Welcome to National Guidance for the Management of outdoor learning, off-site visits and learning outside the classroom.
This national guidance for the management of outdoor learning, off site visits and learning outside the classroom now has Government endorsement. We have been authorised to say that “the content of this guidance is in line with advice from the Health and Safety Executive.
HSE web site »
This guidance has been written for employers to adopt as their policy, and guidance for their staff to use. Employers who adopt this guidance should have a policy document that directs staff to use this guidance, and sets out their specific arrangements for staff training, access to advice, notification or approval of visits,
and monitoring. Advice about these issues is included in this guidance.
Employees should be sure that their employer has adopted this guidance before using this site.
The copyright of the material in this website is owned by the Outdoor Education Advisers’ Panel. You may use any of the content in your own publications, at your own risk, but please acknowledge OEAP National Guidance as the source. You are welcome to create links to the website or any page of the website. If you wish to link to a specific document, we recommend that you link to its landing page (via the blue button), as this link will remain correct even when we have updated the document. If you link directly to the downloadable version of the document, the link will break if the document is updated.
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We are committed to continually improving this website and the guidance it contains. Whenever we add or amend documents, we will say so in the “Updated Documents” page
Feedback and Comments
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None of this guidance constitutes red tape.
It is about how to plan your visit or activity so that those taking part enjoy a valuable learning experience where the risks are properly managed. It is not about form filling for form filling’s sake. Where the guidance recommends record keeping, this is to help with your planning and/or audit trails.
The guidance can also help employers to simplify their systems and reduce red tape.
Where this guidance offers advice on legal issues, this is given to the best of our understanding. It is not offered as a definitive legal interpretation and is not a substitute for formal legal advice. If formal advice is required you should consult your own legal counsel.