Hazard Identification & Risk Assessment Course


(Including the OHS Bill 2021 requirements)




1 Day Interactive Online Course


18 August 2022 (08:30 - 16:00) Interactive Online Course


Online registration - Click here

Email registration - download booking form for 18 August 2022 Interactive Online Course



Course Content

Module 1: Introduction

  • Introduction and reasons for risk assessments
  • Occupational risk and occupational health risk assessments
  • The term risk assessment


Module 2: Legal requirements 

  • Risk assessment requirements for South Africa
  • Risk assessment guidelines and standards (King IV Report on Corporate Governance, ISO 31 001, SIMRAC guidelines)


Module 3: Important definitions, terminology, hazards and risks likely to be encountered 

  • Important definitions, relevant terminology and examples of work-related hazards and risks


Module 4: HIRA principles and criteria 

  • Criteria for assessments
  • Principles for HIRA


Module 5: Legal risk exposures and the influence of codes and standards on assessments 

  • Legal risk exposure
  • The influence of codes and standards on assessments
  • When legislation, codes or standards don’t exist


Module 6: Risk management; types of risk assessments 

  • Risk management and HIRA
  • Different types of risk assessments (baseline, issue-based and continuous HIRA)


Module 7: Managing the HIRA process 

  • Scope of the HIRA
  • HIRA process and management
  • Planning for risk assessment
  • Aspects or guidelines that should be followed during the planning phase of the risk assessment
  • Gathering and analysis of information on previously identified hazards and risks
  • Identifying and appoint of competent assessors


Module 8: HIRA methodology 

  • Initiating the HIRA and selecting the approach
  • Selection of a suitable risk assessment report
  • How to identify hazards
  • Determine the associated risk(s) to the identified hazards
  • Identify all parties affected by the hazard and determine how they can be affected
  • Evaluate or assess the risk (examples of various methodologies discussed and provided)


Module 9: Managing the risk 

  • Sequence of applying control measures
  • Identify and evaluate existing risk controls
  • Identify appropriate control measures
  • Hazard register
  • Compile an action plan
  • Communicate and consult
  • Implementation
  • Record keeping
  • Monitor the effectiveness of measures
  • Review and update
  • Conclusion


This course is aligned to unit standard: 

US 244287 - Conduct a baseline risk assessment and take appropriate action.


Purpose of the course: 

Risk assessments are a legal requirement. Hazard identification and risk assessment (HIRA) has become an important key to provide a safe and healthy workplace. HIRA is the first step in the prevention of occupational accidents and ill-health.

It is important to know what HIRA is and how to effectively apply these principles.

This course will assist employers to perform suitable and sufficient risk assessments. It will assist in identifying, implementing, and maintaining risk control measures to manage health and safety risks effectively.


Upon completion of his course, learners should be able to: 

  • understand the scope and impact of the risk assessment process, including the legal requirement imposed upon the employer for the completion of suitable and sufficient risk
  • identify and assess work-related hazards and participate in baseline and continuous HIRA activities.
  • identify and assess work-related hazards and risks in order to identify, implement and evaluate effective methods of control for the
  • explain the specified requirements needed to conduct a baseline risk assessment
  • prepare to conduct a baseline risk assessment
  • conduct a baseline risk assessment
  • initiate remedial action for hazards identified and risks assessed


The course will be useful for: 

  • Management and supervisors
  • SHE practitioners/officers
  • Safety, health and environmental personnel such as risk managers, loss control officers, facility managers
  • Health and safety representatives and committee members
  • Contractors
  • Subject experts
  • Any person who is expected to carry out baseline hazard identification and risk assessments


Registration Fee

  • Price per delegate:  R 2440-00 

The above fee includes course material and if applicable, lunch and refreshments.

Course material will only be made available to paid participants.

Seats are limited. Early booking is essential.


For further information contact:



The four-day working week and its impact on South African labour law: Are we ready?


If there is one thing we can learn from the COVID-19 pandemic, it is that many employees can work from anywhere and the “normal” 9 to 5 is no longer palatable to the upcoming workforce.



By Hedda Schensema, Director and Tshepiso Rasetlola, Associate, Employment Law, Cliffe Dekker Hofmeyr


Over the past two years, many employers have had to reassess their working arrangement as a result of the pandemic. COVID-19 served as a test run on what the “new normal” has to offer in respect of the employment relationship and some working conditions. This has resulted in many employers successfully implementing a hybrid working arrangement and, in some instances, even requiring their employees to work from home indefinitely.


Many employers have indicated that they have experienced an increase in productivity and less stressed employees. On the flip side, however, employees have been unable to shut down and find themselves working round the clock and over and above their normal working hours. Considering the above, does this mean that South Africa is ready for a four-day working week post COVID-19?

Countries like Belgium and the UK have been able to successfully implement a four-day working week. However, given that South Africa is highly regulated in respect of its labour and employment laws, it has been argued that it would not be as seamless or easy an exercise to implement in comparison to these countries.


South Africa has numerous bargaining councils and sectorial agreements that regulate basic conditions of employment in the different sectors and include, inter alia, working hours. In order to be able to implement a four-day working week model, these agreements will have to be amended and their terms renegotiated to align with such a model.


This means an employer cannot change the terms and conditions of employment as recorded in these agreements without first consulting the relevant stakeholders, which include trade unions, workplace forums and individual employees.


This is a process that is consultative and which must result in consensus being reached on all aspects related to the arrangement. A failure to obtain consent prior to implementing the working model may result in a unilateral change in terms and conditions of employment by an employer. This could expose the employer to a referral by its employees in relation to unilateral changes to terms and conditions of employment.


In addition to this, the relevant labour and employment laws will have to be amended to cater for the working model from a regulatory point of view. Employers will need to consider their health and safety obligations towards employees in terms of the Occupational Health and Safety Act 85 of 1993, which requires an employer to, among other things, do everything reasonably practicable to protect employees’ health and safety in the workplace. In this regard, an employer’s obligations to ensure the health and safety of its employees extends to where the employee is working outside of the conventionally understood workplace, including a home office.


Although a four-day working week model sounds like a brilliant and exciting idea, employers will have to assess their respective sector and industry in order to establish whether it would be practicable or even feasible for its business model. Employers will also have to consider the applicable legislation and agreements regulating their sector and engage in a consultative process with the relevant stakeholders.


It is, therefore, perhaps premature to make a concrete finding that the four-day working week model would be possible in a highly regulated country like South Africa. We will therefore have to monitor its progress and assess from an individual employer’s business model as to whether the four-day working week would be appropriate.


For more information please contact Hedda Schensema at [email protected] or Tshepiso Rasetlola at [email protected]


Article published with the kind courtesy of Cliffe Dekker Hofmeyr www.cliffedekkerhofmeyr.com.




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