Health and safety policy

The overall goal of the health and safety efforts at Sharp Recruitment & Consultant is to promote health factors and, through preventive work, identify and address risks to prevent work-related injuries such as accidents and illnesses. This work encompasses the physical, organizational, and social work environments. In addition to the legal requirements set out in the Work Environment Act and the Swedish Work Environment Authority’s regulations, we strive for a pleasant and welcoming work environment that inspires good collaboration, high efficiency, and quality in our work, and enables development for everyone. We believe that development fosters engagement.

For us, a good work environment means:

• we continuously provide all leaders with training in leadership and work environment
• there are orientation plans for new employees
• we prevent and clearly distance ourselves from all types of abusive treatment and discrimination
• we conduct active and goal-oriented work to promote diversity and equality
• through goal-setting and development discussions, we set objectives and clarify expectations
• all employees have access to the same information
• Business review meetings are held monthly and are accessible to all employees
• an appropriate allocation of work environment responsibilities is made and documented
• safety inspections are conducted regularly
• risk analyses are conducted and documented
• we have clear procedures for crisis management
• we document and investigate all cases of ill health, accidents, incidents, and near misses
• there is access to healthcare and established procedures for rehabilitation
• having fun at work

Our health and safety work should be an integral part of the organization by implementing established routines to continuously investigate, assess risks, take action, and follow up, ensuring that the work environment efforts remain active and relevant. This work should be carried out in collaboration with the employees.

The foundations of our systematic work environment management are:

• a natural part of daily operations
• regular safety inspections to examine the physical work environment
• regular development discussions, employee surveys, and check-in meetings held every week or every other week to examine the organizational and social aspects.

Risk assessments and action plans must be documented and followed up.

According to the Work Environment Act, safety representatives must be appointed at all workplaces with at least 5 employees. The safety representative represents the employees in work environment matters and should work to promote a good work environment. The employer is responsible for ensuring that the safety representatives receive the necessary training.

Good leadership is a prerequisite for a healthy work environment, and we continuously invest in competence development for our leaders. At Sharp Recruitment & Consultants, work environment responsibilities are appropriately allocated to managers within the organization. Managers should have the competence, resources, and authority required to handle work environment tasks. If competence or mandate is lacking for any task, this task can and should be formally returned in writing to the immediate supervisor.

The employer bears the ultimate responsibility for a well-functioning work environment, but all employees have their own responsibility to actively participate in the work environment efforts. Employees should follow regulations and internal rules, notice and report any deficiencies in the work environment to management. A good colleague shows care, offers support, or seeks help for a coworker who is feeling unwell.

• Work Environment Regulation (1977:1166)
• Work Environment Act (1977:1160)
• Systematic Work Environment Management (AFS 2001:1)
• Organizational and Social Work Environment (AFS 2015:4)