When a job requires working alone, the employer will presumably select a responsible and trustworthy employee. The employer should train that person to recognize hazards, use caution, and avoid tasks that create an unacceptable level of risk. Lone workers must understand that they are responsible for their own safety and health and should carefully consider the potential consequences of any actions.

Supervisors should be wary of reprimanding lone workers for not doing a job. If tasks were not completed because lone workers felt unsafe, supervisors should commend them for prioritizing their safety and refusing to put themselves at risk. Supervisors should not encourage them to take risks. Instead, ask the employee to explain why they could not complete the task and evaluate procedures that might get the job done with lower risk.

Establishing a check-in procedure could also be an option. Determine how the worker should check in, with whom, and how frequently. That could mean calling a manager before starting a particular task and again upon completion. In addition, decide on a response if the employee misses a call. Will the manager visit the site to check on the worker?

Employers must balance the potential risks to someone working alone against the costs of scheduling a second worker. Options may range from having someone on call to simply delaying specific projects until additional workers are on duty.