Working environment representatives
- A working environment representative is a representative elected by employees in occupational health and safety issues.
- The presence of a working environment representative is presumed in a company with ten or more employees.
- As a minimum, the working environment representative performs their duties two hours a week.

Working environment specialist
Every enterprise, regardless of its size, should have a working environment specialist. The only exception to this is, when the owner is the only contractual employee of the enterprise, in which case it is not mandatory to assign a working environment specialist. The task of a working environment specialist is to organise the enterprise’s occupational health and safety activities in accordance with the requirements of legislation, for example, to conduct a risk assessment or elect working environment representatives.
A larger enterprise usually has one or several full-time working environment specialists, whereas in a small enterprise it is sufficient if one employee performs the tasks of a working environment specialist in addition to his or her other duties. The employer may also perform the duties of a working environment specialist or he or she may use an outside service provider. The employer decides who performs the duties of a working environment specialist or how many working environment specialists the enterprise needs. The number of specialists should be sufficient to organise a safe working environment, considering the size of the enterprise and the number of hazards present in the working environment.
An employer shall give notice of the appointment of a working environment specialist through the working environment database of the Labour Inspectorate or in a format which can be reproduced in writing within ten days as of the appointment, submitting his or her given name and surname, position and contact details.
Even if a working environment specialist is appointed from among the employees, the ultimate responsibility for a safe working environment remains with the employer.
The task of a working environment specialist is to organise safe working conditions in accordance with the requirements established by legislation. For example, he or she organises a risk assessment of the working environment, in the course of which the risks to the health and safety of employees in the working environment are identified. An action plan to eliminate or mitigate the hazards is prepared based on the risk assessment.
A working environment specialist is also responsible for the daily monitoring of working conditions to ensure safety. If there is a direct risk of harm to the employee’s life and health, the working environment specialist is required to temporarily stop work until the risk is eliminated. Pursuant to the law, an employee is required to follow the working environment specialist’s instructions regarding the working environment. An employer shall ensure that a working environment specialist has all the work equipment he or she needs.
The working environment specialist involves other parties in his or her activities, including employees and their representatives (for example, by asking their opinion regarding hazards present at the place of work or by involving them in the selection of personal protective equipment) and providers of occupational health services (by outsourcing the service of measuring hazards at the working environment or consulting with an occupational psychologist on how to resolve tensions related to work).
An employee who the employer has authorised to perform occupational health and safety responsibilities in the enterprise shall have working environment-related knowledge and skills. In the absence of such an employee, the employer shall use a competent outside specialist. The employer may perform occupational health and safety responsibilities himself or herself if he or she has working environment related knowledge and skills.
There are no requirements related to how the working environment specialist must acquire the skills and knowledge. He or she shall have sufficient knowledge and skills related to the working environment to understand the hazards present in the working environment of the enterprise and organise activities to avoid occupational accidents and occupational diseases.
It is in the interests of the employer to provide training to a working environment specialist so that he or she can organise the enterprise’s working environment activities in accordance with the requirements of the legislation. Not only does this help to prevent claims, especially financial claims, submitted in relation to an occupational accident or occupational disease, but it also helps to prevent these incidents altogether.
In order to be competent, a working environment specialist shall at least:
- be familiar with occupational health and safety legislation;
- be aware of the principles of occupational health and safety management;
- have knowledge of the hazards of the working environment and be able to ascertain which of them are present in the enterprise;
- be aware of the measures taken to reduce the impact of the hazard;
- know what work is being performed and in what conditions in the enterprise;
- be familiar with the safety of work equipment and the safe use of work equipment.
Working environment representative
A working environment representative represents employees in matters of occupational health and safety and helps to identify and communicate problems in the working environment to the employer. The presence of a working environment representative is presumed in a company with ten or more employees.
A working environment representative is needed for the following reasons:
- Contributes to the improvement of the working environment and to the enhancement of the dialogue between the employer and the employees regarding the working environment.
- Monitors the situation of the working environment from the employees’ standpoint so that the work would be safe and the occupational health and safety requirements would be met (e.g. guidance and training of employees, use of personal protective equipment).
- Is familiar with occupational health and safety legislation and internal working environment guidelines applicable to a specific company.
- Acts as a partner of the employer in improving the working environment (e.g. by collecting suggestions from the employees and contributing to the discussion of choosing personal protective equipment). If deficiencies are discovered, he or she shall inform both the employer and the employees and, if necessary, issue occupational health and safety instructions. The representative has the right to request that the employer eliminate the deficiencies and improve the working environment. If someone’s life or health is directly endangered, the working environment representative may temporarily suspend hazardous work or prohibit the use of hazardous work equipment.
- Participates in the investigation of an occupational accident or disease.
Pursuant to the Occupational Health and Safety Act, a working environment representative shall perform his or her duties no less than two hours per week and shall be paid his or her average working day wage. Specific obligations are set out in an agreement (or collective agreement) between the employee and the employer.
The employer shall ensure that the working environment representative has access to all workplaces in the enterprise necessary for the performance of his or her duties, provide him or her with information necessary for the performance of his or her duties regarding risk analysis and occupational accident and disease (including the results of investigations).
Like all other employees, the working environment representative is entitled to receive information on a precept of the Labour Inspectorate to the employer.
Election of the working environment representative
- To elect working environment representatives, an employer shall call a meeting of employees of the enterprise, the enterprise’s structural unit or the relevant shift, in which employees may participate either directly or through a person authorised by an unattested authorisation.
- An election is deemed to have been held if at least 50% of the employees of the enterprise, the enterprise’s structural unit or the relevant shift participated therein.
- Candidates can be nominated by both employees and the employer, but the final decision is made by the employees.
- A working environment representative is elected (if a working environment representative is not elected, it shall be recorded in the minutes).
- The law permits operating without a working environment representative if the employees do not want to elect a representative or the candidates do not want to fulfil this role. An employer cannot appoint a representative. After a while, new elections are held but the time of the new elections is not directly provided by law. It makes sense to hold new elections if employees express their wish to do so.
An employer can support the election of representatives by explaining the rights and obligations of the representative and the additional protection arising from the role of an employees’ representative (e.g. the preferential right of keeping their job in the case of lay-off arising from the Employment Contracts Act). A working environment representative shall not be placed at any disadvantage if there is a conflict of interest between him or her and the employer. The number of representatives depends on the size and organisation of work of the enterprise – the employees shall be given the possibility to elect a representative in each enterprise, structural unit in separate territory or shift with more than 10 employees. For example, an office enterprise with 11 employees elects one representative, whereas an enterprise with 30 employees and two shifts should have two representatives if there are more than ten employees in one shift.
The employer shall notify the labour Inspectorate of the election of the working environment representative within 10 days, forwarding the name and position of the working environment representative. The employer can deliver this information via the Labour Inspectorate Self-service.
The term of authority of the working environment representative is decided by the meeting of employees. The meeting of employees has the right to remove the representative before the expiry of the term and elect a new representative.
Temporary agency workers and representation of employees
When evaluating the need for working environment representatives, temporary agency workers are taken into account in the user undertaking – for example, employees shall be provided the opportunity to elect a working environment representative if the enterprise has 3 so-called own employees and 8 temporary agency workers. However, it is not necessary to organise the election of representatives in a temporary-work agency with 3 own employees and 30 temporary agency workers, as they will elect their representative in the user undertaking.
Training and refresher training of a working environment representative
An employer shall organise training for a working environment representative necessary for the performance of their duties within two months as of their election. The training is usually organised as 3-day courses (the scope of the training is 24 hours).
An employer shall organise refresher training for a working environment representative and a member of the working environment council if there are new hazards or health risks present in the working environment, there have been significant changes in legislation governing occupational health and safety, or the working environment representative, the member of the working environment council, the employer or the Labour Inspectorate deems it necessary. The duration and topics of the refresher training of a working environment representative shall be agreed between the employer and the manager of a continuing education institution pursuant to the needs of the employer and the employees.
A working environment representative is a representative elected by employees in occupational health and safety issues. The representative monitors the situation of the working environment from the employees’ standpoint and acts as a partner of the employer in improving the working environment, e.g. by collecting suggestions from the employees and contributing to the discussion of choosing personal protective equipment.
To elect working environment representatives, an employer shall call a meeting of employees of the enterprise, the enterprise’s structural unit or the relevant shift, in which employees may participate either directly or through a person authorised by an unattested authorisation. An election is deemed to have been held if at least 50% of the employees of the enterprise, the enterprise’s structural unit or the relevant shift participated therein. Candidates are nominated by the employees, but can also be nominated by the employer. An employer can support the election of representatives by explaining the rights and obligations of the representative and the additional protection arising from the role of an employees’ representative (for example, the preferential right of keeping their job in the case of lay-off arising from the Employment Contracts Act). A working environment representative shall not be placed at any disadvantage if there is a conflict of interest between him or her and the employer.
The size and organisation of work determines the possible number of working environment representatives – the possibility to elect a representative shall be given in each enterprise, structural unit in separate territory or shift with more than 10 employees. For example, an office enterprise with 11 employees should hold elections for one representative; however, if there are 30 employees and 15 people work both night and day shifts, elections should be held in both shifts and then the enterprise would have 2 representatives. The employer shall notify the Labour Inspectorate of the election of the working environment representative within 10 days through the customer portal of the Labour Inspectorate or in a format which can be reproduced in writing, forwarding the name and position of the working environment representative.
The term of authority of the working environment representative is decided by the meeting of employees – the meeting of employees has the right to remove the representative before the expiry of the term and elect a new representative.
Operating without a working environment representative is allowed if the employees do not want to elect a representative or the candidates do not want to fulfil this role. The employer shall not appoint anyone a representative – in that case, the company operates without a working environment representative and new elections are organised after a while. The law does not clearly provide when new elections should be organised. It makes sense to hold new elections if employees express their wish to do so. If a working environment representative is not elected, this shall be recorded in the minutes.
A working environment representative is a representative of employees and a partner of the employer in matters related to the working environment. One of the most important tasks of the representative is to monitor that work in the company is performed in a safe manner and the requirements of occupational health and safety are met (e.g. that employees use personal protective equipment, protective equipment of machinery is in working order, and employees are provided with the necessary training before commencing work). Pursuant to the law, an employee is required to follow the working environment representative’s instructions regarding the working environment.
In order to fulfil his or her role, the representative shall be aware of the occupational health and safety legislation applicable to the specific company, as well as the working environment guidelines for employees in effect in the company (for example, the obligation to use personal protective equipment for certain tasks).
If a deficiency is discovered, the working environment representative shall inform both the employees and the employer – he or she has the right to give orders related to occupational health and safety to co-workers and request that the employer eliminate the detected deficiencies and improve the work environment. If the work directly endangers someone’s life or health, the working environment representative has the right to temporarily suspend the hazardous work. The representative shall be involved in the investigation of an occupational accident or disease. The representative shall monitor that the employees have had their medical examinations.
The amount of time a working environment representative spends on performing the tasks related to the working environment depends on the enterprise and it is established in the agreement between the employer and employee (or collective agreement). The Occupational Health and Safety Act stipulates that this time should be no less than two hours per week and the employee shall be paid the average working day wage during such time.
The employer shall provide the working environment representative with equipment necessary for his or her work. For example, by providing a representative who does not work with a computer on a daily basis access to a computer with an Internet connection for two hours a week so that he or she could familiarise himself or herself with legislation related to the working environment.
- To elect working environment representatives, an employer shall call a meeting of employees of the enterprise, the enterprise’s structural unit or the relevant shift, in which employees may participate either directly or through a person authorised by an unattested authorisation.
- An election is deemed to have been held if at least 50% of the employees of the enterprise, the enterprise’s structural unit or the relevant shift participated therein.
- Candidates can be nominated by both employees and the employer, but the final decision is made by the employees.
- A working environment representative is elected (if a working environment representative is not elected, it shall be recorded in the minutes).
- The law permits operating without a working environment representative if the employees do not want to elect a representative or the candidates do not want to fulfil this role. An employer cannot appoint a representative. After a while, new elections are held but the time of the new elections is not directly provided by law. It makes sense to hold new elections if employees express their wish to do so.
An employer can support the election of representatives by explaining the rights and obligations of the representative and the additional protection arising from the role of an employees’ representative (e.g. the preferential right of keeping their job in the case of lay-off arising from the Employment Contracts Act). A working environment representative shall not be placed at any disadvantage if there is a conflict of interest between him or her and the employer. The number of representatives depends on the size and organisation of work of the enterprise – the employees shall be given the possibility to elect a representative in each enterprise, structural unit in separate territory or shift with more than 10 employees. For example, an office enterprise with 11 employees elects one representative, whereas an enterprise with 30 employees and two shifts should have two representatives if there are more than ten employees in one shift.
The employer shall notify the labour Inspectorate of the election of the working environment representative within 10 days, forwarding the name and position of the working environment representative. The employer can deliver this information via the Labour Inspectorate Self-service.
The term of authority of the working environment representative is decided by the meeting of employees. The meeting of employees has the right to remove the representative before the expiry of the term and elect a new representative.
The employer is obliged to organise a general meeting of employees in order to elect a working environment representative, so as to give the employees the opportunity to choose a working environment representative to represent them in matters related to occupational health and safety. If it turns out at the meeting that the employees do not wish to elect a representative, this is their right.
It may also happen that an elected candidate refuses to perform the duties of a representative. This is their right – no one can be forced to perform the duties of a working environment representative. Nor would it make any sense, because an employee who is not willing to be a representative would probably not fulfil their role. In this case, too, the organisation will continue without a working environment representative.
In such a case, minutes will be taken of the meeting and the employer can enter information about it in the self-service environment of the Labour Inspectorate. To do this, select ‘Representatives’ from the left menu, then select ‘Not elected’ in the working environment representatives section. In the window that opens, add the minutes of the meeting and save.

The employer is not obliged to provide information that the representative was not elected, but if the data have been submitted, automatic notifications will no longer be sent to the employer about the need to organise elections of a working environment representative. If the data have been entered in the self-service environment of the Labour Inspectorate, it can be seen that the employer has fulfilled its obligation to organise a general meeting of employees for electing a working environment representative.
If the representative was not elected, the employer can later hold new elections, the time of which is not directly prescribed by law. It makes sense to hold new elections if employees express their wish to do so.
If a representative has not been elected, the employer communicates directly with the employees regarding occupational health and safety issues.
An employer shall organise training for a working environment representative necessary for the performance of their duties within two months as of their election. The training is usually organised as 3-day courses (the scope of the training is 24 hours).
An employer shall organise refresher training for a working environment representative and a member of the working environment council if there are new hazards or health risks present in the working environment, there have been significant changes in legislation governing occupational health and safety, or the working environment representative, the member of the working environment council, the employer or the Labour Inspectorate deems it necessary. The duration and topics of the refresher training of a working environment representative shall be agreed between the employer and the manager of a continuing education institution pursuant to the needs of the employer and the employees.
When evaluating the need for working environment representatives, temporary agency workers are taken into account in the user undertaking – for example, employees shall be provided the opportunity to elect a working environment representative if the enterprise has 3 so-called own employees and 8 temporary agency workers. However, it is not necessary to organise the election of representatives in a temporary-work agency with 3 own employees and 30 temporary agency workers, as they will elect their representative in the user undertaking.
What is a working environment council?
A working environment council is a body for co-operation between an employer and the employees’ representatives formed in larger enterprises which resolves occupational health and safety issues in the enterprise. A working environment council shall be set up in an enterprise with at least 150 employees and it shall comprise an equal number of representatives of the employer and the employees The number of members of the working environment council depends on the enterprise and it is up to the employer to decide.
The council shall comprise at least four members (incl. 2 representatives of the employer and 2 representatives of the employees). The term of authority of the employer’s representative is decided by the employer and the term of authority of the employees’ representative is decided by the meeting of employees. The meeting of employees may remove representatives of the employees from the council.
The election and training of representatives of the employees belonging to the working environment council takes place on the same grounds as working environment representatives – the representatives of the employees are elected at a meeting organised by the employer and the rights of the employees’ representative extend to them.
Working environment representatives may also be elected to the working environment council; however, while the representatives are tasked with handling matters related to the working environment on a daily basis, if possible, from the standpoint of each individual employee, the activities of the members of the council are more geared towards issues concerning the entire enterprise.
The employer determines the members of the council appointed by the employer and one of them is often the working environment specialist. A working environment council shall elect the chairperson and his or her deputy from among its members. The names and term of authority of the working environment council members shall be displayed in a visible place.
Both the election of the members of the working environment council and the acceptance of this role are voluntary. If the employees do not want to elect their representatives to the working environment council during the meeting or none of the employees want to fulfil this role, forming a working environment council in this enterprise is not possible. However, the minutes of the meeting organised to elect the members of the working environment council shall still be drawn up to prove that the employees have been provided the opportunity to elect representatives.
Working Environment Council is intended to analyse the enterprise’s working conditions and monitor that all occupational health and safety requirements are met.
For example, the following are analysed in the course of regular meetings:
- the results of the risk analysis and the implementation of its action plan;
- occupational accidents;
- problems related to the working environment by making proposals to the employer to resolve them and monitoring the implementation of the solutions;
- the impact of the planned changes on occupational health and safety;
- opportunities to improve the working conditions for groups at a specific risk (such as young employees and pregnant women); the results of internal control.
The council shall adopt resolutions by consensus, i.e., all the members of the council shall agree to the decision. A working environment council shall communicate its proposals to the employer in writing and if the employer cannot take such proposals into account, the employer shall respond in writing within three weeks, providing reasons thereof.
Members of the working environment council shall be released from the duties of the principal job for no less than one hour a week to participate in the work of the council. If a working environment representative has been elected to the working environment council, his or her weekly working time for performing obligations related to the working environment shall be no less than 3 working hours – 2 hours for tasks related to the role of the representative and 1 hour related to the role of a member of the working environment council – and he or she shall be paid the average working day wage during such time.