FATIGUE in the Workforce

FATIGUEin the Workforce

IP Signalling Step up for Safety week 20-24th Oct 2014 delivered by

Acknowledgement

This presentation is based upon information

produced by the RIAG, the Rail Infrastructure Assurance Group, comprising contractors,

Network Rail and the RSSB, working together for a safe rail industry.

For more details please visit http://safety.networkrail.co.uk/Safety-Groups/RIAG

IntroductionEmployers have a legal obligation as well as safety andbusiness reasons to deal with fatigue as part of an overall health and safety program.

This presentation aims to give youinformation about the risksassociated with being tired at work and guidance on how you canavoid or manage fatigue so that you are less likely to be harmed by the effects.

Fatigue• Is a contributory factor in many railway industry

accidents.

• Is a common subject for companies examining the health and safety hazards facing their operations and the workforce

• Can extend to home as well as the workplace.

• Has an impact similar to alcohol impairment

Why Manage?

There is a legal and moral obligation on us ALL to manageworkplace fatigue.

The benefits can be substantial including:

• Avoiding the costs of incidents and accidents

• Reducing absence• Better health & morale• Increased productivity

Major CauseThe major cause of fatigue is a lack of sleep – just once or over time.

It may be:- – due to a late night and feeling tired the next day– having too little sleep and developing a sleep debt.

Physical and mental activities tax the body. It’s no surprisethat you get tired from work; no matter what your task mightbe.

What is Sleep Debt

Most people need 8 hours of sleep a day – some more, some less.

Having less than you need createsa sleep debt.

Cancelling that debt often can’t be done in one night. Forexample, sleeping 6 hours instead of your usual 8 cannotusually be recovered by sleeping an extra 2 hours thefollowing night.

The more sleep debt you have, the more good sleep it maytake to pay it back.

How can it affect your Health & Safety?

• Slower reaction time

• Poor decision making

• Increased likelihood of mistakes

• Decreased performance

• Dangerous lapses from micro sleeps

and automatic behaviour.

The Warning SignsPhysical Symptoms – Do YOU recognise any of these in yourself or any of your work mates ??• Drowsiness • Yawning• Eyes closing or getting sore• Vision going out of focus or blurring• Slower physical reaction time• Cat Napping• Automatic behavior• Short Temper / Irritability• Effects from Over the Counter or

Prescribed Medication

The Warning SignsMental Symptoms:-

• Poor concentration, including wandering thoughts

• Inability to remember things you’ve just done, seen, or heard

• Failure to respond to changes in your surroundings or situation

• Less alertness and watchfulness

• Poor logic and judgment, including taking risks you usually wouldn’t

The Warning Signs

Emotional Symptoms

• Bored

• Restless

• Depressed

• Giddy

• Grouchy

• Impatient

PlanningWhen setting up work rosters we need to make allowancesfor these situations:-

• Long hours of physical or mental activity

• Inadequate breaks

• Not enough rest between work days

• Shift work (permanent or rotating)• Extended or compressed work weeks

and day-off patterns• Being on call• Traveling time – Hours worked [14 hours Door to Door

12 hours Maximum on Site]

Mitigation Measures – What can YOU do ??• Get the required amount of sleep• Take planned meal and rest breaks in your shift• Tell your Manager if you have a sleep related condition such

as SLEEP APNOEA• Take into account future shifts when planning Off-Duty

activities• Declare if you have a second job• Participate in any Fatigue related education or training events• Avoid excessive use of stimulants and sedatives• Declare all medication – Over the Counter or those

Prescribed• If you are concerned or require advice, your organisation’s

Occupational Health team can provide confidential support

Mitigation Measures – What can we do ??

Your company can help with some things, including:-• Provision of lodging• Provision of additional rest breaks in-shift• Rescheduling of scope/scale of work• Alteration to scheduled shift length• Utilisation of local gangs where possible

Limits, Policies and GuidanceCurrently there are absolute maximum limits for working in the UK Rail Industry, which our policy is aligned towards, these are:

• Maximum of 72 hours over any 7 day period

• Maximum duty period of 12 hours

• Maximum door-to-door time (from/to place of rest) of 14 hours.

• No more than 13 duty periods can be booked in any 14 day period.

Please note that the above are the maximum allowable and

should not represent a target!

First steps – Education/Awareness

Please make sure that you consider your own well being when changing shifts, and when volunteering for and working overtime.

• Use accommodation provided by your employer.

• Make sure you are rested before your shift.

• Arrive “fit for work”.

• Be sure to invoke the “work safe” procedure if you feel unable to work or travel safely due to fatigue.

• Get home safe.

Further Information

Fatigue is a major contributor, often concealed, in many accidents and incidents, which needs to be actively managed in the Railway environment along with the demands for night working and shift changes.

Further information on the effects of, and techniques for managing fatigue can be found at:

• http://www.rail-reg.gov.uk/• http://www.rssb.co.uk/• www.hse.gov.uk/humanfactors/• http://www.safety.networkrail.co.uk/Projects/RIAG