A workplace assessment (APV) is a key tool in a company’s efforts to ensure a healthy and safe working environment. It helps prevent sickness absence, incorrect working postures, clarify expectations, and avoid workplace accidents. Furthermore, a healthy and safe working environment can enhance job satisfaction, motivation, productivity, and employee retention.
What is a workplace assessment?
A workplace assessment (APV) is a statutory document that must be prepared by all Danish companies with more than one employee. The document must include an evaluation of the physical and psychological working environment and must be carried out every three years or when significant changes occur within the company. The workplace assessment must result in a written action plan, accessible to both management and employees, as well as the Danish Working Environment Authority.
Workplace assessment and occupational health and safety organisations (AMO)
Companies with 10–34 employees must establish an AMO, consisting of the employer, supervisors, and health and safety representatives.
Companies with 35 or more employees must establish a two-tier AMO: health and safety groups and a health and safety committee. The health and safety leader is appointed by the employer and must have adequate knowledge of the company’s operations. They must also spend the majority of their working hours supervising or leading work processes.
The health and safety representative is elected by all employees within the area they will represent. It is the employer’s responsibility to ensure that elections are held, but the employer must not influence the election itself.
What must a workplace assessment include?
A workplace assessment must cover various areas depending on the company's industry, type, size, etc. At a minimum, it must include the following elements:
- Identification of risks: identify and assess the working environment at the workplace.
- Solutions and priorities: describe what can be done to eliminate or reduce risks in the company and create a prioritisation list.
- Action plan and follow-up: define responsibilities, set a timeline, and describe how the company intends to follow up on new initiatives.
We will delve deeper into these topics in upcoming blog posts, which you can find on our blog.
Are you in need of assistance?
As an Azets customer, your company can receive prompt advice regarding the statutory APV assessment and possibly a well-being survey. Our senior consultants are ready to assist you via "Ask the APV Expert". Once you are registered, you can call Azets’ senior consultants, who will quickly guide you with clear explanations. The team consists of experienced HR specialists with many years of experience in APV and well-being assessments. We can help you stay on top of all regulations and ensure you get the full benefit of the survey, supporting you with the necessary initiatives and resources.
FAQ about APV (Workplace assessment)
What is an APV?
What does APV mean?
Is an APV mandatory?
When is an APV required?
Who is responsible for completing an APV?
What must an APV include?
