Working Alone in Manitoba: Rules and Work Alone Policy

Manitoba has specific rules for working alone or in isolation. Under Part 9 of the Workplace Safety and Health Regulation, employers must identify the risks, put safe work procedures in place, give workers an effective way to communicate and keep in regular contact with them. This guide explains what that means and what a work alone policy for a Manitoba workplace should contain.

Does Manitoba have working alone rules?

Yes. They are in Part 9 of the Workplace Safety and Health Regulation (Manitoba Regulation 217/2006), made under the Workplace Safety and Health Act. Part 9 applies to every workplace where a worker works alone or in isolation.

What counts as working alone or in isolation?

A worker is working alone or in isolation when they work in a place where help is not readily available in case of injury, illness or emergency, because of where they are, when they work or the nature of the work. A night shift in an empty building, a home care visit or a field job in a remote area are typical examples.

What employers must do

1. Identify the risks to workers who work alone or in isolation, in consultation with the safety and health committee or representative where there is one.
2. Develop and implement safe work procedures to eliminate or reduce those risks.
3. Provide an effective communication system between the worker and the employer, or someone designated by the employer.
4. Keep in regular contact with the worker, at intervals suited to the risks.
5. Train workers in the procedures and the communication system.

How to write a work alone policy in Manitoba

A written work alone policy is the simplest way to show that you have met Part 9. It should cover:

• the jobs and situations that count as working alone or in isolation;
• the risk assessment and the safe work procedures for each job;
• tasks that must never be done alone;
• the communication system and the check-in interval;
• what happens when a worker misses a check-in, and who goes to help;
• training, records, and a regular review with the safety and health committee.

How often should a lone worker check in?

The Regulation does not set a fixed interval. It must match the risk: a low-risk task may only need checks at the start and end of the shift, while hazardous, remote or violence-prone work calls for frequent contact and an automatic alarm when a check-in is missed.

Can a worker refuse to work alone in Manitoba?

Under the Workplace Safety and Health Act, a worker can refuse work they have reasonable grounds to believe is dangerous to their safety or health, or to that of another person. The refusal must be reported to the employer or supervisor, who must investigate.

How a lone worker app helps

A lone worker app does not make you compliant on its own, but it helps you run your procedure reliably. With VigieApp, Neovigie's lone worker safety app:

• the Lifeline runs timed check-ins: if the worker does not reset the countdown, the alarm goes off, even if the phone is broken or out of coverage, because it is enforced by the server;
• missed check-ins escalate automatically to up to 10 supervisors per level, across 5 levels, by SMS, email, call and push;
• fall and no-movement detection raise the alarm when the worker cannot;
• every alarm is time-stamped, so you keep a record of your procedure.

Frequently asked questions

Is it legal to work alone in Manitoba?

Yes. Working alone is allowed, provided the employer meets Part 9 of the Workplace Safety and Health Regulation.

Do I need a written work alone policy in Manitoba?

Part 9 requires safe work procedures and an effective communication system. Putting them in a written policy is the clearest way to show it, and to train workers on it.

Who should check on a lone worker?

The employer or a person designated by the employer, using the communication system and the interval set in the procedure.

Sources

• Manitoba Workplace Safety and Health Regulation, M.R. 217/2006, Part 9
• Manitoba, Guideline: Working alone or in isolation

Disclaimer: this article is provided for general information purposes only and does not constitute legal advice. Neovigie is not a law firm and does not provide legal or regulatory compliance advice. Regulations change over time: always refer to the current legislation in your jurisdiction, and consult a qualified legal or occupational health and safety professional before making decisions for your organization.