The acronym HSE stands for Health, Safety & Environment.  In the corporate context, HSE indicates the set of processes and practices aimed at ensuring the protection of the health and safety of workers and the protection of the environment. In other words, HSE management is concerned with preventing accidents and occupational diseases, ensuring safe working conditions and protecting the environment both inside and outside the company.

From an organizational point of view, adopting an HSE approach means developing policies and procedures that integrate occupational health and safety with environmental protection. This multidisciplinary approach has become increasingly important: companies today pay great attention to compliance with safety and environmental regulations, as well as worker well-being and sustainability. An effective HSE management system contributes not only to complying with legal obligations, but also to improving productivity and corporate image, reducing accidents, risks and costs related to penalties or injuries.

Within the organization, the figure who coordinates and supervises these aspects is commonly called the HSE Manager (sometimes also known as Safety Manager or Safety Manager, especially in international contexts). In reality, there are different professional roles in the HSE field, as also defined by specific regulations and standards: in particular, the technical legislation identifies both the HSE Manager and the HSE Specialist as key profiles in the management of Health, Safety and the Environment. In the following paragraphs we will analyze the meaning of these figures and how they differ from the role of RSPP provided for by Italian legislation.

Role of the HSE Manager and HSE Specialist

In many companies, especially medium-large ones, the HSE Professional is the figure in charge of supporting the organization in the overall and integrated management of all processes in the Health, Safety and Environment fields. This professional figure works transversally to ensure that company activities comply with workplace safety and environmental protection standards, helping the company to achieve its HSE objectives.

In recent years, there has been a need to clearly define the skills and requirements of these professionals. To this end, the Italian standardization body UNI has issued a specific technical standard that frames the roles of the HSE Manager and the HSE Specialist, distinguishing their responsibilities and skills. Let’s see what this rule provides for and what the two profiles consist of.

UNI 11720:2025 standard and HSE profiles

The UNI 11720:2025 standard (which updates and replaces the previous version of 2018) defines the requirements relating to the professional activity of the “HSE Professional”, i.e. the role in charge of managing health, safety and the environment in the company in an integrated manner. In particular, the new edition of the standard outlines two distinct professional profiles for HSE professionals:

• HSE Specialist – an operational/specialist level profile;

• HSE Manager (Manager HSE) – a managerial/executive level profile.

This division into two levels represents a development compared to the past. The 2018 version of the standard distinguished between a Strategic HSE Manager and an Operational HSE Manager. With the 2025 update, the logic of the two levels of the same managerial profile is overcome in favor of two well-defined professional figures, the Specialist and the HSE Manager, each with their own area of autonomy and competence. The distinction recognizes on the one hand a figure more oriented towards managerial aspects and strategic coordination (HSE Manager), and on the other hand a figure more focused on  the technical-operational aspects  of HSE (HSE Specialist).

Below we delve into the typical roles and responsibilities of the HSE Manager and the HSE Specialist as outlined by technical practices and regulations. It is important to underline that, although these roles are recognized by UNI standards, no Italian law formally obliges companies to appoint an HSE Manager or HSE Specialist. The adoption of these figures is the result of organizational choice and good business practices, driven by the growing importance given to safety and the environment.

For further insights on the topic, we invite you to visit the official website UNI – Ente Italiano di Normazione

HSE Manager: skills and responsibilities

The HSE Manager is the reference professional who operates at managerial level  in the management of Health, Safety and the Environment. In practice, this role has an overall and strategic vision:  it supports top management in developing HSE policies, defining objectives and improvement plans and ensuring that the culture of safety and environmental sustainability is widespread in the organization.

According to the UNI standard, the HSE Manager has advanced knowledge of legislative, regulatory and organisational matters in the areas of health, safety and the environment. He is able to interpret and apply the numerous laws and technical standards of the sector and to integrate HSE requirements into business processes. In addition to technical skills, this figure must have strong management and interpersonal skills, leadership qualities  and coordination skills.

Among the main responsibilities of the HSE Manager are:

• Elaboration of the company’s HSE strategy: together with the Management, it defines health, safety and environmental policies, improvement objectives and intervention programmes.
• HSE management system: develops, implements and monitors management systems (es. ISO 45001 for occupational safety, ISO 14001 for the environment), ensuring compliance with standards and continuous improvement.
• Coordination of HSE resources and activities: supervises the work of HSE Specialists and any ASPPs (Prevention and Protection Service Officers) or other specialists, coordinating risk assessment, inspections, operational controls and internal audits.
• Training and awareness-raising: promotes the HSE culture in the organisation, plans and approves training programmes for workers on safety and the environment, organises awareness campaigns on HSE issues.
• Interface with external bodies and compliance: represents the company in relations with control bodies (ASL, ARPA, Fire Brigade, etc.) and with certifying bodies, ensuring that the company is always in compliance with legal obligations (e.g. environmental authorizations, periodic checks) and prepared in case of inspections.
• Performance monitoring and reporting: analyses HSE performance indicators (accidents, near-misses, environmental emissions, etc.), periodically reports to the Management on the progress and effectiveness of the measures adopted, proposing any corrective measures.

In essence, the HSE Manager has a managerial role: he makes decisions independently on HSE operational aspects and influences the company’s strategic decisions on safety and the environment. This figure is often part of the management team and helps to ensure that production or business objectives are achieved without ever compromising worker safety and environmental protection.

HSE Specialist: skills and responsibilities

The HSE Specialist is a professional figure who operates at a more operational and technical level  than the Manager. While always working in the Health, Safety, Environment field, his focus is on  the practical and specialized activities  necessary to keep workplaces safe and business operations compliant with current regulations.

According to UNI 11720:2025, the HSE Specialist must have in-depth technical knowledge of the risks and prevention measures in the various company production processes. He/she has specific skills on machinery, plants, hazardous substances, work procedures and knows how to identify the most appropriate technical solutions to mitigate risks. In addition, good interpersonal and communication skills are required, for example to negotiate improvement interventions with department managers and to effectively train operational staff.

Typical HSE Specialist duties include:

• Risk identification and assessment: analyzes production processes in detail and identifies safety and environmental hazards. He/she collaborates in the  company’s Risk Assessment, bringing the technical skills necessary to assess specific risks (chemical, mechanical, ergonomic, environmental, etc.).
• Definition of preventive and protective measures: proposes and details the prevention and protection measures to be implemented (e.g. safety devices on machines, PPE for workers, pollutant suction systems, safe operating procedures) in accordance with legislation and technical standards.
• Operational implementation of HSE procedures: prepares safety instructions and procedures, emergency plans, and field verification that they are correctly applied. Carries out inspections and internal audits in the departments to check compliance with safety and environmental regulations.
• Technical training for workers: directly carries out (or contributes to carrying out) practical training sessions on specific HSE aspects – for example, it trains workers in the correct use of PPE, first aid, firefighting and environmental emergency management procedures.
• Support for environmental and health monitoring: operationally manages the measurements and monitoring (noise, vibrations, emissions, air quality, etc.) required by law, keeping in touch with specialized laboratories. It also manages the operational safety of construction sites or departments, verifying that safety measures are respected on a daily basis.

In summary, the HSE Specialist plays an operational-specialist role: he is in the field alongside workers and department managers to ensure that safety and environmental protection measures are effectively implemented and maintained. He solves specific technical problems and provides technical advice to the company on punctual HSE issues. Often several HSE Specialists can be part of an HSE team, coordinated by the HSE Manager.

It should be noted that both the HSE Manager and the HSE Specialist, despite having different roles, collaborate closely with each other. Both are part of the company’s HSE function (which can sometimes coincide with the Prevention and Protection Service, we will see later) and share the goal of preventing accidents, protecting workers and minimizing the environmental impact of activities.

RSPP: definition and legal obligations

RSPP is the acronym that identifies the Head of the Prevention and Protection Service. Unlike the HSE Manager, which is an optional role defined by technical regulations, the RSPP is a figure expressly provided for and mandatory by law in Italy when it comes to safety at work. Let’s see in detail what it is.

The role of the RSPP is governed by Legislative Decree 81/2008 (the Consolidated Law on health and safety at work) and subsequent amendments. According to the regulatory definition, the RSPP is the person in possession of adequate skills and requirements, designated by the Employer to coordinate the risk prevention and protection service in the company. In practice, the SPP Manager is the internal or external consultant who assists the Employer in fulfilling safety obligations, taking care of organizing prevention and protection activities in the company.

Importantly, every employer has a legal obligation to appoint an RSPP (internal or external to the company). This obligation is enshrined in art. 17 of Legislative Decree 81/08, which includes the “designation of the person in charge of the risk prevention and protection service” among the employer’s non-delegable obligations. Therefore, unlike the HSE Manager who is a voluntary figure, the presence of an RSPP is required by law in any organization with workers, to ensure that there is always someone formally in charge of safety management.

Tasks and responsibilities of the RSPP

Once appointed, the RSPP has the task of managing the company’s Prevention and Protection Service (SPP). Prevention and Protection Service refers to the set of people, systems and means external or internal to the company intended to carry out prevention and protection activities from occupational risks. In larger companies, the SPP may also be composed of ASPPs (SPP Officers) who assist the RSPP. In smaller companies, the role of RSPP is often entrusted to an external consultant or to the employer himself (if he has the training requirements).

The main tasks of the RSPP, listed in art. 33 of Legislative Decree 81/08, include both technical and managerial and training activities. In summary, the RSPP must:

• Identify the risk factors present in the company and collaborate in the preparation of the Risk Assessment Document (DVR), proposing preventive and protective measures to reduce risks. This involves analyzing work environments, equipment, processes, and organization to highlight hazards and estimate health and safety risks.
• Develop prevention and protection measures and define the control systems for these measures. For example, the RSPP helps to plan technical interventions (installation of safety devices, adaptation of systems), organizational (safe work procedures) and management (maintenance plans, health surveillance) to mitigate the risks identified.
• Designing and proposing information and training programs for workers. The RSPP, in fact, assists the employer in defining the contents of mandatory safety training (e.g. firefighting courses, first aid, training on specific risks) and in organizing the related training activities. In addition, it collaborates in the practical training of workers in the use of equipment and PPE safely.
• Participate in consultations on occupational health and safety protection. The RSPP participates in periodic safety meetings (mandatory in companies with more than 15 workers), discussing with the Employer, the Competent Doctor and the RLS (Workers’ Safety Representatives). In these forums, it provides its opinion on the state of prevention in the company and on any need for intervention.
• Supervise the implementation of safety measures and compliance with procedures by workers. Although it does not have sanctioning powers, the RSPP carries out inspections and internal controls, reporting any critical issues or non-compliance to the Employer and suggesting corrective actions.

In essence, the RSPP plays a mainly consulting and technical coordination role: it does not have final decision-making powers (which remain with the Employer), but acts as  an engine and technical reference for everything related to prevention in the company. It must ensure that the safety management system is applied correctly on a daily basis and that the Employer is informed of the obligations to be adopted.

From the point of view of requirements, to carry out the role of RSPP, the law requires specific training: it is necessary to possess certain qualifications and attend special training courses (Modules A, B and C according to the State-Regions Agreement of 07/07/2016) that qualify for the function. In addition, there is a mandatory periodic update. This further differentiates the RSPP from the HSE Manager/Specialist, whose training requirements are not set by law but by the UNI standard (often a technical degree and several years of experience in the HSE field, with the possibility of voluntary certification of skills).

Differences between HSE Manager (Safety Manager) and RSPP

After outlining the characteristics of HSE Manager/Specialist and RSPP, we can summarize the main differences between these figures. Although the ultimate goal is common – to protect health, safety and the environment in the company – there are substantial differences in terms of regulatory framework, area of competence and responsibility.

• Regulatory basis and obligation: the first fundamental difference is that the RSPP is a mandatory figure by law, provided for by Legislative Decree 81/2008, while the HSE Manager (or HSE Specialist) is a figure that is not mandatory by law, but introduced by voluntary technical standards and company practice. Each company must appoint an RSPP to comply with current legislation, while there is no legal obligation to have an HSE Manager – his presence is the result of an organizational choice to improve internal safety and environmental management.
• Scope of application: the scope of action of the RSPP is strictly defined by law in terms of safety at work (and partly protection of workers’ health). The RSPP mainly deals with occupational safety and risks for workers. On the other hand, the HSE Manager has a broader and more integrated scope: he deals with both safety at work and health in a broader sense (organizational well-being, ergonomics, etc.), and environmental protection (emissions, waste, environmental compliance), aspects that go beyond the perimeter of Legislative Decree 81/08. In practice, the HSE Manager embraces Health, Safety and Environment at 360 degrees, while the RSPP is mainly focused on Safety and Health at work in the strict sense (although in modern companies he often collaborates on environmental issues, as they are not required by law in his role).
• Role in the organization: The HSE Manager in the company typically holds a managerial or managerial role. He often reports directly to the General Management or top management, is a member of the management committees and influences strategic choices in HSE matters. The RSPP, on the other hand, has a more technical-consulting role: he is an advisor to the Employer. Although he or she may be a managerial level employee in some realities, the RSPP (especially if external) often operates as a specialist consultant, without autonomous decision-making power over company policies. In summary, the HSE Manager is “part of the management line” that guides the company towards certain HSE objectives, the RSPP is “part of the prevention service” that advises and supports the employer in compliance with obligations.
• Responsibility and decision-making autonomy: the RSPP has no direct criminal liability for safety obligations (which remain with the Employer), nor autonomous spending or decision-making powers: he proposes measures and reports to the employer. On the contrary, the HSE Manager can have very broad internal powers and operational responsibilities: in many companies the HSE Manager manages budgets dedicated to safety and the environment, makes immediate decisions to resolve HSE critical issues and can be held responsible in civil/organizational matters for the failure to achieve HSE performance. However, it should be clarified that from a legal point of view,  the introduction of an HSE Manager does not exempt the Employer from its legal obligations and responsibilities – similarly to the RSPP, the HSE Manager is a support figure, albeit with greater internal management autonomy.
• Training and certification: as mentioned, to become an RSPP,  the law prescribes a qualifying training course (modules A, B, C and updates) and minimum education requirements. For the figure of HSE Manager/Specialist, there is no single training course required by law. Typically, these are professionals with degrees (often in engineering, prevention techniques, chemistry, etc.) and several years of experience in HSE roles. The UNI 11720:2025 standard provides a scheme of recommended training and experience requirements for HSE Managers and Specialists, and on this basis many obtain voluntary HSE skills certifications (issued by accredited certification bodies) to attest to the possession of knowledge, skills and competencies in line with the standard. These certifications, although not mandatory, are increasingly widespread and valued in the labor market.
• Company size and organizational structure: generally, the figure of the HSE Manager is found in medium-large companies, where there is a need for structured and strategic safety and environmental management. In small companies, on the other hand, there is often no dedicated HSE Manager: the employer simply appoints the RSPP (sometimes coinciding with an external consultancy) to comply with the minimum legal obligations. In the absence of an HSE Manager, many HSE management tasks may fall directly to the employer or to other figures (managers, supervisors) with the support of the external RSPP. On the other hand, in large companies it is common to have both roles: the HSE Manager at the head of the HSE function and one or more RSPPs (often internal) who take care of the technical-regulatory aspects of safety. In some cases, if the same person possesses both management skills and legal qualifications, HSE Manager and RSPP may coincide in the same professional figure – this happens, for example, when the Employer assigns the role of RSPP to the manager who already heads the HSE department. This “two-in-one” solution can be efficient, but it requires a professional with a very complete profile.

In conclusion, HSE Managers (or Safety Managers) and RSPPs are complementary figures, but with substantial differences. The RSPP was born from a legal obligation and guarantees that the company complies with the minimum requirements of safety at work, operating as an expert consultant to the employer. The HSE Manager was born from a higher level voluntary organizational need: to bring safety and environmental management to a strategic and integrated level, going beyond simple regulatory compliance to aim for excellence in the HSE field.

Why choose Safetyone as an RSPP with an HSE Manager approach?

Effective enterprise security management requires specialized skills and an integrated approach that goes beyond simple regulatory compliance. SV S.R.L. offers an enhanced RSPP service, comparable to that of an HSE Manager, thanks to a set of additional activities that allow companies to achieve a higher level of safety and operational sustainability.

Among the main differences that distinguish Safetyone from a simple appointment of an external RSPP are:

• Continuous technical assistance with availability from Monday to Friday during office hours and guaranteed assistance for emergencies 24 hours a day, including holidays, ensuring timeliness in the management of critical issues.
• Integrated legal and management support, which includes the creation of a safety management system aimed at the direct protection of the Employer and Managers, effectively limiting civil and criminal liability.
• Organization and constant monitoring of training and health surveillance, through advanced digital tools (Safetyoneclick portal) with automatic alerts to avoid non-compliance or delays in mandatory deadlines.
• Direct interface with the Competent Doctor and with territorial control authorities (ASL, Labour Inspectorate, Fire Brigade), ensuring effective management of institutional relations and optimal preparation in the event of inspections.
• Specialized engineering support on complex and relevant technical issues (e.g. seismic risk, fire, ATEX, legionella, electromagnetic fields), ensuring an in-depth verification of company regulatory compliance.
• Regularly update regulatory compliance through semi-annual reports and remediation action planning, indicating a clear scale of priorities based on potential legal and organizational risks.

Choosing Safetyone means equipping yourself not only with an RSPP, but with an authentic strategic partner with a role similar to that of an internal HSE Manager. This allows the company to effectively anticipate and manage risks, maintaining high safety standards, reducing incidents and at the same time strengthening its image as a responsible and sustainability-oriented company.

To further explore the substantial differences between the simple appointment of an external RSPP and the advanced service offered by SV S.R.L., contact our team of experts for personalized advice.

L'articolo The 7 Key Differences Between HSE and RSPP for a Safe and Informed Approach to Workplace Safety Management proviene da Safetyone.it.

What Is A Points-Based Licence for Construction Sites?

The points-based licence for construction sites, introduced by Decree-Law no. 19/2024 published in the Official Gazette no. 52 of 02/03/2024, has been in force since 1 October 2024 and is mandatory for companies and self-employed workers operating on temporary or mobile construction sites in Italy.

This decree introduces the points-based  licence, or credit-based licence, to assess the qualification of companies and self-employed workers operating on construction sites

The goal of the points-based license is to prevent negligence and violations of workers’ health and safety regulations on construction sites.

This regulatory instrument was created to increase safety at work, prevent accidents and ensure compliance with the European standards provided for by the European Directive 92/57/EEC on construction site safety.

Is your company ready and compliant with the new Italian legislation?
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Who Must Have A Points-Based Licence For Construction Sites?

All companies and self-employed workers, Italian or foreign, who carry out activities in temporary or mobile construction sites defined in Article 89, paragraph 1, letter a, are obliged to hold a   licence.

In detail, the obligation to possess a points-based   licence will be required on construction sites involving construction or civil engineering works with the following characteristics:

• Construction, maintenance, repair, demolition
• Renovation or dismantling of fixed, permanent or temporary structures
• Road, railway, hydraulic, maritime and hydroelectric works
• Assembly and disassembly of prefabricated elements

Need to quickly figure out if you have to?
Talk to a Safetyone expert now to avoid penalties and business interruptions.

Companies Exempt From The Obligation Of A Points  Licence

Companies that possess SOA certification or other equivalent European certifications that enable participation in public tenders in Italy are exempt from the obligation.

Safetyone offers direct assistance to verify the validity of foreign certifications on the Italian territory.

Is your foreign certification valid in Italy?
Contact us now to quickly check it with our specialists.

What Documents Do You Need To Get A Points-Based  Licence For Construction Sites?

To obtain a points-based   licence for construction sites, the following documents and requirements are required:

• registration with the Chamber of Commerce, Industry and Crafts;
• fulfilment by the employer, managers, supervisors and workers of the company of the training obligations referred to in Article 37;
• fulfilment, by self-employed workers, of the training obligations provided for by this decree;
• possession of the valid single document of contribution regularity (DURC);
• possession of the Risk Assessment Document (DVR);
• possession of the Single Document of Fiscal Regularity (DURF).

Are you worried about bureaucratic management?
Safetyone takes care of everything: you get full document and training support right away.

Who Issues A Points-Based License For Construction Sites And How To Get It Quickly?

The license is issued digitally by the National Labor Inspectorate after verification of the necessary documentation.

Safetyone fully supports foreign companies in the management of all bureaucratic procedures, ensuring speed and ease in obtaining a   license.

Do you want to get your license quickly and without obstacles?
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How Does Points License Score Work For Construction Sites?

Each company starts with a total of 30 credits. These credits are reduced in the event of ascertained violations of safety regulations on construction sites. Specifically, the following are lost:

• 10 serious violation claims listed in Annex I;
• 7 receivables for workers’ exposure to the risks indicated in Annex XI;
• 5 credits for violations provided for by Law no. 73 of 2002;
• 20 credits in the event of liability of the company for a fatal accident;
• 15 credits in the event of an accident with permanent disability (total or partial);
• 10 credits for an accident involving the absence of the worker for more than 40 days.

In the event of particularly serious accidents (fatal accidents or accidents with permanent disability), the National Labour Inspectorate may decide to temporarily suspend the licence for up to a maximum of 12 months.

Credit recovery: Lost points can be easily recovered by attending specific safety training courses, which allow you to reacquire up to 5 credits for each course attended. SV S.R.L. organizes these courses directly, also taking care of the transmission of the necessary documentation to the Inspectorate.

Competitive Advantages Of Points Licence For Foreign Companies

Owning a points-based   licence for construction sites allows foreign companies to:

• Successfully participate in Italian public tenders.
• To increase competitiveness and reputation in the Italian market.
• Ensure regulatory compliance and raise safety standards.

Why Choose SV S.R.L.?

SV Srl, with twenty years of experience in the field of safety on construction sites, accompanies you step by step in obtaining and maintaining the points license for construction sites. Our multilingual, fast and professional consultancy frees your company from any bureaucratic problems, allowing you to focus exclusively on growth opportunities in Italy. Don’t put your company’s reputation and activities at risk: contact us now to ensure full regulatory compliance and maximum competitiveness on the Italian market.

Ready to keep your business compliant and competitive?

Contact Safetyone and start working peacefully in Italy right away.

L'articolo Points-based licence for construction sites: complete guide to operating in Italy proviene da Safetyone.it.

In this article we will provide the 5 fundamental rules to make the right choice, based on objective and analytical parameters and not simply on the empathy and trust that the commercial interlocutor or the website transmits to us.

Before starting the analysis of these parameters (to which we will have to give a score) the first question that an Employer or a Manager must ask himself is the following:

Why is it important to choose the RSPP correctly?

After more than 25 years from the release of Legislative Decree 626 (today Legislative Decree 81/08) one thing is certain: the real responsible for safety in the company are the Employer, the Manager and the Supervisor. The Responsibility profile of the RSPP is related to the tasks specifically indicated by the TUSL and for the Employer there is almost always a profile of co-responsibility, linked to the principle of “culpa in eligendo e vigilando”, a principle widely treated by the judgments of the Supreme Court. Translated: even in the event that the error, omission or inexperience is attributable to the company RSPP, the Employer is often called upon to respond jointly and severally (both civilly and criminally) as it is one of his duties to carefully choose his “occupational safety expert” and check his work during the work.

With regard to “the culpa in eligendo” it is in fact worth underlining the fact that in 1994, when the famous Legislative Decree 626 was issued, it was mandatory to communicate to the ASL the name of your RSPP, as well as attach the documentation certifying its preparation. Today this obligation no longer exists and even if many are in favor of simplifying and reducing bureaucratic paperwork (and among them also the writer) it is undeniable that this, in fact, means that the obligation to verify the technical professional suitability of the RSPP falls solely and exclusively on the Employer. Such a priority aspect that the legislator has indicated the appointment of the RSPP among the non-delegable tasks of the Employer (together with the drafting of the DVR).

After this necessary premise, especially for newcomer Employers (ie who have recently opened a business or recently held this role) let’s see in detail what are the essential requirements of the RSPP or ideal consultant.

A tip before starting: prepare an outline with the questions listed below and during the interview or analysis of the estimates, assign a score from 1 to 10 for each of these. In this way you will avoid making a choice based on non-objective parameters (such as the sympathy of the interlocutor).

1. How much does the RSPP service cost?

The cost of an RSPP is quite variable and there is no national tariff. The parameters generally used to define the annual cost are based on the company’s risk class (low, medium or high risk) and the number of employees.

The reason why there is no tariff is related to the fact that the role of RSPP, leaving aside the minimum tasks required by law, is substantially that of a business consultant. It’s like asking what the annual cost of an IT consultant is. It depends on the work it has to do for the company, how it is structured, how many people are able to support its work, what are the expectations, but above all how many days it takes to provide a service in line with the needs and expectations of the customer.

Exact! The cost of an RSPP depends on how concretely and operationally its service is carried out, how many hours or days are dedicated per year to carry out checks, inspections, communications and if these activities are carried out remotely or in the field.

The cost specified in the offer should therefore depend not so much on the simple assumption of the task of company RSPP, but also on the services that are offered and on the number of hours / man or days / man expected throughout the year.

Understanding what are the minimum tasks of the RSPP is simple, just read the content of art. 33 of the TUSL (Consolidated Law on Safety at Work), but knowing instead what activities should or could be delegated to the RSPP requires some in-depth regulatory analysis and above all a global assessment of how your company is structured on this issue.

Tip: we ask that the following aspects be explained in the offer: the tasks required by law, the hours or days / year included in the service, if there is remote assistance, how many inspections are carried out throughout the year, if there is an information service (eg newsletter) to be constantly updated (especially in relation to new legal obligations), etc.

2. What skills should an RSPP have?

To cover the role of RSPP it is sufficient to have a high school diploma and the obtaining of training modules A, B and C for a total minimum of about 60 hours (the total number of hours depends on the ATECO sector of the company for which the role must be held). Many degree courses allow partial exemptions or reductions in the total number of hours; similarly, the assumption of the role of RSPP / employer allows you to follow a shorter and simplified training course. It is therefore clear that the first step is to verify that the future RSPP has the training requirements to hold this position.

However, this is not enough because we also need skills such as:

• A good RSPP must know specifically the risk factors related to the company, knowledge gained through previous experience in the sector. The qualification or the certificate is not enough, a thorough knowledge of all the risk factors potentially present is needed (from fire risk, to seismic risk, from that relating to Covid-19 to ATEX risk). Otherwise, the Employer should directly assume the role of RSPP and make use of specialized consultants from time to time.
• After 25 years of experience in the sector, I realize how essential it is to know laws, judgments of the Court of Cassation, as well as the modus operandi of Supervisory Inspection Bodies and Judges. It is difficult to understand through a CV the experience in the legal field of a candidate, but certainly the importance and duration of previous assignments such as RSPP or equivalent experiences in the security field, are a good business card.
• Managerial. When you hear about Safety Management System (SGS) many think that it is an obligation only for large companies or multinationals, with ISO certifications and complex organizational processes. In reality, this obligation exists for all companies and consists, in fact, in having an organizational chart, in assigning and verifying tasks, roles and responsibilities, in managing all business processes also taking into account security aspects. To do this you need experience, problem solving skills and managerial skills, to avoid unnecessarily burdening the company with procedures, forms and document paperwork.

Tip: take a look at the CV of the future RSPP, evaluate all previous skills and roles. Discard offers that do not specifically indicate who will fill the role of RSPP. Even if you are a small company, discard the offer of your accountant or lawyer. To do this job you need experts in the field of safety at work; often the RSPP seem to offer the same services, but the real difference is seen only when critical issues emerge (accidents, occupational diseases, visits to the Inspection Bodies).

3. What strategies can the RSPP adopt to reduce business costs?

Many times it is believed that the cost of safety in the company is constituted only by the remuneration or compensation of the RSPP or in the case of larger companies by the total cost of the resources committed in the Office of Prevention and Protection (RSPP, ASPP, Technical Secretariat etc).

In reality, the business cost to security depends on many other factors, including indirect security costs that are often not quantified (except in DUVRI for specific tasks). Let’s take some examples:

• How many hours are dedicated by a construction company for the preparation of POS
• For a company that often hosts external companies or suppliers, how many resources are used to verify their technical and professional suitability (ITP) and to prepare the DUVRI
• For small companies that carry out activities with third parties, how many hours are dedicated to the preparation of forms and self-certifications requested by customers.

At best, the employer finds himself paying the cost of a secretary who is always busy filling out security documents.

But are there ways to save time and consequently money? The answer is almost always affirmative, just optimize work, adopt innovative strategies and take advantage of information technology and digitization. To do this, however, it is necessary to fully understand how business processes that have security implications work and how to transform them to make them simpler, more effective and more protective.

If you want to learn more about this, see Digitize your company with Safetyone Click.

Tip: Test your future RSPP. Ask him how he intends to organize work, how to optimize processes, how to automate time-consuming documents and procedures in your company.

4. How long does an RSPP contract last?

The duration of RSPP’s contract is not established by law. Each company or freelancer independently establishes the duration of the contract, the methods of renewal and contractual obligations. It often happens to see RSPP assignments with a minimum duration of three years or contractual obligations that establish the obligation, for the Customer, to communicate with 6 months’ notice the desire to terminate the contract. In these cases, the question that an employer often asks is: if an RSPP offers an inadequate service, for which I am responsible, how can I keep it for three years? If I cancel the contract 6 months in advance, how can I secure a suitable service until the end of the contract? The answer is simple… Just don’t sign such contractual clauses.

No one doubts that in the first year the activity of the RSPP is more demanding (especially if until then the company was not in order) but in our opinion it is more correct to impose an initial cost relating to the first year (to adapt the company to regulatory requirements) specifying in detail which services will be provided and subsequently a maintenance cost for the renewal of the RSPP activity. There must be no contractual obligations, there is only a fiduciary relationship between the parties; If the company wants to interrupt a relationship because it is not satisfied with the service provided, it should be able to send a PEC with 15 days notice and pay only the activity carried out up to that moment.

If a consulting firm is certain of the service it offers, it does not need contractual obligations.

Tip: Sign contracts where there is only tacit renewal (in order to avoid the hassle of having to sign the appointment of the RSPP every year), but with the possibility of terminating the contract early by means of a minimum notice sent by Certified Electronic Mail (PEC).

5. What support should an RSPP provide?

How many times have you called your consultant for an urgent thing at 6.20 pm and listen to his answering machine telling you that the office reopens the next day at 8.30 or an ASL check just when he is unfortunately on vacation. They seem trivial aspects, especially if there has never been an urgency in your company, but in case of need all this becomes fundamental, especially in the event of an accident at work.

It is evident that many characteristics of the ideal RSPP cannot be written on a contract, but many times the good morning is seen from the morning.

Based on my humble opinion, the ideal RSPP or consultant must be judged on the basis of the following parameters:

• Availability and courtesy
• Intellectual honesty
• Availability of a telephone support service
• Immediate availability on site in case of accident or inspections
• Speed of service delivery
• Transversal support on all security issues

With regard to this last aspect, I would like to emphasize that the RSPP cannot be a jack-of-all-trades (even if experience provides valuable help even on issues not of specific competence), but must be able to make use of the support of specialist collaborators in the various sectors of safety at work.

Although I have been doing this job for 25 years, while updating myself continuously, despite having worked as a teacher and consultant in many areas of safety at work, I cannot call myself a safety expert in all areas. Over the years, safety at work has become so complex that it requires the support of specialists in different thematic areas.

A couple of examples: how does the RSPP integrate the DVR regarding seismic risk if it has no expertise as a structural engineer? Or, how does the RSPP manage to integrate the DVR on fire risk if it barely knows the meaning of REI compartmentalization.

Far be it from me to denigrate RSPP and consultants, but we must also be aware that there are no allologists, but companies that have multiple skills within them to concretely evaluate all the risk factors present in a company.

Tip: Ask the potential candidate how they intend to perform their role, what support services they offer, and test them on some specific topics regarding workplace safety. If he can’t give you a real-time answer, ask him if he wants to ask for help from home (in this case from the office)… Based on his answers, you will be able to understand whether you will be able to use integrated advice in the future or whether you will have to pay another consultant for areas that do not fall within his competence.

Conclusions

As we have seen, choosing an RSPP is very complex and time-consuming. We use this short questionnaire to select possible candidates, assign a score from 1 to 10 for each question and make the total sum. If it exceeds the score of 40, it means that you are making the right choice … otherwise keep looking.

It is clear that the questionnaire can be integrated with other questions (e.g. how far the RSPP is from your company) but the important thing is to objectively evaluate all the factors, examining doubts and perplexities on the basis of the solutions proposed by the potential candidate.

I hope this article will have helped you choose your corporate RSPP or security consultant.

If you are still searching, try to find out what score the RSPP service or SV S.R.L.’s occupational safety consultancy service can achieve.

Contact us via the form, online chat or by phone and one of our technicians will be happy to provide you with all the information you need.

L'articolo RSPP: internal, external or RSSP-Employer? proviene da Safetyone.it.

External RSPP (Health and Safety Manager): what are the requirements and tasks of an RSPP? When can an external consultant be appointed?

The Legislation on safety at work presupposes the presence of numerous figures who, together, deal with identifying and preventing present or potential risks in the company. Among the most relevant is the RSPP – Head of the Prevention and Protection Service: let’s deepen this figure and his duties.

Who is the RSPP?

The Head of the Prevention and Protection Service (or Health and Safety Manager) is a professional figure of great importance within the company, appointed by the Employer and mandatory in all cases where even one employee is present.

The Head of the Prevention and Protection Service plays a pivotal role within the company, as he reports directly to the Employer (as must also result from the company safety organization) and supports the same, as an Expert on health and safety in the workplace, in the definition of a correct company safety management system. Often in international realities it is called Safety Manager or HSE Manager.

The Employer has 3 opportunities to appoint its own RSPP:

1. Directly cover the role of corporate RSPP following the execution of a training course as RSPP / Employer whose duration varies from 16 to 48 hours (depending on the level of business risk). The function of RSPP can be exercised by the employer in the case of companies:

• • craftsmen or industrialists, with up to 30 workers
  • agricultural or livestock, employing up to 10 employees
  • fish, with a limit of 20 workers
  • other sectors, up to 200 employees

2. Identify a resource within your staff with adequate training and technical skills and make him follow the courses for the qualification to RSPP. Specifically, three modules are required: Module A (lasting 28 hours) Module B (lasting a minimum of 48 to which must be added a specialization module varying between 12 and 16 hours for some Ateco sectors) and finally Module C (lasting 24 hours)
3. Entrust the task of RSPP to a consultant (external RSPP) who has adequate previous expertise and training requirements as indicated in the previous point.

In addition to the above, for each of the above figures it is mandatory to carry out refresher courses every five years whose duration varies between 6 and 40 hours.

The duration and periodicity of the courses indicated above is defined by the State-Regions Agreement of 7 July 2016.

What skills should the RSPP have?

In addition to the training requirements already indicated in the previous point, art. 32 paragraph 1 of the TUS specifies that “the skills and professional requirements of those responsible for prevention and protection services …. they must be appropriate to the nature of the risks present in the workplace and related to work activities“. From this it can be deduced that the Employer must carefully evaluate the skills of the RSPP on the basis of the CV and previous experience, in relation to the size and complexity of his company, in order to avoid co-responsibility related to the “culpa in eligendo“.

When can an external RSPP be appointed?

The TUS (Legislative Decree 81/08) in art. 31 c. 4 provides that “The use of external persons or services is mandatory in the absence of employees who, within the company or production unit, are in possession of the requirements of art. 32“.

In paragraph 6 of art. 31 The TUS also excludes the possibility of an external RSPP by specifying the obligatory nature of an internal RSPP in the following cases:

1. in industrial companies referred to in Article 2 of Legislative Decree no. 334 of 17 August 1999 (relating to the control of major-accident hazards)
2. in thermal power plants
3. in the plants and installations referred to in Articles 7, 28 and 33 of Legislative Decree no. 230 of 17 March 1995 (relating to ionizing radiation)
4. on undertakings for the manufacture and separate storage of explosives, powders and ammunition
5. in industrial companies with more than 200 workers
6. in extractive industries with more than 50 workers
7. in public and private shelters with over 50 workers

In relation to the above, the debate about the obligation that the internal RSPP was an employee of the company or alternatively could be a professional in possession of the legal requirements, was clarified with the question no. 24/2014 of the Ministry of Labor. In this regard, the Ministry has specified that the term “internal” cannot be understood as equivalent to the definition of “employee”, but must refer to a worker who ensures an adequate presence to carry out his activity “.

In relation to the above, it is clear that the Employer always has the possibility to identify a company or professional as an external RSPP.

What does an RSPP do?

The Head of the Prevention and Protection Service coordinates (where present) the other figures belonging to the SPP (service employees or ASPP), in order to identify and assess the risks present in the workplace and develop prevention measures and effective protections against accidents at work and occupational diseases.

Specifically, as indicated by art. 33 of the TUS, the SPP must:

• Identify hazards and assess risks in the company
• Collaborate with the Employer for the preparation of the Risk Assessment Document
• Develop safety measures suitable for the prevention of diseases and accidents at work
• Develop safety procedures for individual work steps
• Propose information and training programmes for workers
• Participate in consultations on occupational health and safety protection, as well as in the annual regular meeting (when scheduled)
• Provide workers with information on the risks present in the company

What are the advantages of an external RSPP?

As mentioned, companies can choose to appoint an internal resource to the team or, alternatively, opt for an external RSPP. This second hypothesis is particularly advantageous for companies that do not have adequate internal skills in the field of security and for all those of significant size or that carry out potentially dangerous activities, in which the support of specialists in the sector becomes indispensable.

In this case, in fact, choosing an external RSPP allows you to rely on a professional who, in addition to the tasks mentioned above, deals with:

• Maintain relations with Supervisory Institutions and Public Authorities
• Dealing with insurance institutions
• Interpret and apply current legislation (with any updates)
• Prepare documents and material to train and inform staff on safety rules to be followed within the company
• Carry out all the bureaucratic obligations required by law

Last but not least, it allows the Company to transfer to an external part civil and criminal liability that would otherwise remain internal to it.

Do you need an external RSPP or support for your SPP? Let’s stay in touch

If your company is looking for an External Prevention and Protection Service Manager or needs advice to support the current SPP, SV Srl is the solution you were looking for. Thanks to twenty years of experience in the sector, we offer a professional, effective and company-friendly service, carried out by qualified and highly qualified technicians.

CONTACT US NOW TO REQUEST INFORMATION

PROMO: for all RSPP or SPP consulting activities, SV Srl provides Safetyone Click for FREE, the online management platform that simplifies your life.

L'articolo External RSPP: who is it and what does it do? proviene da Safetyone.it.