AbstractsSocial Work

In Denmark, a new Working Environment Act was passed in 2010. The assumptions behind the act are that increased flexibility in the organization of OHS work will: 1) enable a more systematic approach, 2) elevate OHS issues to a strategic level within the company, and 3) integrate these concerns in other key business processes. In this paper we examine the validity of these assumptions through a number of qualitative case studies. We discuss whether flexibility, systematization, and strategy lead to better OHS discussions and practices within the case companies.; In Denmark, a new Working Environment Act was passed in 2010. The assumptions behind the act are that increased flexibility in the organization of OHS work will: 1) enable a more systematic approach, 2) elevate OHS issues to a strategic level within the company, and 3) integrate these concerns in other key business processes. In this paper we examine the validity of these assumptions through a number of qualitative case studies. We discuss whether flexibility, systematization, and strategy lead to better OHS discussions and practices within the case companies.