Safer summer in industry: Creators of security for your temporary holiday workers

A safe working environment is not only a good ambition, it is a legal requirement. According to the Regulation on Systematic Work Environment Management (AFS 2023:1), the employer must ensure that all employees have sufficient knowledge of the work and its risks to prevent ill health and accidents.

For a new substitute, the threshold is often higher. They lack the experience and knowledge of how machines “usually” sound or where the hidden risks are. Therefore, the introduction must be adjusted to the person’s age, experience and language skills to be effective.

From information to understanding

A clear introduction is the key to reducing the risk of accidents. But it’s not enough to just go through a list - you need to make sure that the knowledge has actually landed.

A complete introduction should include:

• Review routines: What does the working day look like and what are the rules for reporting?
• Hazardous areas and protective equipment: Where is it dangerous and what equipment is mandatory?
• Machines and processes: A thorough review of the equipment that must be used.
• How to contact us: Who to contact in case of questions, incidents or acute problems? 

Hint: Verify understanding instead of asking “Have you understood?” (often answered with a “yes” of politeness), use open-ended questions or ask for a practical demonstration. Examples of this are: “Can you show me how to close the machine in a safe way if something goes wrong?” 

Psychological safety - dare to ask

Safety is not only about safety shoes and warning signs, but also about the mental environment. A new substitute often wants to be comfortable and efficient, which can lead to them hesitantly asking questions when they are unsure.

To counteract this, a culture of psychological safety needs to be created. Encourage the substitutes to ask questions, even those that may feel “self-evident” and report near-accidents and accidents. Make it clear that when it comes to safety, it is more appreciated to ask once too much than to estimate.

Implement a mentoring system 

Being new can be stressful. By appointing a mentor - an experienced colleague who is not necessarily a manager - you create a safer start for the creator. 
The mentor helps with:

• The social codes: Where is the coffee, how does the lunch break work and who is who?
• Quick questions: It is often easier to ask a colleague “small questions” than a manager.
• Team spirit: The temporary employee feels seen and included faster, which reduces stress and increases focus on work.

Planning for success

A safe summer begins long before the first temporary employee enters the gate. To avoid the stress of last-minute introductions, you should:

• Plan staffing early: Make sure there is time for both introduction and coaching.
• Update the material: Ensure that instructions and checklists are up to date and easy to understand.
• Appoint mentors: Identify suitable mentoring coworkers.
• Documentation: In the event of serious risks, the law requires written instructions. Make sure these are available on site and adjusted to the target group.

Is your onboarding process ready for this summer’s reinforcements?  

Holiday substitutes are an invaluable resource during the summer months. By investing time in a structured and welcoming start, you create a safe, productive and sustainable summer for both your temporary and regular creators. By giving them the right conditions and showing that safety and well-being always come first, you are not only the creator of a safe workplace, but also strengthening the company’s reputation and attractiveness as an employer for the future.