Health and Safety
Executive / Commission
Enforcement Guide
(England & Wales)
The level of the reduction in sentence should be gauged on a sliding scale, ranging from a maximum of:
"The objective of prosecutions for health and safety offences in the work place is to achieve a safe environment for those who work there and for other members of the public who may be affected. A fine needs to be large enough to bring that message home where that defendant is a company not only to those who manage it but also to its shareholders18."
See the section Preparing for sentencing hearings for further guidance and a summary of a number of guideline cases on sentencing.
Evidence of any previous convictions may be given after a defendant has pleaded guilty or has been convicted22. The court can be provided with a list of all previous convictions, although this may not always be appropriate; there are no firm rules and judgment should be made on a case by case basis, having regard to the factors which the court will take into account (see above). The more relevant or similar the conviction is to the current offence, the older the conviction being put forward might be. In the case of individuals, you should mark on the list any conviction that is spent under the Rehabilitation of Offenders Act 197423. A conviction of an individual that resulted in a fine is spent five years from the date of conviction and all such convictions are removed from HSE’s public register of convictions after this period. Convictions of corporate bodies are not subject to the ROA 1974; after five years, records of these convictions are moved from the register to a separate Prosecutions History database, which is also publicly available.