Understanding Lone Working

Lone Working by Definition – Staying Safe While Working Solo

Working alone might sound peaceful, no distractions, no office noise, and full control over your day. But it also comes with its own set of challenges. Whether you’re out on the road, visiting clients, or working from home, being a lone worker means you don’t always have someone nearby if things go wrong. That’s why understanding the risks, and how to manage them is so important.

What’s covered in our guide?

• • Common examples of lone worker situations
  • What does the law say?
  • As an employer, what do I need to do?
  • As an employee, what do I need to do?
  • Common risks

So, What Exactly Is Lone Working?

In simple terms, lone working is when someone works by themselves without close or direct supervision. You’re not necessarily completely isolated, but you are on your own in the sense that immediate help isn’t always available.

A Few Common Examples of Lone Worker Scenarios

You might be surprised how many roles involve lone working. For example:

• A delivery driver making drops across the city
• A care worker visiting people in their homes
• A cleaner working after office hours
• A security guard on a night shift
• Even someone working from home full-time

Lone working happens across all kinds of industries; it’s not limited to high-risk jobs.

What Does the Law Say About Lone Working?

In the UK, there isn’t one specific “lone working law,” but that doesn’t mean it’s not regulated. Employers still have clear responsibilities under general health and safety legislation, including:

• The Health and Safety at Work etc. Act 1974
• The Management of Health and Safety at Work Regulations 1999
• The Workplace (Health, Safety and Welfare) Regulations 1992

These laws basically say, employers must do everything reasonably possible to keep their employees safe, even when they’re working alone.

So as an Employer, What Do I need to Do?

If you employ lone workers, you can’t just send them off and hope for the best. Employers need to actively think about safety. That includes:

• Carrying out risk assessments to spot potential dangers
• Putting clear safety procedures in place
• Making sure workers are properly trained
• Providing ways to stay in touch (like phones or lone worker apps)
• Setting up emergency plans
• Regularly checking in on workers

It’s also worth asking: should this task even be done alone? Sometimes, the safest option is not to lone work at all.

Two Lone Working Examples for Consideration

Scenario 1: Employees Carrying Out Home Visits

When your employee is carrying out home visits, you’re right to focus on control measures, this is one of the higher-risk types of lone working because the environment is unpredictable. You can’t control someone else’s home, but you can control how your employee prepares, communicates, and responds.

Here’s how to approach it in a practical, real-world way:

Before the Visit: Plan and Assess

Start with gathering as much information as possible:

• Risk Assessments: Check if the client or location has any known risks (history of aggression, unsafe area, pets, substance misuse, etc.)
• Pre-Visit Information: Make sure your employee knows who they’re visiting, the purpose of the visit, and any flagged concerns
• Scheduling: Avoid late-night visits where possible, especially in higher-risk areas
• Buddy Awareness: Someone in the office should always know where the employee is going and when they’re expected to finish

If something feels off beforehand, don’t ignore it, consider whether the visit should be done by two people instead.

During the Visit – Stay Connected and Aware

Once your employee is on the visit, communication and awareness are key:

• Check-in System: Set up a simple process (e.g., call, app, or message) to confirm arrival and departure
• Lone Worker Devices/Apps: Provide tools with GPS tracking and emergency alert functions
• Mobile Phones: Keep phones charged and accessible
• Situational Awareness: Encourage employees to trust their instincts, if something doesn’t feel right, they should leave

Also, advise practical habits like positioning themselves near exits and avoiding entering if they feel unsafe.

Consider Personal Safety Measures

These are about reducing the chance of harm during the visit:

• Conflict Management Training: Helps employees de-escalate tense situations
• Clear Boundaries: Staff should know they can refuse to enter or leave a property if they feel at risk
• ID and Professionalism: Clear identification can help build trust and reduce tension
• Avoid Carrying Valuables that could make them a target

For higher-risk roles, you might also consider personal alarms.

Consider Emergency Preparedness

Things don’t always go to plan, so preparation matters:

• Emergency Procedures: Employees should know exactly what to do if something goes wrong
• Duress Systems: Panic buttons or coded messages can discreetly signal distress
• Escalation Process: If a check-in is missed, there should be a clear, immediate follow-up action

Don’t leave this vague, employees should feel confident about what happens in a worst-case scenario.

After the Visit: Review and Report

Safety doesn’t stop when the visit ends.

• Check-out System: Confirm the employee has safely left the visit
• Incident Reporting: Encourage reporting of anything unusual, even if it seems minor
• Update Risk Records: If new risks are identified, make sure they’re logged for future visits

This helps build a clearer picture over time and protects other staff too.

Supporting Your Employee

Don’t overlook the human side of lone working.

• Regular Check-Ins (not just safety-related): Make sure they feel supported, not isolated
• Mental Health Support: Home visits, especially in challenging environments, can be emotionally demanding
• Ongoing Training: Keep skills fresh and relevant

Considerations

For home visits, the most effective control measures come down to three things that are good information, strong communication, and empowering your employee to make safe decisions.

Scenario 2: Employees Working at Home

Home working might feel low risk compared to site work or home visits, but it still needs proper control measures. The risks are just different, more around ergonomics, wellbeing, and communication than physical danger.

Here’s how to manage it in a sensible, practical way:

Set Up a Safe Work Environment

Even at home, the workspace should be safe and suitable:

• Carryout a Home Working Risk Assessment: Take in to consideration the risks posed in each instance of home working as these may be different, and develop suitable control measures accordingly
• Display Screen Equipment (DSE) Assessment: Make sure your employee has a proper setup (chair, desk, screen height, lighting)
• Ergonomic Support: Provide guidance or equipment like adjustable chairs, laptop stands, or external keyboards
• Workstation Positioning: Encourage working at a desk rather than a sofa or bed
• Electrical Safety: Ensure work equipment is safe, not overloaded, used correctly and PAT (Portable Appliance Tested)

A poor setup might not seem serious at first, but over time it can lead to strain injuries and discomfort.

Maintain Communication and Supervision

One of the biggest risks of home working is isolation or lack of support:

• Regular Check-Ins: Daily or weekly calls to stay connected
• Clear Availability Expectations: So employees know when they should be reachable
• Team Interaction: Encourage virtual meetings to avoid isolation
• Escalation Routes: Make sure they know who to contact if they need help

The goal is to keep them connected without micromanaging.

Manage Working Hours and Boundaries

Working from home can blur the line between work and personal life:

• Clear Working Hours: Agree on start/finish times
• Breaks: Encourage regular breaks away from the screen
• Workload Management: Avoid excessive hours or unrealistic expectations
• Right to Disconnect: Employees shouldn’t feel pressure to be “always on”

This helps prevent burnout and fatigue.

Support Mental Health and Wellbeing

This is a big one for home workers:

• Regular Wellbeing Conversations (not just task-focused check-ins)
• Access To Support Services like Employee Assistance Programmes (EAPs)
• Encourage Routine: Getting dressed, taking breaks, and maintaining structure
• Promote Social Interaction: Even informal virtual chats can help

Loneliness and stress can build up quietly if not addressed.

Provide the Right Equipment

Employees need the right tools to do their job safely and effectively:

• Work Equipment: Laptop, monitor, keyboard, headset
• Secure Systems: VPNs or secure access to protect data
• Reliable Internet Access (or support if needed)

Don’t assume employees will “make do” with inadequate setups.

Ensure Data and Information Security

Home environments can introduce data protection risks:

• Clear Data Handling Policies
• Secure Storage of Documents and Devices
• Use of Strong Passwords and Secure Networks
• Training on Cyber Security Awareness

This is especially important if sensitive information is involved.

Emergency and Safeguarding Considerations

Even at home, basic safety planning is important:

• Emergency Contact Details: Keep these up to date
• Lone Working Awareness: Employees should check in if they’re working unusual hours
• Safeguarding (if relevant): For roles involving vulnerable people, ensure privacy and confidentiality during calls

Keep Risk Assessments Updated

Finally, don’t treat home working as a “set and forget” situation:

• Review assessments regularly
• Encourage employees to report issues (e.g., discomfort, stress, equipment problems)
• Adjust controls as needed

In Short

For home working, the key control measures focus on comfort, communication, and wellbeing rather than physical hazards. A good setup, clear expectations, and regular human contact go a long way in keeping employees safe, healthy, and productive.

So As an Employee, What Do I Have to Do?

Lone workers have responsibilities too. Staying safe is a shared effort. Employees should:

• Read, understand and adhere to the control measures in the Lone Working Risk Assessment
• Follow the safety procedures
• Use any equipment properly
• Keep in touch as required
• Speak up if something feels unsafe
• Report incidents or near misses

A bit of awareness and communication can go a long way in preventing problems.

What Are the Common Risks of Lone Working?

Working alone isn’t automatically dangerous, but it does increase certain risks, like:

• Injuries where no one is around to help
• Dealing with aggressive or unpredictable people
• Sudden illness or medical emergencies
• Feeling isolated or stressed
• Working in unfamiliar or hazardous environments

The key issue is that help might not be immediately available when it’s needed.

Recap: How Can These Risks Be Managed?

The good news is that there are plenty of practical ways to make lone working safer:

• Regular Risk Assessments to keep things up to date
• Lone Worker Devices or Apps with GPS and emergency alerts
• Scheduled Check-Ins Or “Buddy Systems”
• Training In First Aid and Handling Difficult Situations
• Clear Communication Channels
• Smarter Scheduling to avoid high-risk situations
• Access To Mental Health and Wellbeing Support

These aren’t just “nice to have”—they’re essential for keeping people safe and confident in their roles.

Final Thoughts on Lone Working

Lone working is a normal part of modern work life, but it shouldn’t mean facing risks alone. With the right planning, clear communication, and shared responsibility, it can be done safely and effectively. Employers need to put the right systems in place, and employees need to stay aware and engaged.

At the end of the day, it’s simple: being alone at work shouldn’t mean being unsupported.

Looking For Support with Your Lone Working Requirements?

Protecting your employees is a legal requirement. At Watson and Watson Health and Safety Consultants, we provide assistance to keep your people and business safe. For more information and assistance, please call our expert team on 01623 753 654 or contact us via the online form.