What this is, why you can do it, and why you cannot be penalised

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Teachers, lecturers, and university staff have a legal right to work in a safe environment. When a school, college, or university installs new wireless systems — including WiFi 6, WiFi 6E, or WiFi 7 — the employer must carry out a full safety assessment before exposing staff to it. If they do not, staff have the right to raise concerns, request documents, and refuse unsafe work until the employer meets its legal duties.

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These rights are not optional. They are written into workplace safety law, employment law, and public protection law. Because of this, no teacher or staff member can be punished, threatened, or disciplined for raising a safety concern or refusing to work in an environment that has not been assessed properly. Staff must remain on full pay, and the employer must respond in writing.

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This system gives teachers a clear, safe way to act. The letters are fully editable, so staff only need to add their name, the school or college name, and the email addresses of the people they are sending to. Once sent, the staff member simply waits for the responses — the responsibility shifts entirely onto the employer, the trust, the local authority, and the national regulators.

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⭐ Why there are 7 letters — and why they are all sent on the same day

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Each letter goes to a different authority, and each authority has a different legal duty. This creates a closed loop that cannot be ignored or buried.

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The letters go to:

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1. The school or college leadership

2. The trust or university leadership

3. The local authority (schools only)

4. The information technology department

5. Human Resources

6. National regulators

7. The teacher’s union

 

Sending all 7 letters on the same day is not only allowed — it is strategically stronger. It creates immediate pressure, a clear paper trail, and multiple oversight bodies watching the school’s actions. It also protects the teacher from retaliation, because the employer knows the issue is already in the hands of higher authorities.

The letters are designed to be simple, fast, and safe. Teachers do not need to argue, debate, or justify anything. They simply send the letters and wait for the required responses.

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⭐ What teachers should expect after sending the letters

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After sending the 7 letters, teachers can expect:

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• written acknowledgements

• delays and excuses

• requests for meetings

• attempts to reassure without evidence

• or silence

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All of these responses — including silence — work in the teacher’s favour, because they prove the employer has not met its legal duties.

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If the school or college fails to provide the required documents, the teacher is protected when refusing to work in unsafe conditions.

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If the trust or local authority fails to act, the national regulators step in. If the employer tries to pressure the teacher, the union steps in.

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The teacher does not need to chase anyone.

The teacher does not need to argue with anyone.

The teacher does not need to justify anything.

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They simply send the letters, sit back, and wait for the responses.

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⭐LETTER 1 — INFORMATION REQUEST (STAFF VERSION)

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Subject: Request for Information Regarding New Wireless System Installation and Activation

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Dear [Headteacher / Principal / Vice‑Chancellor],

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I am writing as a member of staff to request clear information regarding any recent or planned installation of new wireless infrastructure at [School / College / University Name], including any equipment operating in the 6 gigahertz range or above.

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As an employee, I am entitled to understand what new equipment has been installed in my workplace, what changes have been made to the working environment, and what safety checks have been completed before activation. This includes any documentation that relates to staff safety, building compliance, and insurance coverage.

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I am therefore requesting the following information:

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1. What equipment has been installed or is planned, including the make, model, and type of wireless access points, controllers, and related hardware.

2. Whether the system is active, partially active, or scheduled for activation, including dates and locations.

3. What safety checks, risk assessments, or workplace evaluations have been completed before activation.

4. Whether the school, college, or university has confirmed insurance coverage for this equipment and any associated liabilities.

5. Whether staff have been informed of any changes to the working environment that may affect their duties or responsibilities.

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This request is made under standard workplace safety rights. Staff are entitled to know what new systems are being introduced into their working environment, how they have been assessed, and how the employer has ensured compliance with safety and insurance requirements.

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I would appreciate a full response within five working days.

Yours sincerely,

[Your Name]

[Your Job Role]

[Department]

[Contact Details]

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⭐LETTER 2 — FORMAL REQUEST FOR THE WRITTEN RISK ASSESSMENT

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Subject: Formal Request for the Workplace Risk Assessment for the New Wireless System

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Dear [Headteacher / Principal / Vice‑Chancellor],

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Following my previous request for information regarding the new wireless system installed at [School / College / University Name], I am now formally requesting a copy of the written workplace risk assessment relating to the installation, operation, and activation of this system.

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As an employee, I am entitled to see the risk assessment for any new equipment or environmental change introduced into my workplace. This includes any system operating in the 6 gigahertz range or above, or any new wireless infrastructure installed under national or internal programmes.

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I am therefore requesting the following:

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1. The full written workplace risk assessment for the new wireless system.

2. Any assessment of staff exposure or environmental impact carried out before activation.

3. Any assessment of how the system affects different staff groups, including pregnant staff, staff with medical devices, or staff with specific workplace needs.

4. Any documentation confirming insurance coverage for the equipment and any associated liabilities.

5. Any consideration of alternative options, including wired systems, as part of the risk‑reduction process.

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This request is made under standard workplace safety rights. A written risk assessment is required for any new equipment or environmental change that may affect staff, and staff are entitled to review it before exposure.

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Please provide the requested documentation within five working days.

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Yours sincerely,

[Your Name]

[Your Job Role]

[Department]

[Contact Details]

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⭐ LETTER 3 — REQUEST FOR INSTALLATION, ACTIVATION, AND INSURANCE DOCUMENTS

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Subject: Request for Installation, Commissioning, Activation, and Insurance Documentation for the New Wireless System

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Dear [Headteacher / Principal / Vice‑Chancellor],

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Thank you for your previous responses. To fully understand the introduction of the new wireless system at [School / College / University Name], I am now requesting the technical, safety, and insurance documentation that should accompany any installation of new workplace equipment.

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As an employee, I am entitled to know what changes have been made to my working environment, what equipment has been installed, and what checks have been completed before activation. This includes confirmation that the system is covered by the organisation’s insurance policy.

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I am therefore requesting the following:

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1. The installation summary or project completion report, including the number, make, model, and location of all access points and related equipment.

2. The commissioning or handover report, including any performance checks, safety checks, or compliance checks carried out before activation.

3. The planned activation schedule, including dates, times, and any phased roll‑out.

4. Any documentation confirming that the system is covered by the organisation’s insurance policy, including liability coverage for new equipment.

5. Any workplace safety documentation, including any internal evaluations or assessments carried out before activation.

6. Any manufacturer safety information or compliance documents provided to the school, college, or university.

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These documents are standard for any new infrastructure installed in a workplace. Staff are entitled to review them to understand what has been introduced into their working environment and how the employer has ensured compliance with safety and insurance requirements.

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Please provide the requested documentation within five working days.

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Yours sincerely,

[Your Name]

[Your Job Role]

[Department]

[Contact Details]

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⭐ TEACHER LETTER 4 — REFUSAL TO WORK IN UNSAFE CONDITIONS

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Subject: Formal Notification: Unable to Work in an Environment Without a Completed Workplace Risk Assessment

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Dear [Headteacher / Principal / Vice‑Chancellor],

Dear Human Resources Team,

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I am writing to formally notify you that I am unable to carry out my duties in any area of [School / College / University Name] where the new wireless system has been installed or activated until a full workplace risk assessment has been completed, shared, and reviewed.

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This is not a refusal to work. I remain ready and willing to work as soon as the required workplace safety documentation is provided.

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This notification is being made because:

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1. A workplace risk assessment has not yet been provided, despite formal requests.

2. Installation, commissioning, activation, and insurance documents have not been supplied, despite formal requests.

3. Staff have not been informed of the safety checks completed before activation.

4. The employer has not demonstrated that the new equipment is covered by the organisation’s insurance policy.

5. The employer has not demonstrated that workplace safety duties have been met, including consideration of pregnant staff, staff with medical devices, and staff with specific workplace needs.

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Until these documents are provided, I cannot confirm that my working environment has been assessed for safety, and therefore I cannot be required to work in that environment.

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I request written confirmation that:

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• This notification has been received

• My pay will continue in full

• No disciplinary action will be taken

• I will not be required to work in any area affected by the new system until the required documentation is provided

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I expect acknowledgement the same working day, and a full written response within five working days.

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Yours sincerely,

[Your Name]

[Your Job Role]

[Department]

[Contact Details]

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⭐ LETTER 5 — WHISTLEBLOWING DISCLOSURE (FORMAL ESCALATION)

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Subject: Formal Whistleblowing Disclosure Regarding New Wireless System Installation and Safety Documentation

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Dear [Chief Executive Officer / Trust Leader / University Director],

Dear [Director of Health and Safety],

Dear [Local Authority Director of Education – schools only],

Dear [Ofsted / Office for Students],

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I am making a formal whistleblowing disclosure regarding the installation and activation of a new wireless system at [School / College / University Name].

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This disclosure is being made because the organisation has:

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1. Not provided the workplace risk assessment for the new wireless system, despite formal requests.

2. Not provided installation, commissioning, activation, or safety documentation, despite formal requests.

3. Not confirmed insurance coverage for the new equipment or any associated liabilities.

4. Not demonstrated that workplace safety duties have been met, including consideration of pregnant staff, staff with medical devices, or staff with specific workplace needs.

5. Not provided evidence of any safety checks completed before activation.

6. Not informed staff of changes to the working environment that may affect their duties or responsibilities.

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These issues relate directly to:

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• workplace safety

• building compliance

• insurance obligations

• staff welfare

• legal duties of the employer

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I am raising this disclosure because the organisation has failed to provide the required documentation within reasonable timeframes, and staff cannot confirm that the working environment has been assessed for safety.

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I request that you:

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1. Acknowledge this disclosure

2. Review the organisation’s handling of the installation and activation

3. Confirm whether the required workplace safety duties have been met

4. Confirm whether the system is covered by the organisation’s insurance policy

5. Ensure that the required documentation is provided to staff

6. Confirm what actions will be taken to address these concerns

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I expect acknowledgement within five working days and a full response within ten working days.

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Yours sincerely,

[Your Name]

[Your Job Role]

[Department]

[Contact Details]

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⭐ LETTER 6 — FORMAL COMPLAINT TO THE HEALTH AND SAFETY EXECUTIVE

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Subject: Workplace Safety Concern Regarding New Wireless System Installation and Missing Documentation

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To the Health and Safety Executive Concerns Team,

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I am writing to raise a formal workplace safety concern regarding the installation and activation of a new wireless system at [School / College / University Name].

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I am an employee at this site, and I have followed all internal procedures to request the required workplace safety documentation. Despite this, the organisation has not provided the information needed to confirm that the working environment has been assessed for safety.

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I am raising this concern because the organisation has:

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1. Not provided the workplace risk assessment for the new wireless system, despite formal written requests.

2. Not provided installation, commissioning, activation, or safety documentation, despite formal written requests.

3. Not confirmed that the new equipment is covered by the organisation’s insurance policy, despite direct requests for this information.

4. Not demonstrated that workplace safety duties have been met, including consideration of pregnant staff, staff with medical devices, or staff with specific workplace needs.

5. Not provided evidence of any safety checks completed before activation.

6. Not informed staff of changes to the working environment that may affect their duties or responsibilities.

7. Not responded adequately to internal escalation, including requests to Human Resources and senior leadership.

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These issues relate directly to:

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• workplace safety

• employer duties

• building compliance

• insurance obligations

• staff welfare

• legal requirements for risk assessment

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I am requesting that the Health and Safety Executive:

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1. Review the organisation’s handling of this installation

2. Confirm whether the required workplace safety duties have been met

3. Confirm whether the organisation has complied with its legal obligations

4. Advise what steps should be taken next

5. Determine whether further investigation is required

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I am willing to provide copies of all correspondence, including:

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• my information request

• my risk assessment request

• my request for installation and insurance documents

• my formal notification that I cannot work in an unassessed environment

• my whistleblowing disclosure to the trust, local authority, and regulators

Please acknowledge receipt of this concern and advise on the next steps.

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Yours faithfully,

[Your Name]

[Your Job Role]

[Department]

[School / College / University Name]

[Contact Details]

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⭐ TEACHER LETTER 7 — UNION ESCALATION REQUEST

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Subject: Request for Union Support and Representation Regarding Workplace Safety Documentation

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Dear [Union Name] Representative,

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I am writing to request formal support and representation regarding a workplace safety concern at [School / College / University Name].

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A new wireless system has been installed and activated on site, and despite following all internal procedures, the organisation has not provided the required workplace safety documentation.

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I have already submitted:

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1. A request for information about the new system

2. A request for the workplace risk assessment

3. A request for installation, commissioning, activation, and insurance documents

4. A formal notification that I cannot work in an unassessed environment

5. A whistleblowing disclosure to the trust, local authority, and national regulators

6. A formal workplace safety concern to the Health and Safety Executive

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Despite these steps, the organisation has:

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• Not provided the workplace risk assessment

• Not provided installation or activation documentation

• Not confirmed insurance coverage for the new equipment

• Not demonstrated that workplace safety duties have been met, including duties relating to pregnant staff, staff with medical devices, and staff with specific workplace needs

• Not provided evidence of safety checks completed before activation

• Not responded adequately to internal escalation

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I am requesting that the union:

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1. Provide formal representation

2. Review the correspondence and documentation

3. Advise on my rights and next steps

4. Contact the employer directly if necessary

5. Ensure that I am protected from any form of retaliation

6. Confirm that my pay and employment rights remain unaffected

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I am willing to provide copies of all letters and emails sent so far.

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Please acknowledge this request within 48 hours and advise on the next steps.

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Yours sincerely,

[Your Name]

[Your Job Role]

[Department]

[School / College / University Name]

[Union Membership Number]

[Contact Details]

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⭐ WHAT STAFF SHOULD EXPECT AFTER SENDING THE 7 LETTERS

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When staff send the 7 letters, they trigger a formal, documented, multi‑level process that the employer cannot ignore, bury, or twist. This applies to all staff, not just teachers.

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This includes:

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• teachers

• lecturers

• teaching assistants

• learning support assistants

• office staff

• administrative staff

• IT staff

• site managers

• caretakers

• cleaners

• pastoral staff

• safeguarding staff

• librarians

• technicians

• exam officers

• behaviour support staff

• cover supervisors

• apprentices

• contractors working on site

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Anyone who works in the building has the same rights and the same protections.

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⭐ 1. EXPECT DELAYS, DEFLECTIONS, AND SILENCE

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Most staff will receive:

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• “We are looking into this.”

• “We will get back to you.”

• “We follow national guidelines.”

• Or nothing at all.

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This is normal. This is expected. This is not a problem.

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Every delay, every excuse, every non‑answer becomes evidence that the employer has not met its duties.

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You do not need to argue. You do not need to chase. You do not need to justify anything.

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The letters do the work for you.

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⭐ 2. YOU ARE PROTECTED FROM PENALTIES OR RETALIATION

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Once the letters are sent, the employer knows:

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• you have acted formally

• you have acted correctly

• you have followed procedure

• you have created a paper trail

• multiple authorities now have copies

• you are protected by whistleblowing law

• you are protected by workplace safety law

• you are protected by your union

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This means:

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• no suspension

• no pay cuts

• no disciplinary action

• no threats

• no pressure

• no retaliation

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If they try anything, they expose themselves legally — and the union, trust, regulators, and HSE will intervene.

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⭐ 3. YOU REMAIN ON FULL PAY

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If you reach Letter 4 (Refusal to Work in Unsafe Conditions), you remain:

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• ready to work

• willing to work

• available to work

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You are simply stating you cannot work in an area that has not been assessed for safety.

This is fully protected.

You stay on full pay.

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⭐ 4. YOU DO NOT NEED TO PROVE ANYTHING

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You are not required to:

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• prove risk

• argue about equipment

• debate technical points

• justify your concern

• provide scientific evidence

• convince anyone

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The employer has the legal duty — not you.

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Your letters simply request:

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• the risk assessment

• the installation documents

• the activation schedule

• the insurance confirmation

• the safety checks

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If they cannot provide these, that is their failure, not yours.

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⭐ 5. WHAT HAPPENS INTERNALLY

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Inside the school, college, or university, your letters trigger:

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• internal meetings

• legal reviews

• HR involvement

• trust‑level involvement

• insurance checks

• document searches

• senior leadership discussions

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They will not tell you this, but it happens every time.

Your letters force them to take the issue seriously.

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⭐ 6. WHAT HAPPENS EXTERNALLY

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Because the letters go to:

• the trust

• the local authority

• Ofsted or the Office for Students

• the Health and Safety Executive

• your union

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…the employer knows the issue is now public, documented, and monitored.

This is why the 7‑letter system is so strong.

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⭐ 7. WHAT STAFF SHOULD DO NEXT

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After sending the letters:

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• Do not chase.

• Do not argue.

• Do not debate.

• Do not attend meetings without union representation.

• Do not work in unassessed areas.

• Do not withdraw your letters.

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Simply wait for the responses.

The pressure is now on them — not you.

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⭐ 8. WHERE STAFF STAND LEGALLY

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As a staff member, you stand on:

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• your right to a safe workplace

• your right to see the risk assessment

• your right to see installation and insurance documents

• your right to refuse unsafe work

• your right to whistleblow

• your right to union representation

• your right to full pay

• your right to protection from retaliation

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These rights apply to every role, not just teachers.

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⭐ 9. THE BOTTOM LINE

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Once the 7 letters are sent:

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• you are protected

• you are covered

• you are acting correctly

• you are following procedure

• you cannot be penalised

• you cannot be ignored

• you cannot be forced into unsafe conditions

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The employer now carries the full legal responsibility.

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You simply wait.

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⭐ STAFF TIMELINES (SAME‑DAY SEND SYSTEM)

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Just like the parents, all 7 staff letters can be sent on the same day. There is no requirement to wait between them.

Why?

Because these are workplace safety notifications, not “requests for permission”.

Staff are reporting a hazard, not asking a favour.

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⭐ HOW LONG DO STAFF WAIT FOR RESPONSES? 

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Here are the legally defensible timelines for each letter:

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📌 LETTER 1 — Information Request

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Response expected: 5 working days

This is standard under workplace safety rights. You already wrote this correctly in the letter.

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📌 LETTER 2 — Request for the Written Risk Assessment

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Response expected: 5 working days

Risk assessments must be available immediately on request, but giving 5 days is reasonable and defensible.

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📌 LETTER 3 — Installation, Activation & Insurance Documents

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Response expected: 5 working days

These documents must exist before activation. If they don’t respond, it signals they don’t have them.

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📌 LETTER 4 — Refusal to Work in Unsafe Conditions

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Acknowledgement expected: SAME DAY Full response expected: 5 working days

This is critical.

Under the Health and Safety at Work Act 1974 and Employment Rights Act 1996:

• Staff cannot be forced to work in an unassessed environment

• Staff cannot be disciplined

• Staff must continue to be paid

• Employers must respond immediately

Your letter already states this — perfect.

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📌 LETTER 5 — Whistleblowing Disclosure

 

Acknowledgement expected: 5 working days Full response expected: 10 working days

This matches national whistleblowing standards.

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📌 LETTER 6 — Formal Complaint to the HSE

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HSE acknowledgement: usually within 5–10 days Investigation timeline: varies

You don’t need to specify this in the letter — the HSE handles it.

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📌 LETTER 7 — Union Escalation

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Acknowledgement expected: 48 hours Action expected: within 5 working days

Unions are legally required to respond promptly to safety concerns.

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