Latvia - 2016

1.1 Description of OSH regulatory framework

2.1 Health and safety covers physical and psychological health

2.2 Definition of worker

• 2.2.1 Coverage of particular categories of workers

  • 2.2.1.1 Migrant workers

    Summary/citation: The Labour Law provides prohibitions to some migrant workers from working: a foreigner may be employed only if he has been granted the right to employment, as evidenced by the appropriate entry visa or residence permit. Laws provide exceptions, in certain professions,where no proof of the right to employment is needed. This provision does not apply to European Union citizens and persons who have the right to freedom of movement in the European Union according to the Regulation No. 562/2006 of the European Parliament and of the Council of 15 March 2006 establishes a Community Code on the rules governing the movement of persons across borders ( Schengen Borders Code), Article 2, section 5.

    • Labour Law 20010706 (Art.37 part 8)

    Related CEACR Comments
    • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
    

  • 2.2.1.2 Domestic workers

    No data available.
    

    Related CEACR Comments
    • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
    

  • 2.2.1.3 Home workers

    Summary/citation: Home workers have the same benefits and rights as usual workers do.
    

    Remarks / comments: Latvian Laws do not set the definition of home workers. Art.53 (1) of Labour Law determines that the employee and the employer can agree on the place of performance of work (as well as at the home) other than in the undertaking.

    • Labour Protection Law 20010706 (Art. 1 (13), 3)

    • Labour Law 20010706 (Art. 53 (1))

    Related CEACR Comments
    • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
    

  • 2.2.1.4 Self-employed persons

    Summary/citation: Labour Protection Law provides that a self-employed person has an obligation to take care of his or her health and safety at work, as well as the health and safety of those persons who are affected or may be affected by his or her work.

    • Labour Protection Law 20010706 (Art.4 (2))

2.3 Definition of employer

2.4 Exclusion of branches of economic activity

• 2.4.1 Agriculture

  Summary/citation: Agriculture is included. According to Art.3 of Labour Law it shall be applicable in all fields of employment if other laws do not prescribe otherwise.

  • Labour Protection Law 20010706 (Art.1(13), 3)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 2.4.2 Construction

  Summary/citation: Construction is included. According to Art.3 of Labour Law it shall be applicable in all fields of employment if other laws do not prescribe otherwise. Requirements for construction works and protection are specified in the Cabinet of Ministers Regulation No.92 “Labour Protection Requirements in Performing Construction Work”.

  • Cabinet Regulation No. 92 "Labour Protection Requirements in Performing Construction Work" 20030228

  • Labour Protection Law 20010706 (Art. 1(13), 3)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 2.4.3 Services

  Summary/citation: Services are included. According to Art.3 of Labour Law it shall be applicable in all fields of employment if other laws do not prescribe otherwise.

  • Labour Protection Law 20010706 (Art.1(13), 3)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 2.4.4 Public sector

  Summary/citation: Public sector is included. According to Art.3 of Labour Law it shall be applicable in all fields of employment if other laws do not prescribe otherwise.

  • Labour Protection Law 20010706 (Art.1(13), 3)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 2.4.5 Other

  Summary/citation: Protection requirements for work with mineral extraction are specified in the Cabinet of Ministers Regulation No.150 “Labour Protection Requirements for Extraction of Minerals”; protection requirements for work in forestry are specified in the Cabinet of Ministers Regulation No.310 “Labour Protection Requirements in Forestry”.

  • Cabinet Regulation No. 150 "Labour Protection Requirements for Extraction of Minerals" 20060224

2.5 Definition of occupational accident

2.6 Definition of occupational disease

• 2.6.1 List of occupational diseases

  Summary/citation: Occupational diseases are listed in Annex 1 of Cabinet of Ministers Regulation No.908 “Procedures for Investigation and Registration of Occupational Diseases”, and are as follows:
  
  1. caused by chemical agents in acute and chronic diseases:
  1.1. metals and metalloid diseases caused by toxic impairments of respiratory, anemia, hepatitis, nephropathy, nervous system toxic lesions, tumors, metal fume, skin diseases;
  1.2. organic halogen compounds diseases caused by toxic impairments of respiratory, skin diseases;
  1.3. diseases caused by cyanide compounds - toxic impairments of respiratory;
  1.4. corrosive and irritant substances (inorganic gases, acid, hydroxide, hydrogen peroxide) diseases caused by toxic impairments of respiratory, skin diseases;
  1.5. hydrocarbons and their derivative compounds diseases caused by toxic impairments of respiratory, blood system diseases, hepatitis, nephropathy, nervous system toxic lesions, tumors, skin diseases;
  1.6. nitro compounds and amino diseases caused by toxic impairments of respiratory, blood system diseases, hepatitis, nephropathy, nervous system toxic lesions, tumors, skin diseases;
  1.7. phenol and their derivatives diseases caused by toxic impairments of respiratory, renal toxic lesions, skin diseases;
  1.8. alcohols and glycols diseases caused by optic nerve and retinal diseases of the nervous system toxic disorders, skin diseases;
  1.9. ethers, esters, epoxy compounds diseases caused by toxic impairments of respiratory, skin diseases, tumors;
  1.10. aldehydes and ketones diseases caused by respiratory toxic damage, peripheral nervous system diseases, skin diseases;
  1.11. organic acids and their derivatives (amides, acid anhydrides) diseases caused by respiratory toxic damage, peripheral nervous system, diseases, skin diseases.
  2. Biological factors of diseases caused by:
  2.1. infectious and parasitic diseases in accordance with the infections to which the employee has been in contact during working hours: amebiozis, brucellosis, swine erysipelas, tick-borne encephalitis, yersiniosis, Lyme disease, leptospirosis, Ornithosis, Q fever, tetanus, tuberculosis, tularaemia, viral hepatitis;
  2.2. other infectious diseases encountered in the performance of their duties of health care, prevention and social work sector or other services, and whose origins are proven risk factors role (HIV / AIDS, hepatitis B, hepatitis C, tuberculosis);
  2.3. dysbacteriosis, skin and mucous membranes candidamycosis, visceral candidiasis.
  3. Physical diseases caused by:
  3.1. diseases associated with ionizing radiation: radiation diseases (acute or chronic), local tissue disorders (acute and chronic), tumors;
  3.2. laser induced local tissue damage (skin burns, cornea and retina);
  3.3. general or local diseases caused by vibration;
  3.4. sensoneuronic noise-induced hearing loss or deafness;
  3.5. intense ultraviolet radiation caused electroophtalmia, cataract;
  3.6. decompression sickness (Caisson workers sickness) and its consequences (osteonecrosis);
  3.7. Compression disease (barothitis);
  3.8. heat radiation diseases caused by heat stroke, convulsions, cataract;
  3.9. disease caused by low temperatures: angioneurosis, angiotrophoneurosis endarteritis obliterans, vegetative sensorial polyneuropathy.
  4. diseases caused by drugs: toxic impairments of respiratory, anemia, hepatitis, nephropathy, nervous system toxic lesions, tumors, metal fume, skin diseases.
  5. overload (common physical overload or certain organ or system overload) diseases caused by:
  5.1. Coordination of neurosis;
  5.2. peripheral nervous system and musculoskeletal diseases (acute, subacute or chronic): mononeurophaties and polyneuropathy, including compression and vegetosensoral neuropathy and lumbosacral radiculitis;
  5.3. tendovaginitischronic, tendinitis, peritendinitis, epicondylitis;
  5.4. stenosingligamentitis "…. finger", shoulder-blades periartrousis;
  5.5. bursitis (Prepatellar, subpatellārais, elbow and shoulder);
  5.6. anti osteoarthrosis, including spondiloarthrosis and aseptic osteonecrosis;
  5.7. meniscus injury;
  5.8. Dupuytren's contracture;
  5.9. uterine and vaginal prolapsus and loss;
  5.10. expressed varicose veins with inflammation (thrombophlebitis) or trophic disorders;
  5.11. illnesses associated with overload of vocal cords: chronic laryngitis, vocal nodules (singers' nodules), vocal cords contactulcer, fonastenija;
  5.12. progressive myopia;
  5.13. pulmonary emphysema;
  5.14. psychoneurosis;
  5.15. burnout syndrome.
  6. Industrial aerosols induced disease:
  6.1. pneumoconiosis: silicosis, silicosis combined with tuberculosis, silikatoze, sideroze, asbestosis, metalkonioze, karbokonioze, mixed dust pneumoconiosis, organic dust pneumoconiosis;
  6.2. acute toxic bronchitis;
  6.3. chronic bronchitis (chronic dust bronchitis, acute and chronic toxic bronchitis);
  6.4. chronic obstructive pulmonary disease;
  6.5. Chronic rinofaringolaringitis;
  6.6. respiratory tract and lung tumours;
  6.7. mesothelioma from asbestos dust inhalation.
  7. Allergic diseases: conjunctivitis, rhinitis, nasopharyngitis, rinofaringolaringitis, rhynosinusitis, bronchial asthma, asthmatic bronchitis, exogenous alveolitis, eczema, toxicodermia, angioneuroticedema, urticaria, anaphylactic shock, toxicoallergic hepatitis, vasculitis, allergic inflammation of the auditory nerve, mononeurophaties and polyneuropathy, polyneuritis.
  

  Restrictions / obligations: Annex 1 of Cabinet of Ministers Regulation No.908 “Procedures for Investigation and Registration of Occupational Diseases” of November 6 2006

• 2.6.2 Mechanism for compensating other diseases as occupational ones

  Summary/citation: Employees can submit a claim to the court, as with any other claim, using the general civil procedure according to the Civil Procedure Law that provides that any natural person who has reached legal age and has the capacity to act, as well as any legal person, may bring action in court to protect their infringed or disputed rights of a civil nature.
  The Labour Law provides that individual disputes regarding rights between an employee and an employer, if they have not been settled within an undertaking, shall be settled in court.

  • Labour Law 20010706 (30)

3.1 Competent national authority for safety and health at work

• 3.1.1 Objectives, roles and/or functions

  Summary/citation: The function of the Labour Inspection is the State supervision in the field of employment legal relationships, labour protection and technical supervision of dangerous equipment.

  The Labour inspection monitors how employers and employees mutually fulfil their obligations, promotes cooperation between employers and employees, carries out investigation of accidents at work and performs uniform registration of them, investigates accidents with dangerous equipment and issues permits for the commencement of operation of dangerous equipment and the industrial use of explosives, controls work equipment at workplaces, the utilisation worker protection equipment, utilisation of substances harmful or dangerous to health, issues licences to legal persons who conduct training of employees regarding labour protection and ensures the operation of a national point of contact for the European Agency for Safety and Health at Work.

  The Ministry of Welfare shall formulate State policy in the field of labour protection and co-ordinate the implementation thereof, co-ordinate and monitor the activities of the State administrative institutions in labour protection issues and the State Labour Inspectorate, develop and co-ordinate national programmes and regulatory enactments in the field of labour protection in the National Trilateral Co-operation Council, co-ordinate the inclusion of labour protection issues in international agreements and determine the State statistics registration and statistical reporting system in the field of labour protection following the co-ordination with the Central Statistical Bureau.

  The Cabinet of Ministers shall issue regulations regarding labour protection requirements:
  1) at workplaces;
  2) when using work equipment;
  3) when using personal protective equipment;
  4) when working with a display;
  5) when moving heavy loads;
  6) when performing construction works;
  7) in the use of safety signs;
  8) in the extraction of mineral resources, by drilling;
  9) in the extraction of surface and underground mineral resources;
  10) in the work on fishing vessels;
  11) in the contact with chemical substances;
  12) in the contact with biological substances;
  13) in relation to the level of noise at work;
  14) in the work with asbestos;
  15) in relation to medical care on ships;
  16) in the contact with carcinogenic substances;
  17) when working on heights;
  18) in relation to other requirements regulated by European Union directives on labour protection; and
  19) when performing the work in forestry.

  • State Labour Inspection Law 20080709 (Section 3)

  • Labour Protection Law 20010706 (Section 24, part 2, Section 25)

• 3.1.2 Chairperson and composition

  Summary/citation: Officials of the Labour Inspection are the director of the Labour Inspection and State labour inspectors at all levels.
  The officials of the Labour Inspection have the right to visit and inspect objects under the supervision and control of such officials, and check the work process, working environment and labour protection measures, carry out examination in order to verify that the requirements of regulatory enactments are observed and to take decisions such as suspend the activities of undertaking or impose administrative sanctions regarding matters of employment legal relationships, labour protection and technical supervision of dangerous equipment.
  There are five departments of the Labour inspection – Riga, Kurzeme, Latgale, Vidzeme and Zemgale, each ruled by the local head of the Inspection. Additionally, the departments of Labour Protection, Labour Law, Finances and Administration are established to provide support to the Director.
  The Director of the Labour Inspection manages the Labour Inspection, determines the structure and operational programme of it, examines complaints regarding the officials of the Labour Inspection and represents it without special authorisation.

  Remarks / comments: Information about the structure is available at http://www.vdi.gov.lv/lv/Par-mums/struktura/

  • State Labour Inspection Law 20080709 (Section 5 and 6)

3.2 National OSH research programme or institute

• 3.2.1 Objectives, roles and/or functions

  Summary/citation: The Institute has the following functions:
  1. Providing the public services in occupational safety and health;
  2. Practicing the scientific activities,
  3. Participating in research projects and program preparation, submission and participation in their implementation.
  In order to fulfil its functions, the agency performs the following tasks:
  1. guarantees qualitative training of students and post-graduates in the field of occupational safety and environmental health;
  2. performs researches in the field of occupational safety and environmental health;
  3. maintains database on the health condition of victims of occupational diseases and victims of radiation exposure
  4. provides information to state and municipal institutions, employees and other persons on issues related to occupational safety and health.
  

  Restrictions / obligations: No normative acts regulate this institution

  Remarks / comments: Information is available at the webpage of Riga Stradins University
  

• 3.2.2 Governance board constitution and chairmanship

  Summary/citation: The Institute, governed by the Director, is divided in two departments - Department of Occupational and Environmental Medicine and Laboratory of Hygiene and Occupational Diseases. Each department is governed by the Head of Department.

  Restrictions / obligations: No normative acts regulate this institution

  Remarks / comments: Information is available at the webpage of Riga Stradins University
  

• 3.2.3 Source of funding

  Restrictions / obligations: No normative acts regulate this institution

  Remarks / comments: Over the past five years three studies conducted have been funded by the Latvian Council of Science; there also have been 12 international research projects, including the European Union's Framework Programme, Integrated Projects, EEZ/Norway funded projects and target-oriented research projects.
  Information is available at the webpage of Riga Stradins University:

3.3 National OSH programme

• 3.3.1 Consultation on the national OSH programme

  Summary/citation: The Ministry of Welfare shall develop and co-ordinate national programmes in the field of labour protection in the National Trilateral Co-operation Council (the representatives from the Government, Free Trade Union Confederation of Latvia (LBAS) and Employers’ Confederation of Latvia (LDDK)). This cooperation is stressed also in the Order No.34.
  Also the Order No. 34 provides the duty of the consultation conducted with workers and employers' representatives

  • Order No. 34 On Labour Protection Policy Guidelines 2016.-2020 20160120

  • Labour Protection Law 20010706 (24(2)(4) )

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

4.1 Duty to ensure the health and safety of employees

4.2 Duty to protect the health and safety of people other than their own employees

4.3 Collaboration among two or more employers at the same workplace

4.4 Surveillance of workers’ health in relation to work

• 4.4.1 Specific hazards for which surveillance is required

  Summary / Citation: According to Art.25 of the Labour Protection Law there are additional safety regulations regarding labour protection requirements in case when working with a display; moving heavy loads; when performing construction works; in the extraction of mineral resources, by drilling; in the contact with chemical substances and biological substances; in the work with asbestos; in the contact with carcinogenic substances and other special working environment circumstances.

  The mandatory health examination and surveillance depends on the work activity the employee is performing. Should the Procedures for Performance of Mandatory Health Examinations do not foresee additional exceptions, the frequency of mandatory examinations are divided into three groups:
  1) once every three years;
  2) once every two years;
  3) once a year.

  Once a three years as a rule the health examination should be performed if the:
  a) chemicals exposure index is between 0.5 and 0.75;
  b) the employee is exposed to noise under 80-85 db(A);
  c) exposure to other physical work environment factors does not exceed the corresponding limits;
  d) optical radiation does not exceed the exposure limits;
  e) other hazards, for which no limits are set according to the Regulations on the Procedures for Performance of Mandatory Health Examinations, are influencing the work environment of the employee.

  Once in two years the health examination is mandatory if
  a) chemicals exposure index is between 0.75 and 1.00;
  b) exposure to several chemicals in total is between 0.75 and 1.00;
  c) employee is employed in dangerous circumstances, where there is a high risk of accidents.

  The health examination should be performed once a year if:
  a) no measurement of harmful work environment has been performed, although the health of employee is exposed to it;
  b) chemicals exposure index exceeds 1.00;
  c) the employee is exposed to noise exceeding 80-85 db(A) or other other hazards, expose to which exceeds the respective limits;
  d) exposure to several chemicals in total exceeds 1.00;
  e) the health of the employee is affected by the carcinogens.

  • Cabinet Regulation No. 219 "Procedures for Performance of Mandatory Health Examinations" 20090313

  • Labour Protection Law 20010706 (Art.25)

4.5 Surveillance of the working environment and working practices

4.6 Duty to provide personal protective equipment

4.7 Duty to ensure the usage of personal protective equipment

4.8 Duty to provide first-aid and welfare facilities

• 4.8.1 Arrangements for first-aid

  Summary / Citation: According to Art.12 Para.1 of the Labour Protection Law an employer shall ensure measures that are necessary for provision of first aid, limitation or elimination of the consequences of an accident with dangerous facilities, fire fighting and evacuation of employees and other persons.
  The employer shall:
  1) ensure contacts with external services, especially with the service providing emergency medical care and carrying out fire-fighting and rescue operations; and
  2) designate employees who are trained in provision of first aid and implementation of fire fighting and employee evacuation measures, and ensure that these employees are in sufficient number, adequately trained and supplied with the necessary equipment.

  
  Cabinet of Ministers regulations No 713 “Regulations on the order of the training in provision of first aid and minimum of the medicinal materials required for the provision of first aid” set the obligation to provide at least one first aid kit per 100 employees which entails at least those materials as indicated in the regulations.

  • Cabinet Regulation No 713 "Regulations on the procedure for the provision of first aid training and first aid kits minimum medical materials" 20100806

  • Labour Protection Law 20010706 (Art.12 para 1)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 4.8.2 Sanitary installations

  Summary / Citation: Cabinet of Ministers regulations No 359 “Labour Protection Requirements in Workplaces” define that “Showers, washbasins and lavatories shall be designed, installed and maintained in compliance with the following requirements:
  27.1. shower rooms shall be installed taking into account the nature of the work to be performed or if it has been determined by the employer or the trusted representatives of the workers. If possible, separate shower rooms for men and women shall be installed. If it is not possible, use of shower rooms shall be ensured separately for men and women;
  27.2. shower rooms shall be sufficiently spacious so that they can be used in accordance with the hygiene requirements and without hindrance to others;
  27.3. showers shall be equipped with a supply of hot and cold running water;
  27.4. if showers are not installed in accordance with Sub-paragraph 27.1 of these Regulations, suitable washbasins with a supply of hot and cold running water shall be installed in the proximity of the workrooms and the changing rooms;
  27.5. in the cases referred to in Sub-paragraph 27.4 of these Regulations, if necessary, washbasins shall be demarcated or used separately by men and women;
  27.6. if shower rooms or washbasins are installed separately from changing rooms, easy passage from one room to another shall be ensured;
  27.7. the number of lavatories and washbasins shall be sufficient, taking into account the number of workers. The relevant rooms shall be provided with the necessary personal hygiene products (toilet paper, soap, towels or devices for hand drying);
  27.8. lavatories and washbasins shall be installed near workrooms and rest rooms, changing rooms and shower rooms;
  27.9. lavatories and shower rooms shall be equipped with ventilation and the operation thereof shall be ensured; and
  27.10. separate lavatories for men and women shall be installed or separate use thereof shall be ensured, as well as, if necessary, a separate cabin shall be installed for handicapped persons.”

  
  According to Section 30 of the above mentioned regulations the employer must ensure cleanliness in workplaces and regular cleaning of workplaces (in particular ventilation equipment), observing hygiene requirements and without posing threat to the safety and health of workers. Additionally it is an obligation of the employer to ensure the possibility for pregnant women or women following childbirth (up to one year) to lie down and rest in appropriate conditions in accordance with the hygiene requirements. The referred to conditions shall be ensured for women who are breastfeeding throughout the breastfeeding period.

  • Cabinet Regulation No. 359 "Labour Protection Requirements in Workplaces" 20090506

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Observation 2004
  • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Direct Request 2021
  

• 4.8.3 Drinking water

  Summary / Citation: According to Section 29.10. of the Cabinet of Ministers regulations No 359 “Labour Protection Requirements in Workplaces” the employer must ensure the availability of drinking water in case the workplace is outdoors.

  • Cabinet Regulation No. 359 "Labour Protection Requirements in Workplaces" 20090506 (section 29.10)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Observation 2004
  • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Direct Request 2021
  

• 4.8.4 Rest and eating areas

  Summary / Citation: Although the law does not oblige the employer directly to develop rest areas, Section 25 of the Cabinet of Ministers regulations No 359 “Labour Protection Requirements in Workplaces” specify that “rest areas shall be designed, constructed and maintained in compliance with the following requirements (need not be applied to offices and similar workplaces if there are adequate opportunities for rest during interruptions of work):
  25.1. they conform with the specific nature of the work and the number of workers, are comfortable and accessible;
  25.2. they shall be sufficiently spacious and have a sufficient number of tables and seats with backrests; and
  25.3. if due to the specific nature of work frequent and regular breaks are necessary, but rest rooms have not been installed, there shall be other rooms in which employees can stay during breaks.”

  
  According to Section 30.7. of the Cabinet of Ministers regulations No 359 “Labour Protection Requirements in Workplaces” is an obligation of the employer to ensure the possibility for pregnant women or women following childbirth (up to one year) to lie down and rest in appropriate conditions in accordance with the hygiene requirements. The referred to conditions shall be ensured for women who are breastfeeding throughout the breastfeeding period.

  There is no regulation in regards to eating area at the workplace.

  • Cabinet Regulation No. 359 "Labour Protection Requirements in Workplaces" 20090506 (Section 25)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

5.1 Elements of an OSH management system

• 5.1.1 Policy or plan specifying responsibilities and arrangements for health and safety

  Summary/citation: The Employer must evaluate risks and shall decide upon the equipment and protective measures to be implemented. As laid down in the Directive 89/391/EEC - OSH “Framework Directive” - the Employer is obligated to ”develop a coherent overall prevention policy which covers technology, organization of work, working conditions, social relationships and the influence of factors related to the working environment”, as well as Latvian Labour Protection Law Ch. 2, Section 5 states the necessity of the prevention policy, and mentions the provisions that must be complied with in the creation process.

  • Labour Protection Law 20010706 (Ch. 2, Section 5)

• 5.1.2 Appointment of a person for health and safety

  Summary/citation: According to the Labour Protection Law Ch 2, Sect. 9, Par. 1 - the employer shall hire labour protection specialists or establish an organisational unit of labour protection, taking into account the amount of employees in the workplace. Nevertheless, according to Ch. 2, Sec. 9, Par 3. if at the moment fewer than 10 employees are working, and the “employer has been trained in accordance with the procedure determined by the Cabinet, he or she may himself or herself fulfil the obligations of a labour protection specialist.”

  • Labour Protection Law 20010706 (Art.2 para 1-6)

• 5.1.3 Written risk assessment

  Summary/citation: An Employer must evaluate the workplace risks and compile a list of employers that are exposed to special risks (“working environment risks related to such an increased psychological or physical load or such increased risks to the safety and health of an employee which cannot be prevented or reduced up to the permissible level by other labour protection measures, only by reducing the working hours during which the employee is exposed to such risks.” as defined in Labour Protection Law Ch.1 Sect 1.), special conditions and a possibility of the working place affecting health conditions according to Labour Protection Law Ch 2, Sect 7, Par 2.
  

  • Labour Protection Law 20010706 (Art.2 section 7 and 8)

• 5.1.4 Safe operating work systems and procedures

  Summary/citation: The employer shall ensure “maintenance of work equipment in adequate technical condition, as well as immediately eliminate defects which negatively affect the safety and health of workers; “ and “regular inspection and supervision of the operation of safety equipment and devices, which are intended for the reduction or prevention of the effects of work environment factors;” According to the Labour Protection Requirements in Workplaces Ch. 3. Art 30.2 and 30.4.

  Restrictions / obligations:

  • Cabinet Regulation No. 359 "Labour Protection Requirements in Workplaces" 20090506 (Art.30)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 5.1.5 Training and information on risks

  Summary/citation: According to the Regulations of the Latvian Cabinet of Ministers Nr. 660, Article 36 - The Employer shall inform the workers about the existing risks at the workplace and the possible risks for each position held in the enterprise. Also, Section 14, paragraph 1 states that "An employer shall ensure that each employee receives instruction and is trained in the field of labour protection directly relating to his or her workplace and work performance. Such an instruction and training shall be carried out on recruitment, in case of change of the nature of work or working conditions, in case of introduction of a new or in case of change of the previous work equipment, and in case of introduction of a new technology. The instruction and training of employees shall be adapted to changes in working environment risks and shall be repeated periodically.". The Regulations of the Latvian Cabinet of Ministers Nr. 749 Article 8 and 29 provides that the Employer is also obligated to ensure the training for the workers regarding occupational safety questions (including additional technical training, e.g. computers, other technologies) that are related to the workplace.

  An employer shall ensure that each employee receives instruction and is trained in the field of labour protection directly relating to his or her workplace and work performance. Such an instruction and training shall be carried out on recruitment, in case of change of the nature of work or working conditions, in case of introduction of a new or in case of change of the previous work equipment, and in case of introduction of a new technology. The instruction and training of employees shall be adapted to changes in working environment risks and shall be repeated periodically.

  The employee training and the instruction presenting is to be registered in relevant documents.

  • Cabinet Regulation No. 660 "Procedures for the Performance of Internal Supervision of the Work Environment" 20071005 (Art.36)

  • Labour Protection Law 20010706 (Art. 14 )

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 5.1.6 Review or assessment of the results of preventive measures

  Summary/citation: Labour Protection Law, Section 7, paragraph 2 and 3 makes a reference to the assessment of the effectiveness of the labour protection measures. Paragraph 2 states that the Employer is to be responsible for documenting the results of the evaluation of the working environment risks, as well as is responsible for making a list of workers that are exposed to special risks. Paragraph 3 provides that: "The labour protection measures determined by the employer and the protective equipment to be utilised, as well as the results of the assessment of the effectiveness of the labour protection measures shall be specified in the lists. If working conditions are similar, it shall be sufficient to specify summarised information in the referred to documents."

  • Labour Protection Law 20010706 (Section 7, Para. 2, 3)

• 5.1.7 Consultation with workers in health and safety

  Summary/citation: According to Labour Protection Law Ch2. Sect 10. Par 1. “An employer has an obligation to consult with employees or trusted representatives in the field of labour protection, as well as to ensure that the trusted representatives have an opportunity to participate in the meetings”

  
  

  • Labour Protection Law 20010706

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

5.2 Obligation to implement a specific OSH management system or standard

6.1 OSH competence

• 6.1.1 Requirement to access expert advice and/or support in health and safety

  Summary / Citation: Labour Protection Law, Section 9 regulates the organisational structure of labour protection and provides as it follows: "(1) In order to organise the labour protection system determined in Section 5, Paragraph one of this Law, an employer shall, taking into account the number of employees in an undertaking and the type of activities, designate or hire one or several labour protection specialists or establish an organisational unit of labour protection. The procedure for the training of labour protection specialists, labour protection co-ordinators, employers, employees and trusted representatives shall be determined by the Cabinet.
  (2) An employer shall grant the labour protection specialist the necessary means and time (within working hours) in order he or she may fulfil his or her obligations. The designation of an employee as a labour protection specialist may not cause him or her unfavourable consequences or restrict in another way his or her right.
  (3) If there are not more than 10 employees in an undertaking and the employer has been trained in accordance with the procedure determined by the Cabinet, he or she may himself or herself fulfil the obligations of a labour protection specialist.
  (4) If it is not possible to organise the labour protection system according to the provisions determined in Paragraph one of this Section, the employer shall engage a competent authority or a competent specialist in the establishment and maintenance of the system, and a person responsible for labour protection shall be designated in the undertaking. The employer shall inform the competent authority or competent specialist regarding the labour protection measures in the undertaking and workplaces, as well as regarding the working environment factors which cause or may cause risks to the safety and health of employees.
  (5) The Cabinet shall determine those types of commercial activities in which an employer shall engage a competent authority, the procedure for the engagement of such an authority, as well as cases where the employer, when performing the referred to commercial activities, may not engage a competent authority. This shall also apply to those employers who perform activities conforming to the referred to types of commercial activities for non-commercial purposes or the needs of their own undertaking.
  (6) The Cabinet shall determine the requirements for the competent authorities and competent specialists regarding labour protection issues, as well as the procedure for the evaluation of the competence of such authorities and specialists."

  • Labour Protection Law 20010706 (Section 9)

  • 6.1.1.1 Qualifications of experts or professional services

    Summary / Citation: Article 6, Cabinet of ministers no. 713 - "Darba devējs saskaņā ar normatīvajiem aktiem par apmācību pirmās palīdzības sniegšanā nosūta uz apmācībām nodarbinātos, kurus, pamatojoties uz darba vides riska novērtēšanas rezultātiem, nepieciešams apmācīt pirmās palīdzības sniegšanā."
    

6.2 Appointment of an OSH practitioner

• 6.2.1 Workforce size threshold for the appointment of OSH practitioners

  Summary/citation: Article 9(3) of the Labour Protection Law Lays down as follows: "If there are not more than 10 employees in an undertaking and the employer has been trained in accordance with the procedure determined by the Cabinet, he or she may himself or herself fulfil the obligations of a labour protection specialist."

7.1 Duty to take reasonable steps to protect their own safety and health

7.2 Duty to take reasonable steps to protect the safety and health of others

7.3 Supervisors’ duty to take reasonable steps to protect the safety and health of others

7.4 Senior officers’ duty to take reasonable steps to protect the safety and health of others

7.5 Self-employed persons’ duty to take reasonable steps to protect their own and other people’s health and safety

7.6 Duty to comply with OSH-related requirements

7.7 Right to enquire about risks and preventive measures

7.8 Right to remove themselves from a dangerous situation

7.9 Right to be reassigned to non-hazard work

• 7.9.1 Right to withdraw with compensation when workers are not reassigned to non-hazard work

  Summary / Citation: If an employee unilaterally terminates employment legal relationships or relations of the civil service due to the fact that the employer does not take all the necessary labour protection measures and the safety and health of the employee are exposed to substantial danger at work, and it is confirmed by an opinion by the State Labour Inspectorate, the employer has an obligation to pay the employee a compensation which is not less than six months average earnings.

  • Labour Protection Law 20010706 (19)

8.1 National OSH committee, commission, council or similar body

• 8.1.1 Objectives, roles and/or functions

  Summary / Citation: National Tripartite Cooperation Council develops national programmes in the field of labour protection, regulatory enactments regarding labour protection etc. Its functions are set out in Article 3 of the Regulation on National Trilateral Cooperation Council.

  • Labour Protection Law 20010706 (Art. 24)

  • Regulation on National Trilateral Cooperation Council 19981117

• 8.1.2 Constitution and chairmanship modalities

  Summary / Citation: The National Tripartite Cooperation Council consists from represenatives of Cabinet of Ministers, Employer's Association and representatives from Trade Union Association.

  • Labour Protection Law 20010706 (Art.24)

  • Regulation on National Trilateral Cooperation Council 19981117 (Art. 1)

8.2 Employers’ duty to consult workers on risks

8.3 Workers’ right to select their representatives for health and safety matters

• 8.3.1 Workforce size conditions for workers’ representation in health and safety

  Summary / Citation: (1) In an undertaking or a unit thereof where five or more employees are employed, these employees or their representatives, taking into account the number of employees, the nature of the work of the undertaking and the working environment risks, may elect one or more trusted representatives. The election of an employee as a trusted representative may not cause him or her unfavourable consequences or restrict in other way his or her right.
  
  (2) If at least two trusted representatives are elected in an undertaking or a unit thereof, they shall elect a principal trusted representative among themselves. If at least 10 trusted representatives are elected in an undertaking, they shall establish a trusted representative committee which shall co-ordinate the work of the trusted representatives.

  • Labour Law 20010706 (Art.20)

• 8.3.2 Conditions of eligibility to represent workers in health and safety

  Summary / Citation: There are no special conditions of eligibility to represent workers in health and safety, except an employee under the age of 18 and an employee whose probationary period has not expired may not be elected as a trusted representative.

  • Cabinet Regulation No. 427 "Procedure for the Election of Trusted Representatives and the Activities Thereof" 20020927 (Art. 8)

8.4 OSH representatives’ functions, rights and powers

• 8.4.1 Right to inspect the workplace

  Summary / Citation: A trusted representative has an obligation to participate in performance of the internal supervision of working environment, including evaluation of the working environment risks, planning of labour protection measures and examination of efficiency.
  A trusted representative has a right to to access workplaces according to the procedure determined in the undertaking and a right to participate in inspections of workplaces together with officials of the State Labour Inspectorate.

  • Cabinet Regulation No. 427 "Procedure for the Election of Trusted Representatives and the Activities Thereof" 20020927

  • Labour Protection Law 20010706 (Art.8, 21)

• 8.4.2 Right to access OSH information

  Summary / Citation: A trusted representative has a right to receive from an employer the internal regulatory enactments regarding labour protection, technical documentation, instructions and other provisions regarding labour protection, as well as explanations and other information related to labour protection

  
  A trusted representative has a right to receive from the employer information related to the labour protection system in the undertaking and that is necessary for the fulfilment of the obligations of the trusted representative

  • Cabinet Regulation No. 427 "Procedure for the Election of Trusted Representatives and the Activities Thereof" 20020927

  • Labour Protection Law 20010706 (Art. 10 (3))

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 8.4.3 Right to be present at interviews

  No data available.
  

• 8.4.4 Right to receive professional assistance from OSH experts

  No data available.
  

• 8.4.5 Right to accompany inspectors

  Summary / Citation: A trusted representative has a right to participate in inspections of workplaces together with officials of the State Labour Inspectorate.

  • Labour Protection Law 20010706 (Art. 21)

• 8.4.6 Right to use facilities

  Summary / Citation: A trusted representative has a right to access workplaces according to the procedure determined in the undertaking. An employer shall ensure the necessary means to the trusted representatives.

  • Cabinet Regulation No. 427 "Procedure for the Election of Trusted Representatives and the Activities Thereof" 20020927

  • Labour Protection Law 20010706 (Art. 20)

• 8.4.7 Right to have time off work with pay to perform duties

  Summary / Citation: When determining the time period for the fulfilment of the obligations of the trusted representatives, an employer shall take into account the recommended number of hours per week to be allocated to the trusted representatives referred to in Annex to this Regulation.
  An employer shall ensure the necessary means to the trusted representatives, as well as grant them the time during working hours for fulfilment of the obligations of the trusted representatives determined in the collective agreement or another written agreement between the employer and the employees in order the trusted representative may exercise his or her right and fulfil his or her obligations, in the field of labour protection. The employer shall pay the trusted representative average earnings for this time.

  • Cabinet Regulation No. 427 "Procedure for the Election of Trusted Representatives and the Activities Thereof" 20020927

  • Labour Protection Law 20010706 (Art. 20.3)

• 8.4.8 Right to issue remedial notices

  Summary / Citation: A trusted representative has the right to propose that the employer performs measurements of the working environment risk factors if complaints from employees have been received regarding working environment risk factors harmful to health; to propose to perform a repeated evaluation of the working environment risks at the workplaces where an accident has occurred or serious and imminent threats to the life and health of an employee have arisen; to request that the employer takes labour protection measures and to make proposals the implementation of which would prevent or reduce the risks to the safety and health of employees.

  • Labour Protection Law 20010706 (Art.21)

• 8.4.9 Right to resolve OSH issues in consultation with employers

  Summary / Citation: A trusted representative has the right to propose that the employer enters into an agreement with employees regarding the determination of labour protection measures, the means necessary thereto and the procedure for the use thereof in accordance with the requirements of the regulatory enactments regarding labour protection, as well as to participate in negotiations regarding the conditions of a collective agreement and amendments in the field of labour protection

  • Labour Protection Law 20010706 (Art. 21)

• 8.4.10 Right to direct that dangerous work cease

  Summary / Citation: A trusted representative has the right to propose to perform a repeated evaluation of the working environment risks at the workplaces where an accident has occurred or serious and imminent threats to the life and health of an employee have arisen and a right to request that the employer takes labour protection measures and to make proposals the implementation of which would prevent or reduce the risks to the safety and health of employees.

  • Labour Protection Law 20010706 (Art. 21)

8.5 Right of workers’ representatives from outside the undertaking to address OSH issues at the workplace

• 8.5.1 Right to enter the workplace

  No data available.
  

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 8.5.2 Right to investigate suspected non-compliance with OSH legislation

  Summary / Citation: Evaluation of the working environment risks in an undertaking shall be performed in accordance with each type of activity thereof. If there are similar working conditions, an evaluation of the working environment risks of one workplace or type of work shall be sufficient. The trusted representative or the representative of employees and an employee who is familiar with the relevant workplace shall be involved in the risk evaluation.

  • Labour Protection Law 20010706 (Art.8.2)

• 8.5.3 Right to consult with workers

  No data available.
  

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 8.5.4 Right to advise workers

  No data available.
  

• 8.5.5 Right to initiate enforcement action

  No data available.
  

8.6 Joint OSH Committee

• 8.6.1 Participation of workers’ representatives in joint OSH committee

  No data available.
  

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 8.6.2 Conditions for establishing a joint OSH committee

  No data available.
  

• 8.6.3 Objectives, roles and/or functions of joint OSH committees

  No data available.
  

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 8.6.4 Keeping record of the work of joint OSH committees

  No data available.
  

• 8.6.5 Sharing the minutes of joint OSH committees meetings

  No data available.
  

8.7 Mandatory training for members of joint OSH committee(s)

8.8 Protection against reprisals

8.9 Immunity from civil and criminal liability for exercising OSH related rights and duties

9.1 Biological hazards

9.2 Chemical hazards

• 9.2.1 Handling, storage, labelling and use

  Summary / Citation: There is a legal framework in place that prescribes a methodology of risk assessment, prevention, and reduction when working with chemical substances. Additionally, the Regulation prescribes which measures should be taken in emergency situations (evacuations, disconnection of equipment). Employers should inform, consult and train its employees or their representatives on the topic of protection of health and safety when working with chemical substances at least once per year. Health surveillance for employees are also mandatory.

  • Cabinet Regulation No. 325 "Labour Protection Requirements when Coming in Contact with Chemical Substances at Workplaces" 20070518 (Art. 30-55)

  • Labour Protection Law 20010706 (Art. 25(11))

  • Chemical Substances Law 19980421 (Art. 16)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 9.2.2 Duty of manufacturers, suppliers and importers of chemicals in relation to the safety and health of users

  Summary / Citation: There is a legal framework in place that additionally prescribes the duty of employer to obtain and take into account the information regarding safety of chemical substances from manufacturers or importers. Categories of information which should be provided includes itself: the structure, composition and, where applicable, the instructions for installation and maintenance; the effect on other goods, if it is foreseeable that the goods will be used together therewith; the appearance, design, labelling, warnings, instructions for use, instructions for disposal of the goods and other information provided by the produce; and whether there are any categories of persons, especially children and the elderly, who may be at risk when using the goods. In addition, if any goods or services are not compatible with General safety requirements, the special procedure of information is necessary.

  • Cabinet Regulation No. 325 "Labour Protection Requirements when Coming in Contact with Chemical Substances at Workplaces" 20070518 (Art. 11.1)

  • Cabinet Regulation No. 119 "Procedures by which a Producer, Distributor of Goods or a Service Provider Informs the Relevant State Supervisory and Control Institutions Regarding the Goods or Services that Cause a Risk Incompatible with General Safety Requirements" 20060217

  • Law On the Safety of Goods and Services 20040428 (Art. 5)

  • Labour Protection Law 20010706 (Art.25(11))

  • Chemical Substances Law 19980421 (Art.16)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 9.2.3 Pesticides

  Summary / Citation: There is a legal framework in place that prescribes the procedures to be conformed to in relation to activities involving biocidal products. It is important to notice that legal framework requires the labelling of biocidal products and in some cases, registration (through assignation of inventory numbers by the Latvian Environment, Geology and Metrology Centre) for a limited period of time.

  • Cabinet Regulation No. 628 "Requirements in Relation to Activities with Biocidal Products" 20130829

  • Cabinet Regulation No. 950 "Regulations Regarding the Use of Plant Protection Products" 20111223 (Art. 14 - 18)

  • Chemical Substances Law 19980421 (Art.9 (7))

9.3 Ergonomic hazards

9.4 Physical hazards

• 9.4.1 Ionising radiation

  Summary / Citation: There is a legal framework in place that prescribes requirements for protection against ionising radiation (in general and in the context of medical exposures) in accordance with the basic principles of radiation safety and nuclear safety. Specifications are also provided for dose limits of ionising radiation in respect of the population. Additionally, legal framework prescribes labour protection requirements for the protection of workers from the risks arising or likely to arise from exposure to artificial optical radiation, especially to the eyes and skin. Furthermore, governmental and municipal institutions are advised on radiation security issues by the Radiation Security Council.

  • Cabinet Regulation No. 482 "Regulations on protection against ionizing radiation in medical exposure" 20140822

  • Cabinet Regulation No. 731 "Labour Protection Requirements for the Protection of Workers from the Risk Arising from Artificial Optical Radiation in the Work Environment" 20090707

  • Cabinet Regulation No. 544 "Regulations on Radiation Safety Council" 20050729 (Art.2.5.)

  • Labour Protection Law 20010706 (Art.25 (18))

  • Cabinet Regulation No. 149 "Regulations for Protection against Ionising Radiation" 20020412

  • The Law of the Republic of Latvia "On Radiation Safety and Nuclear Safety" 20001107 (Art. 3(3), 17(1))

  Related CEACR Comments
  • Radiation Protection Convention, 1960 (No. 115) Observation 2004
  • Radiation Protection Convention, 1960 (No. 115) Direct Request 2021
  

• 9.4.2 Vibration and noise

  Summary / Citation: There is a legal framework in place that prescribes labour protection requirements for the protection of employees from the risk caused by noise in the work environment, especially if hearing impairment is possible, and for the protection of employees from the risk caused by vibration in the work environment. Types of risks are defined in legal framework, and employers are obliged to reduce risks by allowing for breaks and providing appropriate work equipment to employees.

  Restrictions / obligations: Cabinet Regulation No. 284 of 2004 “Labour Protection Requirements for the Protection of Employees from the Risk Caused by Vibration in the Work Environment”.

  • Cabinet Regulation No. 284 "Labour Protection Requirements for the Protection of Employees from the Risk Caused by Vibration in the Work Environment" 20040416

  • Cabinet Regulation No. 66 "Labour Protection Requirements for Protection of Employees from the Risk Caused by the Noise of the Work Environment" 20030207

  • Labour Protection Law 20010706 (Art. 25(13), (18))

  Related CEACR Comments
  • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Observation 2004
  • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Direct Request 2021
  • Working Environment (Air Pollution, Noise and Vibration) Convention, 1977 (No. 148) Direct Request 2014
  

• 9.4.3 Working at height

  Summary / Citation: There is a legal framework in place that prescribes labour protection requirements for the protection of employees from the risk to health and safety caused by the working at heights. The prescribed rules take its effect where work is performed at a minimum height of 1.5 metres; regulate individual and collective protection equipment, and oblige employer to hold instructional sessions on safety issues.

  • Cabinet Regulation No. 143 "Labour protection requirements when working at heights" 20140321

  • Labour Protection Law 20010706 (Art. 25(17))

• 9.4.4 Working in confined spaces

  Summary / Citation: There is a legal framework in place that prescribes general requirements for labour protection. Regarding the protection of employees in confined spaces, the provisions prescribe requirements for fresh air conditioning in enclosed work-rooms.

  • Cabinet Regulation No. 359 "Labour Protection Requirements in Workplaces" 20090506 (Art. 13)

  • Labour Protection Law 20010706 (Art. 25(4))

• 9.4.5 Risks arising from poor maintenance of workplace facilities

  Summary / Citation: There is a legal framework in place that prescribes general requirements for work equipment. Employers are responsible for compliance of prescribed provisions. Employers shall ensure conformity of work equipment and its maintenance to the requirements of legal framework. Employers should prevent any risks for health and safety arising from equipment.

  • Cabinet Regulation No. 526 "Labour Protection Requirements when using Work Equipment" 20021212 (Art. 3)

  • Labour Protection Law 20010706 (Art. 25(2))

  Related CEACR Comments
  • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Observation 2004
  • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Direct Request 2021
  

• 9.4.6 Exposure to extreme temperatures

  Summary / Citation: There is a legal framework in place that prescribes general requirements for labour protection. Framework prescribes requirements for microclimate at workstations (in annexes), by setting up criteria for temperature, humidity and air movement rate. Regarding extreme temperatures legal framework prescribe permissible periods of time working outdoors in the cold. Periods of working time are based on air temperature and should be changed by taking into account wind velocity.

  • Cabinet Regulation No. 359 "Labour Protection Requirements in Workplaces" 20090506 (Art.15, Annex 1 and 4)

  • Labour Protection Law 20010706 (Art. 25(4))

  Related CEACR Comments
  • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Observation 2004
  • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Direct Request 2021
  

• 9.4.7 Fire risks

  Summary / Citation: There is a legal framework in place that prescribes labour protection requirements for the protection of employees from the risk caused by working in explosive atmospheres. It determines that employers shall take technical and organisational measures to: prevent the occurrence of an explosive atmosphere; prevent ignition of an explosive atmosphere, and reduce the consequences caused by an explosion ensuring the protection of employees' health and safety. Employers shall develop written instructions, and plan of measures in emergency situation.

  • Cabinet Regulation No. 300 "Labour Protection Requirements at Work in Explosive Atmospheres" 20030613

  • Labour Protection Law 20010706 (Art. 25(18))

• 9.4.8 Tobacco

  Summary / Citation: There is framework that obliges employers to provide workplace for employees free from tobacco-pollution. Additionally, in legal framework some places are listed where smoking is prohibited. Furthermore, the State Labour Inspectorate presides over implemented restrictions, and the two ministries (Ministry of Education and Science; Ministry of Health of the Republic of Latvia) should implement programmes on prevention of tobacco products usage.

• 9.4.9 Asbestos

  Summary / Citation: There is a legal framework in place that prescribes labour protection requirements for the protection of employees from the risk caused by work with asbestos. Employers shall ensure that asbestos or materials containing asbestos are not used in works where the spray method is used and that the acquisition, production and processing of asbestos products or the production and processing of products containing asbestos does not take place. Additionally, employers shall forbid the presence of unauthorized persons, and smoking at workplaces.

  • Cabinet Regulation No. 301 "Regulations Regarding Environmental Pollution from Production of Asbestos and Asbestos-based Products and Management of Asbestos Waste" 20110426

  • Waste Management Law 20101117 (Art.17(8))

  • Cabinet Regulation No. 852 "Labour Protection Requirements in Work with Asbestos" 20041015

  • Labour Protection Law 20010706 (Art.25(14))

  • The Law of the Republic of Latvia "On Pollution" 20010329 (Art.11 (2(6)))

• 9.4.10 Risks related to nanotechnology

  No data available.
  

• 9.4.11 Contraction of HIV in the workplace

  Summary / Citation: There is a legal framework in place that provides general provisions regarding internal control at workplaces. In additional materials (annexes) HIV is mentioned as biological factor for risk in the workplace (as specific risk). Employer should especially analyze the frequency and duration of work, where direct contact with infected or possibly infected materials is possible.

  • Cabinet Regulation No. 660 "Procedures for the Performance of Internal Supervision of the Work Environment" 20071005 (Annex 1)

  • Labour Protection Law 20010706 (Art.7(4))

9.5 Psychosocial hazards

• 9.5.1 Psychosocial risks

  Summary / Citation: there is a legal framework in place that provides general provisions regarding internal control at workplaces. It is prescribing some categories of psychosocial risks: differential treatment (which in certain cases are allowed), harassment (both personal or through instructions to other people), direct (gender discrimination) and indirect discrimination.

  • Cabinet Regulation No. 660 "Procedures for the Performance of Internal Supervision of the Work Environment" 20071005 (Annex 1)

  • Labour Law 20010706 (Art.29)

  • Labour Protection Law 20010706 (Art.7(4))

• 9.5.2 Occupational violence

  Summary / Citation: There is a legal framework in place that provides general provisions regarding internal control at workplaces. In additional materials (annexes), violence is mentioned as one of psychological and emotional factors, which can be in form of physical abuse or sexual harassment. Employees, clients or other persons are mentioned

  • Cabinet Regulation No. 660 "Procedures for the Performance of Internal Supervision of the Work Environment" 20071005 (Annex 1)

  • Labour Protection Law 20010706 (Art.7(4))

9.6 Other hazardous substances

9.7 Machineries

• 9.7.1 Risks related to machinery and tools

  Summary / Citation: There is a legal framework in place that prescribes general requirements for work equipment. In provisions regarding requirements for work equipment, it is mentioned that operator of machinery should ensure there is no people in dangerous zone or inform them with signal or / and sounds. But employer should ensure that equipment did not create any additional risks for employees.

  • Cabinet Regulation No. 526 "Labour Protection Requirements when using Work Equipment" 20021212

  • Labour Protection Law 20010706 (Art.25(2))

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  • Guarding of Machinery Convention, 1963 (No. 119) Observation 2009
  • Guarding of Machinery Convention, 1963 (No. 119) Direct Request 2021
  

• 9.7.2 Duty of designers and/or manufacturers of machineries in relation to the occupational safety and health of operators of machineries

  Summary / Citation: There is a legal framework in place that prescribes essential safety and harm-preventing requirements for machinery both in general and in certain categories of machineries. Additionally, legal framework includes special provisions applicable to hazards caused by moving machinery, lifting operations, underground works, and the lifting or movement of persons. For example, during construction of machinery, it is necessary to take into account that machinery can be used not only for prescribed purposes; but if it is not possible, construction of machinery itself should not allow unintended usage of machinery. In addition, machinery should be equipped with all necessary tools required for its safe operation and maintenance.

  • Cabinet Regulation No. 195 "Regulations Regarding the Safety of Machinery" 20080328 (Art.78-318)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  • Guarding of Machinery Convention, 1963 (No. 119) Observation 2009
  • Guarding of Machinery Convention, 1963 (No. 119) Direct Request 2021
  

• 9.7.3 Duty of designers, manufacturers, importers or suppliers of machineries to provide machineries information

  Summary / Citation: There is a legal framework in place that prescribes the information which must be prepared by the manufacturer or authorised representative. It includes: a general description of the machinery; overall drawings of the machinery (with control circuits), as well as the relevant descriptions and explanations in order to understand the operation of the machinery; full detailed drawings together with calculation data, test results and certificates required in order to check the conformity of the machinery with the essential health and safety requirements, a list of the applicable standards used during manufacture and other technical specifications (the essential health and safety requirements in the relevant standards shall be indicated), and so on.

  • Cabinet Regulation No. 195 "Regulations Regarding the Safety of Machinery" 20080328

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  • Guarding of Machinery Convention, 1963 (No. 119) Observation 2009
  • Guarding of Machinery Convention, 1963 (No. 119) Direct Request 2021
  

• 9.7.4 Duty to purchase machineries from authorised/certificated suppliers or only if approved/certificated

  No data available.
  

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  • Guarding of Machinery Convention, 1963 (No. 119) Observation 2009
  • Guarding of Machinery Convention, 1963 (No. 119) Direct Request 2021
  

• 9.7.5 Maintenance of machinery and equipment

  No data available.
  

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

  • 9.7.5.1 List of equipment where applicable

    No data available.
    

    Related CEACR Comments
    • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
    

9.8 Provisions to protect workers in specific condition of vulnerability

• 9.8.1 Protection of pregnancy at work

  Summary / Citation: There is a legal framework in place that provides 112 calendar days of parental and maternity leave. Additionally, it is possible to use supplementary leave of 14 calendar days if pregnancy-related medical care is required and a further 14 calendar days of supplementary leave if two or more children are born or in case of complications in pregnancy. Additionally, legal framework obliges the employer to take into account risks for health and safety of the pregnant person, and if such risks are high, the employer should to take measures on protection of health and safety or to transfer the person to another position.

  Based on doctor's conclusion an employer is prohibited from employing pregnant women and women for a period following childbirth not exceeding one year, but if the woman is breastfeeding – during the whole period of breastfeeding if it is considered that performance of the relevant work poses a threat to the safety and health of the woman or her child.

  • Cabinet Regulation No. 660 "Procedures for the Performance of Internal Supervision of the Work Environment" 20071005 (Art.27-29)

  • Labour Law 20010706 (Art.37 (7), Art.154)

  • Labour Protection Law 20010706 (Art.22)

  Related CEACR Comments
  • Maternity Protection Convention, 2000 (No. 183) Observation 2021
  • Maternity Protection Convention, 2000 (No. 183) Direct Request 2011
  

• 9.8.2 Protection of lactating women at work

  Summary / Citation: For person who feeding a child under one and half years of age additional breaks are required, the duration of which cannot be less than 30 minutes every 3 hours. If an employee has two or more children less than one and a half years of age, a break of at least one hour shall be granted. Breaks for feeding a child shall be included as working time, retaining work remuneration for such time. Employees for whom a piecework salary has been specified for such time shall receive average earnings.

  
  Based on doctor's conclusion an employer is prohibited from employing pregnant women and women for a period following childbirth not exceeding one year, but if the woman is breastfeeding – during the whole period of breastfeeding if it is considered that performance of the relevant work poses a threat to the safety and health of the woman or her child.

  Remarks / comments: It is important to notice that the provision does not make any differences between men and women, regarding feeding a child.

  • Cabinet Regulation No. 660 "Procedures for the Performance of Internal Supervision of the Work Environment" 20071005 (Art.27-29)

  • Labour Law 20010706 (Art.37 (7), Art. 146)

  • Labour Protection Law 20010706 (Art.22)

  Related CEACR Comments
  • Maternity Protection Convention, 2000 (No. 183) Observation 2021
  • Maternity Protection Convention, 2000 (No. 183) Direct Request 2011
  

• 9.8.3 Limits to women’s access to specific occupations, undertakings or shifts

  Summary / Citation: There is a legal framework in place that does not provide a list of positions, where engaging pregnant (or lactating) women is prohibited, but provides list of dangerous factors and risks. Risks are classified for 3 categories (physical, biological and chemical factors). Additionally, for lactating women, chemical factors are clarified (Beryllium, cadmium, plumbum and their compounds). Only work in underground has been specified as strict and direct prohibition for pregnant and lactating women in the Regulation.

  • Cabinet Regulation No. 660 "Procedures for the Performance of Internal Supervision of the Work Environment" 20071005 (Art.27-31)

  • Labour Protection Law 20010706 (Art.7(4), 22)

• 9.8.4 Limits to workers’ access to specific occupations, undertakings or shifts by reason of age

  Summary / Citation: Special regulations applies for the employer if he employs children or teenagers. The employer must ensure the health and safety of employees who are children (13-15 years old) and teenagers (15-18 years old) and it is now allowed to employ them if the work implies increased risk of safety and health or their development.

  
  There is a legal framework in place that provides a list of works in which the employment of adolescents is prohibited. For example these works are: rescue operations in cases of emergency; testing works; works involving fire and explosion hazards; works related to the servicing and maintenance of ventilation, water, drainage, and treatment equipment systems; works related to the demolition of various objects and structures; works related to the movement of trains; works related to forestry; work in places of imprisonment; work related to the capture of stray dogs and cats.

  • Labour Law 20010706 (Art.37(1-6))

  • Cabinet Regulation No. 206 "Regulations regarding Work in which Employment of Adolescents is prohibited and Exceptions when Employment in such Work is Permitted in Connection with Vocational Training of the Adolescent" 20020531

  • Labour Protection Law 20010706 (Art.22)

  Related CEACR Comments
  • Minimum Age Convention, 1973 (No. 138) Direct Request 2011
  • Night Work of Young Persons (Industry) Convention, 1919 (No. 6) Direct Request 2007
  

10.1 Duty to record and/or investigate the causes of work accidents, near misses incidents and cases of occupational diseases

• 10.1.1 Work-related accidents

  Summary / Citation: An accident is an extraordinary incident which has occurred in the workplace during the working day or shift, after which health disorders have been caused to a person or the probability of health disorders occurring exists (including the risk of infection), or the death of the person involved has occurred. In accordance with the regulation, accidents which have affected employee or any other person who is deemed an employee in the actual circumstances shall be investigated and registered. But accidents must only be investigated if they have caused the loss of work capacity to the injured person for more than one day. Depending on the circumstances of each case, the accident must be investigated by an employer or the national authority (the Labour Inspectorate). More serious cases are investigated by the Labour Inspectorate. Regardless of who the investigator is, accidents must be registered either by the national authority and the employer or solely by the employer using a special form. The accident report and investigation materials shall be stored by the employer for 45 years. Afterwards they shall be transferred to the archives in accordance with the requirements laid down in the laws and regulations regarding storage of documents and transfer thereof to the archives.

  • Cabinet Regulation No. 950 "Procedures for Investigation and Registration of Accidents at Work" 20090828 (Art.2,3,5,24,25,42-52,56)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 10.1.2 Near miss incidents

  No data available.
  

• 10.1.3 Occupational diseases

  Summary / Citation: The investigation of occupational diseases includes examining the person concerned, an assessment of the workplace, diagnosis as well as expertise from a doctor if there is reason to think that a person could have an occupational disease. Procedure described in Cabinet regulation No.908 Procedures for Investigation and Registration of Occupational Diseases, Adopted November 6 2006 refers to all cases of occupational diseases where employees have been exposed to harmful work conditions. Cabinet regulation No.908 Procedures for Investigation and Registration of Occupational Diseases, Adopted November 6 2006 states that Procedure described in this regulation refers to all cases of occupational diseases if the employees have been exposed to harmful work conditions. Occupational disease can be diagnosed by a medical commission consisting of doctors who specialize in occupational diseases. The commission is also responsible for notifying the national authority about cases of occupational disease.

  • Cabinet Regulation No. 908 "Procedures for Investigation and Registration of Occupational Diseases" 20061109 (Art.2,3,22-24)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

10.2 Employers’ duty to notify OSH authorities of work related death and/or injuries to health

11.1 Appointment of OSH inspectors

11.2 OSH inspectors’ powers

• 11.2.1 Power to enter workplaces

  Summary / Citation: Officials of the Labour Inspection have the power to upon presentation of a service identification document, at any time of day without prior notification and without receiving permission, also in the absence of the employer or possessor of dangerous equipment to visit and inspect objects under the supervision and control of such officials.

  • State Labour Inspection Law 20080709 (Art.5(2) 1) a)

  Related CEACR Comments
  • Labour Inspection Convention, 1947 (No. 81) Observation 2011
  • Labour Inspection Convention, 1947 (No. 81) Direct Request 2021
  

• 11.2.2 Power to inspect and carry out any examination, test or enquiry

  Summary / Citation: Officials of the Labour Inspection have the power to upon presentation of a service identification document, at any time of day without prior notification and without receiving permission, also in the absence of the employer or possessor of dangerous equipment to check the work process, working environment and labour protection measures.

  • State Labour Inspection Law 20080709 (Art.5 (2) 1) b))

  Related CEACR Comments
  • Labour Inspection Convention, 1947 (No. 81) Observation 2011
  • Labour Inspection Convention, 1947 (No. 81) Direct Request 2021
  

• 11.2.3 Power to investigate

  Summary / Citation: Officials of the Labour Inspection have the power to carry out examination, control and investigation, or to request the information necessary in order to verify that the requirements of regulatory enactments are observed.
  
  For this purpose labour inspectors are able to question employers, possessors of dangerous equipment, employees and other persons regarding matters of employment legal relationships, labour protection and technical supervision of dangerous equipment.
  
  Labour inspectors can request, accounting, registration or other documents that are necessary, in accordance with regulatory enactments regarding employment legal relationships, labour protection and technical supervision of dangerous equipment, to verify that the documents conform to regulatory enactments, as well as to request copies and extracts of such documents.
  
  They can request information necessary for the Labour Inspection to resolve questions of employment legal relationships, labour protection and technical supervision of dangerous equipment, to take measurements of work environment factors, to photograph, make audio and video recordings, as well as take samples of materials and substances for analysis, to invite specialists for the performance of specific tasks.
  

  • State Labour Inspection Law 20080709 (Art.5 (2) 2) a) b))

• 11.2.4 Duty to provide advice on OSH

  Summary / Citation: Labour Inspectors have the duty to provide free consultations to employers, employees and possessors of dangerous equipment regarding the requirements of regulatory enactments with respect to employment legal relationships, labour protection, and technical supervision of dangerous equipment.

  • State Labour Inspection Law 20080709 (Art.3 (2) 10))

  Related CEACR Comments
  • Labour Inspection Convention, 1947 (No. 81) Observation 2011
  • Labour Inspection Convention, 1947 (No. 81) Direct Request 2021
  

11.3 OSH inspectors’ enforcement powers

• 11.3.1 Power to issue orders or notices

  Summary / Citation: Officials of the Labour Inspection have the right to take decisions regarding matters of employment legal relationships, labour protection and technical supervision of dangerous equipment, as well as to issue warnings and orders to employers or possessors of dangerous equipment.

  • State Labour Inspection Law 20080709 (Art.5 (2) 6))

  Related CEACR Comments
  • Labour Inspection Convention, 1947 (No. 81) Observation 2011
  • Labour Inspection Convention, 1947 (No. 81) Direct Request 2021
  

• 11.3.2 Power to impose financial penalties

  Summary / Citation: Officials of the Labour Inspection have the right to impose administrative sanctions for any violations of regulations on occupational safety and health. In the Latvian Administrative Violations Code there are two sections on that issue: section 41.4 Violation of the Regulatory Enactments regulating Labour Protection and section 41. 5 Violation of the Regulatory Enactments regulating Labour Protection that Cause a Direct Threat to the Safety and Health of Employees.
  
  The administrative violations procedure is regulated in Latvian Administrative Violations Code. There are no special courts for these cases. The process is divided in two sections.
  
  First is the institutional stage. A decision in an administrative violation matter may be appealed to a higher authority (in case of Labour Inspection – the Head of Labour Inspection) by the person regarding whom it has been taken, as well as the victim and the person whose property has sustained damage. The final stage are the general jurisdiction courts.
  

  These violations comparing to criminal violations are less dangerous and less threatful to society and thus less punishable. The minimum financial penalty for a natural person is 70 EUR and maximum financial penalty – 700 EUR, for a legal person the minimum financial penalty is 70 EUR and maximum financial penalty – 14 000 EUR.
  

  • State Labour Inspection Law 20080709 (Art.5 (2) 9))

  • Law of the Republic of Latvia "Latvian Administrative Violations Code" 19841220 (Art. 1 (1), Art. 279 (1), Art.288 (1), Art.289.17 (1), Art. 289.22 (2))

• 11.3.3 Power to revoke or suspend licenses or authorisations

  Summary / Citation: Officials of the Labour Inspection have the right to fully or partially suspend the person (employers or organizations) exposed to surveillance and monitoring from Labour Inspection on the matter of employment law. After full or partial suspension the labour inspector can seal all the work entities and machines, also the inspector can control how the decision of suspension is taking place.

  • State Labour Inspection Law 20080709 (Art.5 (2) 7), 12))

  Related CEACR Comments
  • Labour Inspection Convention, 1947 (No. 81) Observation 2011
  • Labour Inspection Convention, 1947 (No. 81) Direct Request 2021
  

• 11.3.4 Power to require the cessation of dangerous work

  Summary / Citation: Officials of the Labour Inspection have the right to take decisions regarding matters of employment legal relationships, labour protection and technical supervision of dangerous equipment, as well as to issue warnings and orders to employers or possessors of dangerous equipment.

  • State Labour Inspection Law 20080709 (Art.5 (2) 6))

  Related CEACR Comments
  • Labour Inspection Convention, 1947 (No. 81) Observation 2011
  • Labour Inspection Convention, 1947 (No. 81) Direct Request 2021
  

• 11.3.5 Power to initiate prosecutions

  Summary / Citation: Officials of the Labour Inspection have the right to impose administrative sanctions for any violations of regulations on occupational safety and health.
  
  The following persons are entitled to draw up an administrative violation report, examine administrative violation matters and impose administrative sanctions on behalf of the State Labour Inspectorate: the State Labour Inspectorate Director and Head State Labour Inspectors – to issue a warning or impose a fine up to EUR 14 000 and all State Labour Inspectorate officials – to issue a warning or impose a fine up to EUR 7 100.
  
  The labour inspector must make a subsumption between the facts and legal provisions given in Labour Protection Law and other similar laws. For example, the Labour Protection Law section 25 17) states that The Cabinet of Ministers can issue regulations regarding labour protection requirements when working on heights.
  
  The labour inspector can also submit materials to law enforcement authorities for violations of occupational safety and health laws and regulations.

  • State Labour Inspection Law 20080709 (Art.5 (2) 9), 11))

  • Law of the Republic of Latvia "Latvian Administrative Violations Code" 19841220 (Art.2153 (2) 1), 2))

• 11.3.6 Power to conduct prosecutions

  Summary / Citation: The labour inspector can draw up an administrative violation report (protocol) regarding an administrative violation committed. After that report is sent to the Labour Inspection, which is authorised to examine the administrative violation matter. The Labour Inspection is preparing an administrative violation matter for adjudication.
  
  It decides the following questions: whether the case is in their competence, are the participating persons properly notified about the case, have any additional materials for the case been requested, did the Labour Inspection receive any requests from victims, subject to administrative liability or their representatives or persons whose property has sustained damage.
  
  Matters regarding administrative violations are adjudicated within a period of 30 days from the day when the institution, which is competent to adjudicate the matter, has received the report regarding the administrative violation and other materials of the matter. The period can be extended for extra 30 days.
  

  • Law of the Republic of Latvia "Latvian Administrative Violations Code" 19841220 (Art.268 1)-4), Art. 270 (1), (2), Art.246, Art.249 (1);)

• 11.3.7 Other enforcement powers

  No data available.
  

11.4 Application of sanctions by courts

• 11.4.1 Financial penalties for legal persons

  Summary / Citation: In the case of violation of the regulatory enactments that regulate labour protection, a fine can be imposed on the employer or employment service provider from EUR 70 up to EUR 700.
  
  In the case of non-performance of a work environment risk assessment and the non-development of a labour protection measures plan or the non-conformity thereof with the requirements of regulatory enactments regulating labour protection – a fine can be imposed on the employer or employment service provider from EUR 140 up to EUR 1100.
  
  In the case of not using safety signs and not placing them appropriately in the work environment – a fine can be imposed on the employer or employment service provider from EUR 140 up to EUR 700.
  
  In the case of not sending employees for the performance of mandatory health examinations, if such are provided for in regulatory enactments – a fine can be imposed on the employer or employment service provider – from EUR 140 up to EUR 700.
  
  In the case of failure to investigate an accident at work in conformity with the requirements of regulatory enactments or its concealment – a fine can be imposed on the employer or employment service provider from EUR350 up to EUR1400.
  
  In the case of failure to investigate an accident at work in conformity with the requirements of regulatory enactments or its concealment, as a result of which the employee has been caused serious health disorders or his or her death has occurred – a fine can be imposed on the employer or employment service provider from EUR 2100 up to EUR 4300.
  
  In the cases of the some violations, if they have been recommitted within a year after the imposition of administrative sanction – a fine can be imposed on the employer or employment service provider from EUR 1400 up to EUR 2900 or even from EUR 5700 up to EUR 14 000 depending on the case.
  
  In the case of violation of regulatory enactments that regulate labour protection, which cause a direct threat to the safety and health of an employee with some exceptions a fine can be imposed on the employer or employment service provider from EUR 1400 up to EUR 2900.
  
  In the case of not ensuring employees with personal means of protection necessary for work – a fine can be imposed on the employer or employment service provider from EUR 1400 up to EUR 2900.
  
  In the case of using work equipment not in conformity with the requirements of regulatory enactments regulating labour protection or non-observance of safety requirements –a fine can be imposed on the employer or employment service provider from EUR 1400 up to EUR 2900.
  
  In the case of failing to instruct employees or the non-performance of training on issues regarding the safety and health of employees at work –a fine can be imposed on the employer or employment service provider from EUR 1400 up to EUR 2900.
  
  In the cases of some violations, if they have been recommitted within a year after the imposition of administrative sanction – a fine can be imposed on the employer or employment service provider from EUR 4300 up to EUR14 000.
  

  Remarks / comments: In Latvia an employer or employment service provider can be either a legal person or a natural person. The difference between the 11.4.1. and 11.4.2. is in the extent of the sanctions. Natural persons have to pay a much smaller fine in case of violations. Natural persons can employ people if they are registered in the Latvian Register of Enterprises, this is called an individual merchant - "IK" or "individuālais komersants", but they do not have the status of a legal person.

  • Law of the Republic of Latvia "Latvian Administrative Violations Code" 19841220 (Art.41.4, Art.41.5)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 11.4.2 Financial penalties for natural persons

  Summary / Citation: For violation of the regulatory enactments that regulate labour protection non-performance of a work environment risk assessment and the non-development of a labour protection measures plan or the non-conformity thereof with the requirements of regulatory enactments regulating labour protection can a fine can be imposed on the employer or employment service provider in an amount from EUR 70 up to EUR 350.
  
  In the case of non-performance of a work environment risk assessment and the non-development of a labour protection measures plan or the non-conformity thereof with the requirements of regulatory enactments regulating labour protection – a fine can be imposed on the employer or employment service provider in an amount from EUR 70 up to EUR 350.
  
  In the case of not using safety signs and not placing them appropriately in the work environment – a fine can be imposed on the employer or employment service provider in an amount from EUR 70 up to EUR 350.
  
  In the case of not sending employees for the performance of mandatory health examinations, if such are provided for in regulatory enactments – a fine can be imposed on the employer or employment service provider in an amount from EUR 70 up to EUR 350.
  
  In the case of failure to investigate an accident at work in conformity with the requirements of regulatory enactments or its concealment – a fine can be imposed on the employer or employment service provider in an amount from EUR 70 up to EUR 350.
  
  In the case of failure to investigate an accident at work in conformity with the requirements of regulatory enactments or its concealment, as a result of which the employee has been caused serious health disorders or his or her death has occurred – a fine can be imposed on the employer or employment service provider in an amount from EUR500 up to EUR700.
  
  In cases of the some violations, if if they have been recommitted within a year after the imposition of administrative sanction – a fine can be imposed on the employer or employment service provider in an amount from EUR 500 up to EUR 700.
  
  In the cases of some violations, if they have been recommitted within a year after the imposition of administrative sanction – a fine can be imposed on the employer or employment service provider in an amount from EUR 500 up to EUR 700.
  In the case of some violations of regulatory enactments that regulate labour protection, which cause a direct threat to the safety and health of an employee a fine can be imposed on the employer or employment service provider in an amount from EUR 500 up to EUR 700.
  
  In the case of not ensuring employees with personal means of protection necessary for work – a fine can be imposed on the employer or employment service provider in an amount from EUR 350 up to EUR 700.
  
  In the case of using work equipment not in conformity with the requirements of regulatory enactments regulating labour protection or non-observance of safety requirements –a fine can be imposed on the employer or employment service provider in an amount from EUR 350 up to EUR 700.
  
  In the case of failing to instruct employees or the non-performance of training on issues regarding the safety and health of employees at work –a fine can be imposed on the employer or employment service provider in an amount from EUR 350 up to EUR 700.
  
  In the cases of some violations, if they have been recommitted within a year after the imposition of administrative sanction – a fine can be imposed on the employer or employment service provider in an amount from EUR 570 up to EUR 700.
  

  Remarks / comments: In Latvia an employer or employment service provider can be either a legal person or a natural person. The difference between the 11.4.1. and 11.4.2. is in the extent of the sanctions. Natural persons have to pay a much smaller fine in case of violations. Natural persons can employ people if they are registered in the Latvian Register of Enterprises, this is called an individual merchant - "IK" or "individuālais komersants", but they do not have the status of a legal person.

  • Law of the Republic of Latvia "Latvian Administrative Violations Code" 19841220 (Art.41. 4, Art.41. 5)

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 11.4.3 Non-financial sanctions

  No data available.
  

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 11.4.4 Criminal liability

  Summary / Citation: For a person who commits violation of the requirements of regulatory enactments regulating labour protection or technical safety, where commission thereof is by the manager of an undertaking (company), institution or organisation, or other person responsible for compliance therewith, and if such offence has caused bodily injury with health disorder or permanent loss of ability to work, the applicable punishment is deprivation of liberty for a term up to one year or temporary deprivation of liberty, or community service, or a fine.
  
  For a person who commits the same offence, if such has caused the death of a human being or serious bodily injury to several human beings, the applicable punishment is deprivation of liberty for a term up to five years or temporary deprivation of liberty, or community service, or a fine.
  

  • The Criminal Law 19980708 (Art.146 (1), (2))

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021
  

• 11.4.5 Terms of imprisonment for natural persons

  Summary / Citation: For a person who commits violation of the requirements of regulatory enactments regulating labour protection or technical safety, where commission thereof is by the manager of an undertaking (company), institution or organisation, or other person responsible for compliance therewith, and if such offence has caused bodily injury with health disorder or permanent loss of ability to work, the applicable punishment is deprivation of liberty for a term up to one year or temporary deprivation of liberty, or community service, or a fine.
  
  For a person who commits the same offence, if such has caused the death of a human being or serious bodily injury to several human beings, the applicable punishment is deprivation of liberty for a term up to five years or temporary deprivation of liberty, or community service, or a fine.
  

  • The Criminal Law 19980708 (Art.146 (1), (2))

  Related CEACR Comments
  • Occupational Safety and Health Convention, 1981 (No. 155) Direct Request 2021