YWs have limited experience with workplaces, workplace hazards and strategies to protect themselves from harm. YWs may not understand the important reasons for following OHS policies and procedures.

While they are still learning about the workplace and OHS, YWs are heavily influenced by what others around them are saying and doing. If the workplace has a safety culture, YWs will learn how to protect their own and others' safety. If OHS is ignored or not taken seriously by management, supervisors and other employees, YWs will almost certainly disregard safety too. This leaves YWs at increased risk of injury and employers and supervisors at risk of being penalised or prosecuted.

One of the main excuses used to avoid orientating, training and supervising YWs is that it costs time and reduces productivity. In fact, YWs' safety and productivity both increase once they have been trained to follow correct procedures to complete tasks. YWs who appears unproductive may simply need additional support and training. 

YW OHS is often ignored or rushed even though employers are legally required to provide YWs with orientation, training and supervision. Employers are also legally required to take into account the competence, experience and age of an employee when deciding how much supervision that employee requires. 

Supervisors may lack skills in managing, consulting and communicating with YWs about OHS. Providing information and training to supervisors of YWs is an effective way to overcome this.

Untrained and unsupervised YWs frequently assume that unless someone tells them what they are doing (or wearing) is unsafe that they are following correct procedures, leading to preventable injuries.

YWs may not seek assistance, ask questions or report hazards simply because they don't know who to speak to. Alternatively, unsupervised YWs trying to impress employers and supervisors by showing initiative may attempt to do something they haven't been trained to do, resulting in near-misses, injuries or worse.

YWs are often unaware of their OHS rights and responsibilities. YWs may also believe that safety is something that only employers and supervisors have to worry about. YWs must be informed that they have a right to a safe workplace and that they have a legal responsibility to work safely.

A clear explanation of YWs OHS rights and responsibilities will avoid any misunderstandings about everyone's role in keeping the workplace safe.

The brains and bodies of YWs are still developing. Most YWs don't have the same level of physical, cognitive or emotional development as older, more experienced employees. YWs may struggle to identify OHS hazards, even when they can be clearly seen or seem obvious. YWs often have very little information about the types of workplace injuries they are at risk of, the potential consequences of these injuries or how OHS risks can be managed or controlled. Employers and supervisors need to offer help and support until YWs can demonstrate competency in managing OHS.

Due to their incomplete physical development, the bodies of YWs doing physically demanding, repetitive tasks can quickly become fatigued and at increased risk of sustaining a manual handling injury, especially if they have not been trained in correct manual handling techniques.

Some strategies to overcome these issues include: Training YWs in correct manual handling techniques; regularly rotating the tasks assigned to YWs; assigning tasks that are appropriate to YWs' physical, cognitive and emotional development; using trolleys or dollys to carry heavy loads; introducing a policy of having two people carry large or awkward loads; compulsory use of PPE, etc.

YWs often lead hectic lives combining study, sport, hobbies and socialising in addition to working. YWs arriving at work fatigued or distracted are far more likely to make dangerous mistakes affecting themselves and / or others in the workplace. Inform YW that they are expected to schedule adequate sleep before arriving for work. Careful supervision of YWs will also allow unsafe behaviours to be spotted before they lead to an OHS incident.

YWs often work irregular hours, including night and weekend work as part of their jobs, especially casual or part-time YWs. This also increases the risk of dangerous mistakes brought on by fatigue. Working irregular hours and shifts can also cause YWs to forget important OHS policies and procedures if they haven't used them for a few days or weeks. Adequate supervision, written safe work method statements and policies as well as regular verbal and visual reminders about key hazards and control methods are all effective ways to help YWs stay safe at work.

Give YWs plenty of notice of the times they are working and the number of hours for each shift to help them plan their time and get enough sleep before work. Routinely asking YWs to work extra (unscheduled) hours, enforcing overtime and not providing adequate breaks also increases their risk of injury from fatigue.

YWs may not understand how to behave safely and appropriately at work. Lack of supervision can make this worse. Employers and supervisors should model the behaviour they expect and be very clear with YWs about what is acceptable. Assigning more experienced employees to act as mentors for YWs can help to overcome this difficulty - even if it's on a shift by shift basis.

YWs may not understand that working under the influence of alcohol or drugs is completely inappropriate. YWs may not know, for example, that both licit (legal) and illicit drugs can affect their ability to operate machinery safely, stay focused on tasks and safely assess and manage risks - even with tasks they usually complete competently.

Employers and supervisors should inform YWs of the serious safety risks associated with working under the influence of alcohol or drugs and any penalties that apply. A discussion with the YW about the workplace's policy on alcohol and other drugs is an effective way to communicate this information.

WARNING !! Employers and supervisors who don't challenge workers who arrive at work hungover or under the influence of alcohol / other drugs may be sending a message to YWs that this behaviour is acceptable.

An environment that recognises and rewards safe behaviour and encourages everyone, including YWs, to be safe is a very effective strategy for preventing inappropriate workplace behaviour.

Frequent job changes mean that YWs can be "new on the job" for an extended period of time. Although a YW may have been employed before, employers and supervisors should always check that YWs can demonstrate safe work practices before letting them work unsupervised.

Many YWs do unskilled and semi-skilled work while gaining experience and competence to do more skilled jobs. Many others are simply trying to earn some money while completing secondary or tertiary study. Unskilled and semi-skilled jobs generally have much greater risk of injury. When combined with YWs incomplete physical development, inexperience, a lack of adequate training and supervision and hectic lifestyles, YWs face significantly higher risk of sustaining injuries.

Large numbers of YWs are employed in industries with high injury rates, such as construction, hospitality and retail. Performing dangerous work without adequate orientation, training, supervision, PPE and mentoring is a recipe for injury among many YWs.

YWs may have difficulty coping with unexpected, stressful situations. Being shouted at by a customer, being told to rush a job or sudden negative feedback from a supervisor can cause a YW to panic, become confused or lack concentration which can lead to dangerous mistakes. An OHS orientation will help YWs to learn more about what to do and where to get help if they are harassed or stressed at work. It is also crucial that employers and supervisors insist that YWs follow safe procedures no matter how busy or rushed everyone is.

YWs are more likely to experience workplace bullying, violence and 'initiations' that they don't want but cannot control. Employers and supervisors have a legal responsibility to protect YWs safety and to put policies and procedures in place to prevent any harm of this sort. A strong workplace safety culture does not tolerate any employee being exposed to this type of harm.