Workare

With a legacy of providing Health Surveillance and Safety Medical services in Wales since 1996, Workare’s expert team, based in Bridgend, is now part of the wider Cordell Health team. With further depth in specialist expertise in health and work, we continue to cater to major sectors such as construction and engineering.

Cordell Health are proud to continue to these services which include Safety Critical/Fit-To-Work Medicals and a range of Health Surveillance options, backed by our SEQOHS Accreditation.

Operating across Wales and the South of England, we in Cordell Health are your trusted partner for comprehensive occupational health solutions.

Health Surveillance HSE Appointed Doctor Medicals Safety Critical Medicals Other Services

Health Surveillance services

Health Surveillance is needed for employees exposed to hazardous substances, and is not the same as general health screening or health promotion. Health surveillance protects health through early detection of health effects resulting from exposure to hazards in work, and is required in Health and Safety law when workers remain exposed to health risks even with controls in place.

Health risks which require health surveillance include noise (as at: https://www.hse.gov.uk/noise/healthsurveillance.htm), vibration (as at: https://www.hse.gov.uk/vibration/hav/advicetoemployers/healthsurveillance.htm  )  and substances hazardous to health (as at: https://www.hse.gov.uk/coshh/basics/surveillance.htm). Examples of health surveillance include skin/dermatology assessments, lung function assessments, hearing tests, and Hand Arm Vibration Syndrome screening questionnaires and assessments.

The law also requires that health surveillance includes medical surveillance for certain hazards such as asbestos (as at: https://www.hse.gov.uk/asbestos/index.htm ), lead (as at: https://www.hse.gov.uk/lead/index.htm ) and ionising radiation (as at: https://www.hse.gov.uk/radiation/ionising/index.htm ). Where medical surveillance for these hazards is required, one of our occupational physicians designated as an Appointed Doctor by HSE will undertake this, as we describe under HSE appointed doctor medicals.

(Source: https://www.hse.gov.uk/health-surveillance/overview.htm )

View all services below

HAVS

Some employees who use hand-held tools and machines producing very high levels of vibration can suffer permanent injuries to their hands and arms. The Management of Health and Safety at Work Regulations 1992 and the Health and Safety at Work Act 1974 require the employer to assess risks caused by work, including risks from working with high vibration, and to take measures to control these as far as is reasonably practicable.

Health surveillance could pick up employees showing early signs of injury, which could then be medically assessed.

Employees and employers could be advised about continuing to work with high vibration equipment. Annual screening could help stop problems developing at an early stage.

Tier 1-4 HAVS

Hand Arm Vibration Syndrome Health Surveillance includes:

  • Tier 1 (new starter) and Tier 2 (annual) questionnaire
  • Analysis of results and advice on next stage

Depending on the results we can then offer

  • Escalation to Tier 4 HAVS assessment by a HAVS qualified occupational physician for diagnosis of HAVS or carpal tunnel syndrome
  • Report and recommendations

This assessment can be carried out on site or in our consulting rooms and takes approximately 60 minutes.

Ongoing Tier 3 or Tier 4 HAVS health surveillance assessments when needed

  • Annual Tier 3 assessments for those with ongoing symptoms and/or a diagnosis of HAVS, by a HAVS qualified occupational health nurse
  • For some, annual Tier 4 HAVS assessment by a HAVS qualified occupational physician will be recommended depending on symptoms, or following escalation from Tier 3
  • A report for the company with recommendations
  • If advised by a HAVS qualified occupational physician that an employee exposed to hand-arm vibration has a new diagnosis of hand arm vibration syndrome (HAVS) or carpal tunnel syndrome, this must be reported under RIDDOR, the Reporting Injuries, Diseases and Dangerous Occurrences Regulations (Source: https://www.hse.gov.uk/riddor/ )

A useful video from Health Risk At Work about hearing and touch

Enquire
Audiometry Test

Workare offers an audiometry screening programme that can be tailored to meet your requirements.

Why have an Audiometry test?

Occupational audiometry is a screening technique used to detect early damage to hearing resulting from exposure to noise. The Control of Noise at Work Regulations 2005 requires employers to prevent or reduce risks to health & safety from exposure to noise at work.

Employers have duties under the Regulations to:

  • Assess the risks from noise at work
  • Take action to reduce the noise exposure
  • Provide your employees with hearing protection if you cannot reduce the noise exposure enough by using other methods
  • Make sure the legal limits on noise exposures are not exceeded
  • Provide your employees with information, instruction and training
  • Carry out health surveillance where there is a risk to health

Audiometry test process

  • Questionnaire
  • Examination of ear
  • Test in Sound Reducing Booth
  • Explanation of results
  • Record form for manager
  • Copy of test result and form for GP where appropriate
Enquire
back pain

Spirometry Testing (Lung Function)

Respiratory lung function screening is carried out to comply with the COSHH Regulations. Respiratory illnesses commonly cause sickness absence, unemployment, visits to the GP, and disability. Collectively, these disorders cause the loss of millions of days per year. 

There is a duty for employers to carry out risk assessments in order to identify any hazardous or potentially hazardous substance that an employee may breathe in while at work, and then – to do something about it. (COSHH Regulations). Health surveillance works hand in hand with other preventative measures taken by a caring employer, keep up to date – check out the latest COSHH Legislation 2002. 

Employees who are likely to be exposed to respiratory sensitivities (e.g. isocyanates) should be provided with suitable health surveillance. The exact details will depend of the nature and likelihood of exposure. An occupational health practitioner should be able to ensure that health surveillance fits your particular circumstances.

Health surveillance should then include an assessment at the following intervals :

  • Three months into employment (questionnaire and spirometry)
  • Every six months for the first two years of employment with an annual review thereafter if no problems are identified (questionnaire and spirometry)

Source:http://www.hse.gov.uk/construction/healthrisks/hsrespiratory.htm

Hazards Requiring Screening:

  • Colcophony fumes
  • Gluteraldehydes
  • Grain dust and flax
  • Hardwood dusts
  • Isocyanate paint sprays
  • Metal plating processes
  • Organic dusts
  • Polyurethane resins
  • Reactive dyes
  • Silica dust
  • Welding fumes

Why we do it

We can help you to meet your health requirements and help identify any areas that may cause concern with regard to respiratory sensitivities.

What we do

We would complete a questionnaire with the employee that asks about symptoms and occupational exposure to potentially hazardous substances. This is followed by a practical lung function test which will provide us with individual results and is compared to the predicted result for a person of a similar age, height, sex and ethnicity.

Health Surveillance includes:

  • A confidential questionnaire
  • Spirometry (Lung Function) test
  • Health advice as appropriate
  • Referral to a specialist medical consultant if necessary
  • A record sheet for managers which will satisfy health and safety executive requirements
  • This takes 25 minutes per person
Enquire
dermatology

Work-related skin problems are caused or made worse by exposure to or coming into contact with substances such as chemicals and oils.

What should I do about it?

There are simple, cost-effective steps employers and workers can take to avoid skin problems at work, and to manage them if they do happen, using the Avoid, Protect and Check approach. (Courtesy of HSE web site)

What Workare Dermatology Screening provides:

We would carry out a screening program that looks at the hands and arms of your employees.

  • To identify any areas of concern relating to possible skin exposure
  • To help you meet your legal requirements under COSHH Regulations and assist in good skin health

What is involved

  • A questionnaire that asks about substances being used now and in the past
  • A physical examination of hands and arms and ask about care of skin in work
  • Advice given at the time to the employee about skin care
  • A health record form for the company as proof of screening

Workare has access to a Consultant Occupational Dermatologist in cases where further investigation is indicated.

Situations where Health Surveillance is appropriate

  • Where employees are liable to be exposed to substances known to cause skin sensitisation (allergic contact dermatitis)
  • Where employees are liable to be exposed to substances known to cause urticaria
  • Where there have been previous cases of work related skin disease, such as dermatitis or urticaria in the workforce/place
  • Where there is reliance on PPE, eg gloves as an exposure control measure; eg printers wearing gloves to protect against solvents used during press cleaning, or paint sprayers using two-pack paints wearing gloves and overalls. Even with the closest supervision there is no guarantee that PPE will be effective at all times
  • Where there is evidence of skin disease in jobs within the industry; eg frequent or prolonged contact with water (termed ‘wet-working’) causing dermatitis in hairdressers and healthcare workers
  • Where employees are liable to be exposed to hexavalent chromium compounds eg mists from chrome plating baths causing chrome ulcers in platers

This is not a definitive or exhaustive list and there will be many other instances where health surveillance is required.

Source  http://www.hse.gov.uk/skin/professional/health-surveillance.htm

Enquire

What is Health Surveillance?

  • Health Surveillance should not be confused with general health screening, health monitoring or health promotion
  • Health Surveillance is a statutory requirement for employees who are exposed to substances that could be hazardous to their health

Health Surveillance can

  • Help to detect ill health effects at an early stage and  assist employers to determine if their risk assessments and monitoring are effective
  • Provide data to help employers evaluate health risks – to identify trends in an individual over time, and trends across all workers exposed
  • Highlight any concerns regarding the effect of work on health and health on work both in short and long term
  • Provide an opportunity to reinforce training and education of employees
  • Evaluate the effectiveness of risk management controls

Health Surveillance must be carried out where the employer’s risk assessment indicates this is needed. HSE advise that health surveillance schemes should usually be set up with input from a competent occupational health professional; such as ourselves in Cordell Health.

Examples of Health Surveillance

  • Skin/Dermatology assessment for those exposed to oils and hazardous substances. This involves a questionnaire, a physical inspection of the hands and arms, questions about how the person looks after their hands in work – and advice is given on best practice
  • Lung function assessment for those exposed to respiratory irritants- dust, fumes etc. such as welders. This involves a questionnaire, followed by a lung function test
  • Hearing tests for those exposed to noise; this involves a questionnaire, followed by an ear examination and full hearing test
  • Hand Arm Vibration Syndrome (HAVS) screening for those using vibrating equipment. Tier 1 and 2 is a questionnaire and depending on the answers we may recommend a Tier 4 health surveillance assessment by a HAVS qualified occupational physician. Ongoing Tier 3 assessments by a HAVS qualified occupational physician (or Tier 4 by a HAVS qualified occupational physician ) may be needed annually

Health Record

After the Health Surveillance assessment a report will be sent to the employer for inclusion in the employer held health record. We in Cordell Health will retain clinical occupational health records in line with our usual policy;  what is called the health record must be retained by the employer as proof of surveillance being carried out for periods of time specified in legislation (Source: https://www.hse.gov.uk/health-surveillance/record-keeping.htm)

To be effective, health surveillance assessments must be carried out for those exposed at the regular intervals recommended and the results acted on – to inform review of risk assessment (Source: https://www.hse.gov.uk/health-surveillance/act-on-results.htm#article)

All Health Surveillance Services

HSE Appointed Doctor Medicals

The law requires that health surveillance includes medical surveillance for certain hazards such as asbestoslead, and ionising radiation.

Where medical surveillance is required, you must use a competent occupational health doctor appointed by HSE, called an appointed doctor. The one exception is for some lower risk asbestos work.

We have a number of HSE appointed doctors among our employed medical staff at Cordell Health.

View all services below

asbestos

Asbestos is a known occupational health hazard. Working with asbestos is regulated by the Control of Asbestos Regulations 2012 (CAR); this places a duty of care on employers to maintain a health record for employees who are involved in licensed work with asbestos and make sure they are under medical surveillance by an appointed doctor or employment medical adviser. Self-employed individuals are also responsible and required to organise their own asbestos medical.

Licensed work includes work with the most dangerous form of asbestos, where asbestos fibres can be most easily released into the air, leading to a higher risk of worker exposure. Examples of this are work with asbestos coatings, most work with asbestos insulation and asbestos insulating board.

An asbestos medical, carried out by a HSE approved physician will check for respiratory conditions linked to asbestos exposure. This involves taking a medical and occupational history, examining the respiratory system and measuring lung function. A certificate is issued to confirm that medical surveillance under CAR has been carried out.

Medicals are required two yearly for licensed work.

Enquire

Under the Ionising Radiations Regulations 2017 (IRR), classified persons require medical surveillance by an appointed doctor or employment medical adviser. The purpose of medical surveillance is to confirm that an individual is fit or continues to be fit for the intended work with ionising radiation.

Classified persons are defined as those exposed workers likely to receive an effective dose of radiation greater than 6mSv per year or an equivalent dose greater than 15mSv per year to the lens of the eye or greater than 150mSv to the skin and extremities.

Employers must also arrange for adequate medical surveillance for any employee who has received an overexposure.

It will be necessary for the appointed doctor to understand the work environment and tasks, obtain a full medical history and to review dose records. This will help to determine any examination that is required.

Reviews are required at least every 12 months. Reviews can be paper review but a face to face assessment is required at least once every five years.

Enquire
lead

Under the Control of Lead at Work Regulations 2002 (CLAW), employers must ensure employees are under medical surveillance by an appointed doctor or employment medical adviser where exposure to lead is, or is liable to be significant.  

The initial medical assessment for inorganic lead exposure involves taking a medical and occupational history, doing a clinical examination and measuring blood lead.

Periodic medical assessments should be conducted at intervals of not more than 12 months and involve reviewing the records and history, clinical examination and measurement of blood lead. Women of reproductive age and young people should have blood lead assessed at least every 3 months.

Enquire

What are HSE Appointed Doctor Medicals?

As defined in the regulations for those working with asbestos, lead and ionizing radiation, you must use medical surveillance where there could be exposure to these high hazard substances or agents. A doctor appointed by HSE must do the medical surveillance, except for some lower risk asbestos work (Source: https://www.hse.gov.uk/health-surveillance/types-of-health-surveillance.htm#article ).

HSE Appointed Doctor Medicals

  • Asbestos
  • Lead
  • Ionizing radiation

Health Record

After the Health Surveillance assessment a report will be sent to the employer for inclusion in the employer held health record. We in Cordell Health will retain clinical occupational health records in line with our usual policy;  what is called the health record must be retained by the employer as proof of surveillance being carried out for periods of time specified in legislation relating to asbestos, lead and ionising radiation respectively.

To be effective, health surveillance assessments must be carried out for those exposed at the regular intervals recommended and the results acted on – to inform review of risk assessment. (Source: https://www.hse.gov.uk/health-surveillance/act-on-results.htm#article)

All HSE Appointed Doctor Medicals

Safety Critical Medicals

Most main contractors require this to be completed by a SEQOHS Accredited Occupational Health Company.

It is important that safety-critical workers are not suffering from medical conditions or undergoing any medical treatment which is likely to cause sudden loss of consciousness or incapacity, impairment of awareness, concentration, balance or coordination or significant limitation of mobility.

A medical, such as a fitness-for-task health check, as identified in the National Industry Standards for Occupational Health, would go a long way towards ensuring these legal requirements are met.

Cordell Health LTD are accredited with the highest occupational health standard SEQOHS ( Safe Effective Quality Occupational Health Service ) and are qualified to carry out Safety Critical medicals in accordance with National Guidelines.

View all services below

confined space

What is a confined space?

A confined space is one which is both enclosed, or largely enclosed, and which also has a reasonably foreseeable risk to workers of fire, explosion, loss of consciousness, asphyxiation or drowning.

The space itself may be small and restrictive for the worker or it could be far larger such as a grain storage silo with hundreds of cubic metre capacity.

Legislation

  • The Confined Spaces Regulations 1997 apply where the assessment identifies risks of serious injury from work in confined spaces
  • Wherever possible, a company should avoid carrying out tasks in confined spaces. Where this is not possible, you must assess the risks of the particular confined space and plan how you will control those risks

Dangers can arise in confined spaces due to:

  • Lack of oxygen
  • The buildup of poisonous gas, fume or vapour
  • Liquids and solids which can suddenly fill the space or release gas into it when disturbed
  • Fire and explosions
  • High dust levels
  • Hot conditions

Working in confined spaces is subject to the Management of Health and Safety At Work Regulations 1999 and the Confined Spaces Regulations 1997. Risk assessment and safe systems of work are key in the management of these risks.

You should ensure that your workers are fit to work in these environments and are able to escape safely if they need to

Medical Assessment

It is not a legal requirement to have a confined spaces medical but it is good practice to have one if you or your staff are likely to be working in this environment.

What is involved?

  • Health questionnaire including questions about psychological issues such as claustrophobia
  • Height, weight, body mass index, waist and hip measurement
  • Blood pressure
  • Vision screening for near and distance
  • Standard urine test for protein and sugar
  • Lung function baseline
  • Hearing test baseline
  • Specific confined space related questions
  • Sniff/ Smell test- to see if individual can distinguish different types of odours
Enquire
forklift

Medical standards guidance for employers

Lift Trucks – Frequency of testing

It is good practice for all operators and potential operators to be screened for fitness before employment and again at regular intervals in middle age. Examination at age 40 and thereafter at five-yearly intervals up to age 65 is recommended. Operators over 65 should be screened annually.

Examination is also recommended in all cases after an accident or sickness absence of more than one month, or after a shorter period if it appears likely that the illness may affect fitness to operate. Should any operator or employer suspect or become aware of a condition which might affect ability to operate a lift truck, then examination should also take place.

It is recommended that any requirement for medical screening and/or examination should be agreed between employer and employee in advance under a contract of employment. Source HSE Guidance

Car Van drivers

The DVLA guidance on Fitness to drive applies and gives guidance to those driving Class 1 vehicles (cars) and Class 2 ( HGV/PSV ).

Application Of Medical Standards

  • Always judge a person’s fitness for operating a vehicle individually
  • Match the requirements of the driving task with the fitness and abilities of the driver
  • For most work, a standard equivalent to Group 1 will be appropriate
  • In some cases, however, a more stringent standard may be required such as Group 2 or Plant Operators Guidance

How often should you carry out a Driver Medical?

  • All existing and potential workplace transport operators should be screened for fitness at employment and at five-yearly intervals from age 40 to 65 and  then annually over 65
  • Group 2 licences are renewable five-yearly from age 45 by a doctor
  • Group 2 after age 65 should have annual assessments for fitness by a doctor
  • We recommend assessment after an absence of more than one month or after a shorter absence if it is likely that the illness has affected the worker’s fitness to operate workplace transport
  • If a GP signs a worker off as fit to return to work, it may not be the same as fitness to operate workplace transport

Workare Driver Assessments

Fork Lift Truck Driver Medical – We follow the HSE Guidance

  • Each person’s fitness for operating a lift truck should always be judged individually
  • The underlying approach should be to match the requirements of the particular driving task with the fitness and abilities of the driver
  • For most work a standard equivalent to that of the Group 1 entitlement will be appropriate
  • In some cases, however, a more stringent standard may be required, for example …….demanding environment, working at night, or if large, heavy trucks are to be operated. In these instances some or all of the medical standards equivalent to that of Group 2 entitlement may be appropriate
  • Every medical should however include a questionnaire, blood pressure check hearing check, vision check, agility check, heart conditions, nervous conditions, psychological issues and a urine test for sugar

Questions the employer should think about

Are you satisfied that your drivers are sufficiently fit and healthy to drive safely and not put themselves or others at risk?

  • Do Class 2 HGV drivers have the appropriate licence in place?
  • Do all your drivers have regular medicals to makes sure they are safe to drive?
  • Do you remind your staff that there are minimum eyesight standards to meet if they are driving and how to do you ensure that they meet the standards?
  • Have you told staff that they should not drive, or undertake other duties, while taking a course of medicine that might impair their judgement?
Enquire
WInd turbinę

RUK Wind Turbine Medicals

What is involved in a Wind Turbine Medical?

  • Completion of Health Questionnaire
  • Consultation with a medical professional
  • Urinalysis – routine urine test with immediate result
  • BMI – measurement of height, weight and calculation of Body Mass Index
  • Vision Test
  • Pulse and Blood Pressure Measurement
  • Lung Function Test (spirometry)
  • Hearing Test
  • Step Test
  • Confined Space Medical Aspects
  • Specialist Mobility/ Grip Test

This is a specialist medical and takes 2 hours.

Enquire
Working at height

If you have staff working at height where they could fall and injure themselves you need to ensure that they are fit medically to do their job. If your employees work with the following:

  • Working platforms such as scaffolds, tower scaffolds, cherry pickers, scissor lifts and podium steps
  • Work on a roof, piece of plant or equipment
  • Using ladders or stepladders

It would be advisable to make sure that they are medically suitable for this work.

Working At Height Medical involves:

  • Carry out a full base line medical
  • Carry out extra tests that are working at height specific such as cardiovascular, and agility screening

We work to criteria set by National Guidelines.

Enquire

What are Safety Critical Medicals

The term ‘safety critical work’ is defined as: “Where the ill health of an individual may compromise their ability to undertake a task defined as safety critical, thereby posing a significant risk to the health and safety of others.”

Source: http://www.cbhscheme.com/Press-Releases/Safety-critical-workers

It is important that safety-critical workers are not suffering from medical conditions or undergoing any medical treatment which is likely to cause sudden loss of consciousness or incapacity, impairment of awareness, concentration, balance or coordination or significant limitation of mobility.

A medical, such as a fitness-for-task health check, as identified in the National Industry Standards for Occupational Health, would go a long way towards ensuring these legal requirements are met.

We’re accredited with the highest occupational health standard SEQOHS ( Safe Effective Quality Occupational Health Service ) and are qualified to carry out Safety Critical medicals in accordance with National Guidelines.

Examples of Safety Critical Medicals

  • FLT Driver (in specific circumstances)
  • Driver and Mechanical Handling Equipment Operator
  • Plant Operator
  • Scaffolder/Rigger
  • Roadside (high speed) worker
  • Tunnelling worker
  • Slinger/Signaller/Banksman/Traffic Marshall
  • Confined Space
  • Working at Heights

Safety Critical Worker Medicals consist of the following

  • A baseline SCW health questionnaire to establish any current or previous medical/psychological health history
  • Clinical tests in accordance with Guidelines
  • Plus specialised tests in case of working at heights & confined spaces
  • Drug and Alcohol testing as required
  • The result will be classified as Fully Fit , Fit With Restrictions Or Unfit

We are Costain , Skanska , Kier Group , McAlpine , Balfour Beatty, Laing O’Rourke , Carillion & Wilmott Dixon approved for safety critical medicals!

All Safety Critical Medicals

Other Services

We have an experienced team of specialist occupational health nurses, doctors and other health professionals, as well as those training to be specialists under our supervision.  Our team is familiar with regulatory complexities including health and safety legislation and that related to disability and other protected characteristics.  We offer flexible delivery options to assist employers in compliance with legislation  to protect and promote the health of employees in work, and advising on how those with health conditions and disability may be supported in their work

Through occupational health needs assessment undertaken with you, we can then advise on workplace hazards and how these might be mitigated in the interest of preventing ill health and injury, and can also advise management on promoting health at work. This might include advice, training and policy development on subjects such as drug and alcohol in the workplace, the menopause, and support to mental health are areas where we have provided expertise.

Workplace assessment and health surveillance can be undertaken on site.  We also undertake medical assessments at our Cordell Health clinic locations in Wales and the South of England, and by arrangement with clients on-site (when required, or on an agreed regular basis).  We also undertake remote consultations (usually by video).

Learn more about our Support services, including case management, pre-placement screening, sickness absence referrals and advice on long-term health conditions

View all services below

Biological Monitoring

What Is Biological Monitoring?

Biological monitoring involves analysis of breath, urine or blood samples collected from employees when there is a possiblility of substances being absorbed into the body.

What does your employer have to do?

Many jobs involve using chemicals which can harm your health if they are not properly handled. Under the Control of Substances Hazardous to Health Regulations 1994 (COSHH) your employer has to look for the risks to your health from chemicals in the workplace. Your employer must make sure that your exposure to chemicals is either prevented, or properly controlled. To do this he or she may need to measure your amount of chemical exposure.

How can chemicals enter your body?

  • by breathing them in;
  • by absorbing them through the skin; or
  • by swallowing them. This can happen if your hands become contaminated at work and you do not wash them before eating, drinking or smoking

If you are exposed to chemicals in the job you do, the most common way of finding out how much you are exposed to is to measure how much of the chemical is present in the air you breathe in. However, this does not tell you how much of the chemical has actually entered your body. In particular, it does not measure how much has entered your body through the skin or by swallowing. This is why we sometimes recommend biological monitoring for certain chemicals.

Bow can the amount of chemicals absorbed into your body be measured?

Biological monitoring can be used to indicate how much of a chemical has entered your body. It involves measuring the chemical you are exposed to at work (or what it breaks down into) in a sample of your breath, urine or blood. Which of these three samples is used depends on how the chemical you are exposed to is processed by your body. Biological monitoring is often used together with air monitoring.

Biological monitoring is especially useful when:

  • there is likely significant absorption through the skin; and
  • control of your exposure depends on personal protective equipment and your employer needs to check it is protecting you. Courtesy of HSE web site
Enquire
case management

Through case management referrals from managers or HR we can advise on how those with health conditions and disability may be supported in their work. This assists employers to efficiently manage workforce health and well-being in work. We offer expert guidance to address employee health concerns, minimising absenteeism, and promoting a healthier, more productive workplace.

Enquire
night shift

The Working Time Directive Regulations require employers to identify those employees who work long hours or shift patterns.

Under the Working Time Regulations 1998, employers are required to ensure that workers are fit for night work and must offer a free health assessment to anyone who is about to start working nights and to all night workers on a regular basis. Once identified, Workare can provide a comprehensive service for those who are entitled to a health screen. 

Long hours or shift/night working can have adverse effects on acute and chronic medical complaints.

What are the undesirable effects of shift work?

Research has shown that there can be undesirable consequences for those working shifts outside standard daytime hours, particularly those covering the night or with early morning starts.

For example, shift work may result in:

  • Disruption of the internal body clock
  • Fatigue
  • Sleeping difficulties
  • Disturbed appetite and digestion
  • Reliance on sedatives and/or stimulants
  • Social and domestic problems

Which in turn can affect performance, increase the likelihood of errors and accidents at work, and might have a negative effect on health.

Source: Managing shiftwork HSE Guidance ISBN 978 0 7176 6197 8

Night Worker Assessment health effects

As well as chronic fatigue, there is some evidence associating long-term exposure to shift work and the following ill health effects:

  • Gastrointestinal problems such as indigestion
  • Abdominal pain, constipation, chronic gastritis and peptic ulcers
  • Cardiovascular problems such as hypertension, coronary heart disease
  • Increased susceptibility to minor illnesses such as colds, flu and gastroenteritis

Don’t put your staff at risk offer them a Workare Night Worker Assessment

Includes:

  • Health questionnaire
  • Clinical tests
  • Counselling for employee
  • Health record form for manager

Workare night worker assessments takes approximately 30 minutes per person.

Management will be provided with evidence that screening has taken place in order to satisfy the requirements of the Working Time Directive.

Good practice guidelines for shift design

  • Plan an appropriate and varied workload
  • Offer a choice of permanent or rotating shifts and try to avoid permanent night shifts
  • Either rotate shifts every 2-3 days or every 3-4 weeks – otherwise adopt forward rotating shifts
  • Avoid early morning starts and try to fit shift times in with the availability of public transport
  • Limit shifts to 12 hours including overtime, or to 8 hours if they are night shifts and/or the work is demanding, monotonous, dangerous and/or safety critical
  • Encourage workers to take regular breaks and allow some choice as to when they are taken
  • Consider the needs of vulnerable workers, such as young or aging workers and new and expectant mothers
  • Limit consecutive work days to a maximum of 5 – 7 days and restrict long shifts, night shifts and early morning shifts to 2-3 consecutive shifts
  • Allow 2 nights full sleep when switching from day to night shifts and vice versa
  • Build regular free weekends into the shift schedule

Source HSE web site

Enquire
Cordell Health
We aspire to provide a dynamic, sustainable and ethical way of delivering workplace health and wellbeing

Protect

Protect your workforce with risk led health surveillance programmes, employee medicals, DSE risk assessments and on-site clinics.

Protect

Support

Obtain advice and support on your worker's health whether it post-offer screening, sickness absence referrals or adjustments for long-term conditions.

Support

Promote

Promote workforce health and wellbeing with tailored health promotion packages that boost engagement, resilience and productivity.

Promote

Enrich

Engage with your workforce on health by commissioning research-led consultancy services to inform strategy and enrich wellbeing throughout the organisation.

Enrich

What people are saying

Client

Cordell Health

"

You have supported me in the last year with two
members of staff and your team has been fantastic. Both team members gave positive feedback on your service,
especially about the staff they were matched with, so thank you."

Employee

Cordell Health

"

If my story can be used as a positive to help others then that is a great positive from a horrid situation! I have thought
about whether there was a way to help teachers with my condition and allow them to contact me for support. I think I'll
look into this."

Client

Cordell Health

"

I just wanted to write to thank you for your involvement and contributions to our employee."

Employee

Cordell Health

"

Thank you for helping me through the most difficult time in my life. You kept your promise of staying with me to the end which was crucial to my recovery."

Client

Cordell Health

"

We’ve received incredibly positive feedback from our students, vocational teachers and some of our key heads of
department who attended, that your talk was highly relevant, refreshingly informative and very much valued by
 everyone!"

Employee

Cordell Health

"

I just wanted to send some positive feedback following my recent assessment with your OH clinician. She gave me
the opportunity to talk and ask any questions and explained each step of the assessment with clarity.
"

Client

Cordell Health

"

The support offered through the report will most definitely enable the organisation to support
 and ensure that her working life is a happy and productive one."

Workare enquiry

0118 207 6198 enquiries@cordellhealth.co.uk