What
is fatigue?
Fatigue is more than feeling
tired and drowsy. In a work context, fatigue is a state of mental and/or
physical exhaustion which reduces a person’s ability to perform work safely and
effectively.
It can occur because of
prolonged mental or physical activity, sleep loss and/or disruption of the
internal body clock.
Fatigue can be caused by
factors which may be work related, non-work related or a combination of both
and can accumulate over time.
Why
is fatigue a problem?
Fatigue can adversely affect
safety at the workplace. Fatigue reduces alertness which may lead to errors and
an increase in incidents and injuries, particularly when:
·
Operating fixed or mobile plant, including
driving vehicles
·
Undertaking critical tasks that require a high
level of concentration
·
Undertaking night or shift work when a person
would ordinarily be sleeping.
The effects of fatigue can be
short or long term.
The longer term health effects
of fatigue can include:
·
Heart disease
·
Diabetes
·
High blood pressure
·
Gastrointestinal disorders
·
Lower fertility
·
Anxiety
·
Depression.
How
can you tell if someone is fatigued?
The following signs or symptoms may indicate a worker is
fatigued:
·
excessive yawning or falling asleep at work
·
short term memory problems and an inability to
concentrate
·
noticeably reduced capacity to engage in
effective interpersonal communication
·
impaired decision-making and judgment
·
reduced hand-eye coordination or slow reflexes
·
other changes in behaviour, for example
repeatedly arriving late for work
·
increased rates of unplanned absence.
·
A fatigued worker may also experience symptoms not obvious
to others including:
·
feeling drowsy
·
headaches
·
dizziness
·
difficulty concentrating
·
blurred vision or impaired visual perception
·
a need for extended sleep during days off work.
Workers and
their health and safety representatives (if any) must be consulted, so far as
is reasonably practicable when:
·
planning and designing work schedules and
rosters
·
making decisions on how to manage the risks of
fatigue
·
proposing changes to working hours, work
schedules and procedures
·
making decisions about providing information and
training on fatigue
·
after an incident or ‘near miss’ where fatigue
was a factor.
CONSULTING,
CO-OPERATING AND CO-ORDINATING ACTIVITIES WITH OTHER DUTY HOLDERS
WORKERS
AT HIGH RISK OF FATIGUE
Some workers are
at a higher risk of fatigue because their work typically involves some or all
of the factors which contribute to fatigue, for example:
·
shift workers
·
night workers
·
fly-in, fly-out workers (FIFO)
·
drive in, drive out (DIDO)
·
seasonal workers
·
on-call and call-back workers
·
emergency service workers
·
medical professionals and other health workers.
SAFETY
CRITICAL TASKS
It is particularly important to identify fatigue risks
which might arise when safety critical tasks are being carried out. Safety
critical tasks are those where the consequences of a mistake or error in
judgment could cause serious injury, for example:
·
driving a road vehicle, such as a taxi or
courier van, or operating a crane or other high risk plant working at heights
·
participating in medical or surgical procedures
and settings
·
working with flammable or explosive substances
·
other types of work identified as hazardous, for
example electrical work.
Factors
that may contribute to and increase the risk of fatigue
The first step in the risk
management process is to identify all reasonably foreseeable factors which
could contribute to and increase the risk of fatigue. There may not be obvious
signs of fatigue at the workplace but this does not mean it is not occurring or
factors which may increase the risk of fatigue are not present.
Fatigue is often caused by a number of
inter-related factors which can be cumulative. The major factors contributing
to and increasing the risk of fatigue involve:
WORK SCHEDULES –
SHIFT WORK, NIGHT WORK, HOURS OF WORK, BREAKS
Work schedules which limit the time workers can
physically and mentally recover from work may cause fatigue, for example early
shift start times or late finishes, short breaks between shifts, shifts
lengthened by overtime or double shifts and not enough non-sleep rest breaks
during a shift.
JOB DEMANDS
Some types of work, for example concentrating for
extended periods of time, performing repetitious or monotonous work and
performing work requiring continued physical effort can increase the risk of
fatigue.
SLEEP – LENGTH OF
SLEEP TIME, QUALITY OF SLEEP AND TIME SINCE SLEEP
While tired muscles can
recover with rest, the brain can only recover with sleep. The most beneficial
sleep is deep undisturbed sleep taken in a single continuous period.
The optimum amount of sleep
varies for each person, however, an adult generally requires seven to eight
hours of sleep daily.
ENVIRONMENTAL CONDITIONS
Working in harsh and
uncomfortable conditions can contribute to fatigue, for example, exposure to
heat, cold, vibration or noisy workplaces can make workers tire quicker and
impair performance.
NON-WORK RELATED FACTORS
Factors occurring outside of
work may also contribute to fatigue. A worker’s lifestyle, family
responsibilities, health (e.g. insomnia, sleep apnoea, some medication), other
work commitments, and extended travel between work and home may all increase
the risk of fatigue.
Assessing
the risks
A risk assessment can assist in finding out:
·
where, which and how many workers (including
contractors and subcontractors) are likely to be at risk of becoming fatigued
·
how often fatigue is likely to occur
·
the degree of harm which may result from fatigue
·
whether existing control measures are effective
·
what action should be taken to control the risk
of fatigue
·
how urgently action to control the risk needs to
be taken.
When assessing risks,
contributors to fatigue should not be considered in isolation. For example, job
demands, hours of work and environmental conditions may all increase the risk
of fatigue in the workplace. The risks of injury from fatigue may increase if
workers work long daily hours in a physically or mentally demanding job. This
risk of fatigue may increase when new workers begin their job and are adjusting
to work demands.
It is not necessary to conduct a risk assessment in all
circumstances.
Information,
instruction, training and supervision
Providing information and
training to workers about the factors that can contribute to fatigue and the
risks associated with it will help them to not only do their job but also
implement control measures to minimise the risk of fatigue in the workplace.
Training about fatigue and
relevant workplace policies should be arranged so it is available to all
workers on all shifts. Information and training for workers should include:
·
the work health and safety responsibilities of
everyone in the workplace
·
the factors that can contribute to fatigue and
risks that may be associated with it
·
symptoms of fatigue
·
the body clock and how fatigue can affect it
·
effective control measures for fatigue, for
example work scheduling
·
procedures for reporting fatigue
·
effects of medication, drugs and alcohol
·
nutrition, fitness and health issues relating to
fatigue
·
balancing work and personal demands.
MANAGERS AND SUPERVISORS
Managers and supervisors
should be trained to:
·
recognise fatigue
·
understand how fatigue can be managed and how to
implement control measures, including how to design suitable rosters and work
schedules in consultation with workers,
·
take appropriate action when a worker is
displaying fatigue related impairment.
An appropriate level of
supervision should be provided (for example a higher level of supervision for
safety critical tasks), which may include monitoring work to ensure safe work
practices are followed.
THIS SHORT GUIDELINES PROVIDES INFORMATION
FOR PERSONS UNDERTAKING ON HOW TO MANAGE FATIGUE AT WORK
www.doshti.com
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