteer to assist in the running of a session near you, you can contact them on their website –  and search for Restart A Heart. If you want to run your very own session, they have everything you could possibly need in order to do so. 

British Heart Foundation support

Check out the BHF website which breaks down everything that you need, how to use everything and provides you with free materials: posters, social media templates and certificates. They also help you in obtaining the training mannequins necessary for teaching CPR. 

How to organise you own event

You can find out more about organising your own RSAH session by chatting to your regional contact, organised by the BHF here – or how Amalgamate can help deliver a RSAH session for you?

Get in touch

If you need support hosting your WRSAD event get in touch by calling +44 (0)141 244 0181 or email

Amalgamate are supporting World Restart A Heart Day!

What will we be doing? 


Going back to school

We are super excited to be taking part in World Restart a Heart Day this year and have booked in as many sessions as we can handle. 

This week Amalgamate are going back school at Saint Matthews Academy in Saltcoats and St Benedict’s Roman Catholic High School in Linwood. We will be teaching as many of the kids and staff the basic skills of CPR. Both schools have been incredible in their push to educate their kids in real life skills. This includes Emergency First Aid at Work courses for their 6th year students and we are thrilled to be assisting them in that endeavour.

European Events

Our trainers will also be travelling outside the UK and teaming up with one of our clients, an American multinational computer software company headquartered in San Jose and will be running Restart a Heart Day’s in a number of their key European locations. That means we will be travelling to Munich, Hamburg, Edinburgh and Warsaw the week beginning 14th October.

Our sessions kick off on the 8th of October and we will be teaching until the 18th and the training team are going to be very busy but thrilled to be taking part in something we are all passionate about.

If you would like to get involved in World Restart a Heart Day or would like further information about our first aid courses, you can contact us on t. +44 (0)141 244 0181 or e.

Becoming a Trained First Aider with Amalgamate

Day 1

Staring out the window at the beautiful Scottish countryside on the train to go down to Ayrshire, I was really looking forward to the next three days and my First Aid at Work course. Since starting work at Amalgamate I had realised how little I knew about first aid. Writing articles for our website filled with first aid statistics – like how 59% of people in the UK said that they wouldn’t feel confident enough to try to save a life and 24% said that they would hope for an ambulance to arrive or for a passerby to know first aid – I was really quite worried that in an emergency situation I might be one of those people. By becoming a trained first aider I was going to change that.

The course was in the stunning County Buildings in Ayr. There were 10 of us on the course, some of whom had trained as a first aider before and some of whom, like me, hadn’t. Our trainer was Fiona MacTavish, who as well as being a first aid trainer was a sports physiotherapist for Kilmarnock Football Club and so had regularly had to give first aid to injured players.

County Buildings, Ayr

County Buildings, Ayr

We got stuck straight in, learning about the role of a first aider, what to do before administering first aid (wash your hands, and put gloves on), how to assess a situation, what to do when you are faced with an unconscious and unresponsive casualty, an unconscious responsive casualty, and a conscious responsive casualty. It was a lot of information, but all of it was easily broken down on slides into short, easily memorable tips and acronyms.

As we covered the material, Fiona shared stories about times when she or past people on the course had had to give or receive first aid, and she encouraged everyone in the room to share examples that they had. This made the course feel really collaborative.

In the afternoon, we had a quiz on the material we had covered so far before putting it all into practice. We practised how to examine someone for injuries, how to put someone in the recovery position, how to help someone who is choking, how to give someone CPR, and how to use an AED.

We used all of the techniques on adult, child and baby mannequins, which was great for all of the people on the course who would be taking on the role of named first aider in schools and nurseries in North Ayrshire after the course. What became apparent was that in all of these situations there are straight-forward steps to follow that any person can use on anyone, no matter the size difference.

Leaving after the first day everyone was saying that they already felt that they had learned so much and they were eager to learn more the next day.

Day 2

The next morning started with all of us splitting into two teams to practise CPR. We all got a couple of turns to help it to become more natural. Working in teams, we could give each other feedback, and Fiona was always there to give tips and advice if anyone was struggling.

After a short break, we had another quick quiz before doing a bit more theory. We learned about anaphylaxis and allergic reactions, heart attacks, and different kinds of shock.

Then we were straight back up, doing a timed CPR exercise. We were split into two teams of 5 and given an adult and a child mannequin, and told that we needed to work together to give them CPR for 10 minutes – the average time it would take for an ambulance to reach you. At the beginning, 10 minutes didn’t seem like a very long time. By 5 minutes in, it really did. Even giving CPR continuously for a few minutes was really tiring on your arms, so you had to really think about your technique and make sure you were using your body weight.

After a well-earned lunch, we covered how to treat and dress different kinds of injury from a sting or a splinter, to a penetrating wound or a laceration. For each kind of wound we were shown real pictures of what that kind of injury would look like. They weren’t for the squeamish, but they were really helpful in helping us to prepare for the things we might actually have to treat as a trained first aider.

Again, we weren’t sitting down for long, because we then ended the day by practising bandaging each other and putting a partner’s arm into an elevated sling and then a support sling.

Day 3

CPR demonstration

CPR demonstration

The final day we were thrown straight back in again with another timed exercise. By this point the process felt fairly natural and you could tell that everyone felt a lot more confident.

We had another quiz, and then after a short break we talked about how to treat different kinds of burns, fractures, and sprains and strains, before having another practical session of bandaging and putting an arm into the two different kinds of sling.

This was then immediately put to use in another timed session. This time, we were split into teams of 5 and given a scenario we had to deal with. There had been a car crash and there were multiple casualties. One adult was bleeding, had an ankle injury, a head injury and a possible spinal injury. Another adult and a baby were unconscious and unresponsive.

One of us would need to be the first adult, while two people would have to treat them – one supporting their head and the other bandaging their injuries. That meant that two of us would be left to give CPR to the baby, and give CPR and use the AED on the second adult. To make it more real, one of us had to take charge as the main first aider, giving everyone else roles and constantly checking in to get updates on the situation.

By the end we were all a bit relieved to sit down and do some more theory, this time on concussion and compression, hypothermia, heat exhaustion, and heat stroke, diabetes, seizures, and conditions that might affect children, like meningitis and sickle cell.

We had another timed scenario before lunch, and then it was time for our final assessment. We were all a bit nervous, but once we saw the questions everyone seemed to relax. It was all material that we had covered and been quizzed on repeatedly.

Fiona marked all the papers and then gave us the great news – we had all passed!

Leaving, everyone was talking about what a great time they had had and how much they felt they had learned. The people who had trained as first aiders before all said how much more they had enjoyed this course than others they had done, commenting on how much how much more fun this course had been and how much time we had spent doing practical exercises.

Interested in doing one of our first aid courses?

If you like the sound of our first aid courses and would like to know more, check out our first aid page or get in touch. Call us on +44 (0)141 244 0181 or email

Beginner’s Guide to H & S for New and Expectant Mothers

In some workplaces, there are risks that may specifically affect the health and safety of new and expectant mothers and of their baby, and so there are special laws that employers must abide by to protect them.

Different working conditions, processes or substances may pose a particular risk to new and expectant mothers, and these risks can change depending on the mothers’ health and stage of pregnancy.

What are the common risks?

Some of the more common risks are:

  • Standing or sitting for long periods of time
  • Badly set-up workstations
  • Work-related stress
  • Long working hours
  • Lifting or carrying heavy loads
  • Working alone or at height
  • Noise, shocks or vibrations
  • Exposure to toxic chemicals or other chemical agents like mercury, carbon monoxide or lead
  • Exposure to infectious diseases

What should I do as a mother to make sure myself and my baby are protected?

If you are pregnant, you have given birth in the last six months or you are breastfeeding, you are not required to tell your employer, but it is important for you and your baby’s safety that you do.

The earlier you give them written notification the better. Not only does it mean that everything can be sorted for your maternity leave, but it means that your employer can carefully consider what risks you are exposed to in your workplace, whether the risks can be removed and whether any adjustment to your hours or working conditions need to be made. You can also discuss arranging more frequent rest breaks.

If risks are identified that go beyond the normal level of risk that would be found outside the workplace and these risks can’t be removed, your employer may need to consider whether alternative work can be found for you or even if you need to be suspended on paid leave for a while to protect the health and safety of you and your baby.

If you have been given special advice from your doctor or midwife then you should give this information to your employer so that they can bear it in mind when they review their risk assessment.

The more open communication is between you and your employer the better, because it means that any issues or concerns can be dealt with quickly.

What do I need to do as an employer?

If an employee notifies you that they are pregnant or breastfeeding, you need to revisit your risk assessment to identify any areas of risk that the employee may be exposed to. If these are more than the normal level of risk that would be found outside the workplace, you then need to think about whether these risks can be removed or, if not, what adjustments need to be made to protect the employee.

If the risks can’t be removed, you may need to adjust the employee’s working conditions or working hours, find alternative work for them, or suspend them from work on paid leave until they are no longer at risk.

The risk assessment should be regularly reviewed at different stages of a pregnancy and as circumstances change, even if no risks were initially identified. The risk of damage to the baby may rise at different stages of pregnancy, and the mother’s agility, co-ordination, speed and reach may change as the pregnancy progresses.

You must provide suitable rest areas for pregnant and breastfeeding mothers, and the HSE recommends that you provide a private, healthy and safe place for nursing mothers to express and store milk.

How can I get help?

If an employee has told you that they are a new or expectant mother and you want help reviewing your risk assessment, or advice on what adjustments you can make to protect them, we can help.

Call us on +44 (0)141 244 0181 or email

Beginner’s Guide to Risk Assessments

What do you need to do?

In the UK all companies are required by law to carry out a general risk assessment and to have a written copy of this if you have more than five employees. You then need to do specific risk assessments for vulnerable workers, like young people and new and expectant mothers.

The main element of the risk assessments is accurately identifying all of the potential hazards in your workplace and who is exposed to them. You then need to think about what controls you already have in place to limit the hazards your workers are exposed to and to reduce the level of risk as much as possible, as well as what further controls you need to implement in order to create a safe system of work.

Based on your risk assessments, you would then write method statements that break down any dangerous tasks that cannot be eliminated from your workplace into steps and outline the measures you will have in place, from training to PPE, to make each of these steps as safe as possible.

What are the difficulties involved with risk assessments?

The problem that many people have when writing a risk assessment is that it is subjective. While the HSE website offers guidance on writing a risk assessment, these can only be general guides based on certain industries rather than tailored advice based on your specific workplace, and what one person perceives as a risk may not be the same as another person. Somebody who has worked for 40 years in an industry, for example, would most likely identify different hazards to someone who is newer to that industry, and they would also probably rate the likelihood of a particular task resulting in an accident or injury differently. Also, the risk assessment must be redone annually or whenever there is a change in the workplace that results in new hazards, and a person’s perception of the dangers involved in certain tasks is not necessarily consistent from year to year.

While the law requires the risk assessment to be carried out by a competent person, and a company can give their workers training on the writing of risk assessments and method statements, this can’t remove the role that individual perception will play when a worker carries out these jobs. Also, the feedback we often receive from employees given the responsibility of doing the risk assessment for their company is that they feel they do not have enough knowledge and experience of health and safety to fulfil this role confidently.

Why use a health and safety consultant?

This subjectivity is one reason why many companies choose to use a health and safety consultancy service, like Amalgamate, to help them meet their legal requirements when it comes to the risk assessment. Amalgamate can be employed to give guidance to workers tasked with doing a risk assessment to make sure that they feel that they have access to the knowledge and support they need, or to do the risk assessment on a company’s behalf.

Our objectivity as a third party, as well as our proven track record and years of experience in the health and safety industry giving advice to companies from a range of different sectors mean that you can feel sure that no hazards will be forgotten or underestimated. You can also feel comfortable knowing that you have the proper methodologies in place to reduce the risk in your workplace to the lowest level possible, and that these will be reviewed and developed as your company evolves and grows.

If you have already done general and task-specific risk assessments but are worried that they may not be as comprehensive as they need to be, or your risk assessments need reviewed and you would like help and support in doing this, Amalgamate can do hazard identification exercises and hazardous operations reviews to make sure that all potential hazards have been considered and that adequate controls are in place at every step involved in carrying out dangerous tasks.

If you would like to know more or to find out how we can help you with your risk assessments, call us on +44 (0)141 244 0181 or email

Improving Productivity by Investing in Wellbeing

Productivity in the UK

ONS statistics in 2018 showed that ‘UK workers are taking the lowest number of sick-days on record’. At the same time the ONS estimated that labour productivity, the amount of output produced per hour worked or per worker, had ‘fallen by 0.4 per cent in the first three months of 2018’.

Up until 2008, productivity had been growing steadily at about 2 per cent per year, however, between 2008 and 2009, the time of the recession, productivity was in a downward trend. During the recession this was understandable due to employment rates falling and a higher proportion of workers taking part-time work. Since 2010, however, productivity in the UK and elsewhere in Europe has flat-lined despite the number of hours worked having risen.

Why is Productivity Not Improving?

While economists have tried to explain this ‘productivity puzzle’, no one has been able to explain it entirely. If employment rates and the number of hours worked have risen, the number of sick days taken by workers has fallen, and workers have access to an increasing amount of technology that is meant to improve efficiency, why is the level of productivity not rising?

While economists tend to focus on levels of investment and the amount of loans banks are offering to new businesses to try to explain this, there is of course an important human piece of this puzzle.

It’s estimated that if the recession hadn’t happened, productivity would be 16% higher, meaning that wages and living standards would also be higher than they are now. If people are working longer hours than they were during the recession yet not seeing an improvement in their living standards or a rise in their wages, it’s understandable that their efficiency would suffer.

It’s also understandable that people who are stressed will be less productive, and numerous studies in 2018 have shown that stress levels are alarmingly high. In one study of 2000 people done by Forth with Life, 85% said they experienced stress regularly and over a third said they felt stressed for at least one full day per week. Women reported feeling stressed on average three more days a month than men. The most common causes were work and money.

Stress not only affects productivity in the short term but has an increasingly negative effect. If stress is experienced over a long period of time it has a serious impact on both physical and mental health. When we feel stressed our body releases a hormone called cortisol. If this happens too often, our body stops being able to respond to stress and we start to feel fatigued. Heart problems, respiratory conditions, and digestive issues are aggravated, and muscles become tense, meaning that you are more likely to injure yourself when you engage in physical activities. Our immune systems are affected making it harder for us to fight off germs. Levels of anxiety and depression also rise.

The HSE estimated that in 2016/2017, 526,000 workers suffered from work-related stress, depression or anxiety and 12.5 million working days were lost. 40% of all work-related ill health cases were caused by stress, depression and anxiety.

The main work-related causes that people attributed their stress, depression or anxiety to were workload pressures, such as tight deadlines and too much responsibility, and insufficient managerial support.

Stress levels also seem to be being impacted by technology, the thing that is said to be improving efficiency. In a 2016 study of 1574 managers by CMI and the Work Psychology Group, 61% said mobile technology made it hard for them to switch off from work, with 54% saying they checked their emails outside work and 21% saying they check them all the time.

The Difference that Wellbeing Strategies Can Make

Studies into the links between wellbeing strategies and productivity have shown that they can make a big difference. In a survey carried out by the CIPD in 2018 of over 1000 HR professionals, over a third reported that the introduction of wellbeing strategies had resulted in a healthier and more inclusive work culture, while just under a third reported it had lowered their sickness absence rates. These figures were all higher in companies that had a standalone wellbeing strategy that supported a wider organisation strategy, where senior managers had wellbeing on their agenda and where line managers were trained in the importance of wellbeing.

An experiment by Bristol University into the effects of companies including exercise in the working day, which asked 200 people to rate their productivity and mood on one day when they had exercised and one that they hadn’t, showed that exercise helped participants to feel more productive, more efficient, calmer and happier. Exercise also helped people to concentrate and problem solve.

Whenever companies have invested in wellbeing the results have been striking. When the London School of Economics analysed data from the Royal Mail who invested £45 million in health and wellbeing they saw that it generated a £225 million return on investment between 2004 and 2007.

NHS Trusts that score highly in terms of health and wellbeing in staff surveys perform better financially, as well in terms of spending on agency staff, patient satisfaction, and show fewer cases of acute infections.

Since the British Heart Foundation created a team to develop and spread a wellbeing strategy that they called ‘Live Well. Work Well’ in 2015 they have seen staff engagement increase from 67% in 2016 to 70% in 2017. Staff absence amongst their retail employees dropped from an average of 7.3 days in 2016 to 5.3 days in 2017 and staff turnover dropped from 23.5% to 22%.

Overall jobs that are described as supported, secure, autonomous, which provide a good income, and allow a good work-life balance have been shown to result in better physical and mental health and less absenteeism.

It’s obvious then that looking after your employees, supporting them and helping them to avoid stress and feel engaged, has an important role to play in improving productivity, as well as improving employee loyalty and overall happiness. In fact, Dame Carol Black, an expert in work and health, argues that psychological wellbeing can produce as much as a 25% increase in productivity in workplaces.

Making Sure Your Wellbeing Strategies Are Effective

Businesses are realising the central role employee wellbeing plays in productivity, with nearly three quarters of company bosses and senior managers now claiming that they have a wellbeing programme in place. These most commonly include flexible working, home working, cycle-to-work schemes, cancer screening, health assessments and manager training.

Despite this, 60% of companies report that their employee wellbeing is moderate to very low, suggesting that the wellbeing strategies companies are implementing may not be right for their business or their employees, or may not be being executed properly.

An effective wellbeing strategy is reliant on a fundamental understanding of the wellness challenges in your workplace, the wants and needs of your employees, and a holistic approach that goes beyond simply offering benefits. It doesn’t necessarily need to be costly, but it does need to be tailored to your organisation.

How Can We Help You?

Amalgamate can help you to make sure that whatever wellbeing strategy you put in place, it is the right one for you.

We start by doing a gap analysis exercise in which we look at what you have in place already and to what extent it’s working. We survey managers and employees to get a comprehensive understanding of the way people at different levels of the organisation view the company’s wellbeing support and to build employee engagement.

We then work with you to set your wellbeing goals and build your bespoke Health and Wellbeing Policy, suggesting strategies that you could employ. This could include anything from health promotion campaigns, company flu vaccinations, DSE assessments and staff training on topics such as stress management, to how to implement remote working and encourage exercise and healthy eating in the workplace.

If you like what you hear and would like to know more about how we can help you, give us a call on +44 (0)141 244 0181 or email

Office Administrator Role Available

We’re on the hunt for a part-time Office Administrator to join the team at our Glasgow office. We’re looking for an intelligent and self‐motivated person who can support our consultants in providing excellent service to our clients.

We’re a small team, which means that you can get involved in lots of different aspects of the business, and also that your voice is heard. We welcome contributions from all members of the team, in a way that you don’t often see in larger companies.

This is a part time position of 20 hours per week, with flexibility as to how your hours are arranged.  The role will include:

  • General book-keeping, invoicing clients, and dealing with debtors. Booking transport and accommodation for consultants’ travel; ordering office supplies.
  • Communicating with clients, allocating tasks to consultants, scheduling appointments, and case monitoring.
  • Proof-reading and formatting of documentation to ensure it is clear, technically accurate and easily understandable.
  • Managing consultant contracts and renewals, maintenance of up to date CVs and records of training/qualifications.
  • Providing general ad-hoc administrative support, e.g. dealing with incoming phone calls and emails, scheduling of appointments, updating and maintaining records on our CRM system. 

It is essential that candidates:

  • Have excellent English communication and proof-reading skills, and maintain high levels of accuracy and attention to detail in their written work;
  • Have good IT skills. Competence with Sage accounting software would be particularly useful. Familiarity with Apple software including Pages and Numbers, as well as Microsoft Word and Adobe Acrobat would be beneficial; 
  • Are able to organise their work‐load effectively, completing tasks to strict client-led deadlines.

Guidance and training will be provided, but prior knowledge/experience of Health and Safety would be beneficial.

Our Equal Opportunities Policy affirms our belief that no-one should be discriminated against on the basis of their race, sexuality, gender identity, age, parental status, disability, or other characteristic. We’re committed to Fair Working Practices – we always pay above the Living Wage, and offer a flexible working environment.

If you believe that you have the necessary skills, aptitude, and attitude, please send a CV and covering letter with the subject heading ‘Office Administrator’ to by the 12th of October. We look forward to hearing from you!

Beginner’s Guide to Controlling Legionella

What is Legionella?

Legionella is a type of bacteria frequently found in natural water systems like rivers and ponds, but usually in low enough numbers that they rarely cause problems to humans. But in purpose-built water systems, conditions can mean that the bacteria multiply, becoming a cause of illness. This can include the obvious industrial type of facility like cooling towers, but anywhere that water is stored can be a problem.

What are the risks?

Legionella bacteria cause what is called Legionellosis, a collective name given to several pneumonia-like illnesses. The most serious of these, Legionnaires Disease, is fatal in approximately 10% of cases. But even the lesser related infections, like Pontiac Fever and Lochgoilhead Fever are unpleasant diseases that cause flu-like symptoms and are best avoided.

Legionnaires’ disease is normally contracted by inhaling small droplets of water, suspended in the air, containing the bacteria. Everyone is susceptible but people over 45 years old, people who are heavy smokers or drinkers, people who are suffering from chronic respiratory disease of kidney disease, and people with an impaired immune system are more high risk.

Who needs to think about controlling Legionella?

If you are an employer, or someone who is the owner or lease holder of a building, then you need to think about controlling Legionella. Properties that have swimming pools, hot tubs, evaporative condensers, refrigerated cabinets, or even just standard hot and cold water systems can see outbreaks of legionella-related illnesses.

Controlling Legionella

The guidelines for legionella control are included in the ACoP L8 – The Control of Legionella Bacteria in Water Systems. According to the guidelines:

  • A risk assessment must be carried out by a competent person to identify all potential sources of Legionella
  • A Legionella prevention and treatment scheme must be written
  • A member of staff must be appointed to be responsible for implementing and managing this scheme
  • All relevant records must be kept
  • The risk assessment must be reviewed regularly, especially if there is any reason to believe that the original risk assessment might no longer be relevant. Management and communication procedures should also be reviewed regularly.

The Legionella Risk Assessment should examine the system as a whole and the environment of the system. It needs to consider things like:

  • The source of the water in the system
  • Possible sources of contamination of the supply water in the premises before it reaches the swimming pool, hot tub, or water system that may present a risk of exposure to Legionella bacteria
  • Any means of disinfection in use
  • Current control measures including monitoring regimes.

What are the results of failing to control Legionella?

If businesses are found to have failed to comply with guidelines resulting in someone contracting Legionnaries’ disease or a Legionella-related infection, they can be found negligent and prosecuted for breaches of the Health and Safety at Work Act.

In 2016 G4S was given a £1.8m fine after an employee at one of the firm’s sites contracted Legionnaires’ disease in 2013. While environmental health officers could not establish whether the worker’s disease was caused by legionella bacteria at the site, they found that serious risks with the building’s hot and cold water system had been uncovered in a risk assessment but not addressed.

After an outbreak of Legionnaires’ diseases in 2002 caused by Legionella in the air-conditioning system, which killed 7 people and affected 180 others, Barrow Borough Council and their design services manager, Gillian Beckingham, were charged with manslaughter. They were acquitted in 2006 but the council was fined £125,000 and Ms Beckingham was fined £15,000.

Getting Help

To reduce the risk of Legionella-related illness occurring on your premises, Amalgamate can act as your competent person and provide a Legionella Risk Assessment and Control Scheme. This will not only inform you about the risks at your business, but also give you clear, easy-to-follow guidance on what steps to take to minimise them.

To find out more about Legionella, or get advice on risk assessments and surveys, call us on 0141 244 0181 or email

Beginner’s Guide to DSE Assessments

Why are DSE Assessments so important?

These days, most of us spend a huge amount of time working on a computer, on our tablets or our phones. In fact there are many workers who use computers and display screen equipment (DSE) for the entirety of their working day. So it’s important to ensure that we’re working in a way that isn’t doing harm to our health and wellbeing.

Poor chair adjustment and seated posture can cause pressure on intervertebral discs, as well as strain on back, shoulder, neck, and upper and lower leg muscles. It can also have a detrimental effect on the digestive and respiratory organs, and on circulation.

If you’re an employer, you should be aware that musculo-skeletal problems are the leading cause of sickness absence, and neck or back pain due to poor desk set-up is a huge contributing factor. It is now estimated that over 80% of the adult population will experience back pain at some point in their working lives.

Employers have a legal and ethical duty to ensure the safety and well-being of their employees. A DSE Assessment can help to prevent injuries and strain from occurring, saving your business both sickness absence days and money, and protecting your staff at the same time. It’s worth remembering that the most valuable asset of a business is your employees!

What does a DSE Assessment Involve?

When setting up a workspace there are a number of elements that have to be taken into account, including the person involved, the desk, chair, and the computer equipment itself, whether that is a desktop or laptop model.

We consider the:

  • Work equipment: display screen, keyboard, seating
  • Work environment: space, lighting, noise
  • Interface between user and equipment – software selection and adaptation to user

At Amalgamate, DSE assessments can be done in two ways. Either we can visit your work premises, and help staff to optimise their work environment, talking them through instructions for adjustable chairs and desks, and checking their sitting position etc; or we can do them over the phone, or by video call with staff at their desk. Either way, you get the reassurance that by being pro-active in addressing DSE, you’re reducing the likelihood of injury or strain occurring.

Getting help with DSE Assessments

To find out how we can help your company with your DSE assessments call us on 0141 244 0181 or email

Some useful links:

Fit for Work – offers free, confidential and impartial work-related health advice to employers and employees with the aim of helping employed people who are off sick for four weeks or more return to work.

Healthy Working Lives – this free advice line in Scotland helps you to quickly and effectively address the issue of employee health, minimise the impact of staff illness, and provide essential support to staff with physical or mental health issues.