Delegation of duties template (PDF) under Section 13 ArbSchG
Form for delegating occupational safety duties to managers in writing – with area of responsibility, 14 duties to tick, powers including a budget, a note on the employer's overall responsibility and signatures of both parties.
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In Germany, the employer can delegate occupational safety tasks to reliable and competent persons – such as plant managers, department heads or foremen (Section 13 (2) of the Occupational Safety and Health Act). The delegation must be in writing, define the area of responsibility and the powers, and be signed by the appointed person, who receives a copy (Section 13 DGUV Regulation 1).
The template guides you through exactly these points: define the area, tick the duties, set out powers and budget, clarify the responsibility that remains with the employer and have both parties sign. That way, the appointed person knows what they are responsible for – and you can prove that the tasks were delegated properly.
What the template contains
- PDF form with header details on the company, appointed person, function and area of responsibility
- 14 typical occupational safety duties to tick – from risk assessment to coordinating contractors
- Powers including the right to issue instructions, stop work in the event of danger and a budget limit
- Note on the employer's overall responsibility, fields for handover and review, and signatures of both parties
How to use the template
- 1
Choose a suitable person
Before delegating, check whether the person is reliable and competent – meaning they will carry out the tasks carefully and have the necessary knowledge and experience. As a rule, this is a manager with authority to give instructions in the area.
- 2
Define duties and powers precisely
Tick only what fits the position and define the area clearly – including the boundaries with neighbouring areas. Anyone who delegates duties must also grant the authority and budget to fulfil them, otherwise the delegation is meaningless.
- 3
Sign, hand over, monitor
Both parties sign, the appointed person receives a copy and the original goes into the personnel file. Check regularly by random sampling whether the duties are being fulfilled and update the delegation when someone changes position.
Legal basis
- Section 13 (2) ArbSchG: written appointment of reliable and competent persons
- Section 13 DGUV Regulation 1: define area of responsibility and powers, signature of the appointed person, hand over a copy
- Section 13 (1) ArbSchG: responsibility of appointed persons within the scope of their tasks and powers
- DGUV Rule 100-001, section 2.12: form, content and effect of the delegation of duties
- Section 9 (2) of the Administrative Offences Act (OWiG): liability for administrative fines of expressly appointed persons
Frequently asked questions
Is a written delegation of duties mandatory?
Managers are already responsible for safety in their area by virtue of their position. If they are also to perform employer duties on their own responsibility, the delegation must be in writing (Section 13 (2) ArbSchG, Section 13 DGUV Regulation 1). Even where it is not strictly required, it makes clear who is responsible for what.
Is the employer off the hook after delegating?
No. The employer must select the person carefully, provide the necessary resources and check at least by random sampling whether the delegated duties are being fulfilled. The ultimate responsibility for selection, organisation and supervision cannot be delegated (DGUV Rule 100-001).
Does the appointed person have to agree?
They must sign in any case – confirming that they know and understand their tasks and powers. Consent is only required if the delegation goes beyond the existing employment contract; in that case, a supplementary agreement or an amendment to the contract is needed.
You may use and adapt the template freely in your own company and for your own clients. It reflects the regulations named as they stand.
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