As a heatwave sweeps across the country, many of us will be enjoying these warmer days and basking in the weather. But spare a thought for those having to work under the unrelenting scorching heat of the sun.
It’s imperative to understand the associated risks – especially for outdoor workers. Occupations like construction, landscaping, and farming are predominantly vulnerable as their working hours would fall typically when the sun is at its hottest and most harmful.
Perhaps the biggest risk of working in the sun is skin cancer. As one of the most common cancers, it is attributed to one-third of all diagnoses, and in 80% of cases, skin cancer is caused by overexposure to UV radiation – or spending too long under the sun’s rays. That’s why it’s essential to protect yourself from these harmful rays and stay cool.
But does the responsibility lie with the employer or the employee when it comes to staying safe in the sun in the line of employment?
Peninsula’s Health & Safety Director Gavin Scarr Hall explains:
“The Health and Safety at Work Act make it clear that there is a legal duty on every employer to ensure, as far as reasonably practical, the health of their employees, whilst the Personal Protective Equipment at Work Regulations state that employers must provide suitable PPE to employees who may be exposed to a risk to their health or safety while at work. This includes risks from sunlight and applies to both employees and those with a more casual contract.
“The Management of Health and Work Regulations also requires the employer to conduct a suitable assessment of the risks to the health of their workforce – including those risks from UV radiation and heat stroke.
“The type of PPE that an employer must provide will depend on the specific risks involved. For example, if workers are exposed to the sun for long periods of time, the employer may need to provide – if reasonably practicable to do so – sunscreen, hats, sunglasses, and long-sleeved shirts: the efficacy of which is not to be underestimated. Employers must also ensure that the PPE they provide is suitable for the job and the worker. For example, sunscreen must be water-resistant and have an SPF of at least 15. And it’s important to remember that the risk doesn’t stop when there are clouds in the sky. UV exposure remains a risk even on dull days.
“For those employers who might have larger teams and/or smaller budgets, it may not be ‘reasonably practicable’ for them to provide such PPE to their teams, but communication of the risks of excessive exposure to strong sunlight and the need to keep exposed parts of the body covered, and encouragement for them to provide their own PPE will still be key.
“Another ailment to consider as a result of the sun is heatstroke, a severe condition that occurs when the body is unable to control its temperature due to excessive heat. Typical symptoms include inability to concentrate; muscle cramps; heat rash; severe thirst; fainting; fatigue; nausea; headache; and in some extreme cases, death.
“Providing specialised PPE (including heat-reflective clothing and breathable fabrics) will help keep heatstroke at bay. Plus, additional prevention measures for both sunburn and heatstroke include giving your outdoor workers the opportunities for regular, and if required, more frequent, breaks in areas that are shaded and cool, and providing drinking water to prevent dehydration.
“Employers should be reminded that last year, the Office for National Statistics reported 3,271 excess deaths during heat periods in England and Wales, which highlights a need for employers to proactively put supportive measures in place to deal with this year’s heatwaves – such as arranging appropriate first aid arrangements i.e. First Aiders trained to deal with heat stroke and exhaustion.
“It’s also worth noting that the Employment Rights Act 1996 protects employees and workers from detriment if they refuse to come to work where they have a reasonable belief that the workplace poses a serious and imminent threat to their health which they cannot reasonably be expected to avert. Where an employee has concerns about their safety in excessive heat, you should explain to them the measures that are in place to protect them and, where necessary, make more adjustments dependent on the employee’s personal circumstances.”
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