It really depends on the context of what you mean by "goes out of their way". If I assume you refer to a worker whose primary role has improving H&S as a secondary function. Then encouragement of their efforts should be recognized on a scale through recognition internally and possibly externally, an appropriately valued voucher, a bonus, or a promotion, depending on the gravity of the improvement.

Within the workplace acknowledging people that are not the HS rep but your employee that encourages good hs practices. Recently a new employee has been seen encouraging team members to join him at the gym to increase health, pointing out to others they need to do prestart checks, checking in on a team mate in his own time who sat at roadside accident with a person seriously injured.
His genuine care for his team both in and out of work has grown the comradership and that HS is OK to talk about and it is both work and outside of it that grows a culture of safety and wellbeing.
These are the people that should be recognized. They are the leaders of change

So many companies struggle with this. IMO it is a balance between making sure the reward is
1- inline with the company values and
2- is substantial enough to encourage people to want to do better without putting the reward before the expected HS outcome.
This is a difficult balance to achieve
An example of some good ones we have seen
HS champion shirts - these cost around $100 to have printed and are given to people who show excellence in HS
Gym Member ships for exceptional HS performance
A donation to a preferred or selection of charities.

A rewards Structure that has a significant direct money value attached to it IMO should be avoided.
For example
Gift cards
Food vouchers
or Money directly

Hope this helps I could go on and on about this :)

It's a case of horses for courses when it comes to how people want to be acknowledged or rewarded for "above and beyond" behaviour.

For some people, being thrust into the spotlight in front of their peers is the stuff of nightmares, whereas for others, it is what drives them on (The Muttley effect :lol: ). Sometimes it's better to reward a team rather than an individual.

At risk of sounding like a stuck record on this topic, the most bought into Reward & Recognition scheme that I have been involved with was one where we allowed the workers themselves to design. You will be surprised by what is classed as a reward and who the recipients of it should be.

You will be surprised by what is classed as a reward and who the recipients of it should be. — Chris Hyndman

If you are able to share it would be interesting to hear what the workers actually wanted (as rewards)?