This is an interactive guide on Changing Places toilets that will help you to determine how suitable your location is for a Changing Places toilet including facility, legal and equipment requirements. All information will be tailored to your input.

You will start by choosing your location type and from there you are presented with information relevant to your location.

Though-out the guide, you'll need to answer some basic questions which will help us to provide you with information tailored to your requirements and facilities.

The result of this guide will be a downloadable PDF that contains all of your responses and tailored information.

Index:

• Location type
• Legistation
• Planning and design
• Equipment and enviroment
• PDF download

1) Equality Legislation and treaties

Equality Act 2010 (England, Scotland and Wales)

The Equality Act 2010 came into force in October 2010 and provides a single legal framework through which inequality and discrimination can be challenged. It brought together nine separate anti-discrimination laws which previously covered distinct areas of inequality. These are defined in the Equality Act 2010 as the 'protected characteristics of race, disability, gender, gender identity, religion and belief, pregnancy and maternity, sexual orientation and age. The Act replaced previous equality legislation including the Disability Discrimination Acts 1995 and 2005 (DDA) in England, Scotland and Wales. The DDA is still in force in Northern Ireland.

Different parties, including service providers, employers and education providers are required to make 'reasonable adjustments' wherever a disabled person would encounter a substantial disadvantage, in an effort to overcome this disadvantage. Adjustments may be made to policies or to physical features, or through the provision of auxiliary aids.

The Act provides protection at work for people who care for a disabled or older person. It also provides measures to protect people against discrimination and harassment when accessing service accompanied by a disabled person

1) Equality Legislation and treaties

Equality Act 2010 (England, Scotland and Wales)

The Equality Act 2010 came into force in October 2010 and provides a single legal framework through which inequality and discrimination can be challenged. It brought together nine separate anti-discrimination laws which previously covered distinct areas of inequality. These are defined in the Equality Act 2010 as the 'protected characteristics of race, disability, gender, gender identity, religion and belief, pregnancy and maternity, sexual orientation and age. The Act replaced previous equality legislation including the Disability Discrimination Acts 1995 and 2005 (DDA) in England, Scotland and Wales. The DDA is still in force in Northern Ireland.

Different parties, including service providers, employers and education providers are required to make 'reasonable adjustments' wherever a disabled person would encounter a substantial disadvantage, in an effort to overcome this disadvantage. Adjustments may be made to policies or to physical features, or through the provision of auxiliary aids.

The Act provides protection at work for people who care for a disabled or older person. It also provides measures to protect people against discrimination and harassment when accessing service accompanied by a disabled person

1) Equality Legislation and treaties

Equality Act 2010 (England, Scotland and Wales)

The Equality Act 2010 came into force in October 2010 and provides a single legal framework through which inequality and discrimination can be challenged. It brought together nine separate anti-discrimination laws which previously covered distinct areas of inequality. These are defined in the Equality Act 2010 as the 'protected characteristics of race, disability, gender, gender identity, religion and belief, pregnancy and maternity, sexual orientation and age. The Act replaced previous equality legislation including the Disability Discrimination Acts 1995 and 2005 (DDA) in England, Scotland and Wales. The DDA is still in force in Northern Ireland.

Different parties, including service providers, employers and education providers are required to make 'reasonable adjustments' wherever a disabled person would encounter a substantial disadvantage, in an effort to overcome this disadvantage. Adjustments may be made to policies or to physical features, or through the provision of auxiliary aids.

The Act provides protection at work for people who care for a disabled or older person. It also provides measures to protect people against discrimination and harassment when accessing service accompanied by a disabled person

1) Equality Legislation and treaties

Equality Act 2010 (England, Scotland and Wales)

The Equality Act 2010 came into force in October 2010 and provides a single legal framework through which inequality and discrimination can be challenged. It brought together nine separate anti-discrimination laws which previously covered distinct areas of inequality. These are defined in the Equality Act 2010 as the 'protected characteristics of race, disability, gender, gender identity, religion and belief, pregnancy and maternity, sexual orientation and age. The Act replaced previous equality legislation including the Disability Discrimination Acts 1995 and 2005 (DDA) in England, Scotland and Wales. The DDA is still in force in Northern Ireland.

Different parties, including service providers, employers and education providers are required to make 'reasonable adjustments' wherever a disabled person would encounter a substantial disadvantage, in an effort to overcome this disadvantage. Adjustments may be made to policies or to physical features, or through the provision of auxiliary aids.

The Act provides protection at work for people who care for a disabled or older person. It also provides measures to protect people against discrimination and harassment when accessing service accompanied by a disabled person

1) Equality Legislation and treaties

Equality Act 2010 (England, Scotland and Wales)

The Equality Act 2010 came into force in October 2010 and provides a single legal framework through which inequality and discrimination can be challenged. It brought together nine separate anti-discrimination laws which previously covered distinct areas of inequality. These are defined in the Equality Act 2010 as the 'protected characteristics of race, disability, gender, gender identity, religion and belief, pregnancy and maternity, sexual orientation and age. The Act replaced previous equality legislation including the Disability Discrimination Acts 1995 and 2005 (DDA) in England, Scotland and Wales. The DDA is still in force in Northern Ireland.

Different parties, including service providers, employers and education providers are required to make 'reasonable adjustments' wherever a disabled person would encounter a substantial disadvantage, in an effort to overcome this disadvantage. Adjustments may be made to policies or to physical features, or through the provision of auxiliary aids.

The Act provides protection at work for people who care for a disabled or older person. It also provides measures to protect people against discrimination and harassment when accessing service accompanied by a disabled person

1) Equality Legislation and treaties

Equality Act 2010 (England, Scotland and Wales)

The Equality Act 2010 came into force in October 2010 and provides a single legal framework through which inequality and discrimination can be challenged. It brought together nine separate anti-discrimination laws which previously covered distinct areas of inequality. These are defined in the Equality Act 2010 as the 'protected characteristics of race, disability, gender, gender identity, religion and belief, pregnancy and maternity, sexual orientation and age. The Act replaced previous equality legislation including the Disability Discrimination Acts 1995 and 2005 (DDA) in England, Scotland and Wales. The DDA is still in force in Northern Ireland.

Different parties, including service providers, employers and education providers are required to make 'reasonable adjustments' wherever a disabled person would encounter a substantial disadvantage, in an effort to overcome this disadvantage. Adjustments may be made to policies or to physical features, or through the provision of auxiliary aids.

The Act provides protection at work for people who care for a disabled or older person. It also provides measures to protect people against discrimination and harassment when accessing service accompanied by a disabled person

2) Duties as a service provider

The Equality Act 2010 sets out duties requiring service providers to make reasonable adjustments by:

• altering policies and practices
• overcoming barriers caused by physical features of buildings
• providing auxiliary aids.

Doing this should make it easier for disabled people to access facilities and services. The Act also requires organisations to plan ahead and make changes in advance in order to meet the needs of existing and potential new customers.

Whether an adjustment is considered 'reasonable' will depend on a number of factors, including the practicality and effectiveness of implementing the changes, the cost, the size of the organisation and availability of resources. The aim of undertaking adjustments should be to remove any disadvantage experienced by disabled people.

2) Duties as a service provider

The Equality Act 2010 sets out duties requiring service providers to make reasonable adjustments by:

• altering policies and practices
• overcoming barriers caused by physical features of buildings
• providing auxiliary aids.

Doing this should make it easier for disabled people to access facilities and services. The Act also requires organisations to plan ahead and make changes in advance in order to meet the needs of existing and potential new customers.

Whether an adjustment is considered 'reasonable' will depend on a number of factors, including the practicality and effectiveness of implementing the changes, the cost, the size of the organisation and availability of resources. The aim of undertaking adjustments should be to remove any disadvantage experienced by disabled people.

2) Duties as a service provider

The Equality Act 2010 sets out duties requiring service providers to make reasonable adjustments by:

• altering policies and practices
• overcoming barriers caused by physical features of buildings
• providing auxiliary aids.

Doing this should make it easier for disabled people to access facilities and services. The Act also requires organisations to plan ahead and make changes in advance in order to meet the needs of existing and potential new customers.

Whether an adjustment is considered 'reasonable' will depend on a number of factors, including the practicality and effectiveness of implementing the changes, the cost, the size of the organisation and availability of resources. The aim of undertaking adjustments should be to remove any disadvantage experienced by disabled people.

2) Duties as a service provider

The Equality Act 2010 sets out duties requiring service providers to make reasonable adjustments by:

• altering policies and practices
• overcoming barriers caused by physical features of buildings
• providing auxiliary aids.

Doing this should make it easier for disabled people to access facilities and services. The Act also requires organisations to plan ahead and make changes in advance in order to meet the needs of existing and potential new customers.

Whether an adjustment is considered 'reasonable' will depend on a number of factors, including the practicality and effectiveness of implementing the changes, the cost, the size of the organisation and availability of resources. The aim of undertaking adjustments should be to remove any disadvantage experienced by disabled people.

2) Duties as a service provider

The Equality Act 2010 sets out duties requiring service providers to make reasonable adjustments by:

• altering policies and practices
• overcoming barriers caused by physical features of buildings
• providing auxiliary aids.

Doing this should make it easier for disabled people to access facilities and services. The Act also requires organisations to plan ahead and make changes in advance in order to meet the needs of existing and potential new customers.

Whether an adjustment is considered 'reasonable' will depend on a number of factors, including the practicality and effectiveness of implementing the changes, the cost, the size of the organisation and availability of resources. The aim of undertaking adjustments should be to remove any disadvantage experienced by disabled people.

2) Duties as a service provider

The Equality Act 2010 sets out duties requiring service providers to make reasonable adjustments by:

• altering policies and practices
• overcoming barriers caused by physical features of buildings
• providing auxiliary aids.

Doing this should make it easier for disabled people to access facilities and services. The Act also requires organisations to plan ahead and make changes in advance in order to meet the needs of existing and potential new customers.

Whether an adjustment is considered 'reasonable' will depend on a number of factors, including the practicality and effectiveness of implementing the changes, the cost, the size of the organisation and availability of resources. The aim of undertaking adjustments should be to remove any disadvantage experienced by disabled people.

3) Positive action

The Equality Act 2010 allows service providers to take positive action in order to meet the needs of people who are under-represented, disadvantaged or have specific needs, where this will help to overcome potential barriers or disadvantages. The purpose of positive action is to increase opportunties for people to benefit from services and to enjoy full involvement in the community by providing services that respond to specific requirements.

There is no restriction under the Act on treating disabled people more favourably than people who are not disabled. It is also acceptable to target positive action towards people with a particular disability, rather than to disabled people generally.

Justification for taking positive action should be based on three conditions:

• service providers should have reasonable grounds for thinking that a particular group of people protected by the Act are disadvantaged in terms of accessing their services
• service providers should have reasonable grounds for thinking that the particular group of people is under-represented as service users
• the needs of the particular group should be different from those of other groups of people

Where a service provider takes positive action, the action should meet the needs of the particular target group, help to reduce or eliminate disadvantages and facilitate full involvement or access to the service.

3) Positive action

The Equality Act 2010 allows service providers to take positive action in order to meet the needs of people who are under-represented, disadvantaged or have specific needs, where this will help to overcome potential barriers or disadvantages. The purpose of positive action is to increase opportunties for people to benefit from services and to enjoy full involvement in the community by providing services that respond to specific requirements.

There is no restriction under the Act on treating disabled people more favourably than people who are not disabled. It is also acceptable to target positive action towards people with a particular disability, rather than to disabled people generally.

Justification for taking positive action should be based on three conditions:

• service providers should have reasonable grounds for thinking that a particular group of people protected by the Act are disadvantaged in terms of accessing their services
• service providers should have reasonable grounds for thinking that the particular group of people is under-represented as service users
• the needs of the particular group should be different from those of other groups of people

Where a service provider takes positive action, the action should meet the needs of the particular target group, help to reduce or eliminate disadvantages and facilitate full involvement or access to the service.

3) Positive action

The Equality Act 2010 allows service providers to take positive action in order to meet the needs of people who are under-represented, disadvantaged or have specific needs, where this will help to overcome potential barriers or disadvantages. The purpose of positive action is to increase opportunties for people to benefit from services and to enjoy full involvement in the community by providing services that respond to specific requirements.

There is no restriction under the Act on treating disabled people more favourably than people who are not disabled. It is also acceptable to target positive action towards people with a particular disability, rather than to disabled people generally.

Justification for taking positive action should be based on three conditions:

• service providers should have reasonable grounds for thinking that a particular group of people protected by the Act are disadvantaged in terms of accessing their services
• service providers should have reasonable grounds for thinking that the particular group of people is under-represented as service users
• the needs of the particular group should be different from those of other groups of people

Where a service provider takes positive action, the action should meet the needs of the particular target group, help to reduce or eliminate disadvantages and facilitate full involvement or access to the service.

3) Positive action

The Equality Act 2010 allows service providers to take positive action in order to meet the needs of people who are under-represented, disadvantaged or have specific needs, where this will help to overcome potential barriers or disadvantages. The purpose of positive action is to increase opportunties for people to benefit from services and to enjoy full involvement in the community by providing services that respond to specific requirements.

There is no restriction under the Act on treating disabled people more favourably than people who are not disabled. It is also acceptable to target positive action towards people with a particular disability, rather than to disabled people generally.

Justification for taking positive action should be based on three conditions:

• service providers should have reasonable grounds for thinking that a particular group of people protected by the Act are disadvantaged in terms of accessing their services
• service providers should have reasonable grounds for thinking that the particular group of people is under-represented as service users
• the needs of the particular group should be different from those of other groups of people

Where a service provider takes positive action, the action should meet the needs of the particular target group, help to reduce or eliminate disadvantages and facilitate full involvement or access to the service.

3) Positive action

The Equality Act 2010 allows service providers to take positive action in order to meet the needs of people who are under-represented, disadvantaged or have specific needs, where this will help to overcome potential barriers or disadvantages. The purpose of positive action is to increase opportunties for people to benefit from services and to enjoy full involvement in the community by providing services that respond to specific requirements.

There is no restriction under the Act on treating disabled people more favourably than people who are not disabled. It is also acceptable to target positive action towards people with a particular disability, rather than to disabled people generally.

Justification for taking positive action should be based on three conditions:

• service providers should have reasonable grounds for thinking that a particular group of people protected by the Act are disadvantaged in terms of accessing their services
• service providers should have reasonable grounds for thinking that the particular group of people is under-represented as service users
• the needs of the particular group should be different from those of other groups of people

Where a service provider takes positive action, the action should meet the needs of the particular target group, help to reduce or eliminate disadvantages and facilitate full involvement or access to the service.

3) Positive action

The Equality Act 2010 allows service providers to take positive action in order to meet the needs of people who are under-represented, disadvantaged or have specific needs, where this will help to overcome potential barriers or disadvantages. The purpose of positive action is to increase opportunties for people to benefit from services and to enjoy full involvement in the community by providing services that respond to specific requirements.

There is no restriction under the Act on treating disabled people more favourably than people who are not disabled. It is also acceptable to target positive action towards people with a particular disability, rather than to disabled people generally.

Justification for taking positive action should be based on three conditions:

• service providers should have reasonable grounds for thinking that a particular group of people protected by the Act are disadvantaged in terms of accessing their services
• service providers should have reasonable grounds for thinking that the particular group of people is under-represented as service users
• the needs of the particular group should be different from those of other groups of people

Where a service provider takes positive action, the action should meet the needs of the particular target group, help to reduce or eliminate disadvantages and facilitate full involvement or access to the service.

4) Public sector Equality Duty

The Act includes a public sector Equality Duty, which came into force from April 2011. This requires public bodies to place equality at the heart of everything they do and extends the benefits across all protected characteristics. It consists of a general duty and specific duties.

While the specific duties vary in England, Scotland and Wales, under the general duty all public authorities in the UK are required to actively promote disability equality and positive attitudes towards disabled people, as well as to eliminate harassment and discrimination of disabled people.

4) Public sector Equality Duty

The Act includes a public sector Equality Duty, which came into force from April 2011. This requires public bodies to place equality at the heart of everything they do and extends the benefits across all protected characteristics. It consists of a general duty and specific duties.

While the specific duties vary in England, Scotland and Wales, under the general duty all public authorities in the UK are required to actively promote disability equality and positive attitudes towards disabled people, as well as to eliminate harassment and discrimination of disabled people.

4) Public sector Equality Duty

The Act includes a public sector Equality Duty, which came into force from April 2011. This requires public bodies to place equality at the heart of everything they do and extends the benefits across all protected characteristics. It consists of a general duty and specific duties.

While the specific duties vary in England, Scotland and Wales, under the general duty all public authorities in the UK are required to actively promote disability equality and positive attitudes towards disabled people, as well as to eliminate harassment and discrimination of disabled people.

4) Public sector Equality Duty

The Act includes a public sector Equality Duty, which came into force from April 2011. This requires public bodies to place equality at the heart of everything they do and extends the benefits across all protected characteristics. It consists of a general duty and specific duties.

While the specific duties vary in England, Scotland and Wales, under the general duty all public authorities in the UK are required to actively promote disability equality and positive attitudes towards disabled people, as well as to eliminate harassment and discrimination of disabled people.

4) Public sector Equality Duty

The Act includes a public sector Equality Duty, which came into force from April 2011. This requires public bodies to place equality at the heart of everything they do and extends the benefits across all protected characteristics. It consists of a general duty and specific duties.

While the specific duties vary in England, Scotland and Wales, under the general duty all public authorities in the UK are required to actively promote disability equality and positive attitudes towards disabled people, as well as to eliminate harassment and discrimination of disabled people.

4) Public sector Equality Duty

The Act includes a public sector Equality Duty, which came into force from April 2011. This requires public bodies to place equality at the heart of everything they do and extends the benefits across all protected characteristics. It consists of a general duty and specific duties.

While the specific duties vary in England, Scotland and Wales, under the general duty all public authorities in the UK are required to actively promote disability equality and positive attitudes towards disabled people, as well as to eliminate harassment and discrimination of disabled people.

5) United Nations Convention on the Right of Persons with Disabilities

The UK Government ratified the United Nations (UN) Convention on the Rights of Persons with Disabilities in 2009. The Convention places obligations on the UK Government to protect and promote the rights of disabled people and to take steps to ensure that this is also undertaken by other public bodies, such as local authorities and health boards. The Convention can play an interpretative role in cases under domestic human rights or equality legislation.

Among other areas, the Convention includes articles relating to:

• equality and non-discrimination, including the ability to create specific measures to promote equality for disabled people (Article 5)
• accessibility including within the built environment, transport, public services and facilities (Article 9)
• freedom from degrading treatment, that is, treatment that is grossly humiliating and undignified (Article 15)
• living independently and being included in the community (Article 19)
• personal mobility (Article 20)
• participation in the cultural life, recreation, leisure and sport (Article 30).

The UN Enable website provides additional information on the UN Convention on the rights of Persons with Disabilities.

5) United Nations Convention on the Right of Persons with Disabilities

The UK Government ratified the United Nations (UN) Convention on the Rights of Persons with Disabilities in 2009. The Convention places obligations on the UK Government to protect and promote the rights of disabled people and to take steps to ensure that this is also undertaken by other public bodies, such as local authorities and health boards. The Convention can play an interpretative role in cases under domestic human rights or equality legislation.

Among other areas, the Convention includes articles relating to:

• equality and non-discrimination, including the ability to create specific measures to promote equality for disabled people (Article 5)
• accessibility including within the built environment, transport, public services and facilities (Article 9)
• freedom from degrading treatment, that is, treatment that is grossly humiliating and undignified (Article 15)
• living independently and being included in the community (Article 19)
• personal mobility (Article 20)
• participation in the cultural life, recreation, leisure and sport (Article 30).

The UN Enable website provides additional information on the UN Convention on the rights of Persons with Disabilities.

5) United Nations Convention on the Right of Persons with Disabilities

The UK Government ratified the United Nations (UN) Convention on the Rights of Persons with Disabilities in 2009. The Convention places obligations on the UK Government to protect and promote the rights of disabled people and to take steps to ensure that this is also undertaken by other public bodies, such as local authorities and health boards. The Convention can play an interpretative role in cases under domestic human rights or equality legislation.

Among other areas, the Convention includes articles relating to:

• equality and non-discrimination, including the ability to create specific measures to promote equality for disabled people (Article 5)
• accessibility including within the built environment, transport, public services and facilities (Article 9)
• freedom from degrading treatment, that is, treatment that is grossly humiliating and undignified (Article 15)
• living independently and being included in the community (Article 19)
• personal mobility (Article 20)
• participation in the cultural life, recreation, leisure and sport (Article 30).

The UN Enable website provides additional information on the UN Convention on the rights of Persons with Disabilities.

5) United Nations Convention on the Right of Persons with Disabilities

The UK Government ratified the United Nations (UN) Convention on the Rights of Persons with Disabilities in 2009. The Convention places obligations on the UK Government to protect and promote the rights of disabled people and to take steps to ensure that this is also undertaken by other public bodies, such as local authorities and health boards. The Convention can play an interpretative role in cases under domestic human rights or equality legislation.

Among other areas, the Convention includes articles relating to:

• equality and non-discrimination, including the ability to create specific measures to promote equality for disabled people (Article 5)
• accessibility including within the built environment, transport, public services and facilities (Article 9)
• freedom from degrading treatment, that is, treatment that is grossly humiliating and undignified (Article 15)
• living independently and being included in the community (Article 19)
• personal mobility (Article 20)
• participation in the cultural life, recreation, leisure and sport (Article 30).

The UN Enable website provides additional information on the UN Convention on the rights of Persons with Disabilities.

5) United Nations Convention on the Right of Persons with Disabilities

The UK Government ratified the United Nations (UN) Convention on the Rights of Persons with Disabilities in 2009. The Convention places obligations on the UK Government to protect and promote the rights of disabled people and to take steps to ensure that this is also undertaken by other public bodies, such as local authorities and health boards. The Convention can play an interpretative role in cases under domestic human rights or equality legislation.

Among other areas, the Convention includes articles relating to:

• equality and non-discrimination, including the ability to create specific measures to promote equality for disabled people (Article 5)
• accessibility including within the built environment, transport, public services and facilities (Article 9)
• freedom from degrading treatment, that is, treatment that is grossly humiliating and undignified (Article 15)
• living independently and being included in the community (Article 19)
• personal mobility (Article 20)
• participation in the cultural life, recreation, leisure and sport (Article 30).

The UN Enable website provides additional information on the UN Convention on the rights of Persons with Disabilities.

5) United Nations Convention on the Right of Persons with Disabilities

The UK Government ratified the United Nations (UN) Convention on the Rights of Persons with Disabilities in 2009. The Convention places obligations on the UK Government to protect and promote the rights of disabled people and to take steps to ensure that this is also undertaken by other public bodies, such as local authorities and health boards. The Convention can play an interpretative role in cases under domestic human rights or equality legislation.

Among other areas, the Convention includes articles relating to:

• equality and non-discrimination, including the ability to create specific measures to promote equality for disabled people (Article 5)
• accessibility including within the built environment, transport, public services and facilities (Article 9)
• freedom from degrading treatment, that is, treatment that is grossly humiliating and undignified (Article 15)
• living independently and being included in the community (Article 19)
• personal mobility (Article 20)
• participation in the cultural life, recreation, leisure and sport (Article 30).

The UN Enable website provides additional information on the UN Convention on the rights of Persons with Disabilities.

6) Building Regulations, design guidance and codes of practice

British Standard (BS) 8300

Detailed guidance relating to the provision and design of CP toilets was included for the first time in a British Standard when it was incorporated into the 2009 edition of BS 8300 Design of buildings and their approaches to meet the needs of disabled people - code of practice. The code of practice provides guidance for those involved in the design of new buildings and the adaptation or improvement of existing facilities. It recommends that CP facilities should be provided in larger buildings and complexes with public access or where visitors might be expected to spend long periods of time.

Building Regulations

The design of all new buildings and the majority of alterations to existing premises are controlled by the Building Regulations system in England, Wales, Scotland and Northern Ireland. The Building Regulations include a series of requirements to ensure that buildings are safe, healthy sustainable and convenient for everyone to access and use. The associated technical documents cover specific areas of the Regulations, with the most relevant to this guide being the following:

England

Approved Document M - Access to and use of buildings (AD M) 2013 edition.

Section 5 refers to the provision of sanitary accommodation and CP facilities in larger buildings.

"5.6 - In large building developments, separate facilities for baby changing and an enlarged unisex toilet incorporating an adult changing table are desirable. Facilities incorporating adult changing tables are more commonly known as Changing Places toilets and further guidance is available from the Changing Places Campaign website (www.changing-places.org) or by reference to guidance in section 12.7 and Annex G of BS 8300."

"5.17 - In large building complexes, such as retail parks and large sports centres, there should be one wheelchair-accessible unisex toilet capable of including an adult changing table."

6) Building Regulations, design guidance and codes of practice

British Standard (BS) 8300

Detailed guidance relating to the provision and design of CP toilets was included for the first time in a British Standard when it was incorporated into the 2009 edition of BS 8300 Design of buildings and their approaches to meet the needs of disabled people - code of practice. The code of practice provides guidance for those involved in the design of new buildings and the adaptation or improvement of existing facilities. It recommends that CP facilities should be provided in larger buildings and complexes with public access or where visitors might be expected to spend long periods of time.

Building Regulations

The design of all new buildings and the majority of alterations to existing premises are controlled by the Building Regulations system in England, Wales, Scotland and Northern Ireland. The Building Regulations include a series of requirements to ensure that buildings are safe, healthy sustainable and convenient for everyone to access and use. The associated technical documents cover specific areas of the Regulations, with the most relevant to this guide being the following:

England

Approved Document M - Access to and use of buildings (AD M) 2013 edition.

Section 5 refers to the provision of sanitary accommodation and CP facilities in larger buildings.

"5.6 - In large building developments, separate facilities for baby changing and an enlarged unisex toilet incorporating an adult changing table are desirable. Facilities incorporating adult changing tables are more commonly known as Changing Places toilets and further guidance is available from the Changing Places Campaign website (www.changing-places.org) or by reference to guidance in section 12.7 and Annex G of BS 8300."

"5.17 - In large building complexes, such as retail parks and large sports centres, there should be one wheelchair-accessible unisex toilet capable of including an adult changing table."

6) Building Regulations, design guidance and codes of practice

British Standard (BS) 8300

Detailed guidance relating to the provision and design of CP toilets was included for the first time in a British Standard when it was incorporated into the 2009 edition of BS 8300 Design of buildings and their approaches to meet the needs of disabled people - code of practice. The code of practice provides guidance for those involved in the design of new buildings and the adaptation or improvement of existing facilities. It recommends that CP facilities should be provided in larger buildings and complexes with public access or where visitors might be expected to spend long periods of time.

Building Regulations

The design of all new buildings and the majority of alterations to existing premises are controlled by the Building Regulations system in England, Wales, Scotland and Northern Ireland. The Building Regulations include a series of requirements to ensure that buildings are safe, healthy sustainable and convenient for everyone to access and use. The associated technical documents cover specific areas of the Regulations, with the most relevant to this guide being the following:

England

Approved Document M - Access to and use of buildings (AD M) 2013 edition.

Section 5 refers to the provision of sanitary accommodation and CP facilities in larger buildings.

"5.6 - In large building developments, separate facilities for baby changing and an enlarged unisex toilet incorporating an adult changing table are desirable. Facilities incorporating adult changing tables are more commonly known as Changing Places toilets and further guidance is available from the Changing Places Campaign website (www.changing-places.org) or by reference to guidance in section 12.7 and Annex G of BS 8300."

"5.17 - In large building complexes, such as retail parks and large sports centres, there should be one wheelchair-accessible unisex toilet capable of including an adult changing table."

6) Building Regulations, design guidance and codes of practice

British Standard (BS) 8300

Detailed guidance relating to the provision and design of CP toilets was included for the first time in a British Standard when it was incorporated into the 2009 edition of BS 8300 Design of buildings and their approaches to meet the needs of disabled people - code of practice. The code of practice provides guidance for those involved in the design of new buildings and the adaptation or improvement of existing facilities. It recommends that CP facilities should be provided in larger buildings and complexes with public access or where visitors might be expected to spend long periods of time.

Building Regulations

The design of all new buildings and the majority of alterations to existing premises are controlled by the Building Regulations system in England, Wales, Scotland and Northern Ireland. The Building Regulations include a series of requirements to ensure that buildings are safe, healthy sustainable and convenient for everyone to access and use. The associated technical documents cover specific areas of the Regulations, with the most relevant to this guide being the following:

England

Approved Document M - Access to and use of buildings (AD M) 2013 edition.

Section 5 refers to the provision of sanitary accommodation and CP facilities in larger buildings.

"5.6 - In large building developments, separate facilities for baby changing and an enlarged unisex toilet incorporating an adult changing table are desirable. Facilities incorporating adult changing tables are more commonly known as Changing Places toilets and further guidance is available from the Changing Places Campaign website (www.changing-places.org) or by reference to guidance in section 12.7 and Annex G of BS 8300."

"5.17 - In large building complexes, such as retail parks and large sports centres, there should be one wheelchair-accessible unisex toilet capable of including an adult changing table."

6) Building Regulations, design guidance and codes of practice

British Standard (BS) 8300

Detailed guidance relating to the provision and design of CP toilets was included for the first time in a British Standard when it was incorporated into the 2009 edition of BS 8300 Design of buildings and their approaches to meet the needs of disabled people - code of practice. The code of practice provides guidance for those involved in the design of new buildings and the adaptation or improvement of existing facilities. It recommends that CP facilities should be provided in larger buildings and complexes with public access or where visitors might be expected to spend long periods of time.

Building Regulations

The design of all new buildings and the majority of alterations to existing premises are controlled by the Building Regulations system in England, Wales, Scotland and Northern Ireland. The Building Regulations include a series of requirements to ensure that buildings are safe, healthy sustainable and convenient for everyone to access and use. The associated technical documents cover specific areas of the Regulations, with the most relevant to this guide being the following:

England

Approved Document M - Access to and use of buildings (AD M) 2013 edition.

Section 5 refers to the provision of sanitary accommodation and CP facilities in larger buildings.

"5.6 - In large building developments, separate facilities for baby changing and an enlarged unisex toilet incorporating an adult changing table are desirable. Facilities incorporating adult changing tables are more commonly known as Changing Places toilets and further guidance is available from the Changing Places Campaign website (www.changing-places.org) or by reference to guidance in section 12.7 and Annex G of BS 8300."

"5.17 - In large building complexes, such as retail parks and large sports centres, there should be one wheelchair-accessible unisex toilet capable of including an adult changing table."

6) Building Regulations, design guidance and codes of practice

British Standard (BS) 8300

Detailed guidance relating to the provision and design of CP toilets was included for the first time in a British Standard when it was incorporated into the 2009 edition of BS 8300 Design of buildings and their approaches to meet the needs of disabled people - code of practice. The code of practice provides guidance for those involved in the design of new buildings and the adaptation or improvement of existing facilities. It recommends that CP facilities should be provided in larger buildings and complexes with public access or where visitors might be expected to spend long periods of time.

Building Regulations

The design of all new buildings and the majority of alterations to existing premises are controlled by the Building Regulations system in England, Wales, Scotland and Northern Ireland. The Building Regulations include a series of requirements to ensure that buildings are safe, healthy sustainable and convenient for everyone to access and use. The associated technical documents cover specific areas of the Regulations, with the most relevant to this guide being the following:

England

Approved Document M - Access to and use of buildings (AD M) 2013 edition.

Section 5 refers to the provision of sanitary accommodation and CP facilities in larger buildings.

"5.6 - In large building developments, separate facilities for baby changing and an enlarged unisex toilet incorporating an adult changing table are desirable. Facilities incorporating adult changing tables are more commonly known as Changing Places toilets and further guidance is available from the Changing Places Campaign website (www.changing-places.org) or by reference to guidance in section 12.7 and Annex G of BS 8300."

"5.17 - In large building complexes, such as retail parks and large sports centres, there should be one wheelchair-accessible unisex toilet capable of including an adult changing table."

7) Health and safety legislation

Health and Safety at Work Act 1974

Under the Health and Safety at Work Act 1974, employers have a duty to ensure, as far as is reasonably practicable, the health, safety and welfare at work of all their employees. This duty may be relevant, for example, regarding attendants employed in public CP toilets. The provider would have to be clear about the role and function of such attendants, as well as about the competence level, supervision, policies and procedures.

The Changing Places Consortium recommends that organisations do not place responsibility on staff to assist people to use CP toilet facilities.

The Act also places a duty on employers to conduct their undertaking in a way as to ensure, so far as is reasonably practicable, that people who are not in their employment who might be affected are not exposed to risk towards their health and safety. This might apply to users of CP toilets and their assistants. The risk might be managed, for example, by providing clear information about the equipment and instructions for use, by ensuring the equipment is properly maintained and by providing an emergency alarm.

Management of Health and Safety at Work Regulations 1999

Among other duties, these regulations stipulate an explicit obligation to carry out a risk assessment in relation to both employees and non-employees.

Common law of negligence

This is the law which would potentially apply should a user suffer an injury using a facility such as a CP facility. The basic test of negligence is whether there is a duty of care, whether it has been breached by carelessness, and whether harm has been caused b the breach. The test of carelessness would include consideration of whether the risks of providing specialist equipment in public toilets had been properly evaluated and then balanced against the benefits, which would be determined by a thorough assessment of the risks and how these could be managed.

Lifting Operations and Lifting Equipment Regulations 1998, and Provision and Use of Work Equipment Regulations 1998

These regulations relate to the examination and maintenance of lifting equipment, but only for equipment used at work. However, where the Health and Safety at work Act applied to non-employees, the Health and Safety Executive has stated that it would expect the standards associated with these regulations to be adhered to.

The Changing Places Consortium recommends that all specialist equipment should be fitted, regularly inspected and maintained according to the manufacturer's instructions.

Manual Handling Operations Regulations 1992 (as amended in 2002)

These Regulations are designed to protect and safeguard people in the workplace in situations that involve manual handling. They acknowledge that many injuries can be caused by handling heavy loads, by adopting poor posture and by exacerbating a previous or existing injury. The Regulations require employers to carry out a risk assessment for all manual handling tasks, taking into account the task, individual capabilities, the load and the working environment.

A risk assessment might conclude that the risks posed to an attendant who was called upon to physically assist a user of the toilet were high and unmanageable. The Changing Places Consortium recommends that the facility attendants should not be required to help users of CP toilets.

The provision of height-adjustable facilities such as a hoist, changing bench and washbasin will enable disabled people and their assistants to use the facilities safely and with considerably reduced risk of injury.

7) Health and safety legislation

Health and Safety at Work Act 1974

Under the Health and Safety at Work Act 1974, employers have a duty to ensure, as far as is reasonably practicable, the health, safety and welfare at work of all their employees. This duty may be relevant, for example, regarding attendants employed in public CP toilets. The provider would have to be clear about the role and function of such attendants, as well as about the competence level, supervision, policies and procedures.

The Changing Places Consortium recommends that organisations do not place responsibility on staff to assist people to use CP toilet facilities.

The Act also places a duty on employers to conduct their undertaking in a way as to ensure, so far as is reasonably practicable, that people who are not in their employment who might be affected are not exposed to risk towards their health and safety. This might apply to users of CP toilets and their assistants. The risk might be managed, for example, by providing clear information about the equipment and instructions for use, by ensuring the equipment is properly maintained and by providing an emergency alarm.

Management of Health and Safety at Work Regulations 1999

Among other duties, these regulations stipulate an explicit obligation to carry out a risk assessment in relation to both employees and non-employees.

Common law of negligence

This is the law which would potentially apply should a user suffer an injury using a facility such as a CP facility. The basic test of negligence is whether there is a duty of care, whether it has been breached by carelessness, and whether harm has been caused b the breach. The test of carelessness would include consideration of whether the risks of providing specialist equipment in public toilets had been properly evaluated and then balanced against the benefits, which would be determined by a thorough assessment of the risks and how these could be managed.

Lifting Operations and Lifting Equipment Regulations 1998, and Provision and Use of Work Equipment Regulations 1998

These regulations relate to the examination and maintenance of lifting equipment, but only for equipment used at work. However, where the Health and Safety at work Act applied to non-employees, the Health and Safety Executive has stated that it would expect the standards associated with these regulations to be adhered to.

The Changing Places Consortium recommends that all specialist equipment should be fitted, regularly inspected and maintained according to the manufacturer's instructions.

Manual Handling Operations Regulations 1992 (as amended in 2002)

These Regulations are designed to protect and safeguard people in the workplace in situations that involve manual handling. They acknowledge that many injuries can be caused by handling heavy loads, by adopting poor posture and by exacerbating a previous or existing injury. The Regulations require employers to carry out a risk assessment for all manual handling tasks, taking into account the task, individual capabilities, the load and the working environment.

A risk assessment might conclude that the risks posed to an attendant who was called upon to physically assist a user of the toilet were high and unmanageable. The Changing Places Consortium recommends that the facility attendants should not be required to help users of CP toilets.

The provision of height-adjustable facilities such as a hoist, changing bench and washbasin will enable disabled people and their assistants to use the facilities safely and with considerably reduced risk of injury.

7) Health and safety legislation

Health and Safety at Work Act 1974

Under the Health and Safety at Work Act 1974, employers have a duty to ensure, as far as is reasonably practicable, the health, safety and welfare at work of all their employees. This duty may be relevant, for example, regarding attendants employed in public CP toilets. The provider would have to be clear about the role and function of such attendants, as well as about the competence level, supervision, policies and procedures.

The Changing Places Consortium recommends that organisations do not place responsibility on staff to assist people to use CP toilet facilities.

The Act also places a duty on employers to conduct their undertaking in a way as to ensure, so far as is reasonably practicable, that people who are not in their employment who might be affected are not exposed to risk towards their health and safety. This might apply to users of CP toilets and their assistants. The risk might be managed, for example, by providing clear information about the equipment and instructions for use, by ensuring the equipment is properly maintained and by providing an emergency alarm.

Management of Health and Safety at Work Regulations 1999

Among other duties, these regulations stipulate an explicit obligation to carry out a risk assessment in relation to both employees and non-employees.

Common law of negligence

This is the law which would potentially apply should a user suffer an injury using a facility such as a CP facility. The basic test of negligence is whether there is a duty of care, whether it has been breached by carelessness, and whether harm has been caused b the breach. The test of carelessness would include consideration of whether the risks of providing specialist equipment in public toilets had been properly evaluated and then balanced against the benefits, which would be determined by a thorough assessment of the risks and how these could be managed.

Lifting Operations and Lifting Equipment Regulations 1998, and Provision and Use of Work Equipment Regulations 1998

These regulations relate to the examination and maintenance of lifting equipment, but only for equipment used at work. However, where the Health and Safety at work Act applied to non-employees, the Health and Safety Executive has stated that it would expect the standards associated with these regulations to be adhered to.

The Changing Places Consortium recommends that all specialist equipment should be fitted, regularly inspected and maintained according to the manufacturer's instructions.

Manual Handling Operations Regulations 1992 (as amended in 2002)

These Regulations are designed to protect and safeguard people in the workplace in situations that involve manual handling. They acknowledge that many injuries can be caused by handling heavy loads, by adopting poor posture and by exacerbating a previous or existing injury. The Regulations require employers to carry out a risk assessment for all manual handling tasks, taking into account the task, individual capabilities, the load and the working environment.

A risk assessment might conclude that the risks posed to an attendant who was called upon to physically assist a user of the toilet were high and unmanageable. The Changing Places Consortium recommends that the facility attendants should not be required to help users of CP toilets.

The provision of height-adjustable facilities such as a hoist, changing bench and washbasin will enable disabled people and their assistants to use the facilities safely and with considerably reduced risk of injury.

7) Health and safety legislation

Health and Safety at Work Act 1974

Under the Health and Safety at Work Act 1974, employers have a duty to ensure, as far as is reasonably practicable, the health, safety and welfare at work of all their employees. This duty may be relevant, for example, regarding attendants employed in public CP toilets. The provider would have to be clear about the role and function of such attendants, as well as about the competence level, supervision, policies and procedures.

The Changing Places Consortium recommends that organisations do not place responsibility on staff to assist people to use CP toilet facilities.

The Act also places a duty on employers to conduct their undertaking in a way as to ensure, so far as is reasonably practicable, that people who are not in their employment who might be affected are not exposed to risk towards their health and safety. This might apply to users of CP toilets and their assistants. The risk might be managed, for example, by providing clear information about the equipment and instructions for use, by ensuring the equipment is properly maintained and by providing an emergency alarm.

Management of Health and Safety at Work Regulations 1999

Among other duties, these regulations stipulate an explicit obligation to carry out a risk assessment in relation to both employees and non-employees.

Common law of negligence

This is the law which would potentially apply should a user suffer an injury using a facility such as a CP facility. The basic test of negligence is whether there is a duty of care, whether it has been breached by carelessness, and whether harm has been caused b the breach. The test of carelessness would include consideration of whether the risks of providing specialist equipment in public toilets had been properly evaluated and then balanced against the benefits, which would be determined by a thorough assessment of the risks and how these could be managed.

Lifting Operations and Lifting Equipment Regulations 1998, and Provision and Use of Work Equipment Regulations 1998

These regulations relate to the examination and maintenance of lifting equipment, but only for equipment used at work. However, where the Health and Safety at work Act applied to non-employees, the Health and Safety Executive has stated that it would expect the standards associated with these regulations to be adhered to.

The Changing Places Consortium recommends that all specialist equipment should be fitted, regularly inspected and maintained according to the manufacturer's instructions.

Manual Handling Operations Regulations 1992 (as amended in 2002)

These Regulations are designed to protect and safeguard people in the workplace in situations that involve manual handling. They acknowledge that many injuries can be caused by handling heavy loads, by adopting poor posture and by exacerbating a previous or existing injury. The Regulations require employers to carry out a risk assessment for all manual handling tasks, taking into account the task, individual capabilities, the load and the working environment.

A risk assessment might conclude that the risks posed to an attendant who was called upon to physically assist a user of the toilet were high and unmanageable. The Changing Places Consortium recommends that the facility attendants should not be required to help users of CP toilets.

The provision of height-adjustable facilities such as a hoist, changing bench and washbasin will enable disabled people and their assistants to use the facilities safely and with considerably reduced risk of injury.

7) Health and safety legislation

Health and Safety at Work Act 1974

Under the Health and Safety at Work Act 1974, employers have a duty to ensure, as far as is reasonably practicable, the health, safety and welfare at work of all their employees. This duty may be relevant, for example, regarding attendants employed in public CP toilets. The provider would have to be clear about the role and function of such attendants, as well as about the competence level, supervision, policies and procedures.

The Changing Places Consortium recommends that organisations do not place responsibility on staff to assist people to use CP toilet facilities.

The Act also places a duty on employers to conduct their undertaking in a way as to ensure, so far as is reasonably practicable, that people who are not in their employment who might be affected are not exposed to risk towards their health and safety. This might apply to users of CP toilets and their assistants. The risk might be managed, for example, by providing clear information about the equipment and instructions for use, by ensuring the equipment is properly maintained and by providing an emergency alarm.

Management of Health and Safety at Work Regulations 1999

Among other duties, these regulations stipulate an explicit obligation to carry out a risk assessment in relation to both employees and non-employees.

Common law of negligence

This is the law which would potentially apply should a user suffer an injury using a facility such as a CP facility. The basic test of negligence is whether there is a duty of care, whether it has been breached by carelessness, and whether harm has been caused b the breach. The test of carelessness would include consideration of whether the risks of providing specialist equipment in public toilets had been properly evaluated and then balanced against the benefits, which would be determined by a thorough assessment of the risks and how these could be managed.

Lifting Operations and Lifting Equipment Regulations 1998, and Provision and Use of Work Equipment Regulations 1998

These regulations relate to the examination and maintenance of lifting equipment, but only for equipment used at work. However, where the Health and Safety at work Act applied to non-employees, the Health and Safety Executive has stated that it would expect the standards associated with these regulations to be adhered to.

The Changing Places Consortium recommends that all specialist equipment should be fitted, regularly inspected and maintained according to the manufacturer's instructions.

Manual Handling Operations Regulations 1992 (as amended in 2002)

These Regulations are designed to protect and safeguard people in the workplace in situations that involve manual handling. They acknowledge that many injuries can be caused by handling heavy loads, by adopting poor posture and by exacerbating a previous or existing injury. The Regulations require employers to carry out a risk assessment for all manual handling tasks, taking into account the task, individual capabilities, the load and the working environment.

A risk assessment might conclude that the risks posed to an attendant who was called upon to physically assist a user of the toilet were high and unmanageable. The Changing Places Consortium recommends that the facility attendants should not be required to help users of CP toilets.

The provision of height-adjustable facilities such as a hoist, changing bench and washbasin will enable disabled people and their assistants to use the facilities safely and with considerably reduced risk of injury.

7) Health and safety legislation

Health and Safety at Work Act 1974

Under the Health and Safety at Work Act 1974, employers have a duty to ensure, as far as is reasonably practicable, the health, safety and welfare at work of all their employees. This duty may be relevant, for example, regarding attendants employed in public CP toilets. The provider would have to be clear about the role and function of such attendants, as well as about the competence level, supervision, policies and procedures.

The Changing Places Consortium recommends that organisations do not place responsibility on staff to assist people to use CP toilet facilities.

The Act also places a duty on employers to conduct their undertaking in a way as to ensure, so far as is reasonably practicable, that people who are not in their employment who might be affected are not exposed to risk towards their health and safety. This might apply to users of CP toilets and their assistants. The risk might be managed, for example, by providing clear information about the equipment and instructions for use, by ensuring the equipment is properly maintained and by providing an emergency alarm.

Management of Health and Safety at Work Regulations 1999

Among other duties, these regulations stipulate an explicit obligation to carry out a risk assessment in relation to both employees and non-employees.

Common law of negligence

This is the law which would potentially apply should a user suffer an injury using a facility such as a CP facility. The basic test of negligence is whether there is a duty of care, whether it has been breached by carelessness, and whether harm has been caused b the breach. The test of carelessness would include consideration of whether the risks of providing specialist equipment in public toilets had been properly evaluated and then balanced against the benefits, which would be determined by a thorough assessment of the risks and how these could be managed.

Lifting Operations and Lifting Equipment Regulations 1998, and Provision and Use of Work Equipment Regulations 1998

These regulations relate to the examination and maintenance of lifting equipment, but only for equipment used at work. However, where the Health and Safety at work Act applied to non-employees, the Health and Safety Executive has stated that it would expect the standards associated with these regulations to be adhered to.

The Changing Places Consortium recommends that all specialist equipment should be fitted, regularly inspected and maintained according to the manufacturer's instructions.

Manual Handling Operations Regulations 1992 (as amended in 2002)

These Regulations are designed to protect and safeguard people in the workplace in situations that involve manual handling. They acknowledge that many injuries can be caused by handling heavy loads, by adopting poor posture and by exacerbating a previous or existing injury. The Regulations require employers to carry out a risk assessment for all manual handling tasks, taking into account the task, individual capabilities, the load and the working environment.

A risk assessment might conclude that the risks posed to an attendant who was called upon to physically assist a user of the toilet were high and unmanageable. The Changing Places Consortium recommends that the facility attendants should not be required to help users of CP toilets.

The provision of height-adjustable facilities such as a hoist, changing bench and washbasin will enable disabled people and their assistants to use the facilities safely and with considerably reduced risk of injury.

8) Recommendations for risk management

To ensure that organisations considering the installation of a CP facility have a balance between the risks posed and the benefits offered, the Changing Places Consortium makes the following recommendations:

• Organisations that provide a CP toilet should carry out a full risk assessment.
• Organisations that provide a CP toilet should not place responsibility on staff to assist people to use the facilities.
• An emergency alarm should be fitted in the CP toilet with a clear management and response policy.
• All specialist equipment, including hoists and changing benches, should be fitted, regularly inspected and maintained according to the manufacturers' instructions.
• Instructions that show how to use equipment, and any relevant warnings, should be clearly displayed in the facility.
• Organisations should not provide slings. Signage and literature should clearly advise people that they should provide their own slings for health and safety reasons.
• Clear information should be provided on the type of hoist provided in the facility and which slings are compatible. If there is any uncertainty as to whether the hoist is compatible with the person's own sling, the person should be advised not to use the facility.
• The organisation should ensure that the facility is kept as clean and hygienic as possible.
• Equipment to assist people using the facility to maintain hygiene should be provided, including wide tear-off paper roll to cover the changing bench and a large waste bin for disposable pads.

8) Recommendations for risk management

To ensure that organisations considering the installation of a CP facility have a balance between the risks posed and the benefits offered, the Changing Places Consortium makes the following recommendations:

• Organisations that provide a CP toilet should carry out a full risk assessment.
• Organisations that provide a CP toilet should not place responsibility on staff to assist people to use the facilities.
• An emergency alarm should be fitted in the CP toilet with a clear management and response policy.
• All specialist equipment, including hoists and changing benches, should be fitted, regularly inspected and maintained according to the manufacturers' instructions.
• Instructions that show how to use equipment, and any relevant warnings, should be clearly displayed in the facility.
• Organisations should not provide slings. Signage and literature should clearly advise people that they should provide their own slings for health and safety reasons.
• Clear information should be provided on the type of hoist provided in the facility and which slings are compatible. If there is any uncertainty as to whether the hoist is compatible with the person's own sling, the person should be advised not to use the facility.
• The organisation should ensure that the facility is kept as clean and hygienic as possible.
• Equipment to assist people using the facility to maintain hygiene should be provided, including wide tear-off paper roll to cover the changing bench and a large waste bin for disposable pads.

8) Recommendations for risk management

To ensure that organisations considering the installation of a CP facility have a balance between the risks posed and the benefits offered, the Changing Places Consortium makes the following recommendations:

• Organisations that provide a CP toilet should carry out a full risk assessment.
• Organisations that provide a CP toilet should not place responsibility on staff to assist people to use the facilities.
• An emergency alarm should be fitted in the CP toilet with a clear management and response policy.
• All specialist equipment, including hoists and changing benches, should be fitted, regularly inspected and maintained according to the manufacturers' instructions.
• Instructions that show how to use equipment, and any relevant warnings, should be clearly displayed in the facility.
• Organisations should not provide slings. Signage and literature should clearly advise people that they should provide their own slings for health and safety reasons.
• Clear information should be provided on the type of hoist provided in the facility and which slings are compatible. If there is any uncertainty as to whether the hoist is compatible with the person's own sling, the person should be advised not to use the facility.
• The organisation should ensure that the facility is kept as clean and hygienic as possible.
• Equipment to assist people using the facility to maintain hygiene should be provided, including wide tear-off paper roll to cover the changing bench and a large waste bin for disposable pads.

8) Recommendations for risk management

To ensure that organisations considering the installation of a CP facility have a balance between the risks posed and the benefits offered, the Changing Places Consortium makes the following recommendations:

• Organisations that provide a CP toilet should carry out a full risk assessment.
• Organisations that provide a CP toilet should not place responsibility on staff to assist people to use the facilities.
• An emergency alarm should be fitted in the CP toilet with a clear management and response policy.
• All specialist equipment, including hoists and changing benches, should be fitted, regularly inspected and maintained according to the manufacturers' instructions.
• Instructions that show how to use equipment, and any relevant warnings, should be clearly displayed in the facility.
• Organisations should not provide slings. Signage and literature should clearly advise people that they should provide their own slings for health and safety reasons.
• Clear information should be provided on the type of hoist provided in the facility and which slings are compatible. If there is any uncertainty as to whether the hoist is compatible with the person's own sling, the person should be advised not to use the facility.
• The organisation should ensure that the facility is kept as clean and hygienic as possible.
• Equipment to assist people using the facility to maintain hygiene should be provided, including wide tear-off paper roll to cover the changing bench and a large waste bin for disposable pads.

8) Recommendations for risk management

To ensure that organisations considering the installation of a CP facility have a balance between the risks posed and the benefits offered, the Changing Places Consortium makes the following recommendations:

• Organisations that provide a CP toilet should carry out a full risk assessment.
• Organisations that provide a CP toilet should not place responsibility on staff to assist people to use the facilities.
• An emergency alarm should be fitted in the CP toilet with a clear management and response policy.
• All specialist equipment, including hoists and changing benches, should be fitted, regularly inspected and maintained according to the manufacturers' instructions.
• Instructions that show how to use equipment, and any relevant warnings, should be clearly displayed in the facility.
• Organisations should not provide slings. Signage and literature should clearly advise people that they should provide their own slings for health and safety reasons.
• Clear information should be provided on the type of hoist provided in the facility and which slings are compatible. If there is any uncertainty as to whether the hoist is compatible with the person's own sling, the person should be advised not to use the facility.
• The organisation should ensure that the facility is kept as clean and hygienic as possible.
• Equipment to assist people using the facility to maintain hygiene should be provided, including wide tear-off paper roll to cover the changing bench and a large waste bin for disposable pads.

8) Recommendations for risk management

To ensure that organisations considering the installation of a CP facility have a balance between the risks posed and the benefits offered, the Changing Places Consortium makes the following recommendations:

• Organisations that provide a CP toilet should carry out a full risk assessment.
• Organisations that provide a CP toilet should not place responsibility on staff to assist people to use the facilities.
• An emergency alarm should be fitted in the CP toilet with a clear management and response policy.
• All specialist equipment, including hoists and changing benches, should be fitted, regularly inspected and maintained according to the manufacturers' instructions.
• Instructions that show how to use equipment, and any relevant warnings, should be clearly displayed in the facility.
• Organisations should not provide slings. Signage and literature should clearly advise people that they should provide their own slings for health and safety reasons.
• Clear information should be provided on the type of hoist provided in the facility and which slings are compatible. If there is any uncertainty as to whether the hoist is compatible with the person's own sling, the person should be advised not to use the facility.
• The organisation should ensure that the facility is kept as clean and hygienic as possible.
• Equipment to assist people using the facility to maintain hygiene should be provided, including wide tear-off paper roll to cover the changing bench and a large waste bin for disposable pads.

You must have an allocated space of at least 3m by 4m (12 sq m) available for the CP facility.

Drainage should be local to the intended area of a Changing Places toilet to dispose of water and waste and to prevent water flowing across the room.

Great, you have a space allocated for a Changing Places toilet!

You must have an allocated space of at least 3m by 4m (12 sq m) available for the CP facility.

You must have an allocated space of at least 3m by 4m (12 sq m) available for the CP facility.

Great! You meet the requirement of having allocated a space of at least 3m by 4m (12 sq m) available for the CP facility.

Great! You meet the requirement of having drainage local to the area intended for a CP facility.

Drainage should be local to the intended area of a Changing Places toilet to dispose of water and waste and to prevent water flowing across the room.

Room Layout

The correct arrangement of equipment in a CP toilet ensures that people are able to access and use the facilities easily. However, in the case of retro-fit facilities, there may be limitations on the arrangement as a result of the door position, structural elements, existing services and other factors.

Key considerations for a Changing Places facility

• Adequate manoeuvering space
• Position of equipment in relation to the ceiling track hoist
• Position of items such as waste bins, hand dryers and dispensers
• Direct access from the door into the clear manoeuvering space
• Sufficient clear space to enable a wheelchair user and two assistants to manoeurvre around the room
• Fixed and free-standing equipment positioned to maximise the manoeurviing space
• Easy direct transfer using hoist between clear manoeuvring space, WC and changing bench
• Peninsular WC positioned to provide room for an assistant on either side of the WC
• If installed, shower unit and detachable shower head located close to head of changing bench
• If installed with shower unit, floor drain posotiinoed to prevent water flowing across room
• Privacy curtain or screen positioned to shield the WC and to provide adequate space either side, but where it will not cause an obstruction when retracted

As a Shopping Centre, a shower is not required, however this does provide an extra level of comfort for the user and carer by enabling people to wash after using the WC or while being changed.

As a School / University, a shower is not required, however this does provide an extra level of comfort for the user and carer by enabling people to wash after using the WC or while being changed.

As a Leisure Centre/Sports Complex, a shower is recommended to provide an extra level of comfort for the user and carer by enabling people to wash before and/or after using the Leisure Centre/Sports Complex facilities, after using the WC or while being changed.

As a Tourist/Visitor Attraction, a shower is not required, however this does provide an extra level of comfort for the user and carer by enabling people to wash after using the WC or while being changed.

As a Transport Hub/Station, a shower is recommended to provide an extra level of comfort for the user and carer by enabling people to wash before and/or after using the Transport Hub/Station facilities, after using the WC or while being changed.

A shower is recommended to provide an extra level of comfort for the user and carer by enabling people to wash after using the WC or while being changed.

Are showers compulsory in a Changing Places toilet?

No. British Standard BS: 8300 includes a shower in its Changing Places information and this is recommended, especially in certain settings eg: a sports centre or swimming pool. It is not however compulsory for a Changing Places toilet to have a shower in order to register the facility on the Changing Places website. If installing a shower be aware that you will require appropriate floor drainage as waste water from a shower trolley may contain faecal matter.

Showers enable people to wash after using the WC or while being changed. A shower should be included in the design of a CP toilet in relevant types of managed buildings such as leisure centres, travel hubs or for specific projects. A shower is not required for all CP toilets.

The preferred area for the shower is in a corner of the room where it can be used in conjunction with the changing bench or shower seat. It is beast if the shower area can be positioned away from the door so that the floor surface in this area does not become unnecessarily wet.

• The floor in a CP toilet should be designed as a wet-room floor. A continuous waterproof non-slip floor surface should cover the whole room and have an integral waterproof skirting (also called a coved skirting).
• The shower area should provide step-free access to facilitate easy transfer from a wheelchair, and unimpeded movement for a freestanding changing bench or shower seat.
• The floor in the shower area should be very slightly sloped, with a gradient no greater than 1:50, to enable water to drain towards a floor outlet.
• The outlet should be recessed into the floor structure and have a cover flush with the floor surface. Ideally a floor drain would be placed adjacent to a wall or in a corner away from main activity / turning space.
• The shower unit should be wall-mounted adjacent to the changing bench where it can be easily reached and operated by an assistant or by a person seated on a shower seat.
• The shower controls should be easy to read and operate, and should be positioned between 750mm and 1000mm above floor level.
• The shower head should be detachable and mounted on a flexible hose. The hose should be of sufficient length for users to be showered on the changing bench or in a shower seat. A hose length of 2000mm is suggested, depending on layout.
• A vertical mounting bar and adjustable bracket should be provided to enable the shower head to be positioned within the range 1200mm to 1400mm above floor level. The vertical bar can extend from 1050-1800mm to allow more flexible use but shower head must always be within reach at the lower level.
• The water temperature for the shower should be adjustable, but should not exceed 43°C at the outlet.
• The water temperature in the pipework should be at least 60°C to avoid the risk of legionella.
• Where appropriate, such as in hotels and selected leisure environments, a supply of clean towels should be provided.
• In certain environments, such as in hospitals and day-care facilities, a low-height sluice outlet should be provided in the shower area.

Shower seat

It is good practice to offer a range of facilities. A shower sear, provided in addition to a changing bench, allows users to shower in a seated upright position.

• The shower seat should be slip resistant and wall-mounted, and a backrest and support handrails should be provided.
• Fold-down or tip-down seats provide more space when not in use, but these should not be spring loaded.
• The seat should preferably be height adjustable, or 480mm from floor level. The edge of the seat should be at least 650mm from the mounted wall. Larger seats allow use by a wider range of people.
• The seat should be able to support a weight of at least 200kg (440lbs).

Equipment to consider for a Changing Places toilet

• Doors
• Door locks
• WC
• Grabrails and drop-down support rails
• Height-adjustable washbasin
• Taps
• Soap dispenser
• Hand drying
• Ceiling track hoist
• Hoist slings
• Privacy screen
• Height-adjustable changing bench

• Wide paper roll dispenser
• Shower
• Shower seat
• Waste bins
• Mirror
• Assistance alarm
• Coat hooks
• Sanitary-towel dispensers
• Heating
• Water supply
• Ventilation
• Lighting and décor