NIGHTS’ DARK REALITY

Paul Telford, HMP Frankland and member of the POA H&S Consultative Committee, examines health and safety issues for night workers

Night shifts in prisons are among the toughest and most high-risk assignments. Discipline Grades and Operational Support Grades (OSGs) not only contend with disrupted sleep and long-term health risks but also face security threats, isolation and exhaustion that can lead to mistakes. Despite these well-documented challenges, night staff often feel overlooked when it comes to workplace protections and wellbeing. It’s time for real, meaningful change.

THE HEALTH TOLL OF NIGHT WORK

Nightshift workers in prisons experience severe fatigue due to disrupted circadian rhythms and poor sleep quality. Many describe feeling constantly drained, suffering from ‘brain fog’ and even short-term memory loss. Over time, the risks increase, with heightened chances of cardiovascular disease, diabetes and deteriorating mental health. One staff member put it plainly: “We’re vitamin D and daylight deprived for an entire week. Colleagues will sleep outside on a sun lounger… just to get some sunlight to the bones.”

In a high-risk environment such as a prison, exhaustion doesn’t just affect the worker, it becomes a safety issue for everyone. Tired staff are more likely to make errors, and in a setting where security is absolutely paramount, that’s a risk no one can afford.

SAFETY RISKS AND LONE WORKING

Lone working is a major concern, particularly for OSGs, who often bear the brunt of night shifts. With fewer staff on duty, Discipline Grades and OSGs patrolling prison wings alone are more vulnerable to volatile situations. While protocols exist, fewer people on shift at night means fewer backup options when things go wrong. As one staff member highlighted: “People come in after a shift when they shouldn’t, and mistakes happen.” Beyond the walls of the prison, commuting home after an exhausting shift poses additional risks. With no employerprovided transport or security measures for those who are finishing late, fatigued staff face increased dangers both on the road and for their personal safety.

HEALTH AND SAFETY LAWS PROTECTING NIGHT WORKERS

UK law provides essential protections for night workers, including Discipline Grades and OSGs. Under the Working Time Regulations 1998, night workers are entitled to:

• A free health assessment before starting night shifts and regular annual check-ups
• A maximum average of eight hours of work in any 24-hour period.
• Extra safeguards when night work involves significant physical or mental strain
• Adequate rest breaks and recovery time between shifts to prevent fatigue-related risks
• Protection from discrimination when requesting adjustments because of night work health concerns.

Under the Health and Safety at Work Act 1974, employers must also assess and mitigate night work risks, including fatigue, lone working and mental health stressors. However, many staff feel these legal protections are not enforced effectively.

THE RIGHT TO HEALTH SURVEILLANCE

Given the well-documented dangers of night work, regular health checks should be a priority. Employers are required to provide:

• A pre-night work health assessment before a staff member begins their night shifts
• Annual health screenings to monitor ongoing impacts While participation is voluntary, managers should proactively ensure staff understand their rights and have easy access to these services.

SHIFT LENGTH AND RECOVERY TIME

Many prisons are pushing for 12-hour shifts, with some staff welcoming the extended time off between shifts. However, research shows longer shifts lead to greater fatigue, especially in safety-critical workplaces. The Office for Rail Regulation (ORR), which studies fatigue in high-risk workplaces, recommends:

• A maximum of 10-hour shifts for night work
• At least 12-14 hours between shifts to allow for proper recovery

Yet, many Discipline Grades and OSGs report inadequate recovery time, with shift patterns cutting into personal time. Consecutive night shifts often mean rest days are spent recovering rather than enjoying actual time off.

WHAT NEEDS TO CHANGE?

1. Stronger fatigue risk management: Prisons must conduct regular fatigue risk assessments and establish confidential reporting systems.
2. Fairer compensation for night work: The significant toll of night shifts must be reflected in higher pay and benefits.
3. More control over shift patterns: Discipline Grades and OSGs should have greater input in scheduling, particularly those with families or health conditions.
4. Better protections for older staff: As tolerance for night work declines with age, staff aged 50-plus should have the right to transition to day shifts.
5. Safer lone working conditions: More security measures and additional staffing should be in place to reduce the risks of working alone.
6. Accessible occupational health services: staff should not have to use annual leave for medical appointments and services must be available during night shifts.

HOW TO BOOK A NIGHT WORKER HEALTH ASSESSMENT

Line managers should proactively discuss the night worker health assessment with staff and ensure they are aware of their rights. To book an assessment:

1. Register on www.myohportal.co.uk before making a referral.
2. Navigate to: Actions > Make a new referral > Fitness for task > Night worker screening.
3. The referred employee will receive an email link to complete a health questionnaire.
4. Automated reminders will be sent if no response is received within seven to 14 days.
5. If concerns arise, a follow-up medical examination will be arranged. Further details can be found in the HMPPS Occupational Health User Guide via HMPPS Connect.

FINAL THOUGHT

Prisons cannot function safely without the dedication of Discipline Grades and OSGs, who work tirelessly through the night to maintain order. Yet despite the critical nature of their role, many are left vulnerable, facing exhaustion, lone working risks and long-term health issues with little meaningful support.

This is not just a staff wellbeing issue, it’s a security issue. Fatigued, burned-out staff cannot perform at their best, and in a prison environment that puts everyone at risk. The prison service must do better. Without urgent action, better policies, stricter enforcement, and a real commitment to protecting its workforce, the safety of both staff and prisoners will remain compromised. A well-rested, well-supported workforce isn’t just desirable. It’s essential.

PAUL TELFORD
HMP FRANKLAND AND MEMBER OF THE POA H&S CONSULTATIVE COMMITTEE