The Cyprus presidency of the Council of the European Union has reached a provisional agreement with the European Parliament on updated rules designed to strengthen protection for workers exposed to hazardous substances that may cause serious illnesses, including cancer and asthma

The agreement relates to the sixth revision of the Carcinogens, Mutagens and Reprotoxic Substances Directive (CMRD), which updates EU occupational health and safety legislation by introducing stricter measures against workplace exposure to dangerous substances.

“This agreement reflects our shared commitment to ensuring a high level of protection for workers against serious occupational health risks. By introducing new occupational exposure limit values, we are ensuring that the Union’s legislative framework keeps pace with the latest scientific evidence and technological developments. This outcome will help create safer working environments for millions of workers across Europe and further strengthen the prevention of work-related illnesses,” said Marinos Moushouttas, Minister for Labour and Social Insurance, Republic of Cyprus.

The revised rules are expected to prevent approximately 1,700 cases of lung cancer and 19,000 other work-related illnesses over the next 40 years.

Under the proposed revision, the directive will introduce new occupational exposure limit values (OELs) for cobalt and its inorganic compounds, polycyclic aromatic hydrocarbons (PAHs) and 1,4-dioxane. It will also add welding fumes to the list of substances, mixtures and processes covered under Annex I of the directive.

As part of the provisional agreement, the Council and Parliament agreed to expand the scope of the directive by introducing an OEL for isoprene. The agreement also extends the transitional period for applying the new OEL for PAHs to seven years and expands the sectors eligible for this transition period to include all carbon and graphite manufacturers.

The revised framework will also introduce requirements for regular breaks for workers using personal protective equipment (PPE) and clarify rules governing PPE use in relation to existing legislation.

In addition, the agreement updates the definitions of 'carcinogen', 'mutagen' and 'reprotoxic substance' to reflect the inclusion of welding fumes in Annex I, recognising their potential reprotoxic effects. It also highlights the need for further guidance on welding fumes and notes that establishing occupational exposure limits alone does not completely remove risks to workers’ health and safety.

The provisional agreement must now receive formal approval from both the Council and the European Parliament. Once adopted, the legislation will enter into force following legal and linguistic review.

The CMRD establishes measures to prevent and control risks arising from exposure to carcinogenic, mutagenic and reprotoxic substances in workplaces across the EU. The directive requires the introduction of occupational exposure limits wherever possible.

Following an evaluation of EU occupational safety and health legislation in 2017, the CMRD has undergone several updates, with five revisions already adopted addressing more than 40 hazardous substances. The European Commission presented its proposal for the sixth revision on 18 July 2025.

The Building and Wood Workers’ International (BWI) has expressed its deepest condolences to the families, loved ones and communities of 16 Bangladeshi workers who died in a fire at a furniture factory in Riyadh, Saudi Arabia.

BWI described the incident as a devastating reminder of workers’ fundamental right to a safe and healthy working environment, stressing that no worker should lose their life simply for going to work. The organisation mourned the victims and expressed solidarity with Bangladeshi migrant workers and their unions.

The union federation has called on the governments of Saudi Arabia and Bangladesh to undertake a full, transparent and comprehensive investigation into the circumstances surrounding the fire. The investigation, it said, should examine workplace safety measures and the regulatory conditions in place at the facility.

BWI said the authorities must draw lessons from the tragedy and implement all necessary measures to strengthen protections for migrant workers against workplace hazards.

The organisation also called on both governments and relevant authorities to ensure that affected workers and the families of those who died receive all benefits, compensation and assistance to which they are entitled.

It further urged authorities to arrange for the remains of the deceased workers to be repatriated to Bangladesh without delay and without any cost being imposed on their families.

“The deaths of these 16 workers must not be reduced to a tragic statistic. Their lives, dignity and rights must be honoured through accountability, justice and stronger protections for all workers.”

Creating a blame-free  environment where employees can report any safety concerns or unsafe practices without fear of reprisal is critical for a good safety culture and strong safety performance. However, all too often employees are effectively punished for doing so

US employees who believe they are retaliated against for exercising their legal rights can file a whistleblower complaint with OSHA. OSHA's Whistleblower Protection Program enforces protections for employees who suffer retaliation for engaging in protected activities under more than 20 federal laws.

OSHA highlights a case where a public transit employee noticed some damage on the tracks that could cause railcars to derail if left unrepaired. After reporting the hazard, the employee's manager said there wasn't time to make repairs because service would be disrupted. The manager then reassigned the employee to the night shift and removed them from rail repair work.

The employee filed a whistleblower complaint with OSHA. An investigation found that the site manager's actions violated the National Transit Systems Security Act, which protects public transportation workers from retaliation for reporting potential safety or security violations. As a result, the employee's original work schedule was restored, and the track damage was reported to the Federal Transit Administration.

“This case is a reminder that workplace safety is a shared responsibility,” says OSHA. “Workers have the right to report safety concerns without fear of retaliation, and speaking up can help prevent serious incidents before they happen.”

OSHA has published guidance to help employers create workplaces that are free from retaliation, highlighting five key elements:

1.Management commitment

Managers need to lead by example and ensure that systems for reporting concerns, anti-retaliation policies and practices, and training for managers are implemented, enforced and evaluated. Make use of strong codes of conduct and ethics programmes to identify retaliatory behaviour as a form of misconduct.

2. Compliance concern response system

Create an environment where raising concerns about workplace conditions and activities is comfortable for all employees. Have at least one to allow anonymous or confidential reporting, respond in a timely manner, and provide fair and transparent resolution to concerns.

3. Anti-retaliation response system

Take all concerns seriously. Make the process to report concerns known and clear, investigate claims objectively and listen to all sides before making a judgement, ensuring that employees are not discouraged from reporting concerns.

4. Anti-retaliation training

Effective anti-retaliation training should give employees the knowledge, skills, and tools they need, as well as explain the employer’s commitment to complying with the law, employee rights, an overview of the employer’s anti-retaliation programme, and what constitutes retaliation.

5. Programme oversight

Rigorous oversight is needed to ensure an anti-retaliation programme is effective. Develop a plan for oversight, review findings and modify and improve the programme as needed.