Check obligations before the start date
Use the official guidance for the part of the UK where the work takes place, and discuss the role with an insurer or broker. Explain hours, duties, locations and the way work is supervised. Resolve any uncertainty about exemptions before the person starts work.
Give the insurer a full people picture
Include casual, temporary and other working arrangements in the discussion. Ask how they are treated rather than making assumptions from the contract title. If duties change, arrange a way for the person managing staff to tell whoever manages the insurance.
Keep evidence accessible
Confirm how the certificate will be made available and where policy records will be retained. Agree a process for recording and reporting workplace incidents. Insurance is one part of employing people; it does not replace risk assessments, training or the other obligations in official employment guidance.
Take these questions to your provider
- Who is included across employees, casual staff and subcontracting arrangements?
- Which requirements and exemptions apply in the jurisdiction where people work?
- Have manual work, site visits, machinery and higher-risk duties been disclosed?
- Can employees access the certificate, and are historical records retained?
Sources & further reading
Checked 26 September 2026. Policy terms and source ratings can change.