“Safe System of Work” – “Safe Place of Work”

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This page last updated 5.5.26.

My wife Amy & I have created some new webpages for 2026 for you to look at:

• 20 Hot Tips on how to write a grievance letter.
• Free grievance letter example for ‘work-related stress, bullying, harassment and discrimination’.
• What not to say in a grievance meeting.
• How to win a grievance appeal.
• How to fight and beat a Performance Improvement Plan.
• Covert recordings.
• Pregnancy & Maternity Discrimination.
• Whistleblowing

Your Health & Safety at Work:

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Your employer is statutory bound to provide its employees’ with [a safe system of work] and [a safe place of work]. Should an employee hold a [belief] that there exists a “risk of harm” [danger] to his/her health or safety, the employee is completely within their legal right to remove themselves from their place of work, with immediate effect. The employee does not have to have factual evidence that a palpable “risk of harm” actually exists – only a “reasonable belief”. This is significant, as in our own case, we ‘removed’ ourselves from the working environment due to workplace “dangers” – [workplace harassment and workplace stress being injurious to our health].

A workplace “danger” could constitute a “risk of harm” should it in any way affect an employee’s “safety” and or be “prejudicial” to an employee’s “health”. I have enclosed the following sentence from The European Commissions Code Of Practice on Sex Harassment 1991, which drives home this point.

“Sexual harassment pollutes the working environment and can have a ‘devastating effect’ upon the ‘health’, confidence, morale and performance of those affected by it. The anxiety and stress produced by sexual harassment commonly leads to those subjected to it taking time off work due to sickness, being less efficient at work, or leaving their job to seek work elsewhere.”

Webmaster’s thought: If using this example in cases of harassment, you would need to establish to the Employment Tribunal, that a “risk of harm” potentially existed, which either was “materially injurious” to your health, or was “prejudicial to your health” had you not removed yourself from the working environment. Therefore, I would suggest that PRIOR to lodging a letter of grievance with your employer, you consult your doctor and state on the record that the “unwanted conduct” by your workplace colleague/s is “prejudicial to your health”. I would also make sure that it is imputed on your medical records, that “stress” causedby the ‘unwanted conduct’ [harassment] is a “trigger” for either your (i) panic attacks, (ii) bouts of fainting, (iii) migranes, (iv) anxiety, (v) asthma attacks, (vi) depression – anything which amounts to a ‘risk of harm’ to your health’.

See: Whistle-blowing.

See: Work-Related Stress

Sam Stone and his wife Amy are employment consultants with 26 years combined experience. Over the last decade Sam and Amy have helped thousands of clients with employment disputes. Sam and Amy can assist you in obviating the common mistakes, which they often see employees make when writing a letter of grievance. You only get one chance to get your letter of grievance right, so make sure you do just that! Sam and Amy can have a telephone consultation with you or write you a custom letter of grievance if:

• You need to raise a grievance letter for bullying and harassment at work.
• You need to raise a grievance letter due to a toxic working environment.
• You need to raise a grievance letter against a coworker.
• You need a constructive unfair dismissal grievance letter.
• You are suffering from work-related stress.
• You want to know stress at work employee rights UK.
• You want to raise a grievance for work-related stress.
• You are being subjected to an unfair sickness absence procedure.
• You need to know your rights about attending sickness absence meetings.
• You want to know your employee rights occupational health report.
• You want to know what not to say to occupational health UK.
• You need to know how to write a resignation letter to your workplace.
• You have been subjected to bullying and harassment at work and want to raise a grievance at work.
• You have been subjected to unfair treatment at work and want to submit a complaint letter.
• You have been subjected to discrimination at work and want to submit a complaint letter.
• You have been put on a capability or performance improvement plan and want to know how to beat it.
• You want to know how to beat a disciplinary hearing.
• You want to know how to beat an unfair disciplinary workplace investigation.
• You are being investigated at work and want to know your employment rights UK.
• You have been suspended from work and want to know your employment rights UK.
• You need to blow the whistle to your employer UK.
• You have been put on an unfair disciplinary.
• You have been unfairly dismissed and want to know your employment rights UK.
• You are being subjected to victimisation at work UK.
• You need to appeal a grievance outcome.
• You need to appeal a disciplinary outcome.
• You need to appeal a capability outcome.
• You need to appeal a performance improvement plan outcome.
• You want to know your employee rights UK for a performance improvement plan (PIP).
• You need help with a pay related matter.
• You are being performance managed / micromanaged and need to know how to get out of it.
• You are being subjected to workplace mobbing and want to raise a grievance at work.
• You have been asked to attend a workplace investigation and want to know your employee rights UK.
• You need to know your employee rights reasonable adjustments equality act 2010.
• You need a grievance letter example template for pregnancy and maternity discrimination
• You need a letter of grievance for sexual harassment in the workplace.
• You are being subjected to discrimination because of pregnancy or maternity.
• You need help identifying reasonable adjustments for disability discrimination.

Visit our testimonials page.

Reach out to Sam & Amy at: myrightsuk@protonmail.com or call during working hours 9-5 on 07775943414.

Sam and Amy charge £35 for an initial telephone consultation up to one hour, and £50 an hour thereafter.