Clearly there is an ongoing obligation to ensure that the workforce is aware of the company's policies and procedures and that the employees are secure in their working. Obviously, in Wales there is a legal obligation for essential documentation to be printed in both Welsh and English; but should employers go further?

Both national and local government departments have spent considerable sums on employing translators to provide a myriad display of advice documents in many languages. That process, though, has come under fire in recent times as being expensive, wasteful and not conducive to helping to integrate overseas and foreign workers into British culture.

Does that mean that employers can ignore the needs of their workforce in relation to documentation? Probably not; it is important for each employer to assess the position within their workplace and determine whether there is a fundamental need to undertake some essential translations.

Employees should not be put at risk so, where there are a high proportion of non-English native workers, certain essential health and safety warnings should be made available in more than one language. Employers need to ensure that their workforce is properly inducted when they start, so a staff member with knowledge of the relevant language, should spend time with the employee. They should go through the contract, handbook and any essential documentation (especially matters relevant to safety) to ensure that there is a clear understanding on the part of the employee.

Employers who employ a larger number of overseas workers should look at ways in which they can assist assimilation by investing in some language courses or actively encouraging overseas staff to take lessons in English.

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