Reviewed and updated July 2026. Statistics reflect HSE’s 2025/26 provisional fatality figures and 2024/25 ill-health data.
Despite decades of regulation, workplace injuries and ill-health remain a significant concern in the UK. The Health and Safety Executive (HSE) reported that 126 workers were killed in work-related accidents in 2025/26 (provisional)1, and that 1.9 million workers were suffering from work-related ill health in 2024/252.
These statistics highlight a persistent issue: health and safety (H&S) training often fails to translate into lasting behavioural change.
The disconnect: why training falls short
One-off training is not enough
Traditional training often consists of a single session, which may not be sufficient to instil lasting behavioural change. Without regular reinforcement, employees may forget or disregard safety protocols.
Lack of engagement
Training sessions that are not interactive or relevant to employees’ daily tasks can lead to disengagement. When employees do not see the direct applicability of the training, they are less likely to retain and apply the information.
Inadequate leadership commitment
If senior management does not demonstrate a commitment to health and safety, employees may perceive training as a mere formality rather than a priority. This lack of leadership can undermine the effectiveness of training initiatives.
Insufficient resources
Providing adequate resources, such as time and materials, for training is crucial. Without these resources, training may be rushed or poorly executed, leading to ineffective learning outcomes.
The importance of regular assessments and ongoing training
To address these challenges, it is essential to integrate regular assessments and ongoing training into the workplace culture. Continuous learning ensures that employees remain aware of safety protocols and can adapt to new risks.
Regular assessments
Conducting frequent evaluations helps identify areas where employees may need additional training or support.
Ongoing training
Providing continuous education opportunities keeps safety at the forefront of employees’ minds and reinforces the importance of adhering to safety protocols.
Building a safety culture
Creating a safety culture involves more than just training; it requires a commitment from all levels of the organisation. This includes:
- Leadership engagement: Senior management must actively participate in safety initiatives and lead by example.
- Employee involvement: Encouraging employees to take ownership of safety practices fosters a sense of responsibility and accountability.
- Open communication: Establishing channels for employees to report hazards and suggest improvements promotes a proactive approach to safety.
For more in depth information, see our guidance on how to build a “Safety First” culture in your workplace.
While health and safety training is a legal requirement, its effectiveness depends on how it is implemented and integrated into the workplace culture. By moving beyond one-off sessions and fostering an environment of continuous learning and engagement, organisations can reduce workplace injuries and ill-health, ultimately creating a safer and more productive workplace.
Please note: This blog provides general health and safety guidance for UK workplaces. Following these steps does not guarantee legal compliance. To conduct a full health and safety self-assessment today, download our Health & Safety 360° Guide 2026/2027.
References
1 Health and Safety Executive (HSE). Latest annual work-related fatalities published (1 July 2026)
2 Health and Safety Executive (HSE). Key figures for Great Britain
3 Health and Safety Executive (HSE). Work-related ill health and occupational disease in Great Britain
