When Unwritten Rules At Work Can Cause an Accident

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Written by Tanya Waterworth, Digital Content Writer

Unwritten Rules: Real-World Examples and How To Claim Compensation

There may be ‘workarounds’ or normalised shortcuts which show when unwritten rules at work can cause an accident. It’s not always about employees simply ignoring official health and safety policies in the workplace.

Informal habits among workers tend to develop gradually which may occur due to peer pressure, high production targets and even a ‘production over safety’ culture at work.

However, if unwritten rules lead to an accident in the workplace, the employer may be legally responsible as they should actively implement and supervise safety procedures.

If this doesn’t happen, an employee may be eligible to make a personal injury claim for compensation.

What do unwritten rules look like in real workplaces?

Unwritten rules are practices or behaviours carried out by workers because “that’s how we do it here”. They may  often contradict the company’s formal safety procedures. These rules can be subtle, but they create predictable risks. Behaviours may evolve from:

• Cultural Norms: The shared, unstated expectations that govern how members of a group interact.
• Implicit Rules: The unspoken guidelines that everyone follows without them ever being written in an employee handbook.
• Institutional Memory: The collective habits and behaviours passed down from older employees through example to new hires.
• Peer Pressure/Conformity: The social drive that makes workers adopt these behaviours to fit into the group.

Normalised shortcuts and workarounds

Workers across England and Wales may also adopt shortcuts when tasks feel too slow, too repetitive, or too impractical to complete by the book. Such shortcuts may include:

• Skipping equipment checks: assuming machinery is fine without inspection.
• Lifting heavy loads alone: even when the manual handling policy requires two people.
• Using makeshift tools: instead of waiting for approved equipment.
• Bypassing machine guards: to clear jams faster.
• Cutting through restricted areas: to save time.
• Skipping PPE: because it’s uncomfortable or slows down the job.
• Ignoring near‑miss reporting: because “nothing ever comes of it”.

When “production over safety” becomes the workplace culture

A major driver of unwritten rules is a workplace culture that prioritises output over safety. This culture appears when:

• Targets are unrealistic.
• Staffing levels are too low to work safely.
• Managers reward speed, not compliance.
• Breaks are discouraged.
• Workers feel they must “push through” hazards to keep up.

In England and Wales, this culture may become more common in industries such as logistics, manufacturing, construction, hospitality and healthcare. With high production demand, if workers believe they must meet targets at any cost, they may start adopting shortcuts to cope.

Peer pressure: a silent force behind unsafe habits

Peer pressure is another powerful driver of unwritten rules. Even if an employee knows the written rules, they may follow unwritten ones simply to ‘fit in’. But, even if peer pressure contributes to an accident, an employer may still be liable as they may have failed to supervise staff and ensure safe working practices.

Scenarios where workers feel compelled to follow shortcuts may include:

• They don’t want to slow down the team.
• They fear being labelled as “too cautious” or “not pulling their weight”.
• Experienced colleagues teach them unsafe habits.
• Supervisors ignore unsafe behaviour and this signals that it’s acceptable.
• New starters copy what they see, not what the handbook says.

Why employers must actively enforce safety policies

The Health and Safety Executive (HSE) has guidance on difference types of human failure. This includes ‘violations’ which cover peer pressure, unworkable rules and a lack of understanding of safety rules by employees. The HSE states that these “usually result from an intention to get the job done as efficiently as possible”.

Under strict safety regulations, such as the Health and Safety at Work Act (1974),  employers in England and Wales should actively implement their safety policies. These may include:

• Provide proper training and not just a tick‑box exercise at induction.
• Supervise staff consistently.
• Challenge unsafe behaviours.
• Update risk assessments when shortcuts appear.
• Ensure staffing levels made safe working possible.
• Monitor workplace culture and address unsafe norms.
• Encourage reporting of hazards and near misses.
• Take action when workers ignore procedures.

Real‑world examples of unwritten rules causing accidents

Here are some examples which indicate what can happen in workplaces in England and Wales:

Workers may lift heavy parcels alone just to keep up with fast‑moving conveyor belts. Even though the manual handling policy requires two‑person lifts, the unwritten rule may be understood to be “just get it done”. This can lead to back injuries, shoulder strains, and crush injuries.

Machine guards are frequently bypassed to clear jams quickly. The written rule says guards must stay locked, there should be no workarounds or informal ways of getting the job done. This creates risks of entanglement, amputations, and severe lacerations.

An example of safeguards was reported by the Health and Safety Executive (HSE) when an employee found an interlocking safety gate difficult to open, so he removed a panel to enter the machine area to clear a blockage. As he walked along the conveyor belt, it restarted and he was ‘struck repeatedly’, suffering from severe injuries. The HSE found the gate had been damaged in 2024, but had not been repaired.

Other potential accidents may happen. For example: in the hospitality injury where kitchen staff skip PPE or carry hot pans or boiling water as ‘there’s no time to do it properly’. In a healthcare setting: a carer may move a patient manually instead of using a hoist if one is not available. Or perhaps in the construction sector: workers may climb scaffolding with harnesses simply because ‘everyone does it’.

When can you start a personal injury claim?

If unwritten rules, shortcuts, or unsafe workplace culture contributed to your accident, you may be entitled to a No Win No Fee personal injury claim in England and Wales. You typically have three years from the date of the accident to start your claim.

You may be able to claim compensation if any of the following had occurred:

• The workplace allowed unsafe habits to develop.
• Managers ignored or tolerated shortcuts.
• Training was inadequate or outdated.
• Staffing levels made safe working impossible.
• You were pressured to work faster than was safe.
• The accident happened while following an unwritten rule.
• You suffered an injury requiring medical attention.

What should you do next if injured due to an unwritten rule?

To protect your position:

• Report the accident to your supervisor and mention any unwritten rules or shortcuts. Make sure the accident is recorded in the accident book.
• Seek medical attention so your injuries are documented as this is vital evidence for your claim.
• Gather evidence including photos, witness statements, training records, and messages which may show pressure to work faster.
• Keep records of lost earnings, expenses, and the impact on your daily life because of the accident and your injuries.
• Speak to a specialist solicitor who can assess whether workplace culture contributed to your injury. We partner with experienced work injury solicitors who offer a free, initial assessment.

Contact our team today

Unwritten rules may be one of the most common, although overlooked, causes of accidents at work across England and Wales. When shortcuts become normalised, workers may face predictable risks that employers should have taken action to prevent.

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