Kelsey Plant Hire are at the forefront of the plant hire industry. Having an already established company with our diesel machines, we also took the big step to start hiring electric machines. And now we have also started to introduce electric compacter plates. Diesel plant machinery is only hired out to customers within a estimated 25 radius of where we are based. There are lots of plant hire companies in the UK, so we don’t feel the need to expand this at the moment. Although we are often asked about hire further afield. But electric machines are offered for hire right across the UK. Due to the fact that they are growing in popularity, but not many companies actually hold them in stock. This means our demand is vast and all these machines will now be seen as far as Scotland, Cornwall or Wales.

Today, companies and projects are coming under increasing pressure to consider the environment. With reduced carbon footprints, less harmful emissions and lower noise pollution. We can provide you with solutions to these problems.We know that electric powered, emission free equipment is the way forward. So we are committed to continually adding to our hire fleet, as new electrically powered machines enter the market.

Hell Fire Caves, Electric Micro Digger Hire

Electric Digger Hire

We’ve invested in many hybrid electric Takeuchi mini and micro diggers, which are proving extremely popular. Takeuchi, renowned for reliability and performance, have produced these ‘user friendly’ high performing hybrid diesel / electric mini excavators. Capable of at least as many hours work as the diggers themselves and with absolutely no loss of digging power.

Our electric diggers can be used anywhere but are ideal in enclosed and tight spaces.  With zero emissions and low noise, this means that the health of your workers will not be compromised, when being operated indoors.

Electric Dumper Hire

Brioche Pasquier Factory, Electric Micro Digger HireOur fully electric dumpers are cutting edge technology designed and manufactured in Ireland by Ecovolve. They are able to operate indoors and outside. They run off rechargeable batteries, capable of a full shift on just an 8 hour overnight charge. Giving off no noise, zero emissions and are highly maneuverable. Having hi-tip, skip loading ability, they are ideal for places where there is high footfall.

Truxta Bendie

Kelsey Plant Hire offer 3 types of electric dumper hire. The TRUXTA BENDie electric powered mini dumper or powered wheel barrow offers an all purpose machine with a choice of attachments. You can choose to have either a 300kg skip to get through minimum 720mm doorways. Or the 450kg skip to fit through minimum 850mm access. Alternatively the electric Truxta can be used with its forward tipping flat bed to transport 450kg of materials into and around site.

Hi-Tip Dumpers

Our all electric skip loading dumpers, both 1 tonne and 1.5 tonne, are perfectly suited for work indoors without creating any air or noise pollution. These versatile dumpers can also be used outside, providing that the terrain is solid and gradients do not exceed 15 degrees.

Ideal for use in buildings such as hospitals, processing or operating centres, transport hubs, where they cannot be closed while work continues.

Electric Compactor Plates

Electric Compactor PlatesThe electric compactor plate we now hire to our customers are heavyweight professional compactor plates with excellent performance and travel speed. They have been designed with an environmentally friendly electric motor for use indoors and poorly ventilated areas. As they are a small unit, these plates are the only electric machine that we do not hire on a nationwide basis.

Please get in touch with Kelsey Plant Hire if you have a need for an electric vehicle for hire. Whether it is for indoor use, or where there are many people continuously working, or perhaps you just want to work with electric. Please call our hiredesk on 01403 249 125, send us an email, or make an enquiry through our contact form.

Electric vehicles are really growing in popularity. Both for cars and vans, but also for plant machinery hire. We look forward to helping you with your project.


The construction industry is always keen to take on the next generation of workers; skilled people who will carry on to high levels of technique, loyalty as well as determination. What a great idea this college in Cumbria has had to give students a try at all aspects of construction. So they can choose exactly which are they want to specialise in.

Apparently Furness College in Cumbria offers their students a “Construction Carousel”.

School leavers interested in a career in the construction industry are now able to try each specialist field before they settle on what to study.

Furness College has developed an innovative programme enabling its students to try all four areas – carpentry and joinery, painting and decorating, plastering and also brickwork. Before they decide which one they want to pursue.

After the 10 week ‘carousel’ round the four areas they can then pick one and complete a City and Guilds Level 1 Award and Diploma in Construction Skills.

Graeme Shaw, who leads construction at the college, said all the construction trades were in high demand in the area.

“The work our students produce enables them to go into industry with top quality skills. But we know not all 16 year olds are sure what to specialise in so this course has been restructured to make sure they get a taste of everything before they decide.”

We think this is a great idea for all areas of study. It is a tough industry, as many are, and students need to be the right fit for their career choice. This “try before you buy” option is a perfect idea for all students!

Few industries are as hazardous as construction

The construction sector accounts for a quarter of all fatal injuries to workers in the UK. So no job in the field is more vital then than protecting the 2.2 million people employed in the industry.

Here are our top 5 ways to keep your construction workers safe on site:

1. Conduct a comprehensive risk assessment

It’s imperative at the outset of any construction project to identify any potential risks. A full risk assessment will help you ensure all employees are aware of any potential hazards and how to avoid them.

A risk assessment should examine:

  • The layout and size of the workplace
  • Number of people on the site
  • Type of work that will be carried out and how long the job will take
  • Conditions of work – eg, are there sloping surfaces, will it rain or flood? Are there any electrical hazards or potential falling materials?
  • Are walkways and fire exit routes clear of rubbish and equipment?
  • How easy is it to access equipment from where the work will take place?
  • Are risks clearly marked?

2. Obtain an appropriate mix of life safety products

The risk assessment will then clarify exactly which products your site requires to protect workers in the event of fire or accidents. From fire extinguishers and alarm systems to first aid equipment and spill kits. Having the right equipment to hand, could make the difference between life and death for you and your workers.

If you’re unsure of which fire extinguisher to have on site, then you’re not alone. A recent survey conducted revealed that more than 38% of workers are using the wrong type of fire extinguisher for electrical fires. With more than 10% suggesting a foam extinguisher to put out an electrical fire.

Extinguishers should be appropriate to the nature of a fire:

  • Wood, paper and cloth – water extinguisher
  • Flammable liquids – dry powder and foam extinguisher
  • Electrical – carbon dioxide (C02) extinguisher

3. Train staff in safety awareness and best practice

Workers should play a pivotal role in mitigating health and safety risks. So training is a vital part of avoiding accidents and injuries.

All employees should be familiar with the following:

  • Site evacuation procedure including nearest exits flagged by signage
  • Risks associated with the employee’s working environment and main duties
  • Location of fire protection and first aid equipment
  • How to use equipment and how to ensure proper use
  • Point of contact during emergencies
  • How to report hazards and what risks to look out for

4. Provide adequate first aid

Access to first aid can help an injured person make a quicker recovery and even save a life. If your employees become ill or fall injured at work, you are legally required to provide appropriate equipment, facilities and personnel to administer first aid.

The minimum provision for all sites is:

  • First aid box with enough equipment for number of workers on site
  • Appointed person to take charge of first aid arrangements
  • Clear information telling workers the identity of appointed first aid person and where/how to find them

First aid arrangements should cover shifts, night and weekend working so managers may need to appoint or train several people to ensure adequate cover.

5. Adhere to work-at-height regulations

Falls, which account for 50% of fatalities, are the most common cause of death in the construction industry. Precautions must be taken to prevent or reduce the risk of injury before any work is undertaken at height.

The Health and Safety Executive advises site managers to ask themselves:

  • Have you thought about whether you can avoid working at height by using different equipment or a different work method?
  • Can you use equipment that will prevent a fall from happening such as scaffolding or a mobile elevating work platform?
  • Can you put in place measures to reduce the distance and consequences of a fall should one happen, for example, nets, soft landing systems or safety decks?
  • Will the weather conditions threaten the health and safety of those carrying out the work?
  • Have you thought about all the options and are you certain that you’re gaining access to height using the safest means possible?


One report taken from the Construction Enquirer, shows that nearly three-quarters of MPs support late payment reforms; including fines for big firms who persistently delay paying their supply chain. A YouGov poll commissioned by the Association of Accounting Technicians (AAT) showed 73% of MPs agree with the three changes AAT has recommended be made to the voluntary Prompt Payment Code.

These are that the Code:

  • be made compulsory for companies employing more than 250 employees
  • see maximum payment terms halved from 60 to 30 days
  • be supported by a clear, simple financial penalty regime for persistent late payers, enforced by the Small Business Commissioner

Phil Hall, AAT Head of Public Affairs & Public Policy, said: “Late payments lead to thousands of insolvencies every year, damage productivity, restrict investment and can also impact on the mental health of small business owners and their employees.

“Government action to tackle this problem, from the voluntary payment code to compulsory but feeble reporting requirements – as well as the creation of a Small Business Commissioner with no real power – have all predictably failed to stem the scourge of late payments.

With almost three quarters of MPs from across the political divide supporting AAT’s recommendations for payment reform, it’s very difficult for the Government to continue to drag their heels and back the status quo.

“We trust that the Small Business Minister will bear these facts in mind when she considers what to do next.”

No MP disagreed with the proposals, which have already gained the backing of construction industry campaigners.

The Department for Business, Energy & Industrial Strategy (BEIS) recently held a public Call for Evidence on the issue of late payments and says it is currently “analysing feedback”.

Just a reminder that, as workers within the UK’s construction industry, you should ensure that you are making full utilisation of HMRC’s flat-rate expenses scheme. Don’t miss out on your full available tax relief. Tax preparation specialist David Redfern, Managing Director of DSR Tax Claims Ltd, issued this as a reminder to construction workers on the run up to year end.

According to the tax experts at DSR Tax Claims Ltd, most can use flat-rate expenses as an easier way of claiming tax relief on work-related expenses without the hassle of having to keep receipts or detailed financial records. HMRC sets a “flat rate” of expense that can be claimed, rather than employees claiming the actual cost of work expenses.

These expenses can comprise such items as tools, protective and safety gear and cost of professional subscriptions. Redfern is urging all construction workers to ensure that you are fully utilising your employee tax relief, stating that “It might surprise many construction workers to discover just how quickly their work expenses can add up – whether they relate to their work uniform or the cost of obtaining and maintaining their CSCS (Construction Skills Certification Scheme) card”. He added that “Not everyone can be bothered with the fuss of claiming for each and every receipt they get and that is where HMRC’s flat-rate expense scheme comes in – by fully utilising this tax relief scheme, construction workers can make sure that they are still claiming their available tax relief without the need to keep time-consuming in-depth financial records. In the run up to Christmas, every penny counts and all you need to do is fill in a simple HMRC form”.

Redfern reminded construction workers that flat-rate expenses are only applicable to construction workers who work for an employer and pay tax via the PAYE (Pay As You Earn) system. Construction contractors who are part of the CIS (Construction Industry Scheme) are required to use the Simplified Expenses scheme in conjunction with their Self Assessment tax return instead. He commented that “Although CIS workers can’t use flat-rate expenses as they are for employees only, contractors can still make easy work of their expenses by using HMRC’s simplified expenses scheme. Although you can’t claim the actual cost of your expenses, simplified expenses can help you to make full use of the tax relief options open to you”.

Redfern finished with a word of warning to those tempted to abuse the tax relief schemes, stating that “HMRC take tax compliance very seriously and although flat-rate and simplified expenses are an easy way to claim tax relief, HMRC’s system of fines and penalties will soon outweigh the benefit where tax evasion is discovered”.


With less than five months to go until the UK officially leaves the EU, Brexit issues and concerns are now regularly featuring in construction contract negotiations.

Since the result of the 2016 referendum, the potential impact of labour shortages and costs of materials have been widely discussed.

As regards workforce, the UK construction industry relies very heavily on migrant workers. These would be split by skilled and unskilled, with a significant proportion of them being workers coming from the EU.

And as regards tariffs, tariff-free trade is a key factor in the UK construction sector’s ability to deliver projects within reasonable budgets.

Brexit could result in a reduction to the workforce available to the UK construction sector. Along with this, if the UK leaves the EU without the ability to trade with the EU (and other countries) on a tariff-free basis, then the impact on both costs and deliverability of projects could be a major problem.

This will be a huge source of frustration for construction, given the government’s commitments to deliver housing and key infrastructure projects. As well as the private sector’s opportunity to take advantage of property development opportunities.

It is therefore no surprise, that construction contracts currently under negotiation are seeing a greater than ever focus on Brexit implications.

The problem is (and this has been the theme of 2018) that nobody actually knows what Brexit will look like. Hard or soft borders? Trade deals or no trade deals? So whilst there is growing concern over the continuing uncertainty, there can’t really be any answers until the picture becomes clearer.

So for the moment, contract negotiation on Brexit type issues has really centred on who takes the risk.

Changes in law are often risks that are borne by the employer or developer. Most standard contracts provide a format for dealing with this. But as it becomes more and more likely that changes in law will inevitably take place post Brexit, developers are looking for contractors to share some of that risk with them. The rationale being that these are not really unforeseeable changes in law now, but rather changes in law that are highly likely.

Watch this space – we will report more when the situation becomes a little clearer.

Construction services company ISG and examination board WJEC have developed a new qualification for the construction industry, scheduled to be launched at the House of Commons, at an event hosted by Christina Rees.

It is the first Applied Diploma in Professional Construction Practice in the UK and aimed at students who would typically confine their studies to key STEM (Science, Technology, Engineering 7 Mathematics) subjects. The goal of this new Professional Construction Practice (PCP) course is to improve the perception of the construction industry and make it easier for young people to advance to Level 4 built environment qualifications.

Worth the equivalent of an A level or up to 56 UCAS points, it explores modern practices in construction management. The course modules will be:

  • Use of drones in the construction industry
  • An intro to BIM (Building Information Modelling)
  • VR and AI in the built environment
  • Laser scanning technology

This new qualification has been designed to make careers in construction more appealing and will be a major push for interest from new students.

Paul Cossell, ISG Chief Executive, said that the main problem in the construction industry is that one-third of its workers is now over 50 and not enough is being done to educate young people and expose them to the great opportunities available in an industry that delivers the homes, schools, hospitals, and infrastructure that support modern existence. Mr. Cossell said that the new construction qualification is the ISG’s response to attracting young people. It offers a Level 3 qualification that can complement current STEM subjects.

According to the Office of National Statistics male construction workers are 3 times more likely to commit suicide than other industries. More than 1,400 construction workers took their own lives between the years of 2011 and 2015. The highest of any profession in this period. Of the 1,419 people working in skilled construction building trades who took their own lives from 2011 to 2015, 1,409 were men and just 10 were women.

At any given time, across England and Wales, one worker in six is said to be experiencing depression, anxiety or other stress related problems. Assuming an industry population of 2.1 million people (from 2009 figures from the Office of National Statistics) therefore 6% of the UK workforce; that suggests 350,000 construction professionals may be affected. And this figure will be a growing problem for the construction industry.

Gail Cartmail, acting general secretary at trade union Unite, claims these startling numbers suggest employers in the industry are “failing in their duty of care to their workforce”.

“This is the latest evidence that the industry’s hire-and-fire culture is fundamentally unhealthy and is a major factor in these terrible and needless tragedies,” she argues.

“In the short term we need to be raising awareness of the suicide risk in construction and explaining where workers can receive confidential support. We also need to be ensuring that far higher numbers of workers, including union safety reps, are trained in mental health first aid.”

This is particularly true of those aged 40 and above, with the statistics suggesting this age group is the most vulnerable.

Terry Rigby, director at social enterprise Forward For Life, which provides suicide prevention training to businesses, says this age group is the most at risk across the whole country.

“It’s the biggest killer of men under 50, and a lot of it is around identity,” he says, adding that the changes to society over the past 30 years have made manual workers all the more vulnerable. “A lot of men have found themselves unemployable,” he suggests, arguing that opportunities to find work through many traditional forms of manual labour have become increasingly few and far between.

He adds that, for construction and other trades, where the source of the next pay cheque isn’t always clear and where a macho culture dominates, this problem is even more obvious. “Blokes don’t talk,” he adds.

Knowing the signs

Whilst poor mental health can manifest itself differently from individual to individual, the Construction Financial Management Association has set out some useful signs to look out for that can indicate poorly managed or untreated mental health conditions:

  • increased lateness, absenteeism and presenteeism (showing up to work physically, but not being able to function)
  • decreased productivity due to distraction and cognitive slowing
  • lack of self-confidence
  • isolation from peers
  • agitation and increased interpersonal conflict among co-workers
  • increased voluntary and involuntary attrition
  • increased feelings of being overwhelmed
  • decreased problem-solving ability.

Some of the more hidden manifestations of mental health issues may contribute to the following factors:

  • Legal and illicit substance abuse affecting workplace performance
  • Quality defects leading to waste and rework impacting profit margins
  • Near hits, incidents, and injuries affecting safety and risk performance metrics

Obviously these points are vital for accuracy in the construction industry.

What can employers do?

The statistics as they stand are not acceptable. Mental health definitely needs to be made an urgent priority by all employers in the construction industry.

Emily Pearson, Head of Workplace Wellbeing at Be.The Centre for Wellbeing (a mental health charity based in Newcastle upon Tyne specialising in corporate mental health and workplace wellbeing) has provided the following steps that all employers can take to actively improve the health and wellbeing of their workforce.

  • Culture check – Undertake a culture check to establish the culture of the workforce and where there may be particular pain points for staff due to job design and work-related stress.
  • Culture change – A change in the culture surrounding mental health needs to start at the top. Leadership teams can show commitment to creating a culture change towards mentally healthier workplaces and workforces by signing the Time to Change Pledge or by investing in a Workplace Wellbeing Strategy to create culture change in a safe and structured manner.
  • Mental health safety net – Employers should ensure their employees have access to and are aware of support available through counselling and therapy services.
  • Up-skilling and education – Team leaders responsible for supporting employees should have sufficient knowledge and skills to be able to spot the signs of poor mental health and to provide support and guidance.
  • Peer support – Employers should up-skill and educate employees so they can look out for any peers who may be struggling with their mental health. Knowing how to start the conversation and knowing how to safely signpost peers to mental health services can make a huge difference at the early signs of mental health difficulty.
  • Reduce stigma – Employers need to reduce stigma, raise awareness, change attitudes and provide knowledge to empower employees to look after their mental health and wellbeing.
  • Embed and repeat – It is essential that employers continue to provide these interventions, services and training in order to embed culture change – not just tick the mental health box.

Commercial Factors

Employers need to prioritise mental health in the workplace for commercial reasons too. Unrecognised and unsupported mental health issues can have a massive impact on a company’s revenue. According to the National Building Specification, mental health issues account for people taking almost 70 million days off sick per year – the most of any health condition – costing the UK economy between £70Bn and £100Bn a year.

Since we upgraded our fleet of diggers to Takeuchi, we’ve noticed that the 3 & 5 tonne machines are often being returned after hire with inoperable horns. On closer inspection we’ve found that the horn has usually been disabled by a variety of non-conventional means, i.e. fuses removed, buttons removed/destroyed and even wiring ripped out of the console.

Unfortunately it costs considerable time and money locating and repairing the cause of silence.

Sometimes, to the hirer, the horn seems to sound constantly for no apparent reason whilst the digger is in operation. This becomes extremely irritating and some hirers will call us to report the ‘faulty horn’ in the ‘stupid machine’ only to politely be given the quick and easy remedy over the phone (and no, its not ear plugs!).

Others unfortunately take matters entirely into their own hands – quite literally!

All that is needed to soothe the ears is to locate the craning switch in the cab and merely switch it back to the ‘off’ position. The switch can, often unknowingly, be knocked ‘on’ causing the offending noise.

Problems With The Takeuchi Digger Horn Problems With The Takeuchi Digger Horn

Kelsey Plant Hire is pleased to announce that we’ve recently gone hybrid by adding electric dumpers as well as electric diggers to our existing fleet. These new diggers and dumpers are now getting many enquiries as well as bookings.

Electric powered, emission free plant machinery is most definitely the way forward in this day and age and here at Kelsey, we are committed to adding new machines that enter the market. Increasingly projects are coming under pressure to be more environmentally friendly, to reduce carbon footprints, lower emissions and noise pollution and that’s why we’ve added the Electric Skip Loading Dumpers and Hybrid Electric Mini Diggers to the fleet.

The electric skip loading dumpers, both 1 tonne and 1.5 tonne, are perfectly suited for indoor work as they create no air or noise pollution. These versatile dumpers can also be used outside providing that the terrain is solid and gradients do not exceed 15 degrees.

The electric skip loading dumpers are fully electric, highly manoeuvrable, are capable of 8 hours use between charging and have a high-tip and skip loading ability. They are essential for work in hospitals, operation centres, food processing centres and transport hubs such as airports and stations. They are also perfect for projects within or close to demolition sites, shops, shopping centres, places of worship, overnight construction areas and schools.

Hybrid Electric Mini Diggers

Our new mini and micro diggers from Takeuchi, have combined their tried and tested 1.5 tonne class TB216 and micro TB210 with a tried and tested German industrial electric motor. Don’t let the fact that their electric deceive you. These diggers are capable of many hours of work and the diggers themselves have absolutely no loss of digging power.

Both the 1.3 tonne and 1.9 tonne hybrid diggers have excellent increased performance when electrically powered. They are emission free and practically silent when in electric mode. When used continuously, it costs less than £1.00 per hour and are easily switched between diesel and electric maintaining options for use and travel. The 1.3 tonne has the benefit of being able to fit through doorways and both the 1.3 and 1.5 tonne can be used in underground basements, tunnels, enclosed construction sites, factories, warehouses, airports, built-up environments, close to schools, hospitals, internal demolition and urban night work.

If you need some advice on our new electric diggers and dumpers, our experienced team will be happy to chat through your requirements and recommend a model that’s right for you. Give us a call on 01403 249 125, get in touch via our contact form, or drop by to chat to one of our team.

Looking to hire plant machinery?

Call our Hiredesk on 01403 249 125