Those working in a tech or creative role might appreciate more than most the value of having flexibility, remote-working options and, at times, the freedom to work independently. Yet, with opportunities to oversee solo projects, meet clients outside office hours, or travel to appointments, comes a unique set of challenges.
Members across the BIMA network would agree that feeling physically and mentally safe is a hugely important part of any position they’re in, and even more so when they’re working somewhere alone. This guide explores lone working policies that can help to reassure employees in a variety of tech and creative roles.
First and foremost, it’s important to understand what constitutes lone working. The term is clearly defined in this guide from experts at Universal Safety Practitioners, identifying lone working as “someone who works by themselves without close or direct supervision” and encompasses individuals working in every sector. The guide goes on to suggest some specific examples, including those employees:
Essentially, this involves any work-related activities without immediate support from colleagues, including those working in co-working spaces or in any location where immediate assistance or contact isn’t readily available. The key factor isn’t the physical location, but the absence of nearby employees or an employer who can provide prompt support if needed.
In recent years, there has been a stark rise in the number of lone workers and, according to one 2024 study, 22% of UK employees work alone. This increase can be attributed to business costs, tech advancements and the pandemic spurring new patterns of working. As the creative tech sector naturally embraces flexible work and project-based collaboration, having such independence at work requires essential and clear guidelines that can protect every worker’s safety and wellbeing.
When it comes to employer’s obligations, under the Health and Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999, they have clear legal duties regarding anyone carrying out a role on their own. These responsibilities include:
Therefore, as an employer, in addition to creating a formal lone-working policy, it’s important to be aware of when an employee is working alone, enable them to stay in regular contact and ensure they can request assistance when needed. This includes clearly documented emergency procedures that are readily accessible, providing necessary equipment for safe working, and regularly reviewing and updating lone working policies to reflect changing work patterns and emerging risks.
The duty of care extends to monitoring the effectiveness of safety measures and ensuring that lone working arrangements don’t compromise employee health and safety. This is particularly relevant in the fast-paced tech industry, where project deadlines and client demands can create pressure to work extended hours or in challenging conditions.
Employees play a crucial role in maintaining their own safety and that of their colleagues. This includes adhering to established lone working policies and procedures, participating in required training programmes, and using provided safety equipment correctly. Employees must communicate their whereabouts and working arrangements to supervisors, follow agreed check-in procedures, and report any safety concerns or incidents promptly.
As a lone worker, your own responsibility also extends to recognising personal limitations and seeking support when needed. This includes being honest about workload capacity, identifying when stress might compromise safety, and understanding emergency procedures. If you can, report back on feedback concerning practical challenges, uncomfortable situations and suggest improvements based on your experience.
The creative tech industry faces unique mental health challenges that can be amplified by lone working arrangements. The pressure to innovate, meet tight deadlines and maintain client relationships can create significant stress.
Implementing a mental health risk assessment that considers workload management, access to support networks, and the psychological impact of working alone is another important step to take. Employers should provide access to mental health resources, including employee assistance programmes, stress management training, and clear escalation procedures for mental health concerns.
Modern communication tools, check-in applications, and monitoring systems can provide effective safety nets without being intrusive or restrictive. These solutions should integrate seamlessly with existing workflows and reflect the industry’s comfort with digital tools. Ideally, regular check-ins serve dual purposes: ensuring physical safety and addressing psychological wellbeing.
Likewise, align internal policies to encourage healthy work patterns, including regular breaks, reasonable working hours, and clear boundaries between work and personal time. There are some great lone-working smartphone apps on the market too, with automated check-in functions, GPS trackers and emergency alert systems. Although the tech is sophisticated, they should not replace peer support or business policies.
Prioritising lone worker safety isn’t just a legal necessity—it’s fundamental to creating the supportive and productive environment that our innovative sector requires. Putting a comprehensive lone working policy in place not only prioritises your safety or that of your staff, it pays dividends in employee wellbeing, productivity and the company’s reputation.