2026-01-01 · HawkSwift Ltd

Employer fire safety responsibilities under uk law

In shared buildings or multi-occupied premises, there can be more than one responsible person. Each has a duty to cooperate and coordinate with the others, particularly over shared means of escape and common areas. A [landlord](https://www.hawkswift.co.uk/blog/fire-risk-assessment-for- carried out by NEBOSH-qualified assessors, usually turned around within 5 working days.

Article 15: Emergency Procedures and Fire Drills

Having identified the risks, the responsible person must under Article 15 put in place appropriate emergency procedures and make sure they are recorded and, where necessary, displayed. This means a clear evacuation plan, nominated fire wardens, and a way to call the fire and rescue service quickly.

The Order requires you to establish emergency procedures and, so far as is necessary, instruct relevant persons about them and about the measures they must take. Fire drills must be carried out sufficiently regularly so that everyone on site knows what to do. For most workplaces an annual drill is a reasonable minimum, with more frequent practice where staff turnover is high or the building is complex.

Do not forget the practical side: escape routes must be kept clear, signs must be in place and maintained, and fire detection and warning systems must be tested. The responsible person should keep a record of each drill — date, what worked, what did not, and the action taken. That record is exactly the sort of evidence a fire inspector wants to see, and its absence is one of the fastest routes to enforcement action.

Article 18: Using Competent Persons

Article 18 allows — and in practice requires — the responsible person to use one or more competent persons to help meet the duties under the Order. A "competent person" is someone with sufficient training, experience and knowledge to implement the necessary fire safety measures properly.

This does not offload your legal duty. You remain the responsible person and stay accountable. But it does mean you do not have to be a fire engineer yourself; you can bring in outside help for the technical work. The trap many employers fall into is appointing someone internally who lacks the right training, then assuming the duty is met. If that person cannot demonstrate competence, the defence will not wash with an inspector.

Engaging NEBOSH-qualified assessors is the straightforward way to satisfy this. Competence is judged on whether the person can actually do the job to the standard expected, not on a piece of paper alone. Document who you have appointed, their qualifications, and the scope of what you have asked them to do.

Article 21: fire safety Training for Staff

Article 21 requires the responsible person to provide employees with adequate fire safety instruction and training. This must be given at the time they are first engaged, and repeated periodically where appropriate. It also extends to any changes to the emergency procedures and to the duties of staff who are nominated as fire wardens.

Training is not the same as a poster on the wall. Employees need to know the fire hazards in their workplace, how to raise the alarm, the evacuation route, and the location of assembly points. Those with specific responsibilities — wardens, those who use firefighting equipment — need more detailed instruction. New starters, agency workers and part-timers are often missed, and that gap is a common enforcement finding.

Good training is brief, practical and repeated. Keep attendance records. If your insurer or local fire and rescue service asks for evidence of training, those records are what protects you. Where the workforce changes often, build training into induction so it never slips.

Penalties and Enforcement

The consequences of ignoring employer fire safety responsibilities are not theoretical. Breach of the RRO is a criminal offence. An enforcing authority — typically the local fire and rescue authority, or the Health and Safety Executive in certain workplaces — can issue an alterations notice, an enforcement notice, or a prohibition notice that can shut part or all of your premises.

In the most serious cases, prosecution follows. On summary conviction the penalties are substantial; on indictment, a breach can lead to an unlimited fine and up to two years' imprisonment. Corporate bodies can be fined without limit, and directors can be personally liable where offences are committed with their consent or connivance.

None of this is about catching employers out. It is about making sure the people who use a building can get out if it catches fire. The compliance.*

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