Prolonged static sitting at work has become a norm in the modern economy and the way many jobs are performed. The rise in home-working due to the recent COVID-19 pandemic has probably exacerbated the situation as many employees are not commuting to work anymore. Whilst commuting to work is generally considered a ‘lost time’, this is not the case if the commuting was done through walking, cycling or any other physical activity. In this case, the time spent on commuting counts towards personal physical activity which has numerous positive health effects.
Prolonged static sitting at work, however, brings numerous negative health effects.
Prolonged sitting can be defined as being sedentary for 2 hours or longer at a time. This has three main characteristics:
The European Agency for Safety and Health at Work published an insightful report Prolonged static sitting at work: health effects and good practice advice which delves into the issues associated with prolonged sitting at/for work.
To ensure a good sitting position at work, a number of factors must be looked at. These factors according to the Canadian centre for Occupational Health and Safety are:
None of these factors are more important than the other. To ensure a best possible sitting at work arrangement, all these factors must be looked into. The eLearn Safety VDU/DSE course provides invaluable employee training that explores issues arising from tasks related to sitting; and it looks into workstation arrangement and chair adjustment.
Some of the tips to prevent adverse effects associated with sitting at work are:
The Safety, Health and Welfare at Work, (General Application) Regulations 2007, Chapter 5 of Part 2 outline the requirements that must be adhered to in relation to Display Screen Equipment and Workstation. According to the Regulations 2007, the workstation is defined as
an assembly comprising display screen equipment, which may be provided with a keyboard or input device or software, or a combination of the foregoing, determining the operator and machine interface, and includes—
(a) a work chair and work desk or work surface,
(b) any optional accessories and peripherals, and
(c) the immediate work environment of the display screen equipment.
The employer must carry out a Risk Assessment of employee workstations and implement relevant measures to mitigate risks. This information must be collated to employees. The Risk Assessment is an ongoing activity, and all workstations should be regularly assessed to reflect any change of equipment and/or emergence of new technologies and practices that might mitigate some of the risks associated with the use of workstations. In addition, the employer must provide relevant VDU/DSE training in the use of to them applicable workstations. This training must take place before the work commences and/or whenever there is a modification of the workstation.
Risks associated with prolonged sitting are numerous. There is ample evidence that suggests that this can be prevented by light regular physical exercise. At least 30 minutes of daily exercise is recommended. This can be any activity, such as walking, jogging, cycling, or exercising at home or at the gym.
Regular exercise can keep people fit and it burns calories. The majority of people with daily exercise routines also report improved sleep and feel more rested after waking up. In addition, regular exercise promotes a healthy heart and keeps weight down. This in turn reduces risk of a number of poor health conditions, such as various musculo-skeletal disorders (low back pain; neck and shoulder complaints, etc.), cardio-vascular diseases, diabetes, high cholesterol and even cancer.
The Health Service Executive (HSE) published useful Physical Activity Guidelines to consider for getting healthy and staying healthy.
Proactive Health and Safety training is critical to ensure a safe workplace. An effective training program can reduce the number of worker injuries and deaths. It can also reduce instances of property damage, legal liability, illnesses, and missed time from work.
Health and Safety training helps establish a culture in which employees themselves help promote proper safety procedures while on the job. It is important that new employees be properly trained and embrace the importance of workplace safety. The role of training in developing and maintaining effective hazard control activities is a proven and successful method of intervention.
This is why we have established Myelearsafety school. We pride ourselves in how we guide, support and mentor our students. They receive support throughout their learning experience and into their working lives. Our staff have extensive training experience and also have many years industry experience. We understand the challenges that exist within Environmental and Occupational Health and Safety. Our priority is to ensure that all learners are fully prepared to differentiate themselves in the workplace after completing our Health and Safety courses.
Myelearnsafety offers fully online Health and Safety courses.
To find out more, please check our Courses page.
Alternatively, should you need any additional information, please do not hesitate to let us know via email info@elearn.ie
Personal Protective Equipment, or short PPE, is according to the Hierarchy of Risk Controls the last control method used to control risk. According to the Health and Safety Authority (HSA):
“Personal Protective Equipment (PPE) means any device or appliance designed to be worn or held by an individual for protection against one or more health and safety hazards. Respiratory Protective Equipment Respiratory Protective Equipment (RPE) is a particular type of Personal Protective Equipment, used to protect the individual wearer against inhalation of hazardous substances in the workplace air.”
In other words, PPE includes any equipment or clothing intended to be held or worn by people at work to offer protection against identified problems.
Where more than one item of PPE is required to be used simultaneously, e.g. hearing defenders and safety helmet, the items must be compatible and must not interfere with the level of protection offered by the individual items. Many manufacturers offer integrated systems which might be used provided they abide to certain rules.
Personal Protective Equipment (PPE ) must be provided free of charge by employers – employers cannot pass on to employees any financial costs associated with duties relating to safety, health and welfare at work.
Safety, Health and Welfare at Work (General Application) Regulations 2007 , Part 2 Chapter 3 covers Use of Personal Protective Equipment at work. Broadly speaking all Personal Protective Equipment (PPE) must:
Personal protective Equipment (PPE) must meet certain EU requirements and standards which confirm it meets specified safety and various test criteria. Generally PPE that carries CE mark will meet these criteria.
European Union (Personal Protective Equipment) Regulations 2018 provide that PPE may not be placed on the market or brought into service unless it complies with basic health and safety requirements. It is deemed to be in conformity with the Regulations if it bears the CE mark”.
It should always be remembered that PPE does not change the hazard in any way. Personal Protective Equipment (PPE) offers protection for the wearer only.
When a Risk Assessment indicates that PPE should be used, it is important to choose the right type to protect different parts of the body.
Some of the types of Personal Protective Equipment (PPE) are:
Personal protective Equipment (PPE) should only be used if the hazard cannot be controlled any other way.
All employees required to use Personal Protective Equipment (PPE) must be provided with suitable information, instruction and training (including training in the use, care or maintenance of PPE) to enable them to make proper and effective use of any PPE provided for their protection.
For additional guidance on the requirements of the Personal Protective Equipment Regulations, please refer to the relevant Personal Protective Equipment Guidance to the Safety, Health and Welfare at Work (General Application) Regulations 2007.
Myelearnsafety offers fully online Health and Safety courses.
To find out more, please check our Courses page.
Alternatively, should you need any additional information, please do not hesitate to let us know via email info@elearn.ie
Workplace hazards are anything even remotely that has the potential to cause harm to a person.
Under the Safety, Health and Welfare at Work Act, 2005 an employer is required to carry out risk assessments, prepare a safety statement and implement what it contains. Health and Safety Authority inspectors visiting workplaces will want to know how safety and health is being managed. If they investigate an accident, they will scrutinise the risk assessments, safety statement, and the procedures as well as the work practices.
The Risk Assessment should identify all workplace hazards, quantify the risks and introduce control measures to reduce the risk of injury or illness to the workforce. Some additional legislation also requires employers to conduct specific risk assessment for specific common hazards such as manual handling, hazardous substances, display screen equipment and fire safety.
A risk assessment is simply put a careful examination of workplace hazards and what could cause harm to people. This is so you can consider whether you have taken enough precautions or should you do more to prevent harm. Risk Assessment will help identify what could go wrong, how likely it is to happen and how serious the result could be. The employer then needs to put control measures in place to prevent the problem occurring.
Hazard and Risk have two quite distinct meanings.
For example, a bottle of bleach at work falls under category of workplace hazards. If the bottle contains hazardous liquid, bur locked in the cupboard it does little harm. The risk increases when the bottle is used. When people are working safely there is less chance that an accident will occur.
Chance is a measure of how likely it is that an accident could happen.
Severity is a measure of how serious an injury or health effect could be, as a consequence of unsafe working or of an accident. The severity can be influenced by the following:
• the environment,
• the number of people at risk, and
• the steps already taken to control the hazard.
Generally speaking, identifying and managing risks can be done in five steps:
For example:
Slips and Trips – consider floor surfaces, housekeeping and different floor levels.
Working at Height – e.g. decorations using ladders and construction workers on scaffolding.
Fire Hazards – e.g. flammable substances and sources of ignition.
Moving Vehicles – e.g. forklift trucks and reversing lorries.
Dust – such as wood dust in a sawmill or flour in a bakery.
Hot Liquids – e.g. pans of hot water or oil in a kitchen.
It is not just person conducting the task that may be affected but anyone nearby. For example, builders working on scaffolding above a public walkway may inure pedestrians if equipment or materials are dropped. Some employees will need a separate Risk Assessment, e.g. those who are more vulnerable, such as pregnant workers and young, inexperienced staff.
Consider the consequences of injury or harm. Could someone be seriously inured or even killed? Could lots of people be affected. How likely is it to occur? If the answer to any of these questions is yes, then these hazards should be addressed as a priority and further controls put in place to reduce the risk to an acceptable level, using the hierarchy of control (see below).
It is a legal requirement that businesses formally record their significant findings. It is important not only to implement the controls you identified, making sure staff are trained in the new procedures, but to check to make sure they are followed correctly. Some health and Safety training can be delivered on-line. For solutions, please check our Online Health and Safety Training portal myelearnsafety.com
Reviews should take place when:
Reviews should also take place on a regular basis, possibly annually, just to make sure nothing has been missed and to identify new techniques or scientific developments that could be introduced to improve safety.
When considering control measures there is a scale of preference. the higher up the chart, the better or more preferable the method. Some measures will work for some tasks or activities and some for others, but not all will be suitable.
The following is a hierarchy of controls:
If something is hazardous, the most effective option is to remove the hazard altogether if possible.
If hazard cannot be eliminated, can it be substituted for something safer?
For example;
Procedures needed to work safely, e.g. limiting the amount of time the worker is exposed to a hazard, increasing safety signage, conducting risk assessments.
Equipment or clothing provided to protect an employee against risks to their health and safety. Must only be used once all other measures have been tried and found unsuitable.
Some hazards are obvious, such as unguarded moving parts of machinery, dangerous fumes, electricity, working at heights, moving vehicles or moving heavy loads. Less obvious, but at the root of many accidents, are hazards presented by untidy workplaces and poor maintenance. In the case of other hazards, such as excessive noise or exposure to chemicals, it may take months or even years before ill health materialises.
When deciding on the controls, you should consider the general principles of prevention. These are a hierarchy of controls that set out how to manage hazards. The focus should be to get rid of the hazard, so that people are protected. If this is not possible then you should work through the principles until you have made it as safe as reasonably practicable. Your reliance on personal protective equipment (PPE) should be one of the last steps in the process (not the first).
Always consider give training and instruction. Once you have assessed the risks and decided on your controls in line with the principles above, you will need to tell your employees about them and to make sure that they are competent to comply with them.
A guide to Risk Assessment and Safety Statements is a very useful publication by the Health and Safety Authority of Ireland (HSA), national body in Ireland responsible for the enforcement of workplace health and safety law, the implementation of a number of chemicals regulations, and accreditation. The information contained in the Guide can help an employer or self-employed person to manage safety and health in their workplace(s) by preparing risk assessments and a safety statement.
Myelearnsafety offers fully online health and Safety courses.
To find out more, please check our Courses page.
Alternatively, should you need any additional information, please do not hesitate to let us know via email info@elearn.ie
Employers have a duty of care to protect their employees both mentally and physically in the workplace. This is a workplace and human relations issue and needs to be treated very seriously. It has been identified as dangerous and can lead to health and safety problems.
Bullying in the workplace can be described differently in various forms. The Health and Safety Authority describes it the following:”repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual‘s right to dignity at work.”
Employers need to be vigilant and know that individuals who are accused of bullying have employment rights too. They have to follow the correct procedure.
Where a bullying culture has been identified, (through a number of complaints being received, for instance) employers must take reasonable measures to prevent incidents of bullying occurring (through awareness raising and training as well as reacting speedily to resolve issues early/progress investigations and/or initiate control measures). When and if they bullying occurs, employers should prevent the risk of injury to the health of employees worsening by providing and implementing support and assistance throughout the process, and reviewing and monitoring the environment afterwards, as far as is reasonable..
Managers and supervisors have a particular responsibility to promote dignity in the workplace for all. They should be alert to the possibility of bullying behaviour and be familiar with the policies and procedures for dealing with allegations of bullying. Their behaviour may be modelled by others, as it may be considered acceptable. That’s why managers, supervisors and those in authority should be aware of their own behaviour at work and not engage in improper conduct in any form.
If you are being bullied in the work or want to talk to a someone confidentially, contact us and we can give you help and support advice.
