Mining & Resources

Set up and run a safe mining support service

Mining support services — drilling, well services, site preparation, pumping and draining — handle hazardous substances, flammable hydrocarbons and heavy equipment. This is the universal spine: it takes you through your core workplace health and safety duties, COSHH and DSEAR controls, work equipment safety, manual handling, fire safety, RIDDOR reporting, employers' liability insurance, equality and data protection.

UK-wide Updated 6 Jun 2026

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UK-wide

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Every mining support service shares the same workplace foundations. Whether you drill, provide well services, prepare sites or pump and drain for mining or petroleum operators, the duties in this guide apply to running your business and employing people. The worksite-specific regimes — the offshore safety-case duties and the Mines and Quarries Regulations — live in a separate guide.

Workplace health and safety is enforced by the Health and Safety Executive (HSE) in Great Britain and by the Health and Safety Executive for Northern Ireland (HSENI) in Northern Ireland. Work through the sections below in order.

A. Meet your general health and safety duty

The Health and Safety at Work etc. Act 1974 is the foundation. You must ensure, so far as is reasonably practicable, the health, safety and welfare of your employees and of anyone else affected by your work. For support services that means risk-assessing the work activity — drilling, handling heavy equipment, working with hazardous substances — providing safe systems of work, and training and supervising your people. HSE is the lead enforcing authority for extractive support work.

Health and Safety at Work etc. Act 1974 (HASAWA)

The Health and Safety at Work etc. Act 1974 - primary UK workplace health and safety legislation establishing employer and employee duties. Pure data reference.

The Health and Safety at Work etc. Act 1974 (HASAWA 1974) is the primary legislation governing workplace health and safety in the United Kingdom. It establishes the legal framework for protecting the health, safety and welfare of people at work and those affected by work activities.

Legal status: Primary legislation - principal UK health and safety statute
Royal Assent: 31 July 1974
Came into force: 1 April 1975 (in stages)
Geographic scope: Great Britain (separate legislation applies in Northern Ireland)
Applies to: All employers, employees, self-employed persons, and those who control work premises
Primary duty (Section 2): Employers must ensure, so far as is reasonably practicable, the health, safety and welfare at work of all employees
Duty to non-employees (Section 3): Employers must protect persons not in their employment (contractors, visitors, public) who may be affected by work activities
Employee duties (Sections 7-8): Employees must take reasonable care for their own health and safety and that of others, cooperate with employers, and not misuse safety equipment
Enforcement authority: Health and Safety Executive (HSE) and local authorities
Maximum penalties (post-2008 amendments): Unlimited fines in Crown Court; imprisonment up to 2 years for individuals; up to 6 months and/or £20,000 fine in Magistrates' Court
Referenced by regulators: Cited in 31 regulatory documents in the ORDS (Office for Regulatory Delivery and Simplification) dataset
Secondary regulations: Enables creation of health and safety regulations (e.g. Management of Health and Safety at Work Regulations 1999, COSHH, Manual Handling)

Reasonably practicable: The Act uses the term "so far as is reasonably practicable" throughout. This means employers must balance the level of risk against the time, trouble and cost of controlling it. However, the law is weighted in favour of health and safety - employers must demonstrate that control measures would be grossly disproportionate to the risk before they can be considered not reasonably practicable.

Self-employed persons: The Act also places duties on self-employed persons to protect their own health and safety and that of others who may be affected by their work activities.

Health and Safety at Work etc. Act 1974 (legislation.gov.uk)

HSE - Health and Safety at Work etc. Act 1974 guidance

B. Control hazardous substances under COSHH

Mining support work exposes people to drilling fluids and muds, respirable crystalline silica from rock dust, hydrogen sulphide, cement and chemical additives. Assess exposure, apply controls and carry out health surveillance where required.

COSHH 2002 - Control of Substances Hazardous to Health

Legal requirements for controlling workplace exposure to hazardous substances under COSHH Regulations 2002.

The Control of Substances Hazardous to Health Regulations 2002 (COSHH) require employers to control exposure to hazardous substances in the workplace to prevent ill health. COSHH applies to most substances hazardous to health, but not asbestos, lead, or radioactive materials which have separate regulations.

Legislation: Control of Substances Hazardous to Health Regulations 2002 (as amended)
Applies to: Chemicals, fumes, dusts, vapours, mists, biological agents (bacteria, viruses)
Who must comply: All employers and self-employed persons whose work exposes people to hazardous substances
Risk assessment requirement: Must complete COSHH risk assessment before work with hazardous substances begins
Hierarchy of control measures: 1. Elimination (remove hazard), 2. Substitution (use safer alternative), 3. Engineering controls (ventilation, enclosure), 4. Administrative controls (procedures, training), 5. Personal protective equipment (PPE - last resort)
Workplace Exposure Limits (WELs): Maximum concentrations of hazardous substances in workplace air - must not exceed these limits
Health surveillance: May be required where risk assessment identifies significant risk to health (e.g., for isocyanates, vinyl chloride, hardwood dust)
Monitoring requirement: Air monitoring required in certain circumstances to ensure exposure limits not exceeded
Information and training: Must provide employees with information about risks and precautions
Review frequency: Review COSHH assessments whenever there is reason to suspect they are no longer valid or significant changes occur
Enforcement: Health and Safety Executive (HSE)
Referenced by: 17 regulatory documents in UK regulatory database

Hierarchy of controls: COSHH requires employers to prevent or adequately control exposure using the hierarchy of controls. Elimination and substitution must always be considered first. PPE should only be used as a last resort or in combination with other measures.

Workplace Exposure Limits: EH40 Workplace Exposure Limits document lists over 500 substances with maximum exposure limits. These are legally binding limits that must not be exceeded.

COSHH guidance (HSE)

EH40 Workplace Exposure Limits

C. Control fire and explosion risk under DSEAR

Support work around petroleum and gas extraction handles flammable hydrocarbons and can create explosive atmospheres; mining support handles combustible dust and stored explosives. Assess fire and explosion risk, eliminate or reduce it, classify hazardous-area zones and provide suitable ATEX-compliant equipment.

D. Keep plant and equipment safe under PUWER

Drilling rigs, pumps, winches, lifting gear, well-service equipment and site plant must be suitable, maintained, inspected and used only by trained operators under PUWER. Read alongside LOLER 1998 for lifting equipment.

Provision and Use of Work Equipment Regulations 1998 (PUWER)

Requirements for work equipment safety under PUWER 1998. Covers all equipment from hand tools to complex machinery.

The Provision and Use of Work Equipment Regulations 1998 (PUWER) is the main set of regulations covering the safety of work equipment in UK workplaces. PUWER applies to all work equipment, from hand tools to complex machinery, and places duties on employers to ensure equipment is safe and suitable for use.

Legislation: Provision and Use of Work Equipment Regulations 1998 (PUWER 1998)
Applies to: All work equipment from hand tools to complex machinery used in any workplace
Who must comply: Employers, self-employed persons, and anyone with control of work equipment
Suitability requirement: Work equipment must be suitable for the intended use and appropriate for the work environment
Maintenance requirement: Equipment must be maintained in an efficient state, in efficient working order and in good repair
Training requirement: Employers must provide adequate health and safety training and information to all persons who use or supervise the use of work equipment
Information requirement: Must provide adequate information about equipment including safe use, foreseeable abnormal situations, and conclusions from risk assessments
Safety features: Equipment must have suitable guards, controls, markings and warnings to protect users
Inspection requirement: Equipment must be inspected at suitable intervals and after exceptional circumstances (e.g., installation, modification, damage)
Records requirement: Must keep inspection records until the next inspection is recorded
Specific hazards covered: Guards for dangerous parts, protection against specific hazards (falling objects, rupture, overheating, substances, fire, explosions), controls, control systems, isolation from energy sources, stability, lighting, maintenance operations, warnings
Enforcement authority: Health and Safety Executive (HSE)
Referenced by regulators: Cited in 14 regulatory documents across multiple sectors in the ORDS dataset

Work equipment and machinery guidance (HSE)

E. Manage manual handling risks

Avoid, assess and reduce the risk of injury from manual handling — drill pipe and casing handling, valves, sampling and materials movement on rig floors and worksites.

Manual Handling Operations Regulations 1992 overview

Core requirements of MHOR 1992 for employers. No procedural guidance.

Legislation: Manual Handling Operations Regulations 1992 (SI 1992/2793)
Amended by: Health and Safety (Miscellaneous Amendments) Regulations 2002
Enforcer: Health and Safety Executive (HSE)
Applies to: All employers with manual handling operations
Definition: Any transporting or supporting of a load by hand or bodily force
Penalty: Unlimited fine on indictment

F. Meet your fire safety duties

The Regulatory Reform (Fire Safety) Order 2005 applies to your workplace premises — offices, depots, stores and non-process buildings. Fire and explosion risk at the actual worksite is regulated primarily through DSEAR and the offshore and mining safety regimes. In Scotland the Fire (Scotland) Act 2005 applies; in Northern Ireland the Fire and Rescue Services (Northern Ireland) Order 2006.

Regulatory Reform (Fire Safety) Order 2005

The 'responsible person' (employer, owner or occupier) must carry out a fire risk assessment for any non-domestic premises and implement appropriate fire safety measures. This applies to all hospitality premises including hotels, restaurants, pubs and nightclubs.

Who is the responsible person?

The responsible person is the employer, owner, landlord, occupier, or anyone with control of the premises. In hospitality, this is typically the business owner or manager.

Fire risk assessment

The responsible person must carry out and regularly review a fire risk assessment covering:

Identification of fire hazards (ignition sources, fuel, oxygen)
Identification of people at risk (employees, customers, vulnerable persons)
Evaluation and reduction of risks
Recording findings and fire safety plan (if 5+ employees)
Regular review and updates

Fire safety measures

Based on the risk assessment, implement appropriate measures including:

Fire detection and warning systems (smoke alarms, fire alarm panels)
Fire-fighting equipment (extinguishers, fire blankets)
Emergency escape routes and lighting
Fire safety signs and notices
Fire doors kept clear and free to close
Staff training on fire procedures
Emergency evacuation plan and drills

Fire Safety Act 2021 (from January 2022)

For buildings containing two or more sets of domestic premises (e.g. hotels, aparthotels), the responsible person must now assess fire risks in external walls, entrance doors to flats, and windows.

Step 1: Appoint a competent person to conduct fire risk assessment (may be yourself if trained)
Step 2: Complete fire risk assessment identifying hazards and persons at risk
Step 3: Implement control measures to reduce fire risk
Step 4: Ensure fire detection systems are installed and maintained
Step 5: Provide adequate fire-fighting equipment (extinguishers) and arrange annual servicing
Step 6: Establish clear evacuation routes with emergency lighting and signage
Step 7: Designate assembly point and ensure staff know evacuation procedures
Step 8: Train all staff on fire safety procedures during induction
Step 9: Conduct regular fire drills (at least annually)
Step 10: Record fire risk assessment findings if you employ 5 or more people
Step 11: Review fire risk assessment annually or after significant changes

Fire safety risk assessment guidance

G. Report incidents under RIDDOR

You must report specified work-related deaths, injuries, occupational diseases and dangerous occurrences to HSE under RIDDOR. Extractive support work has additional reportable dangerous occurrences — for example well-control incidents and shaft or escape-route events — under the RIDDOR schedules.

Health and safety basics

Essential health and safety requirements for employers.

Written policy (5+ employees): Required by law - must record your health and safety policy
Risk assessment: All employers must assess workplace risks and act on findings
Employers' Liability insurance: Mandatory £5 million minimum cover (£2,500/day penalty)
First aid provision: Assess needs and provide appropriate equipment and trained staff
Accident book (RIDDOR): Record injuries and report serious incidents to HSE

HSE - Getting started with health and safety

H. Hold employers' liability insurance

You must hold at least £5 million of employers' liability insurance once you employ anyone. Display the certificate or make it available electronically.

Employers' Liability Insurance Requirements

Legally required insurance for businesses that employ staff

Legal requirement: LEGALLY REQUIRED if you employ anyone (even part-time or family members working for you)
Minimum cover: £5 million minimum (most policies provide £10 million)
Penalty for non-compliance: £2,500 fine per day without insurance, plus £1,000 fine for not displaying certificate
What it covers: Compensation claims from employees injured or made ill at work
Exemption: Close family businesses may be exempt

Employers' Liability Insurance

I. Meet your equality duties

The Equality Act 2010 protects people from discrimination, harassment and victimisation across nine protected characteristics. This applies to recruitment and the workforce. In Northern Ireland, separate equality legislation is enforced by the Equality Commission for Northern Ireland.

J. Handle personal data lawfully

If you process personal data — staff records, contractor details, site visitors — you must comply with the UK GDPR and the Data Protection Act 2018 and pay the ICO data protection fee unless you are specifically exempt.

UK GDPR lawful bases for processing personal data

The 6 (now 7) lawful bases under UK GDPR Article 6 for processing personal data.

Under UK GDPR Article 6, you must have a valid lawful basis to process personal data. You cannot process personal data without identifying at least one lawful basis that applies to each processing activity.

1. Consent (Article 6(1)(a)): The individual has given clear, specific, informed consent for you to process their personal data for a specific purpose
2. Contract (Article 6(1)(b)): Processing is necessary to fulfil a contract with the individual, or to take steps at their request before entering a contract
3. Legal obligation (Article 6(1)(c)): Processing is necessary to comply with a common law or statutory obligation under UK law
4. Vital interests (Article 6(1)(d)): Processing is necessary to protect someone's life
5. Public task (Article 6(1)(e)): Processing is necessary for performing a task in the public interest or for official functions that have a clear basis in law
6. Legitimate interests (Article 6(1)(f)): Processing is necessary for your legitimate interests or those of a third party, unless overridden by the individual's interests, rights, or freedoms

Consent requirements: Must be freely given, specific, informed, and unambiguous. Must be as easy to withdraw as to give.

Legitimate interests: Requires a documented Legitimate Interest Assessment (LIA) balancing test. Not available to public authorities for their core tasks.

7. Recognised legitimate interests (NEW - from June 2025): Processing necessary for certain pre-approved purposes without requiring a balancing test (Data Use and Access Act 2025)
Recognised purposes include: National/public security, defence, emergencies, crime prevention/detection, safeguarding vulnerable individuals
Effective date: 19 June 2025

Note: Direct marketing and intra-group data sharing still require a Legitimate Interest Assessment even under recognised legitimate interests.

ICO guide to lawful basis

1

1. Risk-assess the work and put safe systems in place

Your general HASWA duty covers every activity your business carries out.
2

2. Control hazardous substances (COSHH) and fire/explosion risk (DSEAR)

Assess and control exposure to drilling fluids, silica, H₂S and flammable hydrocarbons.
3

3. Maintain plant under PUWER, manage manual handling and report incidents under RIDDOR

Keep equipment safe, reduce handling risk and report dangerous occurrences.
4

4. Hold EL insurance, meet equality and data protection duties

EL insurance once you employ anyone; no discrimination under the Equality Act 2010; ICO registration.

What to do next

With the workplace spine in place, meet your worksite-specific duties from the worksite compliance guide, then confirm the whole picture with the compliance checklist. Start from the router if you are not sure which guides apply to you.

Official sources

Authoritative mining support and employment guidance.

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