Table Of ContentEmployee Rights and Responsibilities
Workbook for Pharmacy Services
Apprentices
Version A02
Skills for Health is the employer-led authority on workforce skills in the health sector. We work with employers
throughout the UK to develop a skilled, flexible and productive workforce to improve the quality of health
and healthcare. Skills for Health does this in two ways: firstly, by offering employers and the workforce tested
solutions and tools that deliver tangible benefits and secondly by being the authoritative voice on skills issues in
the sector.
www.skillsforhealth.org.uk
This Employee Rights and Responsibilities workbook has been adapted for use in the Pharmacy Services Sector
from the Health and Social Care Employee Rights and Responsibilities Workbook developed by the Care Council
for Wales. Skills for Health and the Pharmacy Services sector would like to thank the Care Council for Wales for their
permission to adapt the workbook for use in Pharmacy Services.
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Contents
Introducing the Employee Rights and Responsibilities 4
Workbook
Learning Outcome 1: Laws that protect you at work 6
Learning Outcome 2: Know about the Terms and Conditions of your Employment 16
Learning Outcome 3: Procedures and Documentation – Putting the law into practice 25
Learning Outcome 4: Getting Information and Advice About your Rights and Responsibilities 39
Learning Outcome 5: Understanding your Job Role and Profession 43
Learning Outcome 6: Careers in Pharmacy Services 48
Learning Outcome 7: Organisations that represent the Pharmacy Sector 52
Learning Outcome 8: The Sector’s Standards for Pharmacy Professionals 56
Learning Outcome 9: Issues of Public Concern and how they affect Pharmacy Services 59
Evidence Form for Pharmacy Services Employment Rights and Responsibilities 61
Employee Rights and Responsibilities Workbook for Pharmacy Services Apprentices 3
Introducing the Employee Rights and
Responsibilities Workbook for Pharmacy
Services
Welcome to the Apprentice’s Employment Rights and Responsibilities
(ERR) Workbook for Pharmacy Services. This workbook forms part of your
Apprenticeship; it covers important aspects of your work, and helps you
understand your most important rights and responsibilities as a person
employed in Pharmacy Services.
The purpose of ERR To achieve the ERR national outcomes the apprentice must
demonstrate that he/she:
There are many laws that protect us at work and
ensure that we are treated fairly by an employer.
1. knows and understands the range of employer and
employee statutory rights and responsibilities under
At the same time, everyone who works has to ensure that Employment Law. This should cover the apprentice’s
they behave appropriately in work, looking out for their rights and responsibilities under the Employment
own and other people’s safety, and are reliable and Rights Act 1996, Equality Act 2010 and Health &
trustworthy. This also extends to behaviours and Safety legislation, together with the responsibilities
actions outside the workplace that relate to anything which and duties of employers;
may bring in question your fitness to practise (both now
as a trainee, and in the future as a registered
2. knows and understands the procedures and
practitioner). You should not do anything, both inside and
documentation in their organisation which recognise and
outside of work, which would damage the reputation of
protect their relationship with their employer. Health &
the Pharmacy profession as a whole.
Safety and Equality & Diversity training must be an
integral part of the apprentice’s learning
Because this is so important, all Apprentices, whatever job programme;
they are doing, have an element of Employee Rights
and Responsibilities (ERR) study during their
3. knows and understands the range of sources of
Apprenticeship.
information and advice available to them on their
employment rights and responsibilities. Details of
The regulations that cover Apprenticeships in England and Access to Work and Additional Learning Support must
Wales set down the learning the Apprentices be included in the programme;
must achieve in relation to ERR. These are:
4. understands the role played by their occupation/
profession within their organisation and industry;
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5. has an informed view of the types of career You will also find information and advice on further
pathways that are open to them; information, on reading for you to do using the internet.
6. knows the types of regulatory and representative When you have completed all the learning outcomes your
bodies and understands their relevance to their assessor will sign the Evidence Record Form at the end of
skill, trade or occupation, and their main roles and your workbook. This is proof that you have completed
responsibilities; the programme to the required standards. The
completed form will then be used as evidence of
7. knows where and how to get information and advice completion of ERR. It will be used along with your other
on their industry, occupation, training and career; qualification certificates and declaration form when your
Apprenticeship certificate is claimed at the end of your
Apprenticeship.
8. can describe and work within their organisation’s
standards of conduct and codes of practice;
9. recognises and can form a view on issues of public
concern that affect their organisation and industry.
How you can complete the ERR
Programme
The ERR programme in this workbook is organised
under nine learning outcomes and is part of your off-the-
job hours. You need to cover each of these
outcomes in order to complete the Programme.
Your assessor may ask you to complete the learning
outcomes in one of the following ways:
a. By using the materials and guidance in this
workbook;
b. By using materials that they provide;
c. Covering the outcomes in other ways through work that
you do towards completing the qualifications in your
Apprenticeship.
There are a number of activities for you to complete to
show that you have understood the programme and these
are marked clearly.
Employee Rights and Responsibilities Workbook for Pharmacy Services Apprentices 5
Learning Outcome 1
Laws that protect you at work
Introduction
There are a number of laws and regulations which have been written to
protect you at work; they also protect your colleagues, the people you work
with, including vulnerable adults and children and their parents or carers.
As is usually the case, with rights go responsibilities; so these laws also
tell you what you are expected to do and how you should behave at work.
The most important of these laws are described Getting hurt at work or becoming ill through work
below under four main headings: shouldn’t happen but the reality is that around
156,000 injuries are reported each year and an
estimated 2.3 million people have ill health caused or
1. Workplace Regulations: laws that keep everyone
made worse by their work. The following legislation
safe; keep information confidential; reduce hazards
has been developed to protect you and other
and manage risks.
people at work.
2. Employment Conditions: outlines the duties,
rights and responsibilities of employers and
As an employee you must:
employees.
3. Equal and Fair Treatment: ensuring that people
a. Be aware of key legislation relating to health and
have equal access to opportunities and that the
safety in
diversity of the workforce is valued.
• your work setting(s) and understand the
4. Working with Children and Vulnerable People:
responsibilities of yourself
additional requirements that result from work
• your employer;
undertaken with vulnerable people including children
and their families.
b. Understand your organisation’s policies and
procedures in relation to health and safety in your work
1.1 Workplace regulations
setting(s);
1.1.1 Health and safety
c. Know how to apply your organisation’s policies and
The Health and Safety Executive (http://www.hse. procedures in relation to health and safety in your work
gov.uk/index.htm) is a government body that covers setting(s);
a varied range of activities related to workplace safety
and regulation; from shaping and reviewing regulations, d. Know what you are not allowed to do at this stage of
producing research and statistics and enforcing the law. your training in relation to health and safety in your work
setting(s).
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1.1.2 Employee rights regarding health d. To take action to reduce infections according to
your company’s infection control policies;
and safety
e. To report any infections you suffer that may
Employers have legal obligations to ensure a safe and
adversely affect other people;
healthy workplace. As an employee, you have rights, and
f. To inform your employer of any personal allergies;
you have responsibilities for your own wellbeing and that
g. To take reasonable care not to put other people i.e.
of your colleagues. Your rights as an employee, to work in a
fellow employees and members of the public – at
safe and healthy environment, are given to you by law
risk by what you do or don’t do in the course of your
and generally can’t be changed or removed by your
work;
employer.
h. To co-operate with your employer, making sure you get
proper training and you understand and follow the
a. The most important rights are: company’s health and safety policies;
b. As far as possible, to have any risks to your health i. Not to interfere with or misuse anything that has
and safety properly controlled; been provided for your health, safety or welfare;
c. To be provided free of charge with any personal j. To report any injuries, strains or illnesses you suffer
protective and safety equipment; as a result of doing your job;
d. To be provided with adequate training; k. To tell your employer if something happens that might
If you have reasonable concerns about your safety, affect your ability to work. Because your employer
to stop work and leave your work area, without being has a legal responsibility for your health and safety,
disciplined; they may need to suspend you while they found a
e. To tell your employer/supervisor about any health solution to the problem, but you will normally be
and safety concerns you have; paid if this happens;
f. To get in touch with the Health and Safety Executive l. If you drive or operate machinery, to tell your employer
or your local authority if your employer won’t listen if you take medication that makes you drowsy – they
to your concerns, without being disciplined; should temporarily move you to another job if they
g. To have rest breaks during the working day, to have have one for you to do.
time off from work during the working week, and to
have annual paid holiday.
1.2 The law: relevant legislation
1.1.3 Employee responsibility regarding 1.2.1 Health and Safety at Work Act (1974)
health and safety This is a key piece of health and safety law. Under this Act it
is your employer’s duty to make sure that you are protected
Your responsibilities are:
from any risks and dangers which could occur in your
a. To take reasonable care of your own health and
workplace. As an employee you must avoid taking any
safety;
unnecessary risks, must use any protective equipment or
b. To avoid wearing jewellery or loose clothing if
clothing that you are provided with and follow any training
operating machinery, moving and handling or if
or instructions you are given. All employers and self-
your employer requires it. Please note that in some
employed people have to do a careful examination of
areas of pharmacy the wearing of any kind of jewellery
what in their work could harm people, so that they can
or make-up is strictly prohibited;
weigh up whether they have taken enough precautions or
c. If you have long hair or wear a headscarf, make
should do more to prevent harm.
sure it’s tucked out of the way;
Employee Rights and Responsibilities Workbook for Pharmacy Services Apprentices 7
This is called a risk assessment. Incidents at work 1.2.3 Risk Assessment
involving death, serious injury and some diseases have
A risk assessment is an important step in protecting
to be reported to the Health and Safety Executive. All
workers and businesses, as well as complying with
establishments with five or more employees must have
the law. It helps employers focus on the risks that really
a Health and Safety Policy which is accessible to
matter in the workplace – the ones with the potential to
employees and must record risk assessments and
cause real harm. In many instances, straightforward
arrangements.
measures can readily control risks, for example ensuring
spillages are cleaned up promptly so people do not
If you are under 18, you have further protection
slip, or cupboard drawers are kept closed to ensure
through:
people do not trip. For most, that means simple, cheap
and effective measures to ensure your most valuable
1.2.2 The Health and Safety (Young asset – the workforce and anyone using the service –
is protected.
Persons) Regulations (March) 1997
These Regulations are based on the view that young
1.2.4 Control of Substances Hazardous to
workers are particularly at risk in the workplace for a variety
of reasons, such as: Health Regulations 2002 (COSHH)
Using chemicals or other hazardous substances at
a. A general lack of experience; work can put people’s health at risk, so the law requires
employers to control exposure to hazardous
b. Their lack of awareness about occupational risks substances to prevent ill health. They have to protect
to their health and safety; both employees and others who may be exposed by
complying with the COSHH Regulations 2002.
c. Their possible immaturity.
Hazardous substances include:
Because of these additional risks for young people your a. Substances used directly in work activities e.g.
employer must carry out an assessment of the risks to a adhesives, paints, surface cleaning agents,
young person working in their workplace, before any disinfectants, alcohol hand rubs and wipes,
young person starts working for them. decontamination solutions for blood, radiation
spillages, antibiotics, cytotoxic medicines and
If an employer decides there are particular risks, they hormone products.
must reduce the risks to their lowest practical level and
make sure the young person is carefully supervised b. Substances generated during work activities
while doing their job. e.g. fumes from soldering and welding;
If you are on a work experience placement you have c. Naturally occurring substances e.g. grain, dust;
the right to be provided with at least the same health,
safety and welfare protection and care as any adult who d. Biological agents such as bacteria and other
works with you. micro-organisms.
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1.2.5 Reporting of Injuries, Diseases and b. Explosion, collapse or bursting of any closed
vessel or associated pipe work;
Dangerous Occurrences Regulations 1995
c. Electrical short circuit or overload causing fire or
(RIDDOR)
explosion;
RIDDOR requires you to report some work-related d. Untoward incidents involving dangerous
accidents, diseases and dangerous occurrences. It substances.
applies to all work activities. Examples of when your
employer should report instances are:
1.2.6 Manual Handling Operations
Regulations 1992 (MHOR)
a. Death;
Moving and handling
b. Major injury – such as a. Be aware of key legislation that governs all moving and
i. Fracture (other than fingers, toes or thumbs); handling tasks.
ii. Amputation;
iii. Dislocation of shoulder, hip knee or spine; b. Know how to assess risks in relation to moving and
iv. Loss of sight – permanent or temporary; handling people and/or objects.
v. Chemical or hot metal burn to the eye or any
penetrating injury to the eye; c. Know safe moving and handling techniques in
v. Injury resulting from an electric shock or electrical relation to people, objects and/or products.
burn leading to unconsciousness or requiring
resuscitation or admittance to hospital for more d. Know what you are not allowed to do in relation to
than 24 hours; moving and handling at this stage of your training.
vii. Any other injury; leading to hypothermia, heat-
induced illness or unconsciousness; or
This applies to a wide range of manual handling activities,
requiring resuscitation; or requiring admittance
including lifting, lowering, pushing, pulling or carrying. The
to hospital for more than 24 hours.
regulations require employers to:
viii. Over-three-day injury – an employee or self-
employed person working in or on your work
a. Avoid – the need for hazardous manual handling,
premises suffers
so far as is reasonably practicable;
c. Disease – such as
b. Assess – the risk of injury from any hazardous
i. Certain poisonings;
manual handling that can’t be avoided;
ii. Some skin diseases such as occupational
dermatitis, contact dermatitis, latex allergy,
skin cancer and chrome ulcer; c. Reduce – the risk of injury from hazardous manual
iii. Lung diseases including occupational asthma, handling, so far as is reasonably practicable.
farmers lung;
iv. Infections such as hepatitis, tuberculosis, Employee duties are to:
anthrax and tetanus; a. Follow appropriate procedures (systems of work)
v. Dangerous occurrences – such as laid down for their safety;
a. Collapse, overturning or failure of load bearing
parts of lifts and lifting equipment; b. Make proper use of equipment provided for their
safety;
Employee Rights and Responsibilities Workbook for Pharmacy Services Apprentices 9
c. Co-operate with their employer on health and 1.2.8 The Health and Safety (First-Aid)
safety matters;
Regulations 1981
These regulations require employers to provide
d. Inform the employer if they identify hazardous
adequate and appropriate equipment, facilities and
handling activities;
personnel to enable first aid to be given to employees if
they are injured or become ill at work. They apply
e. Take care to ensure that their activities do not put
to all workplaces including those with five or fewer
others at risk.
employees and to the self-employed.
1.2.7 Lifting Operations and Lifting
Equipment Regulations 1998 (LOLER)
These regulations aim to reduce risks to people’s health
and safety from lifting equipment provided for
use at work. In addition to the requirements of LOLER,
lifting equipment is also subject to the requirements of
the Provision and Use of Work Equipment Regulations
1998 (PUWER).
Basically, these regulations require lifting
equipment provided for use at work is:
a. Strong and stable enough for the particular use and
marked to indicate safe working loads;
b. Positioned and installed to minimise any risks;
c. Used safely, i.e. the work is planned, organised and
performed by competent people;
d. Subject to on-going thorough examination and,
where appropriate, inspection by competent
people;
e. Lifting equipment includes any equipment used at
work for lifting or lowering loads, including attachments
used for anchoring, fixing or supporting it. The
Regulations cover a wide range of equipment
including, cranes, fork-lift trucks, lifts,
hoists, mobile elevating work platforms, and vehicle
inspection platform hoists.
f. If employees provide their own lifting equipment,
then this too is covered by Regulations.
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Description:Learning Outcome 7: Organisations that represent the Pharmacy Sector. 52. Learning Outcome 8: . The Health and Safety Executive (http://www.hse.
