All companies in Denmark must prepare an APV, but what must this statutory document include, and what should you focus on during the assessment? Previously, we covered what an APV is and the minimum requirements. In this blog post, we delve into the specific risks that must be examined when preparing an APV.
Identify and assess the working environment
Whenever changes occur in your company’s operations, working methods, processes, etc., you must reassess the working environment. There are many ways to do this depending on what suits your business. For example, you can use questionnaires, hold meetings with management and employees, or conduct walk-throughs to observe and ask about changes.
It is important to address both the physical and psychological working environment. Some questions to consider include: do the changes involve heavy lifting? prolonged sitting? or do they result in increased workload and time pressure?
After assessing everything, you must evaluate whether there are conditions that could pose a workplace health and safety problem, meaning whether work-related factors could endanger employees' health and safety.
Special requirements for the APV
In certain areas, special requirements apply to the APV. This includes situations where there is a risk of biological hazards or potential for an explosive atmosphere. If your work involves hazardous chemicals, such as cleaning agents or construction dust, you must carry out a chemical risk assessment. Also, pay special attention to vulnerable employees, such as young workers or pregnant employees, for whom special rules apply. This might involve avoiding dangerous tasks or adapting work duties.
APV and workplace health and safety problems
A safe and healthy working environment can help prevent sickness absence among employees. Conversely, poor working conditions can lead to increased sickness.
Thus, it is important to assess whether there are working environment factors affecting sickness absence, such as poor posture, heavy workloads, unclear expectations, time pressure, or workplace accidents.
If you identify workplace environment issues that may contribute to sickness absence, these must be included when you risk assess and develop your action plan.
In the next blog post about APV, we will cover solutions, the action plan, and following up on the company’s workplace assessment. Follow our blog for the latest insights on this and other relevant topics.
We can help you all the way
As an Azets customer, your company can receive prompt advice regarding the statutory APV assessment and possibly a well-being survey. Our senior consultants are ready to assist you via "Ask the APV Expert". Once you are registered, you can call Azets’ senior consultants, who will quickly guide you with clear explanations. The team consists of experienced HR specialists with many years of experience in APV and well-being assessments. We can help you stay on top of all regulations and ensure you get the full benefit of the survey, supporting you with the necessary initiatives and resources.
FAQ about APV (Workplace assessment)
What is an APV?
What does APV mean?
Is an APV mandatory?
When is an APV required?
Who is responsible for completing an APV?
What must an APV include?
