Lone Working Policy UK: Employer Duties & Risks
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Part ofUK Employment Law Guide for Employers (2025)
Work patterns have shifted substantially over the past decade. Engineers visit sites on their own, care workers drive between appointments, shop staff open up before colleagues arrive, and plenty of office workers now spend half their week at the kitchen table.
All of these people are, at various points, lone workers. They do not stop being employees just because no one else is in the room, and their employers do not stop owing them a duty of care. A Lone Working Policy is the document that turns that duty into something practical: a set of rules, checks and expectations that everyone can follow.
This guide walks through what a policy should cover, why it matters in UK law, and how to make sure yours actually works when someone needs it to.
What this document is
A Lone Working Policy is an internal document that explains how an organisation protects staff who work without close or direct supervision. That includes people who work from home, drive between clients, cover late shifts, staff reception desks alone, or travel to unfamiliar sites.
The policy usually sets out who counts as a lone worker in the business, what tasks they are and are not permitted to carry out on their own, how risks are assessed, and what procedures staff follow for checking in, raising concerns, or calling for help in an emergency. It sits alongside the wider health and safety policy rather than replacing it.
A good policy is specific to the actual work being done: a policy written for a charity's outreach team will look very different from one written for a construction firm or a late-night convenience store. The goal is not paperwork for its own sake, but a clear, shared understanding of how to keep people safe when they are on their own.
How to use this document
- Identify who your lone workers actually are. Start by listing every role or situation in the business where someone works without direct supervision. This is often broader than managers expect. Include homeworkers, drivers, cleaners working out of hours, maintenance staff, sales reps, and anyone opening or closing premises alone.
- Carry out a proper risk assessment. Under the Management of Health and Safety at Work Regulations 1999, employers must assess the risks employees face. For lone workers, consider physical hazards, violence and aggression from the public, medical emergencies with no one nearby, stress and isolation, and the specific environments people work in. Write it down.
- Decide what cannot be done alone. Some tasks should never be performed by a lone worker, such as work in confined spaces, electrical work on live systems, or visits to addresses flagged as high risk. The policy should name these clearly so there is no ambiguity when someone is planning their day.
- Put check-in and emergency procedures in place. Decide how lone workers will stay in contact, who they report to, how often, and what happens if a check-in is missed. This might involve phone calls, a buddy system, GPS apps, or dedicated lone worker devices. Test the process, do not just write it down.
- Train staff and review the policy regularly. Make sure every lone worker understands the policy, knows how to report concerns, and has received relevant training, for example in conflict de-escalation or first aid. Review the policy at least annually, and sooner if an incident occurs or the nature of the work changes.
Common questions
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Common questions
Q Is there a specific law on lone working in the UK?
There is no single piece of legislation that deals only with lone working. Instead, the general duties under the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999 apply. Employers must assess risks and take reasonable steps to protect lone workers in the same way they protect any other staff member.
Q Do I need a written policy if I only have one or two lone workers?
The law does not always require a written policy for very small employers, but it is usually sensible to have one anyway. A written document shows that risks have been considered, gives staff a clear procedure to follow, and provides evidence of your approach if something goes wrong. It does not have to be long to be useful.
Q Can employees refuse to work alone?
Employees can raise genuine health and safety concerns without fear of detriment, and that includes concerns about being asked to work alone in situations they consider unsafe. If a risk assessment shows a task cannot be performed safely by one person, the employer must change the arrangements rather than pressure the worker to continue.
Q Do homeworkers count as lone workers?
Yes. Someone working from home on their own is a lone worker for health and safety purposes. The risks are usually lower than for field-based roles, but employers should still consider things like workstation setup, stress, isolation, and how a homeworker would get help in a medical emergency during working hours.
Q What should lone workers carry or use for safety?
It depends on the role. Options include mobile phones with clear signal coverage, dedicated lone worker alarm devices, GPS tracking apps, regular scheduled check-ins, and personal attack alarms for staff who deal with the public. The right choice should come out of the risk assessment rather than a one-size-fits-all decision.
Q How often should a Lone Working Policy be reviewed?
A good benchmark is at least once a year. You should also review the policy sooner if there has been an incident or near-miss, if the nature of the work changes, if new technology becomes available, or if staff feedback suggests the current procedures are not working well in practice.
Q What happens if an employer fails to protect lone workers?
Failing to meet health and safety duties can lead to enforcement action by the Health and Safety Executive or local authority, including improvement notices, prohibition notices, and in serious cases prosecution. Employers may also face civil claims from employees who are injured, and reputational damage that can be hard to recover from.
If you're dealing with this kind of situation, speak to an experienced legal adviser who can walk you through it — from £89.
Sources
This guide is based on primary UK law and official guidance.
- LegislationHealth and Safety at Work etc. Act 1974legislation.gov.uk
- LegislationManagement of Health and Safety at Work Regulations 1999legislation.gov.uk
- Guidance · UK GovHSE: Managing Risks and Risk Assessment at Workhse.gov.uk
Legal helpline
Unsure if your lone working setup is safe enough?
Lone working sits in an awkward spot where general health and safety law applies but rarely gives you a clear checklist. An experienced legal adviser can help you think through your duties and procedures based on what you describe about your workforce and the tasks they carry out alone.
- A clear explanation of employer duties that apply to what you describe
- Practical perspective on the gaps in your current approach to lone working
- Plain-English answers to your specific questions about risk and responsibility
- Help thinking through what to include in your policy for your situation
Legal disclaimer
This article is for general information only. It is a tool to help you find your way — not legal advice, and not a substitute for speaking to a qualified adviser about your situation.