WORKING MUMS-TO-BE: WHAT EMPLOYERS NEED TO KNOW

WORKING MUMS-TO-BE

WHAT EMPLOYERS NEED TO KNOW

By Dr Alan Black, Director of Blackwell Associates Ltd

Under the Management of Health and Safety at Work Regulations 1999, employers have a legal and moral obligation to ensure that all pregnant employees are safeguarded from occupational risks that may pose a threat to their health and/or the unborn baby’s. 

In the interest of reducing health and safety hazards for all employees, businesses need to conduct risk assessments to identify which occupational factors, if any, may cause a negative impact on the physical and mental well-being of staff. 

In advance of an employee formally notifying the HR department of her pregnancy (preferably at the earliest convenience) special consideration needs to be taken into how certain processes and working conditions may influence her health under the Workplace (Health, Safety and Welfare) Regulations 1992.

Common risks include work-related stress, long working hours, heavy lifting, excessive noise levels, handling chemical material, extreme temperatures, and posture. 

If a risk is identified, employers must inform the employee in question and take the necessary steps to resolve the issue upon the advice of an occupational health physician. This may include altering the employee's shift pattern, job responsibilities, or workstation.

If it proves impossible to remove the risk entirely, the employee may need to be suspended on full pay until further notice in order to protect the health and safety of her and the baby.

If a pregnant employee has any health concerns relating to their place of work, they should report them immediately to their line manager and designated occupational health professional. 

In addition to a confidential health assessment, the occupational health physician may visit the work environment to evaluate the employee’s exposure to occupational hazards and advise the HR department accordingly.

Finally, employers must allow paid time off for a pregnant employee to attend ante-natal appointments as a statutory right. 

With the exception of the first appointment, senior management is entitled to ask for evidence of antenatal appointments and make consideration for travel time both to and from consultations. 

To find out more about Blackwell Associates, visit blackwellassociates.co.uk or call 028 9065 6131.

Blackwell Associates can also be followed on Twitter @BwellAssociates and Facebook 

The Dangers of Online Self-Diagnosis

THE DANGERS OF ONLINE SELF-DIAGNOSIS

by Dr Alan Black, Director of Blackwell Associates Ltd

“As we submerge ourselves further into the digital era, the modern phenomenon of cyberchondria (the term used for those who search symptoms online for a medical diagnosis), is a growing concern amongst healthcare professionals.

"With the majority of people now having full, 24 hour access to computer and mobile technology, we have entered an age of self-diagnosis were the line between a patient and doctor is becoming increasingly blurred. Whilst the benefits of having such a vast amount of information available at our fingertips can be argued (such as raising awareness of medical conditions) the same cannot be said for the number of misdiagnosis cases and/or mental distress it has led to.  

"The risk is a patient will likely be met with the most serious types of illness when they first enter their symptoms into a search engine, which can often provoke unnecessary feelings of anxiety and stress.

"A study by Microsoft for instance revealed that the probability of a “brain tumour” diagnosis showing in response to an online search for “headache” stood at 0.26 - the same as “caffeine withdrawal” also.

"Despite the huge range in scale, research has shown that individuals are more inclined to believe the most severe and perhaps less common diagnosis, than the more likely, less serious one.

"With this misinformation in hand, individuals may then attempt to self-medicate the illness they believe to have by taking over-the-counter pills or making substantial changes to their lifestyle and diet. 

"Not only is this unnecessary in many cases, but more worryingly, it also leaves the door open for the true source of the problem to develop and worsen due to the delay in an accurate diagnosis by a medical professional.

"Another thing to also consider is the comparison between the self-diagnosis of a physical and a mental condition.

"Unlike a physical illness, which can be detected through a series of physical symptoms, the source of emotional and mental complications such as fatigue, anxiety and low mood, can prove much more difficult to pinpoint.  

"Without a full understanding of the complexities and subtleties of mental illness, most people will inadvertently over simplify it and misdiagnose their condition with depression or other common mental illnesses as a result. Not only does this jeopardise the treatment and recovery of the patient in the long-term, but makes them more susceptible to new health issues as well.

"For example, if a person is suffering from an under-active thyroid gland, he/she may show some of the same symptoms as a person suffering from depression. However, the treatment for both of these diseases is drastically different from each other.

"When seeking diagnosis of an illness, it is paramount that a person engages in a consultation with a medical professional first and foremost to discuss their concerns and undergo the appropriate assessments to determine an accurate and timely diagnosis. Without doing so, patients pose a serious threat to their health through misdiagnosis, mistreatment and misinformation.”

Blackwell Associates Ltd is one of Northern Ireland’s leading independent occupational health providers, offering a bespoke and high quality service to clients both in the private and public sectors. 

To learn more about Blackwell Associates Ltd and the health services it provides to individuals and organisations, visit blackwellassociates.co.uk or call 028 9065 6131.

Blackwell Associates can also be followed on Twitter @BwellAssociates or Facebook.

EMPLOYERS: TIME TO WAKE UP TO DRIVER FATIGUE

Dr. Alan Black, Director of Blackwell Associates

“Don’t sleep on the job” is a phrase often used when it comes to engagement inside the workplace.  The same rule applies to employees who are required to drive as part of their employment and indeed to all other occasions when behind the wheel. 

Considering that driver fatigue accounts for as much as 20% of all road accidents in the UK - which are twice as likely to result in death due to reduced reaction time and concentration levels - the issue of driving while drowsy poses a huge risk to businesses.  

The fact is, an incredible 40% of sleep-related accidents involve commercial vehicles. This can be largely attributed to various factors such as stress and anxiety or long working hours. 

Whether or not you are a professional LGV or PSV driver, or simply working remotely, all employers have a moral and legal obligation to ensure you are fit to drive before you sit behind the wheel. 

To help prevent driver fatigue, employers should consider the following: 

Pre-employment Health Assessments  

Pre-employment health questionnaires are designed to identify factors which may influence an employee’s driving performance. This can range from pre-existing medical conditions to lifestyle choices such as alcohol consumption and sleeping patterns. 

In relation to driving for employment purposes, the assessment should ideally be carried out by a qualified occupational health professional and adhere to patient confidentiality and data protection law. 

If a risk is identified, HR should refer the employee to an occupational health doctor or nurse for further consultation. 

An Open Communication policy 

Like with all workplace issues, it is essential that employees feel assured that any health-related concern they report will be handled compassionately, professionally and confidentially by both HR and occupational health departments without compromising job security.  

Without an open door policy, staff will fail to confide any health issues they may have for fear of losing their job or being treated differently.  

A “driving for work” module within stress risk assessments 

Employees who have experienced driver fatigue will often admit to feeling stressed prior to the event.  

HR and occupational health departments should therefore collaborate to regularly assess and identify who is most at risk of experiencing work-related stress and use that to determine their fitness to drive. 

Factors which often contribute to high levels of stress include long working hours, heavy workloads, stretched resources and ongoing personal issues. By assessing these factors, measures can be put in place to help ease the mental pressures posed on employees to reduce levels of stress and absenteeism in the workplace. 

  

If you would like to know more about the occupational health services, training and consultancy Blackwell Associates provide, please call 028 9065 6131 or follow them on Twitter @BwellAssociates.

                  EATING DISORDERS IN THE WORKPLACE

The 22nd - 28th February marks Eating Disorder Awareness Week, which this year focused on the impact eating disorders can have on individuals in the workplace. 

Dr Alan Black, Director of Occupational Health Providers, Blackwell Associates, explains how colleagues and business owners can support employees living with an eating disorder and accommodate their needs.

“Eating disorders, such as Anorexia Nervosa or Bulimia Nervosa, are often difficult to address both in the home and the workplace. Whilst there have been numerous public awareness campaigns to highlight the often devastating effects of these potentially life-limiting illnesses, stigmatisation still exists and therefore, sufferers are often reluctant to seek help for fear of being rejected or treated differently.

Eating disorders however are more common than you think. At any one time, as many as 20,000 men and women in Northern Ireland are living with one, many of whom will have a job or career.

Despite the obvious physical symptoms, such as significant weight loss or weight gain, it is important to remember that eating disorders are psychological in nature and not physical. 

Many people with an eating disorder for instance will often appear industrious, composed and diligently organised to their friends or colleagues on the outside. Unbeknownst to them however, they may be experiencing extreme emotional distress on the inside. 

Therefore, the micro-management of food consumption is symbolic of how an individual is desperately seeking to regain some form of control on their lives and attempt to offset often erratic and irrational thoughts that lead to image dysmorphia.  

Despite the huge mental pressure, employees with eating disorders will often go to great lengths to excel at their jobs in order to divert possible negative attention and to prevent their disorder from being noticed at work.

As a result, it can often be difficult for colleagues and employers to recognise when someone in the organisation is living with an eating disorder. 

Using bulimia as an example, where a sufferer engages in binge eating behaviour followed by purging (through vomiting, excessive exercise, or consuming laxatives) key behavioural signs to look out for include frequent trips to the bathroom, unpredictable mood swings, wearing loose clothing, or self-inflicted isolation from peers.

Whilst you may have concerns that someone you know is suffering from an eating disorder, it's important to remember that these are deeply rooted psychological conditions that require diagnosis by a medical professional such as a doctor or psychiatrist.  

Once more, sufferers are also likely to be viewed as being disabled under the DDA (Disability Discrimination Act), in which case, employers need to make reasonable workplace adjustments to assist their needs and handle the issue with sensitivity.

In saying this however, line managers should avoid counselling an individual or assuming the diagnosis, unless of course it has been volunteered by the individual themselves. Treating someone differently at work on the basis of an assumed medical disorder is simply wrong and is a recipe for disaster and potential litigation. 

A sufferer’s productivity in the workplace can be negatively impacted due to the health implications of their disorder, such as chronic fatigue and low self-esteem. So rather than acting on impulse and confronting an employee about them possibly having anorexia or bulimia, it is more appropriate to have a private discussion about their job performance instead.

Ideally, sufferers do best in a stable, secure working environment with empathy from work colleagues - whereas change in workplace structure, disrupted sleeping patterns (such as in night shift rotas) and irregular meal breaks tend to exacerbate someone's condition.

The key to aiding an individual's recovery is to support their medical needs and respect their privacy. Again this should always be done in terms of addressing a work-related issue and not as an attempt to single a person out and label them.

By emphasising their value as an employee and encouraging their emotional welfare within the workforce, a staff member living with an eating disorder will in time regain their position as a productive and competent employee."

Blackwell Associates provide various healthcare services for businesses of all kinds, with 20 years of experience in the health industry.

If you would like to know more about the occupational health services, training and consultancy Blackwell Associates provide, please call 028 9065 6131 or follow them at @BwellAssociates.

EXERCISE YOUR COMPANY HEALTH POLICIES THIS NEW YEAR

With studies revealing that 63% of people favor increased exercise and healthy eating as their  priority this New Year (Angels Den, 2015), Dr. Alan Black, Director of occupational health providers, Blackwell Associates, explains how employers can assist workers in achieving their health goals.

“It goes without saying that employees are the most prized asset of any organisation. That’s why responsible business leaders will not only recognise that a safe and healthy workplace makes perfectly sound commercial sense, but moral sense too and here’s why:

Healthy employees - healthy business.

Several studies have shown that the bottom line of companies that proactively encourage healthy living within the workplace has drastically benefited. 

By motivating employees to adopt a healthier lifestyle, organisations will not only witness a rise in productivity levels by up to 38% (Workplace Research Foundation) but an improvement in engagement and customer service also, whilst reducing absenteeism, staff turn over and levels of stress.

When you take into account that the average worker is absent from work for 8.4 days a year - costing a business up to £598 per employee - an unhealthy workforce is not only an inefficient one, but costly too.  

With that said, here are some measures businesses can put in place to ensure employees achieve their New Year health goals one resolution at a time:

Resolution 1: Exercise more often

Adults should aim to exercise at least 30 minutes a day through activities such as walking, cycling or running. By doing so, you reduce your risk of a number of life threatening illnesses, such as coronary heart disease, stroke, obesity, hypertension, colorectal cancer, stress, and osteoarthritis.

However, despite the overwhelming health benefits, as much as 7 out of 10 people in Northern Ireland are still not physically active enough (Health Promotion Agency). 

Back pain is the most common cause of absence from work in the UK, with an estimated 16 million people affected each year, while mental ill-health such as work related stress, depression and anxiety, is the second most common contributor. 

Needless to say, both ailments and many others can be greatly improved or eradicated through the simple and cost-effective method of  workplace physical activity programmes.

It is recommended that an organisational-wide approach towards supporting employees should therefore be taken and can be implemented by:

• Encouraging employees to walk, cycle or jog to work by offering secure cycle parking, developing a route plan, or signing up to government schemes such as Cycle to Work. 
• Introducing flexitime to facilitate physical activity, such as longer lunch breaks.
• Joining a corporate membership scheme with local gyms and encouraging staff to join.
• Encouraging participation in fundraising events such as sponsored walks and/or marathons.

Resolution 2: Eat Healthier

Obesity can result in a wide range of chronic illnesses, including type 2 diabetes, heart disease, cancer, mental health problems and low self-esteem.

These illnesses can affect employees’ productivity and often cause longterm sickness absence, costing the local economy more than a million pounds a day and an astounding £277 million to Northern Irish employers each year. (Safefood).

However there are many simple, inexpensive ways for employers to help staff manage their weight, with basic support including healthier alternatives in workplace canteens and vending machines.

Also useful are health screens or check-ups with occupational health experts to measure employees’  basic vital signs, such as blood pressure, body mass index (BMI) and heart rate.

Establishing education programmes to raise employees’ awareness about health and well-being - while demystifying nutritional advice - should also be considered as an invaluable tool to help staff members achieve their own personal health ambitions. 

A survey commissioned by the American Association of Occupational Health Nurses suggests that workplace weight-management programs play a vital role in helping employees achieve weight loss, with nearly half of respondents reporting success in reaching and maintaining their long-term goals.

Employees cited workplace support groups, occupational health guidance and healthier food selections in company cafeterias as contributing factors in their weight loss success.

Ways to support healthy in the workplace include:

• Sufficient information and guidelines on nutritional content for food sold within the premises.
• Active participation in local healthy eating campaigns such as World Health Day on 7 April.
• Supplying more fruit and healthy snacks in the staff kitchen for breakfast and tea breaks.
• Running information sessions for employees on healthy eating within the workplace.

In addition, an occupational health provider can also provide professional advice and support to businesses wanting to reduce levels of workplace sickness through health and well-being policies.”

The team at Blackwell Associates Limited are well positioned to provide expert occupational health services and advice. For more information, please contact the team on +44 28 9065 6131 or visit: www.blackwellassociates.co.uk

Keep up to date with the latest developments in Blackwell Associates by following @BwellAssociates on Twitter or www.facebook.com/BlackwellAssociatesLtd

CARDIOVASCULAR CONCERNS

With stress and musculoskeletal disorders often highlighted as some of the most common problems to affect employees in the workplace, it’s important not to ignore other illnesses. Dr Alan Black, Managing Director of Blackwell Associates, outlines what you need to know about another occupational threat: cardiovascular disease.

Cardiovascular disease (CVD) refers to the narrowing or blocking of blood vessels that can lead to a heart attack, chest pain (angina), or stroke. 

Figures from Chest Heart and Stroke NI (CHSNI) show that last year 5,723 deaths were due to a combination of these conditions, which equates to 16 deaths per day. To put it another way, 68% of all deaths in NI are caused by one of three illnesses: cancer, respiratory diseases, and CVD.

While causing a substantial amount of deaths, it also goes without saying that there are thousands of people living with such conditions on a daily basis and this is where employers need to take note.

Risk factors for CVD are many, where age, gender, family history, ethnic origin, lifestyle choices, high cholesterol, high blood pressure and diabetes, can all play a part. 

And with the festive season almost upon us, these risk factors may be heightened in workplaces across the province.

For many shift workers, their unsociable working hours may be increased in the run up to Christmas as orders are accelerated to meet with year end deadlines.  In addition, the long dark nights and colder weather often deters people from undertaking their usual exercise and healthy eating routines, thus increasing the risk of triggering a CVD related condition.

This means that employers may wish to consider implementation of a workplace wellbeing plan to provide lifestyle information to staff to help reduce the likelihood of CVD conditions occurring - or becoming worse.

However, it’s important to note that offering employees health information is not enough to spur healthy lifestyle changes alone. 

Your occupational health provider can work with you to develop a comprehensive health promotion program that includes sustained risk reduction counselling for employees and environmental interventions. Together these prove to be the most effective approach to support healthy lifestyles and prevent CVD. 

A successful cardiovascular health program includes intervention plans that take into account organisational risk factors. It is essential to assist high-risk individuals, such as those with high blood pressure, so they become healthier and more productive employees. This will also result in substantial savings to the company’s bottom line as potential absenteeism costs may be avoided. 

In addition, plans can be put in place to safeguard the future health of those employees who have existing cardiovascular health problems and those who may be diagnosed as a result of any health assessments. 

It is important to note that most people can return to work following diagnosis of CVD, depending on the stability of the condition, control of symptoms and the type of work undertaken. Work itself can be important to general health and wellbeing and can play a significant part of the recovery process.

Your occupational health provider will be able to advise on any workplace adjustments that may be necessary, such as reduced hours, a change in workload, or suggest workplace amendments to help those who have received medical attention due to CVD (such s a pacemaker).

With all things considered, more businesses need to recognise that poor health leads to lower productivity and higher health insurance costs. 

As such, an increasing amount of companies are finding that the promotion of health, education, physical activity, and preventive measures in the workplace is beneficial both to the business and the individual employee. 

When it comes to navigating the implications of a wide range of health problems, the team at Blackwell Associates is highly experienced and well positioned to provide support and guidance to both companies and employees.. 

Call 028 9065 6131 to speak to a member of the team, or emailenquiries@blackwellassociates.co.uk.

Keep up to date with Blackwell Associates’ latest developments on Twitter by following @BwellAssociates or like them on Facebook via www.facebook.com/BlackwellAssociatesLtd 

MANAGING MSDs

With Musculoskeletal Disorders (MSDs) being the most common kind of work-related illness in the UK (NI Direct, 2015), their appropriate treatment and management should be increasingly important to organisations. Dr Alan Black, Director of one of Northern Ireland’s longest established occupational health providers, Blackwell Associates Limited, outlines what employers need to know. 

The term ‘MSD’ refers to any injury of the joints, or other soft tissues in the limbs or the back.

Spinal and muscle/joint pain accounts for over half of all reported work related illnesses in Northern Ireland, with around 20% of all reported injuries related to sprains associated with manual handling. In addition, almost 33% of all absences from work in Northern Ireland councils are due to back and neck problems, with the average duration of such absences around 2 weeks (NI Direct 2015). 

What are the main causes?

While it’s easy to assume that these disorders only affect those engaged in labour intensive roles, MSD doesn’t discriminate. From the young to the elderly, sedentary to physically active - anyone can experience musculoskeletal pain and it is most often caused by an injury to the bones, joints, muscles, tendons, ligaments, or nerves. 

The disorder can be caused by a number of activities including repetitive and heavy lifting, bending and twisting, working in an uncomfortable position, repeating something too often, and using the wrong tools for a job. 

However, there are a number of other causes which are perhaps less obvious. Working long hours without breaks, or even working in environments that are consistently too hot or too cold, can contribute to employees falling victim to this illness. 

Even the way employees sit at their desks can trigger MSDs. For example, 63% of office workers complain of aches and pains at their work station which more often than not, can be alleviated by adopting an improved posture and utilising a range of ergonomic solutions such as providing chairs with lumbar support (CIPD, 2014).

How can companies identify employees with MSDs?

As with many workplace illnesses, MSD may not be immediately visible. However, due to the primarily physical nature of MSDs, there are some symptoms employers can look out for in their workers. 

For instance, has there been an increase in the number of injuries to backs or limbs in the last few months or years? Have managers reported that their teams have made such complaints?

If you are in manufacturing or production, ask yourself, has overall product quality, or productivity, reduced? 

If you take a walk around the premises, are you noticing employees resorting to DIY improvements to counteract uncomfortable working environments, such as padding on seats, wearing bandages or splints?

How can companies mitigate the risk?

The first step is to identify which tasks present a serious risk of chronic injury. For instance, do any of your employees have a role which requires frequent bending or lifting? This risk assessment should be carried out across the entire organisation, from the head office to the factory floor. 

Employers may wish to also engage safety representatives directly with employees or trade unions to understand first hand what workers experience on a day to day basis.

Where changes are possible and practical, these should be introduced and clearly communicated to your employees. However, where mechanisation is not possible, other reasonable measures should be taken. For example, in the case of a physical role, frequent job rotation to a different work station area will reduce the risk of a worker repeating an action (such as lifting) too often. 

Your occupational health provider can assist with any risk assessments to ensure that the correct questions are asked and that any issues can be correctly identified and addressed. They can also manage the recovery of employees by ensuring correct diagnosis and development of a return to work plan.

The team at Blackwell Associates Limited are strongly positioned to work with you to ensure that all workplace illnesses, including MDS’s, are appropriately identified and managed. Call 028 9065 6131 to speak to a member of the team or email enquiries@blackwellassociates.co.uk