If you work in a small company and are wondering how to become an RLS in a company with a maximum of 15 employees, you are in the right place. Maybe you have heard about it in a meeting, but you have not yet really understood what the role means and, above all, whether it concerns you too. Here you will find all the answers, written clearly, directly and without beating around the bush.
Who the RLS is and why they matter even in small businesses
The RLS, or Workers’ Safety Representative, is not a symbolic role. It is a central figure in the company prevention system, even when we talk about micro-enterprises. Their main task? To represent colleagues on health and safety at work, dealing with the employer, the technicians and anyone involved in decision-making processes.
So no, it is not a title to put on paper and forget. A good RLS can make the difference in reducing risks, improving working conditions and even avoiding fines or penalties for the company. That is why, even in a business with fewer than 15 people, it is important to know how this role works.
Mandatory or optional appointment: what the law says for fewer than 15 employees
Let us start with a often misunderstood point: the appointment of the RLS is always required, even in companies with fewer than 15 workers. Legislative Decree 81/08, the main reference on health and safety, states this clearly. However, in these smaller settings there are some particularities.
- Companies with a maximum of 15 employees can:
- elect an internal RLS, as in larger companies
- or rely on the territorial RLS, that is, an external figure made available by bilateral bodies, trade associations or joint bodies
- So there is a choice, but be careful: having an RLS is not optional, only the way in which the obligation can be met differs.
How to become an RLS in a company with a maximum of 15 employees
Now let us get to the heart of it. If you work in a company with fewer than 15 employees and want (or can) become an RLS, there are some precise steps to follow. First of all, you need an internal election procedure. In most cases this is done with a meeting, even an informal one, where workers vote for their representative. There are no rigid requirements on the minimum number of voters, but it is good practice to record everything in minutes and keep a copy of the signed appointment.
Who can stand? Any employee. It does not matter whether they have a technical, administrative or operational role. What matters is that they are internal to the company, have the trust of their colleagues and are willing to train.
Once elected, the RLS must attend a mandatory training course (we will see it shortly). From that moment, they become the reference person for colleagues on everything concerning workplace safety.
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How many RLS a company must elect
The answer here is simple: only one. In companies of up to 200 employees, electing a single RLS is sufficient. Even if there are 3, 7 or 14 of you in the company, the number does not change. Different rules come into play only when you exceed 200 workers, with one RLS for every 200 employees or fraction above 50.
So if you are asking yourself “in my small company with 10 colleagues, do we have to elect two representatives?”, the answer is no. One is enough.
Training to become an RLS
Becoming an RLS does not just mean being elected: training is required. And this is a key point, because the course lets you learn rights, duties, tools and technical language that would otherwise remain out of reach.
The initial course lasts at least 32 hours, and includes:
- legal and regulatory aspects of safety
- risk identification and assessment
- communication and relationship techniques with colleagues and with the employer
- principles of company organisation in terms of prevention
For micro-enterprises, training can take place in person or online, provided it is delivered by accredited bodies. In addition, there is also an annual refresher of at least 4 hours for companies with fewer than 50 employees.
So yes, even in the smallest businesses, training is both an obligation and an opportunity.
What the company risks if it has no RLS
The penalties are real. If the company fails to arrange the election of the RLS or to activate the territorial service, it may face fines of up to 5,000 euros. But the issue goes beyond the financial risk.
In fact, in the event of an accident, injury or inspection, the absence of an RLS can become an aggravating factor and worsen the employer’s legal position. Not to mention that an environment without representation can generate discontent, conflict and a widespread sense of disinterest in safety.
The territorial RLS: a solution for those who do not elect an internal one
If the company chooses not to elect an internal RLS, it can refer to a territorial RLS. This figure is made available by bodies or trade associations, which guarantee their competence and impartiality.
The territorial RLS performs the same functions as the internal representative, but with some operational differences: they are not present in the company daily, but intervene on request or according to agreed programmes. In addition, they can support several companies at once, often in the same production sector.
To activate the service, it is enough to join a bilateral body and report the decision not to proceed with an internal election.
The practical tasks of the RLS in the company
The RLS is not a safety technician, but has an active role. Their functions are advisory, but fundamental. For example:
- takes part in the risk assessment and in drafting or updating the DVR
- receives information on accidents, occupational diseases, training, hazardous substances
- has access to safety-related documentation
- is consulted on significant organisational changes
- can propose preventive or corrective measures
- represents workers at mandatory periodic meetings (in companies with more than 15 employees) or at informal meetings in micro-enterprises
Their task is to foster dialogue between those who work and those who decide, always seeking to prevent problems before they become emergencies.
Why it is worth having an RLS even in very small businesses
Many small entrepreneurs see the RLS as a bureaucratic obligation. In reality, it is an opportunity. Appointing an internal RLS can improve the company climate, make communication more effective and stimulate a genuine culture of prevention.
Moreover, companies that show attention to safety can more easily access funding, INAIL incentives and regional calls dedicated to health and safety. Not to mention that good risk management reduces accidents, absences and, therefore, indirect costs.
Frequently asked questions about the RLS in micro-enterprises
Do we still need an RLS if there are only 3 of us?
Yes, the law provides no exemptions. You can elect an internal representative or join the territorial service.
Can the employer also be the RLS?
No. The role is reserved for workers. The employer cannot appoint themselves RLS.
Do I have to attend a course even if we are few?
Absolutely yes. Training is always mandatory, regardless of the number of employees.
How much does it cost to become an RLS?
It depends on the training body. On average the basic course costs between 250 and 400 euros, which is generally borne by the company.
Is the refresher necessary every year?
Yes, even in a company with fewer than 50 employees an annual 4-hour refresher is required.
Micro-enterprise does not mean less important
Being in a company with a maximum of 15 employees does not mean safety can be neglected. On the contrary, in smaller settings relationships are often direct, conditions more flexible and the role of the RLS becomes even more strategic.
If you are thinking of putting yourself forward as RLS, do it. If you are an employer, carefully weigh the two options: internal or territorial RLS. In both cases, it is a choice that brings real benefits for everyone.
How do you become an RLS in a company with a maximum of 15 employees? You become one through the trust of your colleagues, the willingness to train and the awareness that even a single voice can improve the working environment. And this, ultimately, is the most important goal.
