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According to the Health and Safety Executive (HSE), workers are as likely to have an accident in the first six months at a workplace as they are during the whole of the rest of their working life. This risk is even higher for young workers, who may be entering the world of work for the very first time.

In this article, we'll explore the key considerations when employing young people, including how to identify and manage the specific risks they may face. We'll also look at how to provide appropriate training and supervision, and how to create a workplace culture that encourages open communication and builds confidence.

Understanding the risks to young people in the workplace

Young people are more vulnerable to harm in the workplace for several reasons. They are often new to the job, less experienced, and may lack the confidence to speak up if something feels unsafe. Many are also unfamiliar with standard health and safety procedures, and may not yet have developed the awareness to recognise potential hazards.

This group includes employees under the age of 18, apprentices, and those on work experience placements. Employers have the same legal responsibilities for these individuals as they do for any other worker. That means assessing risks, providing training and supervision, and taking all reasonable steps to ensure their health, safety and welfare at work.

When young people enter the workplace, they bring fresh energy, curiosity and potential. But there are several reasons why they may be more susceptible to harm:

• Lack of experience or maturity - They may not yet have the practical judgement to assess whether something is safe.
• Hesitancy to speak up - Some may fear asking questions, especially in a new or unfamiliar setting.
• Over-eagerness to please - A desire to impress can sometimes lead to taking unnecessary risks or saying ‘yes' to tasks without fully understanding them.
• Unfamiliarity with equipment, processes or rights - Many will be using workplace tools or following procedures for the first time.

 Certain types of work can carry particular risks for young people, including:

• Manual handling, especially where loads are heavy or awkward
• Lone working, where supervision and support are limited
• Machinery use, particularly if training is insufficient or shortcuts are taken
• Working at height, even on ladders or mezzanines
• High-pressure roles, such as fast-paced service or production environments, which may lead to physical or mental strain

This does not mean young people should be excluded from these tasks altogether. On the contrary, it highlights the need to assess and manage risks with their level of maturity, experience and training in mind.

With the right support, young workers can thrive - and learn how to work safely from the very beginning of their careers.

The importance of tailoring risk assessments to individual workers

When employing young people, there is no requirement to carry out a separate risk assessment. However, employers must ensure that age, experience and maturity are all considered as part of the existing process.

This means looking at the tasks involved and asking whether they are appropriate for someone who may not yet have developed the physical strength, confidence or judgement of an experienced adult.

Factors to take into account include:

• Physical capability - Is the task too demanding for someone who is still developing physically?
• Training needs - Has the young person been given enough information and instruction to carry out the task safely?
• Level of supervision required - Do they have someone available to guide or support them while they build experience?
• Potential pressure points - Are they being placed in high-pressure, customer-facing or emotionally demanding roles without adequate support?

The HSE highlights that, "What's low-risk for an experienced adult may not be low-risk for a 16-year-old new to the job." By adapting your risk assessment to take this into account, you can ensure that tasks are suitable, and that any additional support needs are identified early on.

A well-considered risk assessment not only fulfils your legal obligations, it also helps young people feel safe, supported, and more confident in their new role.

Training and supervision of young people in the workplace

Young people entering the workplace often require more direct supervision and clear, structured training. They are less likely to know what to expect from a job, and may not yet have the confidence to ask questions or admit when something is unclear.

Training should be simple, practical, and tailored to their level of understanding. Avoid overloading young workers with jargon or assuming prior knowledge.

Where possible, support written or verbal instructions with visual aids, hands-on demonstrations, and opportunities to practise tasks under supervision. Repeating key messages is important to ensure understanding and retention.

Close supervision is particularly important during the first few weeks. A buddy system, or assigning a named supervisor to check in regularly, can help build trust and provide a reliable point of contact for any concerns.

A well-structured induction and onboarding process doesn't just make life easier for the individual - it also helps prevent accidents. When young workers understand what is expected of them, feel supported, and know how to ask for help, the risk of injury or harm is significantly reduced.

Encouraging a culture of communication

Many young workers are understandably hesitant to speak up, particularly in unfamiliar environments where they may not yet feel confident or secure in their role. This can make it harder for employers to identify risks or resolve issues before they escalate.

That's why it's essential to create a workplace culture where open communication is encouraged and supported from day one.

Employers can help by:

• Creating a supportive environment - Make it clear that health and safety concerns will be taken seriously, and that speaking up is always the right thing to do.
• Inviting questions without judgement - Young people may need reassurance that asking for help or clarification won't be seen as a weakness.
• Making reporting channels clear and visible - Ensure that all workers, including those on work experience or in training, know exactly how and where to raise concerns.
• Considering peer mentoring - Involving slightly more experienced team members as informal mentors can help younger employees feel more comfortable asking questions or discussing concerns.

Establishing these habits early helps young workers build confidence. It also helps employers stay informed about what's really happening in the workplace.

Work experience and apprentices

Whether a young person is joining your organisation as an apprentice or for a short-term work experience placement, your health and safety responsibilities remain the same. The duty of care applies regardless of the length of time they spend with you.

While schools, colleges or training providers also have a role to play in preparing young people for the workplace, employers are responsible for:

• Providing a proper induction - This should include a clear explanation of the job, the working environment, and any relevant risks.
• Carrying out risk assessments - These should cover both the tasks being carried out and the setting in which they take place.
• Offering close supervision throughout - Young people should never be left in situations where they are unsure or unsupported.

Taking these steps not only helps keep young people safe - it also gives them the chance to develop a strong understanding of good health and safety practice from the outset.

Work experience and apprenticeships are valuable opportunities to instil safe habits and positive attitudes that can last a lifetime.

Young people in the workplace – useful resources and guidance

Employers looking to support young people in the workplace will find a range of clear, practical guidance on the HSE's dedicated Young Workers pages.

These pages cover essential topics including:

Risk assessment - How to adapt your existing process to consider age, experience and maturity

Training and supervision - Guidance on delivering appropriate instruction and oversight

Work experience - What to consider when hosting students or short-term placements

Legal duties- A clear summary of employer responsibilities under health and safety law, including the Management of Health and Safety at Work Regulations

Final thoughts

Young people can bring energy, enthusiasm and fresh ideas to the workplace, but their health, safety and well-being must be protected.

By adapting existing systems to take account of inexperience, limited awareness, and the need for support, you can help prevent accidents, foster confidence, and build a more positive working culture.

And by taking simple, proactive steps, employers can meet their legal responsibilities and create a safer, more inclusive environment where young workers feel supported from day one.