PEEPs for Individuals

Know Your Rights

The Legal Framework Protecting You

Equality Act 2010

• Your employer must provide a PEEP if you need one
• Schools and colleges must provide PEEPs for students who need them
• Service providers (shops, restaurants, hotels, leisure facilities) should have plans to help customers who need assistance
• Landlords and building managers must ensure accessible evacuation is possible
• Healthcare providers must have PEEPs for patients who need them

Fire Safety Law

• Assess fire risks, including how disabled people will evacuate
• Put measures in place to ensure everyone can evacuate safely
• Provide appropriate equipment and assistance
• Train staff in emergency procedures including helping people with PEEPs

Health and Safety Law

Your Specific Rights

Right to Request a PEEP

• You can request a PEEP at any time – during job application, when you start employment, when your health changes, or at any point in your time at a workplace, school, or residence
• You don’t need to wait to be offered one – if you think you need a PEEP, you can and should ask
• The request should be taken seriously and acted upon promptly
• You shouldn’t face negative consequences for requesting a PEEP

Right to Consultation

• The PEEP must be created with your involvement, not imposed on you
• You should be asked about your specific needs and preferences
• The plan should be explained to you clearly
• You should have the opportunity to discuss and suggest changes
• Your views and concerns should be taken seriously

Right to Appropriate Adjustments

• The adjustments made must actually work for you
• They should be practical and effective
• Cost alone isn’t usually a reason to refuse adjustments
• If one solution doesn’t work, alternatives should be tried
• Adjustments should preserve your dignity and independence as much as possible

Right to Privacy

• Your PEEP contains personal information about your health/disability
• This information should be kept confidential
• Only people who need to know for your safety should have access
• You should be told who will see your PEEP information
• Your consent should be sought before sharing with others

Right to Practice and Testing

• Your PEEP should be tested during fire drills
• You should have the opportunity to practice the evacuation procedure
• This helps you feel confident and identifies any problems
• Drills should be conducted sensitively, respecting your dignity

Right to Review

• Your PEEP should be reviewed regularly (at least annually)
• It must be updated if your needs change
• You can request a review at any time if you’re unhappy with the plan
• After any incident or drill, the PEEP should be reviewed to see if improvements are needed

What if Your Rights Aren’t Respected?

If You’re an Employee

1. Raise concern informally: Speak to your manager or HR department
2. Formal grievance: If informal approach doesn’t work, use your employer’s formal grievance procedure
3. ACAS conciliation: Free service helping resolve workplace disputes
4. Employment Tribunal: You can make a disability discrimination claim (normally within 3 months minus 1 day of the last incident)

If You’re a Student

1. Disability support service: Raise concern with your school/college/university disability service
2. Formal complaint: Use the institution’s complaints procedure
3. Ofsted/OfS: You can raise concerns with regulatory bodies
4. Legal action: Potential disability discrimination claim in County Court

If You’re in Healthcare or Residential Care

1. Raise with management: Speak to care manager or hospital department head
2. PALS: Patient Advice and Liaison Service in NHS facilities
3. CQC complaint: Care Quality Commission investigates care providers
4. Legal advice: Consider consulting solicitor specialising in healthcare/care law

If You’re Concerned About Fire Safety

• Local Fire and Rescue Service: They enforce fire safety law and can inspect premises
• Health and Safety Executive: For workplace health and safety concerns
• Building Safety Regulator: For high-rise residential buildings

What to Request and Expect

How to Request a PEEP

When to Request

• During job application/interview: You can disclose your needs and discuss PEEP requirements
• On starting work/school: Mention it during induction or first day
• At any time: If your situation changes or you realize you need one
• After an incident: If you had difficulty evacuating or felt unsafe
• When visiting regularly: If you regularly visit a building (as contractor, client, volunteer)

Who to Ask

• At work: Your line manager, HR department, or health and safety officer
• At school/college/university: Disability support service, SENCO (schools), or student services
• In healthcare: Ward manager, care home manager, or hospital department head
• As resident: Building manager, landlord, or housing provider
• As visitor: Reception, security, or event organiser

What to Say

Follow Up in Writing

• Confirms you made the request and when
• Creates a record if there’s later disagreement
• Ensures clarity about what you’re asking for

The PEEP Assessment Meeting

Who’ll Be Involved

• You (always – it’s about you!)
• Your manager or supervisor
• HR representative or PEEP coordinator
• Health and safety officer (sometimes)
• Occupational health professional (if needed for medical input)
• A supporter or advocate if you’d like someone with you

Questions They Might Ask

• Can you explain your condition/disability and how it affects you?
• In an emergency, would you be able to leave the building independently?
• If not, what kind of assistance would help you?
• Are there times when you need more help than others (fatigue, time of day, after medication)?
• Do you use any mobility aids or equipment?
• How do you prefer to receive information (verbal, written, visual)?
• Do you have any concerns about emergency evacuation?
• Have you had a PEEP before? What worked or didn’t work?

What You Should Receive

• Clear explanation: What a PEEP is and why it’s important
• Opportunity to explain: Time to describe your needs in your own words
• Building walkthrough: Ideally, walk the evacuation routes together
• Discussion of options: Different ways they could support you
• Written plan: A document setting out the agreed arrangements
• Timeframe: Clear timeline for when arrangements will be in place

What Your PEEP Should Include

Types of Assistance You Can Request

Alert/Notification Assistance

• Visual alarm devices: Flashing lights if you can’t hear alarms
• Vibrating pager: Personal device that vibrates when alarm sounds
• Text alert: SMS message to your mobile phone
• Personal notification: Someone designated to come and tell you in person

Wayfinding Assistance

• Verbal guidance: Someone to guide you verbally to the exit
• Physical guidance: Arm-in-arm support if you’re visually impaired
• Clear signage: Improved visual contrast on signs
• Tactile indicators: Braille signs or tactile floor markers

Physical Assistance

• Buddy support: Someone to walk with you at your pace
• Wheelchair assistance: Someone to push your wheelchair
• Evacuation chair: Special chair to carry you down stairs
• Multiple assistants: Several people if you need more support

Environmental Adjustments

• Ground floor workspace: Avoiding stairs altogether
• Near exit location: Desk/room close to exits
• Extra time: Understanding that you may take longer to evacuate
• Rest points: Places to rest during evacuation if needed

Emotional/Psychological Support

• Familiar person: Someone you know and trust to help you
• Calm reassurance: Someone who understands your anxiety and can help you stay calm
• Advance warning: Notice before fire drills so you’re prepared
• Alternative quieter route: If crowds trigger anxiety

What’s Reasonable to Expect

You Should Expect:

• To be taken seriously when you request a PEEP
• A meeting within 1-2 weeks of your request
• Your PEEP to be completed and arrangements in place within 4-6 weeks maximum
• Equipment to be provided if needed
• People to be designated and trained to help you
• The plan to be tested in a fire drill
• Regular reviews (at least annually)
• Your preferences and dignity to be respected

Red Flags – When to Challenge:

• You’re told “we don’t do PEEPs here”
• Your request is ignored or significantly delayed with no explanation
• You’re told you can’t work/study on upper floors so “problem solved” (unless you agree to this)
• You’re told it’s “too expensive” without exploring alternatives
• The “plan” is just “wait for the fire service” with no interim measures
• No one is designated to help you or they’re never available
• Equipment specified but never actually provided
• Your PEEP is never tested or practiced
• You’re made to feel like a burden or difficult for requesting safety measures

Disability-Specific Guidance

Mobility Impairments

If You Use a Wheelchair

• Accessible escape routes (wide enough, no steps, doors you can open)
• Ground floor workspace if building lacks accessible vertical evacuation
• Evacuation chair for descending stairs (if you can transfer from your wheelchair)
• Designated assistants who know how to help safely
• Refuge area if on upper floors
• Your own wheelchair to come with you if possible, or spare wheelchair at assembly point

• Are escape routes accessible to wheelchairs?
• If I’m on an upper floor, how will I get down stairs?
• Who is trained to operate the evacuation chair?
• What happens if the designated helpers aren’t there?
• Will my wheelchair come with me or will I need to leave it?
• Is the assembly point accessible?

If You Have Limited Mobility But Don’t Use a Wheelchair

• Extra time to evacuate
• Rest points on long routes
• Buddy to walk with you at your pace
• Transfer wheelchair available if stairs are very difficult
• Understanding that you can walk but may be slower

Visual Impairments

If You’re Blind or Have Significant Visual Impairment

• Verbal alarm (voice alarm system giving clear instructions)
• Guide assistance – someone to guide you physically
• Familiarity with routes beforehand (walk them in advance)
• Tactile indicators on escape routes
• Clear verbal instructions (not just pointing or gestures)
• Your guide dog to come with you if you use one

• Specify how you prefer to be guided (hold arm, hand on shoulder, verbal directions)
• Explain what helps you orient yourself
• Mention if you have any remaining vision that’s useful (light perception, peripheral vision)

• Does the fire alarm have a voice component explaining what to do?
• Who specifically will guide me?
• Can I walk the evacuation route during normal hours to familiarize myself?
• What if my guide isn’t available when the alarm sounds?

Hearing Impairments

If You’re Deaf or Hard of Hearing

• Visual alarm devices (flashing lights) in all areas you use
• Vibrating pager you can keep with you
• Text alert to your mobile phone
• Buddy to tap your shoulder/get your attention
• Written evacuation instructions you can refer to

• Explain your communication preferences (BSL, lip-reading, written notes)
• If you lip-read, people need to face you and speak clearly
• Specify if you need an interpreter for meetings about your PEEP
• Explain the level of your hearing (profound deafness, partial hearing, hearing aids helpful)

• Are visual alarms installed in all the areas I work/study?
• Can I have a vibrating pager or other personal alert device?
• Who is responsible for alerting me if visual alarms aren’t everywhere?
• How will you communicate with me during the evacuation?

Learning Disabilities and Autism

If You Have a Learning Disability

• Clear, simple instructions (written and/or pictures)
• Practice and repetition to learn the procedure
• Familiar person to help you
• Social story or visual guide about what happens in an evacuation
• Patient, calm explanations without rushing

• How you best understand information (pictures, simple language, demonstrations)
• Whether you need someone to guide you step-by-step
• Any people you’re comfortable with and trust
• What might confuse or frighten you

If You’re Autistic

• Clear information in advance about fire drills (date, time, what will happen)
• Reduced sensory input (quieter route, avoiding crowds if possible)
• Familiar person to stay with you
• Clear, specific instructions (not vague directions)
• Understanding that alarms and crowds may be distressing
• Time to process information and prepare

• If alarm sounds are overwhelming, can you use headphones or ear defenders?
• If crowds are very difficult, is there an alternative route?
• Would a visual schedule or checklist help you during evacuation?

Mental Health Conditions

If You Have Anxiety, PTSD, or Panic Disorder

• Advance notice of fire drills so they’re not a shock
• Familiar, calm person to evacuate with you
• Understanding that you may need a moment to manage anxiety
• Quieter, less crowded route if possible
• Reassurance and grounding techniques from your buddy
• Access to calming strategies (breathing exercises, grounding objects)

If Your Condition Varies

• Explain this in your PEEP assessment
• Request flexibility – perhaps “on good days I can evacuate independently, but when I’m struggling I’ll need support”
• Have a signal or system to indicate which days you need extra help
• Don’t feel you’re being difficult – flexible PEEPs are fine

Temporary Conditions

Pregnancy

• Understanding that you may move more slowly, especially in later stages
• Extra time to evacuate
• Someone to walk with you
• Rest points if stairs are tiring
• Ground floor workspace in late pregnancy if lots of stairs

Injuries (Broken Bones, Post-Surgery)

• Temporary PEEP while you recover
• Crutches/walking aid to come with you
• Assistance on stairs
• Wheelchair or evacuation chair if you can’t manage stairs
• Regular reviews as you recover and capabilities change

Health Conditions

Respiratory Conditions (Asthma, COPD)

• Your inhaler/medication accessible during evacuation
• Slower pace to avoid triggering symptoms
• Rest points if stairs make you breathless
• Understanding that smoke/exertion affects you significantly

Heart Conditions

• Slower evacuation pace
• Lift use if medically appropriate (not standard practice but discuss with fire risk assessor)
• Rest points
• First aiders aware of your condition
• Medication access

Chronic Fatigue, ME, Fibromyalgia

• Understanding that your energy levels vary
• Flexible PEEP acknowledging good and bad days
• Physical support on days when you’re fatigued
• Wheelchair or evacuation aid as backup option

Communication Tips

Talking About Your Needs

Be Clear and Specific

Explain Impact, Not Just Diagnosis

• Less helpful: “I have fibromyalgia”
• More helpful: “I have a condition that causes chronic pain and fatigue. Some days I can walk reasonable distances, but on bad days stairs are extremely difficult and I’d need physical support or a wheelchair”

Describe What Works for You

• “In my last job, I had two colleagues who knew to come and get me when the alarm sounded, and one would guide me by the arm. That worked really well.”
• “At university, they gave me a vibrating pager that alerted me to fire alarms. That was very effective.”

Preparing for the PEEP Meeting

Before the Meeting

• Think about your needs: Walk through in your mind what would happen if the alarm sounded right now. What would be difficult? What help would you need?
• Write notes: Key points you want to make, questions you want to ask
• Bring information: Medical letters if helpful (but not essential – your own description is usually enough)
• Consider support: Bring a friend, family member, support worker, or union rep if you’d like someone with you
• Check the space: If possible, walk the escape routes before the meeting so you can comment on any barriers

During the Meeting

• Ask to take notes: Or ask if you can record the meeting (audio) for your reference
• Ask questions: If anything is unclear, ask them to explain again
• Be honest: If a suggested solution wouldn’t work for you, say so
• Suggest alternatives: If you have ideas about what would help, share them
• Take your time: Don’t feel rushed. This is about your safety.

Questions to Ask

• What happens in an actual emergency vs. a fire drill?
• Who exactly will help me, and what if they’re not there?
• Where is the equipment stored, and can I see it?
• When will we practice this, and can I suggest a date?
• Who will know about my PEEP? (discuss confidentiality)
• When will we review it?
• What do I do if I’m somewhere other than my usual location?
• What’s the procedure at night/weekends if I’m here out of hours?

Handling Difficult Conversations

If They Say “We’ve Never Done This Before”

If They Suggest You Just “Wait for the Fire Service”

If They’re Dismissive or Minimizing

If Cost is Mentioned as a Barrier

If You Feel You’re Not Being Heard

• Put your concerns in writing after the meeting
• Request to involve a more senior manager
• Seek support from occupational health or disability support services
• Contact your union if you have one
• Consider whether you need advocacy support or legal advice

After Your PEEP is Created

Review Your Written PEEP

• Read it carefully – does it accurately reflect what was discussed?
• Is it clear and specific?
• Does it genuinely address your needs?
• Are there things missing or things that don’t make sense?
• If anything isn’t right, go back and discuss changes

Make Sure It’s Implemented

• Check that designated helpers know about their role
• Verify that equipment mentioned is actually available
• Confirm when the first practice drill will be
• Follow up if promised actions don’t happen

Practice Makes Confidence

• Participate in fire drills (if you’re comfortable)
• This helps you know the plan works and feel confident
• It also helps identify any problems
• If you’re anxious about drills, ask for advance notice the first time

Request Changes If Needed

• If your PEEP isn’t working well, say so
• If your condition changes, request an update
• If you move to a different location, ensure your PEEP is updated
• Don’t suffer in silence with a plan that doesn’t work

Special Circumstances

If You’re Job Hunting

Do You Have to Disclose?

• You’re not legally required to disclose a disability during application
• However, if you need adjustments (including PEEPs), it’s practical to discuss this
• Many employers ask about adjustments in application forms – this is allowed
• Disclosing early means adjustments can be ready when you start

When to Mention PEEPs

• During application: Some employers ask; you can mention general needs
• At interview: Good time to discuss if you’re comfortable
• Job offer stage: Definitely discuss before accepting so you’re confident they’ll provide what you need
• Before starting: Ensure PEEP discussion happens during onboarding

Discrimination Protection

• It’s illegal to refuse to hire you because you’d need a PEEP
• Employers can ask about adjustments but can’t discriminate based on disability
• If you believe you weren’t hired due to disability, you can make a discrimination claim

If You’re Visiting Buildings Regularly

• You can request evacuation assistance arrangements
• Explain to reception/security that you need help evacuating
• Ask them to note this on their visitor system
• Some buildings provide temporary visual alert pagers for deaf visitors
• Don’t be afraid to ask – they have duty of care to visitors too

If You Live in Residential Accommodation

Rented Accommodation

• Landlords/building managers responsible for common area evacuation provisions
• You can request personal evacuation plan for your flat/building
• Building should have accessible means of escape or reasonable alternatives
• If building has stay-put policy, ensure this is safe for you specifically

Social Housing

• Housing associations have duties under Equality Act
• Should conduct PEEP assessments for vulnerable tenants
• Tenant involvement in fire safety is increasingly required
• Contact your housing officer about PEEP provision

University Halls/Student Accommodation

• University disability services should arrange PEEPs for halls
• Usually involves resident staff (hall wardens, RAs) knowing your needs
• Request this during accommodation application or immediately on arrival
• Should be tested during hall fire drills

If You’re in Healthcare Settings

As a Patient

• Hospitals, clinics, care homes should assess your evacuation needs on admission
• PEEP should be in your medical notes and updated regularly
• Ward staff should know how to assist you
• If you’re conscious and able, you should be consulted
• If you have concerns, raise with ward manager or use PALS service

As a Healthcare Worker

• Same employee rights apply
• Healthcare settings should have well-developed PEEP systems
• Shift work means PEEP must work at all times including nights
• Occupational health should be involved in your assessment

Practical Tips for Living with a PEEP

Getting Comfortable with Your PEEP

Practice the Route

• Walk the evacuation route during normal hours when it’s calm
• Familiarize yourself with landmarks, turns, door handles
• Note where equipment is stored
• Find the assembly point so you know where you’re heading
• If you’re blind/visually impaired, this is especially important

Meet Your Buddies

• Introduce yourself to the people designated to help you
• Explain a bit about your needs and preferences
• Answer any questions they have
• Building a rapport makes evacuation less stressful

Check Equipment

• Ask to see the evacuation chair/wheelchair/other equipment
• Verify it’s the right size/weight capacity for you
• Understand how it works
• Knowing it’s there is reassuring

Participate in Drills

• Fire drills can be anxious-making, but they’re valuable
• First drill or two might be announced so you can prepare
• Actually practicing builds real confidence
• Identifies problems while it’s still practice
• Helps you trust the system works

Day-to-Day Considerations

If You Move Workspaces

• Hot-desking: Your PEEP should cover multiple locations, or notify someone each day where you’re sitting
• Temporary locations (meeting rooms, other offices): Know how to get help if you’re away from your usual area
• Permanent move: Update your PEEP with new location and routes

If Your Buddies Change

• People leave, change roles, or move teams
• Ensure replacement buddies are designated promptly
• Meet new buddies and brief them
• Don’t let your PEEP become outdated

If You’re Alone in the Building

• Some PEEPs don’t work if designated helpers aren’t present
• If you regularly work alone (early mornings, late evenings, weekends), this needs addressing
• Options: Security staff trained to help; arrangement with colleagues on other floors; building manager contactable; in some cases, lone working may need to be avoided

If Equipment Moves or Disappears

• Evacuation equipment sometimes gets borrowed or moved
• If you notice this, report it immediately
• Equipment must be returned and kept in designated location
• This is a serious safety issue, not a minor inconvenience

Emotional Aspects

It’s Okay to Feel Anxious

• Worrying about fire safety is completely understandable
• Having a PEEP should reduce anxiety, but the process can be stressful
• Fire drills can be triggering for some people
• If anxiety is overwhelming, discuss with occupational health, disability services, or your GP

You’re Not a Burden

• Some people feel they’re inconveniencing others by needing a PEEP
• You’re not – you’re asking for reasonable safety measures
• Organisations have legal duties to provide these
• Most colleagues are happy to help; it makes them feel useful
• Don’t apologize for needing assistance

Building Trust

• If you’ve had bad experiences with fire safety provision before, you might be skeptical
• Give the new PEEP a fair chance, but stay alert for problems
• Trust builds over time as systems prove reliable
• Participating in drills helps build trust

Resources and Support

Organizations That Can Help

For Workplace Issues

• ACAS (Advisory, Conciliation and Arbitration Service): Free impartial advice on workplace rights; 0300 123 1100; acas.org.uk
• Citizens Advice: General advice including employment and disability rights; citizensadvice.org.uk
• Equality and Human Rights Commission: Information on Equality Act rights; equalityhumanrights.com
• Access to Work: Government scheme funding workplace adjustments including PEEP-related equipment; 0800 121 7479

Disability-Specific Organizations

• Scope: Disability equality charity with advice line; 0808 800 3333; scope.org.uk
• RNIB (Royal National Institute of Blind People): For visual impairments; 0303 123 9999; rnib.org.uk
• RNID (Royal National Institute for Deaf People): For hearing impairments; 0808 808 0123; rnid.org.uk
• Mind: Mental health charity; 0300 123 3393; mind.org.uk
• National Autistic Society: For autistic people; 0808 800 4104; autism.org.uk
• Mencap: For people with learning disabilities; 0808 808 1111; mencap.org.uk

For Students

• Your institution’s disability service: First port of call for education settings
• Disabled Students’ Allowance (DSA): Funding for higher education students; gov.uk/disabled-students-allowance-dsa
• Office for Students: Regulator for higher education; officeforstudents.org.uk

For Fire Safety Concerns

• Local Fire and Rescue Service: Can provide advice and inspect premises if concerned; find yours at gov.uk
• Health and Safety Executive: Workplace health and safety enforcement; 0300 003 1647; hse.gov.uk

Legal Advice

• Law Centres Network: Free legal advice centers; lawcentres.org.uk
• Disability Law Service: Free legal advice for disabled people; 020 7791 9800; dls.org.uk
• Community Legal Advice: Civil legal aid; 0845 345 4 345; gov.uk/civil-legal-advice

Where to Find More Information

• GOV.UK fire safety guidance: Government guidance on fire safety law
• Equality and Human Rights Commission: Detailed guidance on Equality Act duties
• Fire Protection Association: Technical guidance on PEEPs; thefpa.co.uk
• Centre for Accessible Environments: Accessibility expertise; cae.org.uk

Template Letters

Requesting a PEEP

Following Up a Delayed Response

Quick Reference for Individuals

Your PEEP Checklist

Red Flags – Speak Up If:

• Your PEEP request is ignored or significantly delayed
• You’re told “just wait for the fire service” with no other plan
• The “plan” doesn’t actually address your needs
• Equipment mentioned in your PEEP isn’t actually provided or is never available
• No one is designated to help you or they’re never trained
• Your PEEP is never tested or practiced
• You’re made to feel like a burden for requesting safety measures
• You’re excluded from opportunities because of PEEP requirements
• Your dignity or independence isn’t respected
• You feel unsafe and your concerns aren’t addressed