Workplace health and safety legislation is reserved to the UK Government.

There is a duty on employers to provide access to health surveillance to employees but only appropriate surveillance considering the risks identified by any risk assessment. In addition, there is an implied duty on employers to take reasonable care for the health and safety of their employees at work.

The Scottish Government''s review of the Healthy Working Lives Strategy includes updating the original plan for action and will take account of the current economic and employment conditions. The review is taking into account robust evidence on the benefits of work for health, as well as effective interventions recommended in Dame Carol Black''s 2008 review of working age health.

It is intended that the updated Healthy Working Lives Strategy will be published by the end of 2009.

This data is not held centrally.

However, the labour force survey of self-reported work-related illness carried out in 2007-08 estimated that, in Scotland, 113,000 people who worked in the last 12 months suffered from an illness which they believe was caused or made worse by work. Musculoskeletal disorders and stress were the most commonly reported.

These are Scottish figures that have been taken from a Great Britain wide survey.

This data is not held centrally. It is for NHS boards to determine the services they provide to meet local demand for their area, including occupational health services.

The Scottish Government is funding three vocational rehabilitation pilot projects, delivered by NHS Tayside, NHS Lothian and NHS Borders, which provides a service that is targeted at employees of small to medium enterprises (SMEs) that do not have access to in-house occupational health services, to assist them back into the workplace. The pilots are intended to end in March 2010.

The Scottish Government provides funding for the Scottish Centre for Healthy Working Lives to promote and develop good workplace practices and procedures that promote health and wellbeing.

The centre offers advice to all employers and employees through a website and confidential phone lines, and a network of NHS based advisors provide site visits to small to medium enterprises.

The centre runs the Healthy Working Lives (HWL) Award programme, recognising and rewarding good workplace practice. Currently almost 500 organisations hold the award, with another 1000 working towards an award.

In 2009 the Scottish Government launched a new £1.5 million Working Well Challenge Fund for NHS Scotland. This is in response to growing recognition that to maintain a world-class workforce, NHSScotland must focus proactively on promoting the health and wellbeing of its staff.

In addition, support for NHS employees is available through Occupational Health and Safety Extra (OHSxtra), an NHS service designed to help health service employees who are experiencing ongoing health and welfare problems to get support and treatment that will help them to return to work or avoid taking sick leave. The service is intended to complement rather than replace the existing NHS occupational health services. Details can be found online on the staff governance website at:

http://www.staffgovernance.scot.nhs.uk/improving-employee-experience/working-well/occupational-health-and-safety-extra-ohsxtra/.

European Council Directive 89/391/EEC is given effect in Scotland through health and safety regulations which are reserved to the UK Government.

There is a duty on employers to provide access to health surveillance to employees but only appropriate surveillance considering the risks identified by any risk assessment. In addition, there is an implied duty on employers to take reasonable care for the health and safety of their employees at work.

All devolved non-departmental public bodies (NDPB''s) have their own codes of conduct for members which have been approved by the Scottish Government. These codes require organisations to maintain and make available registers of all members relevant interests, including financial interests.

The Standards Commission for Scotland is the body responsible for enforcement of the codes of conduct for NDPB members and investigates any complaints made. If a member of an NDPB is found by the Standards Commission to be in breach of the code, then there are a range of sanctions that they can apply.

This question was answered in the Chamber. The answer can be viewed in the Official Report using the following link:

http://www.scottish.parliament.uk/business/officialReports/meetingsParliament/or-09/sor0625-01.htm

During 2008, an external research team led by Napier University, collected baseline data to be used to inform the full evaluation study and to provide information on community nursing before nurses in the four pilot sites transition to the new model. The research focused on the current role of community nurses and their views of the new model to be tested. Also included were client views, and in particular their experiences of receiving care and support from community nurses.

The baseline study report was published on 2 April and can be accessed on the Scottish Government website at http://www.scotland.gov.uk/Resource/Doc/266873/0079883.pdf.

A briefer research findings document is also available at:

http://www.scotland.gov.uk/Publications/2009/03/17101957/0.

A full evaluation of the impact of the introduction of the new service delivery model on patients and staff will be undertaken during 2009-10. The evaluation study is currently being procured and a contract for this is likely to be awarded to the successful contractor during July 2009. There will be two phases to the study. Phase 1 will be an interim evaluation of early implementers by the end of 2009. Phase 2 will provide a full evaluation of the whole project and will report by autumn 2010. Both evaluation reports will be published after they have been considered by the Scottish Government.

This information is not held centrally.