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ohip-yorkshire-blog · 5 years ago

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Take A Deep Breath

With the timing of the government’s recent announcement regarding the mandatory use of face coverings causing contentious debate, it serves a timely reminder of the importance of employee safety and the important role that PPE (amongst other controls) plays in preventing workplace related respiratory conditions.

Lung function is a societal hot topic at the moment given the prevalence of Covid-19, and although work-related lung conditions are not linked to the disease, it will continue to hold the spotlight in the workplace over the next 12-18 months.

Spirometry - or lung function testing - is a critical component of monitoring the onset of diseases such as occupational health or rhinitis.

What is a ‘spirometry’ test?

In layman’s terms, it is simply an assessment that measures how much air can be forced out in one forced breath. The results allow medical professionals to identify the onset or presence of respiratory conditions.

See our dedicated page to spirometry for more detailed information

How do I know if my employees require lung function testing?

Respiratory health surveillance is required under COSHH guidelines for employees who are exposed to known respiratory sensitisers.

The below table provides guidance on typical exposure per industry:

There are estimated to be 12,000 deaths per year as a result of occupational lung diseases, contributing to around 90% of total work-related deaths. If appropriate in your industry, and it is not already, then spirometry needs to be in your occupational health armoury!

A few tips on best practice

Spirometry testing should not just be a flash in the pan approach to staff health. It should form part of long-term health monitoring - ‘monitoring’ being the operative word here.

Here are a few pointers on how to best implement or modify your approach to spirometry:

START AT THE VERY BEGINNING - A baseline spirometry test should be carried out for every new employer being exposed to workplace sensitisers in order for you to be able to carry out accurate monitoring for each employee throughout their working life.

BE SYSTEMATIC - Recommended frequencies vary based on perceived levels of exposure. Low level - baseline questionnaire and spirometry followed by annual follow-up questionnaires High level (where risk cannot be excluded) - baseline questionnaire and spirometry, test again after 6 weeks, then again after 12 weeks. Testing can then be annual in the absence of positive findings

EDUCATE - One of the most important parts of the screening process is to inform employees about the nature and level of risk to their health, and also to counsel them concerning early reporting of symptoms. They should also be informed about the possibility of the delayed onset of symptoms. Employees can often become complacent and relaxed around health and safety in order to cut corners, so it is recommended that signed acknowledgments are obtained.

OTHER SURVEILLANCE - Try not to simply rely on the spirometry testing process. Your HR/absence management leaders should be mindful of sickness absence data that positively correlates to respiratory conditions. In addition, exit interviews can be a useful tool to identify unknown cases of occupational asthma or rhinitis.

We all know that the world has been forced to change vastly and rapidly. As a ‘healthy employer’, there is more that many businesses can be doing to monitor and secure the long term health of their employees. So, although Covid-19 has brought its fair share of disruption and devastation, it also brings opportunities and the chance to not take those things important to our businesses - including our staff - for granted.

With almost 20 years experience in the industry, we are able to provide as much advice as you need in order to protect your business. We welcome your questions and happily provide answers (free of charge!).

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ohip-yorkshire-blog · 5 years ago

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Supporting Pregnant And Shielded Workers In Their Return To Work

The nation continues its phased return to work, with the next wave of businesses being allowed to open their doors on 4th July. Those workers considered to be at a high risk of severe illnesses as a result of coronavirus, however, are still unable to return to work until at least 1st August (31st July in Scotland, 16th August in Wales).

This article sets out to provide some helpful guidance on how to best support and safeguard vulnerable workers - including those at higher risk of coronavirus, and pregnant workers.

Supporting shielded workers in their return to work

With rumblings on a second wave of the illness threatening to sweep the country, workers remain apprehensive at the prospect of returning to normal duties. As an employer, it is your legal duty to protect them from harm.

If the discussion has not already happened, you should be reaching out to vulnerable workers regarding their working arrangements. Where possible, provisions and adjustments should be made to enable them to work from home.

Where it is not possible for an individual to work from home, or if shielding is paused, there should be regular reviews of the Covid-19 Risk Assessment (see our guide on CV19 RAs here), and everything considered to be ‘reasonably practicable’ should be done to protect them in the workplace.

Explain what is being done to support shielded workers. For example, allocate tasks and duties that follow the most rigorous social distancing procedures.

These procedures extend to those living with someone categorised in the shielded group

Protecting pregnant workers

Throughout the coronavirus pandemic, pregnant workers have been advised to follow the most stringent social distancing guidelines.

Aside from the coronavirus pandemic, there already exists a strict requirement on an employer to put in place measures to best support new or expectant mothers in the workplace. Some of which will be at greater risk of severe illness from Covid-19.

Pregnant persons will have received NHS guidance advising them:

To stay at home wherever possible

Not to enter the workplace

With this in mind, adequate provisions must be made to allow them to work from home. Where this is not possible, in line with the Management of Health and Safety at Work Regulations (1999), they should be suspended on paid leave.

The Health and Safety Executive have other specific guidance on working safely during Covid-19.

If any of our readers have any questions specific to shielded workers, or other areas of health and safety in the workplace, feel free to put them in the comments and we will be happy to answer them and help you wherever possible.

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ohip-yorkshire-blog · 5 years ago

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7 Simple Steps Towards Creating a Coronavirus Risk Assessment - Freebie Included

Elevated temperature, cold sweats, nausea… No, this isn’t yet another Public Service Announcement regarding Covid-19 symptoms dictating whether or not we should ‘Stay At Home’ or ‘Stay Alert’, or that seemingly increasing dodgy grey area in between. What I’m actually referring to is the feelings most commonly linked with the thought of writing risk assessments. For the fellow US Office enthusiasts among us, risk assessments for most of us are best personified as the Toby Flenderson of the business world.

Nevertheless, just like Toby in the US Office, risk assessments (especially Coronavirus-related) are essential in keeping organisations compliant, and their employees safe. Recent government guidance has stipulated that in order to make the workplace safe, you must conduct a risk assessment. Did you know that your Covid-19 Risk Assessment needs to be shared and published if your business employs 50 or more people…?

Some readers of this article may never have conducted a risk assessment in their lives, but we’ve got your back! These 7 steps will set you on your way to getting yourself compliant, and providing a working environment with safety at the forefront of your return to work strategy:

Get the lowdown - The government has recently published industry specific guidance to stipulate the key considerations for employers who are planning a return to work. You can find the guidance relevant to your organisation here, it is helpfully broken down into industry sectors.

Discuss and consult - It's important to remember that these challenging times are impacting individuals differently. Where some employees might be banging on the office door to get away from the relentlessly barking dog, others may be full of anxiety and quite content to work in their PJ's in the safety of their living room. One of the most valuable steps in the process will therefore be an employee consultation or discussion. This exercise helps to identify risks or concerns that you may not have thought of and will also contribute heavily towards instilling wider confidence in your planning.

Identify hazards - Consider potential hazards in the workplace. This goes beyond obvious touchpoints in and around the office space such as door handles and light switches; think about places where transmission occurs, moving and handling, and the impact that constant hand washing may have in the longer term such as dermatitis. Refer back to the government guidance in Step 1 for pointers.

Who is at risk and how might they be affected - Think about how individuals and groups may be affected differently. You may have regular deep cleaning throughout the day, but how are your cleaners protected? Do they have the correct PPE (still a touchy subject…)? Again, think beyond the workplace, as you should consider those who rely on public transport.

Evaluate the risk - How likely is this to happen? We’re not all medical experts, and we’re not expected to be. However, we are expected to eliminate risk wherever possible, or at the very least identify opportunities to reduce risk. Consider your strategies carefully and make changes where necessary for the benefit of BOTH your staff AND customers.

Record Your Findings - Your Covid-19 Risk Assessment should be shared and published if you employ 50 or more people. Irrespective of the amount of people in your workforce, it is best practice to share this information with them regardless as it will go a long way to help put those most anxious at ease.

Review - As tempting as it may be to return to watching paint dry, a risk assessment is only as good as its relevance. Whilst the generally accepted term is every 12 months, particularly with regards to Covid-19, it has never been relevant to impose more regular reviews of working conditions.

HERE’S THE FREE BIT: If you’re struggling with putting a Covid-19 Risk Assessment together, why not have a go using some of the templates available below and send it to me at [email protected] for some feedback - totally free of charge, nowt, gratis, nada.

Health and Safety Executive

Resource Centre

Occupational Health in Practice (OHIP) is a family owned and operated occupational health provider serving South Yorkshire (Sheffield, Barnsley, Doncaster, Rotherham), Derbyshire (Chesterfield, Derby), and further afield upon request. We are proud to deliver a range of services to our customers using our team of experienced and dedicated occupational health professionals. We understand the risks faced by employers today to safeguard their workforce from a harmful working environment, whilst at the same time protecting future success and growth of the business.

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ohip-yorkshire-blog · 5 years ago

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A 'Site' For Sore Eyes: The Dominic Cummings Story From An Occupational Health Perspective

I don’t actively share my political stance on social media platforms, nor do I intend to start anytime soon. However, after listening to Dominic Cummings’ account of events over the past fortnight, it became clear, 20/20 in fact, that hundreds and thousands of similar situations are unknowingly unfolding before employers’ eyes. I’m not referring to drivers in our businesses ‘testing’ their eyesight on a half-hour jaunt to Barnard Castle; rather the potential lack of ‘regular’ testing of our drivers’ eyesight full stop.

Regardless of which side of the fence you sit on as to whether or not you believe the rhetoric we heard from Mr Cummings on Monday afternoon, I live in hope that none of us would greet a member of staff raising a concern with their eyesight with “Have a quick run out to Barnard Castle and see how you feel.”

As employers it is important to understand what our responsibilities are when it comes to medical standards for drivers in our business, what is actually meant by the term ‘driver’, and also what the responsibility of the vehicle operator him/herself:

Who are the ‘drivers’ in my business - This list goes beyond the obvious logistics/distribution team. Think about anybody who operates any vehicular machinery within your grounds such as forklift/plant operators. Salespeople/consultants on the road meeting clients. Members of your teams who hotdesk between different branches/locations. Anybody who drives a company car for that matter.

Your responsibility as an employer - The Health and Safety Executive (HSE) provides guidance on medical fitness for workplace transport drivers, and the distinction between Group 1 and Group 2 licence holders. HSE suggests, based on DVLA requirements, that all existing and potential vehicle operators are screened before employment and then at 5-yearly intervals from the age of 45, and annually from the age of 65-onwards.

The responsibility of the vehicle operator - If they suspect that they have developed a condition that may affect their continuing ability to operate a vehicle, they should inform you in order that you are able to carry out further assessment. Transport operators should consult their GP or pharmacist to ask whether any prescribed or over-the-counter medicine may have an impact on their ability to operate a vehicle and subsequently inform you. Also, it goes without saying that vehicles should not be operated if under the influence of alcohol or illicit drugs.

The key take home message from this article is consistency. After reading points 1 to 3, you may be thinking “Our business already has this in place, no big deal”, however the interesting point lies in the fact that systematic testing is only recommended from the age of 45 years old. Say you employ a 25-year old van driver, and should they stay with your company in the long term, would you realistically wait 20 years until you recommend another test? It doesn’t exactly scream consistency. A select few may actively inform us of a change to their health. Some may keep it to themselves putting themselves or others in harm’s way. Others may never know of a change in their health until it’s too late.

A ‘Driving At Work’ policy is considered best practice to document and introduce key controls such as regular eyesight testing to ensure the fitness of operating a workplace vehicle, as well as regular licence checks and driver declarations. An example of a ‘Driver Declaration’ has been provided for free download at the end of this article. You may even want to consider introducing a driver medical, which extends beyond purely eyesight, taking into consideration the physiological aspect of operating a vehicle, such as the ability to twist and look over the shoulder whilst reversing a forklift.

Whatever your stance may be on the Dominic Cummings narrative, and yes, the link is tenuous as he professes his eyesight impairment was a result of Coronavirus. But there are OH lessons to be learned from this incredible news story, as any of our workplace drivers could experience unexpected changes to their ability to operate a vehicle - whether they know it or not. The responsibility lies with ourselves, as employers, to introduce measures that regularly check up on their fitness to drive; and also on our team members to provide accurate, up-to-date information with regards to their eyesight, and ultimately their health in general where practicable.

If there is one thing to take away from the Dominic Cummings story, it is that Occupational Health is an ongoing necessity and not a reactive, tick-box exercise.

Other Resources:

HSE Guidance on Medical Standards for Drivers

DVLA - Assessing Fitness to Drive

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ohip-yorkshire-blog · 5 years ago

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5 Reasons Why SME’s Need To Outsource Their Occupational Health

55% of workers do not have access to Occupational Health services in the UK

That’s nearly 18 MILLION people in 2020. Let that number sink in for a second because I nearly fell off my chair when I first read it.

These numbers are pre Covid-19, and following the pandemic, demand for occupational health services are likely to increase. The Institute for Employment Studies has reported a significant increase in musculoskeletal complaints, where more than 50% of those surveyed have reported new aches and pains:

Neck (58%)

Shoulders (56%)

Back (55%)

To put the cherry on this painful cake, 50% report that they are unhappy with their current work-life balance, and ⅓ feel frequently isolated.

The Reward and Benefits Association reports that nearly 29% of businesses are planning to invest in occupational health services to help them and their employees beyond this crisis. They would be wise to do so, as similar spikes in demand that the NHS have faced are expected to be reflected in the occupational health sector.

In-House vs Outsourced Occupational Health

There are numerous benefits and pitfalls to having an in-house offering, as on the one hand, they are ever present where health and safety and accident prevention are key issues in the workplace.

In my professional opinion, in-house OH teams are absolutely fantastic for the big hitters in their respective industries. In fact, even as an outsource provider, I’d go as far to say that they are the best option for single-site businesses with a high number of employees. After all, the more members of staff that exists, means more potential occupational health referrals, creating better value for money for the salaries being paid.

But what about SMEs? Permanent salaries in this area can be an expensive year-round, day-to-day commodity, particularly now that businesses are readjusting, and mostly cutting their budgets for the rest of the year. Aside from implementing best practices in the workplace, spend on occupational health is very difficult to control.

Outsourcing your occupational health is the solution.

The 5 benefits of outsourcing occupational health for SMEs

1. Cost ‘Flexibility’

When I refer to ‘flexibility’ here, I’m essentially referring to Pay As You Go. Quite simply, you pay for what you want, when you want it. There are many providers that will insist on exclusivity or being held down on a retainer. I can assure you that there are companies out there that are non-contractual, no strings attached, with the benefit of your company in mind (I can think of at least one).

2. Cost Savings

It may seem counterintuitive that spending money saves money. However, ask your HR team to report on the number of days lost to absence over the last 5 years. Then ask them to convert that into salaries paid. Then convert that lost productivity into potential lost revenue. It all adds up. Of course, not every absence is preventable; but many of them are. As an outsourced provider, we diagnose inefficiencies in your occupational health processes, and provide the required remedies so that you spend less money with us - refreshing, right?

3. Impartiality

There is a strong likelihood that outsourced providers do not have any emotional link or relationship with your member of staff whatsoever. This puts them in the best possible position to deliver a wholly impartial diagnosis, thus providing a more pure and reliable service.

4. Access

Outsourced providers have access to the wider world of occupational health. There is a constant access available to specialist doctors and nurses covering a variety of different disciplines, and your outsourced provider will do the legwork to find them. With an extensive medical network available, the best suited professionals are available to you.

5. Geographical Flexibility

This is ideal for industries that have multi-site premises, provide subcontractors, or work in a satellite location. More often than not, travel expenses are absorbed into an outsourced provider’s costs. Some businesses who fall into this category opt for both in-house and outsourced offerings, as it ensures that in-house remains ‘in-house’.

Long-term rewards

The pursestrings will always play a part in these decisions, in fact cost is the biggest contributing factor to the 18 million workers without access to occupational health services. However, the most business-savvy decision makers will have done their due diligence concerning the longer-term impact of having no occupational health service at all. Yes, spending zero goes a little way to improving the bottom line, but the hidden costs of days lost to sickness and long-term work-related health issues, as well as diminished or lost productivity, will be even more detrimental to the coffers over time.

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ohip-yorkshire-blog · 5 years ago

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Top 5 Drug And Alcohol Related Mistakes Made By Employers

You would think that drug and alcohol misuse in the workplace would be fairly cut and dry. Turn up to work smelling of cannabis. Get sent home. Don’t bother coming back. Job done. We all know it’s not as easy as that. Although, it might still be the case in some old spit and sawdust businesses…

In the UK, alcohol has become 64% more affordable according to NHS statistics, and 1.1% more affordable since 2007.

Add to that the fact that almost 10% of adults aged 16-59 years old had used recreational drugs in 2019. According to the Home Office, this figure is 12% higher than 2015.There is an area often overlooked when it comes to drugs and alcohol in the workplace. Aside from the blatantly obvious and signs demonstrated by an employee showing signs of substance misuse, there are other aspects of people’s lifestyles and medical backgrounds that can often be overlooked.

We can all (hopefully!) spot the person who looks like they’ve sunk a bottle of wine for breakfast, or identify the potent reek of cannabis. But how can we be sure if someone who had a few too many on a school night is fit for work? Are they operating machinery? Are they on the road meeting clients and customers? Since October 2018, CBD and hemp oils have been available through the NHS. As a business, how are your HR teams, or the relevant personnel, making the distinction between recreational and medicinal?

Here are the top 5 mistakes that employers are making:

1 - There is no Drug and Alcohol Policy

Simply put, a written policy, printed and shared with all employees will protect your business when faced with an employee who refuses to take a test. There must be a good reason for the sample, such as safety implications within the business or if you suspect misuse.

If your Drug and Alcohol Policy clearly states the whos, whats, whens and hows, then you are in a better position to pursue disciplinary action. The question asked of ‘when’ also throws up the issue of ‘random’ drug testing… Testing is not just about identifying and punishing those who are misusing, rather also identifying those who need help and either providing or signposting towards relevant rehabilitation options.

Solution: Create and implement a Drug and Alcohol Policy.

2 - There is a Drug and Alcohol Policy in place that practices random testing

What does random actually mean? Or for that matter, what value does a random approach actually bring? Most people would argue fairness that absolutely anybody could be selected. But what is your random process and how ‘random’ actually is it? Is conscious and unconscious bias considered when a human decides? Is there a computerised system in place to remove that bias? The latter is clearly the more reliable of the two options, however consider the following:

Person A has been selected at random twice in the last 6 months.

Person B has not been selected at random in the last 10 years.

Despite policy suggesting that the process is random, Person A might be aggrieved and suggest that the system is unfair. Person B could be an alcoholic, or a regular recreational drug user who doesn’t show visible signs of impairment, but presents a clear health and safety risk to themselves and others.

Solution: A clearly defined, systematic testing procedure identified in your Drug and Alcohol Policy will ensure consistency, remove perceived bias and ensure all employees are tested.

3 - There is no collaboration with a trained medical professional

It can be tempting to manage everything in-house. There are DIY tests available for around £10 that indicate a simple pass or fail outcome when measured against various alcohol or drug parameters. Unfortunately, a failed test does not indicate a straight-forward consumption or use of alcohol and/or narcotics, and can be a result of various factors unknown to an employer. The costs attributed to the potential fallout can be insurmountable, with the worst case scenario being an unfair dismissal tribunal and subsequent reputational damage. Quality control is a critical aspect of testing, and should include collection of a specimen by a trained medical professional, where results are returned to a laboratory and processed. Only a trained medical professional should ask the employee about any prescribed medicine that may impact the outcome of the test. This should not be done by a member of HR, or any other non-medical member of staff within the organisation.

Solution: Ensure testing is carried out using a trained medical professional. Testing might cost between £40-80 per person, or there are usually day rates available for higher volume. The extra cost is worth the piece of mind in order to offset the risk.

4 - Hasty decisions are made following a positive result

Although alluded to a little earlier in points 1 and 3, it requires reiterating. A failed test should not give you licence to act as an instant judge, jury and executioner. It is not always appropriate to stand someone down from their duties. Often there could be a legitimate non-disclosure of prescribed medication, however this individual will just be known amongst the workforce as having been suspended for failing a drug test.

Due diligence is key, and this fully supports the need for a trained medical professional to play a part in your testing process in order to provide context. Employers need to be clear about the steps that follow a failed test and whether they will be subject to disciplinary action. This will define expectations of the business and the individual.

Solution: Clearly define what happens in the event of a failed drug or alcohol test and include this in your Drug and Alcohol Policy. This should also compliment your HR disciplinary procedures.

5 - There is no engagement in the process

By ‘engagement’, this extends to more than just being enthusiastic or supportive. The relevant person(s) implementing the testing procedure, most commonly HR teams, must be committed to fully understanding the policy and the testing process. It is essential to ensure a close relationship with the testing facility.

However, the biggest contributing factor to engagement is ongoing education around how misuse of various substances can trigger impairments that affect key business activities. For example, what if the crane operator on your building site regularly uses prescribed CBD oil? CBD oil may not contain THC (the psychoactive substance associated with cannabis), however it is imperative to be fully aware that any side effects are not overlooked.

Education on substance misuse does not have to be to the level required of a medical professional - this is why a strong relationship with the testing facility is important - however it is important to have a fundamental knowledge to ensure that there is an acceptable level of practice, and that the accompanying policy is adhered to.

Solution: Ensure there is relevant access to the resources for the person(s) responsible for managing testing (usually HR). Consider including training or conference spend in their budget to ensure an adequate working knowledge of substances. The investment will pay off over time.

Summary

Most businesses should have something that mentions drug and alcohol use somewhere within their policies and procedures, codes of practice, or whatever you want to call it.

If you don’t, alarm bells should be ringing right now.

Even if you do have SOMETHING, it is highly recommended that you create something clear and specific in your library and share it with your employees. Alcohol and drug use is increasing - alcohol in particular during a time of lockdown and isolation - and now is the time to act. Implementation of the 5 solutions presented above will provide a solid foundation towards management of drugs and alcohol in your business.

There are plenty of useful resources, templates and further reading freely available online - for example HR Adviser (you have to submit an email address but you can easily unsubscribe), and a sample document from High Speed Training.

The Health and Safety Executive usefully provides information on how to manage the issue in the workplace.

Please feel free to share this information on your social channels using the buttons below with colleagues and contacts who may find it useful.

OHIP works on the premise that information is free, and we want to help you attain high occupational health and safety standards within your workplace. You can also reach out to me with questions at [email protected].

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