HAVS Prevention

HAVS Prevention  – It is the employer’s responsibility to protect workers against HAVS and carpal tunnel syndrome. The employee can assist be being active in asking questions, such as: if the job could be done in a different way without using vibrating tools and machines. If this cannot happen:

• Introduce the use of suitable low-vibration tools.
• Always use the right tool for each job (to do the job more quickly and expose you to less hand-arm vibration).
• Check tools before using them to make sure they have been properly maintained and repaired to avoid increased vibration caused by faults or general wear.
• Make sure cutting tools are kept sharp so that they remain efficient.
• Reduce the amount of time that a tool is used in one go, by doing other jobs in between.
• Avoid gripping or forcing a tool or workpiece more than necessary.
• Store tools so that they do not have very cold handles when next used.
• Encourage good blood circulation by:
  • Keeping warm and dry (when necessary, wear gloves, a hat, waterproofs and use heating pads if available);
  • Giving up or cutting down on smoking because smoking reduces blood flow; and
  • Massaging and exercising your fingers during work breaks.

HAVS Prevention and the law

The Control of Vibration at Work Regulations 2005 require the emplyer to:

• make sure that risks from vibration are controlled;
• provide information, instruction and training to employees on the risk and the actions being taken to control risk; and
• provide suitable health surveillance.

The Vibration Regulations include an exposure action value (EAV) and an exposure limit value (ELV) based on a combination of the vibration at the grip point(s) on the
equipment or work-piece and the time spent gripping it. The exposure action and limit values are:

• a daily EAV of 2.5 m/s2 A(8) that represents a clear risk requiring management; and
• a daily ELV of 5 m/s2 A(8) that represents a high risk above which employees should not be exposed.

HAVS Prevention – Risk Assessment

In common with other health risks, an employer who carries out work that is liable to expose employees to risk from vibration is required to make a suitable and sufficient assessment of the risk created by that work. All risk assessments must be recorded and must be reviewed on a regular basis. The risk assessment should take into consideration:

• the magnitude, type and duration of exposure, including any exposure to intermittent vibration or repeated shocks
• the effects of exposure to vibration
• any effects of vibration on the workplace and work equipment
• any information provided by the manufacturers of work equipment
• the availability of replacement equipment designed to reduce exposure to vibration
• any extension of exposure at the workplace to whole-body vibration beyond normal working hours
• specific working conditions such as low temperatures
• appropriate information obtained from health surveillance including, where possible, published information.

Control Measures for HAVS Prevention

Employers are required to ensure that risk from the exposure to vibration is either eliminated at source or, where this is not reasonably practicable, reduced to as low a level as is reasonably practicable.
Where it is not reasonably practicable to eliminate risk at source and an exposure action value is likely to be reached or exceeded, the employer must reduce exposure to as low a level as is reasonably practicable by establishing and implementing a programme of organisational and technical measures which is appropriate to the activity. Measures to take include:

• other working methods which eliminate or reduce exposure to vibration
• choice of work equipment of appropriate ergonomic design which, taking account of the work to be done, produces the least possible vibration
• the provision of auxiliary equipment which reduces the risk of injuries caused by vibration
• appropriate maintenance programmes for work equipment, the workplace and workplace systems
• the design and layout of workplaces, workstations and rest facilities
• suitable and sufficient information and training for employees, such that work equipment may be used correctly and safely, to minimise their exposure to vibration
• limitation of the duration and magnitude of exposure to vibration
• appropriate work schedules with adequate rest periods
• the provision of clothing to protect employees from cold and damp.

The employer must also ensure that his or her employees are not exposed to vibration above an exposure limit value. Where an exposure limit value is exceeded, the employer must:

• reduce exposure to vibration to below the limit value
• identify the reason for that limit being exceeded
• modify the measures taken to prevent it being exceeded again.

Communication and the HSE tool for HAVS Prevention

Information about the HAVS assessment should be made available and accessible to workers in a form that is easily understood. Most of us would have little or no idea what “a weighted vibration level of 12.3m/s2” means. One of the easiest and simplest way to present HAV data is to convert the vibration values into “safe” working times, ie the usage time before the action level is reached. Plant and processes then become a “26-minute grinder” or a “68-minute process” which provides an intuitive indication of the relative risks. Alternatively, use the “daily usage limit” (“safe” working time) or the exposure points system as a risk indicator in the field as these are much more easily understood than actual vibration values.

The HSE have a simple tool to assist with HAVS Prevention. This HAVS calculator can be found at HSE HAVS tool

Employees and HAVS Prevention – what else can be done?

• Learn to recognise the early signs and symptoms of HAVS.
• Report any symptoms promptly to your employer or the person who does your health checks.
• Use any control measures your employer has put in place to reduce the risk of HAVS.
• Ask your trade union safety representative or employee representative for advice.

Employees – Help your employer with HAVS Prevent and avoidance of carpal tunnel syndrome before they become a problem for you.

 HAVS Prevention and Health Surveillance

When the risk assessment indicates that there is a risk to the health of workers who are, or are liable to be, exposed to vibration (or exposed to vibration above an action value), employers must ensure that these employees are placed under suitable health surveillance. Health surveillance is not a control measure. Health surveillance intended to diagnose any health effect linked with exposure to vibration is deemed to be appropriate where the exposure of the employee to vibration is such that:

• a link can be established between that exposure and an identifiable disease or adverse health effect
• it is probable that the disease or effect may occur under the particular conditions of the employee’s work
• there are valid techniques for detecting the disease or effect.

Suitable records of health surveillance must be maintained which the employee and enforcing authority can have access to. If, as a result of health surveillance, an employee is found to have an identifiable disease or adverse health effect which is considered by a doctor or other occupational health professional to be the result of exposure to vibration the employer must:

• ensure that a suitably qualified person informs the employee accordingly and provides them with information and advice regarding further health surveillance, including any which should be undergone following the end of the exposure
• review the risk assessment
• review any measure taken to eliminate or reduce exposure to vibration, taking into account any advice given by a doctor or occupational health professional or by the enforcing authority
• consider assigning the employee to alternative work where there is no risk from further exposure to vibration, taking into account any advice given by a doctor or occupational health professional
• provide for a review of the health of any other employee who has been similarly exposed, including a medical examination where such an examination is recommended by a doctor or occupational health professional or by the enforcing authority.