Navigating the aftermath of annual leave/close-down's and unraveling the fatigue conundrum in kiwi workplaces
Fatigue remains a significant workplace hazard that demands careful management, even as employees return from the summer holiday season. It is no secret that the hot days of an Aotearoa summer (and so far 2024 is a lot warmer than 2023) can contribute to exhaustion, as employers, we need to be vigilant in addressing fatigue as a safety concern.
While the summer holiday season is, for most, a time for relaxation and rejuvenation, it's crucial to recognise that fatigue remains a genuine concern for all workplaces, even after employees have enjoyed a well-deserved break.
The misconception that time off automatically eliminates fatigue overlooks the varied factors that contribute to exhaustion, such as challenging work schedules, demanding tasks, and environmental conditions. Returning from annual leave doesn't necessarily mean a complete reset of one's energy levels, and employers must remain vigilant in managing fatigue risks. As the workforce steps back into action after the summer hiatus, it becomes paramount to address and mitigate fatigue, ensuring a safe and productive environment for everyone.
The WorkSafe Fatigue Quick Guide is a great resource to assist managing the risk of fatigue within workplaces. WorkSafe defines fatigue as "a state of mental and/or physical exhaustion that reduces a person’s ability to perform work safely and effectively." It highlights factors such as work schedules, job demands, and environmental conditions as contributors to fatigue.
These factors were pivotal in a worker's injury claim in a earlier WorkSafe case. The employee, a labour hire worker engaged as a farmhand, fell asleep at the wheel on his way home, resulting in a severe crush injury to his right arm and subsequent amputation. The worker claimed that increased pressure and job demands (because there were fewer employees to share the workload and he was asked to do certain jobs because of his build and stature), coupled with hot and poorly ventilated working conditions, led to his fatigue, ultimately causing the accident.
The worker stated that he could not complain because he was worried that if he did so, he would be moved to another farm.
The employer disputed liability, suggesting the worker's fatigue might be attributed to a second job picking fruit after working at the farm. However, the Worksafe determined that the fatigue was indeed linked to the employment conditions on the farm, where strenuous manual labor was performed without adequate support, particularly in hot weather. Further, that here was no evidence that the worker performed fruit picking duties in the lead up to the incident.
For employers, this case is one of many that underscores the importance of recognising and addressing fatigue-related risks, especially after the summer break.
Here are key takeaways:
Assess and Understand Fatigue Risks: Regularly assess the tasks assigned to employees, taking into account the potential impact of hot weather and other environmental conditions on fatigue. Recognise that certain tasks and job demands may increase the risk of exhaustion.
Implement Mitigation Strategies: Take proactive steps to minimise the risk of fatigue. This can include job/task rotation, enforcing rest and meal breaks (ensuring access to cooler/ventilated or shaded areas and adequate drinking water), and allocating sufficient time for tasks. Ensure that employees are not subjected to strenuous manual labour without appropriate support, especially in challenging weather conditions.
Encourage Open Communication: Foster a workplace culture that encourages employees to communicate openly about their fatigue levels and concerns. Create channels for workers to express their needs without fear of reprisal. This can help in identifying and addressing potential fatigue issues before they escalate.
Consider Environmental Factors: Recognise the impact of environmental conditions, such as heat, on employee well-being. Provide adequate ventilation and cooling measures in work areas, particularly during hot days.
While in the case mentioned above, the employer raised an argument that the employee's fatigue might have been influenced by a second job picking fruit after working on their farm. It's essential to emphasise that, as a PCBU, employers bear a heightened responsibility for the safety and well-being of their workforce.
Even if an employee holds a second job, the onus remains on the employer to ensure that workplace conditions do not knowingly contribute to fatigue-related risks. Employers must adhere to a higher standard, refraining from putting employees, or others, in harm's way. While employees are responsible for arriving or reporting for work 'fully fit' to fulfill their contractual obligations, concerns about an employee's condition should be addressed through appropriate processes, such as disciplinary measures, rather than risking the employee's safety or well-being.
This underscores the importance of maintaining a workplace culture that prioritizes safety and takes proactive steps to mitigate fatigue risks, regardless of external factors that may contribute to an individual's fatigue levels. Employees who are experiencing fatigue pose a work health safety risk to themselves and to others in the workplace. Wherever possible, we should regularly assess the tasks required to be completed by our employees and be aware that certain tasks and other factors may cause employees to experience fatigue.
As employers, we must remain vigilant about managing fatigue risks, especially during the summer post-holiday period. Prioritising employee well-being, implementing effective mitigation strategies, and fostering open communication can contribute to a safer and more productive work environment.
Disclaimer This article, and any information contained on our website is necessarily brief and general in nature, and should not be substituted for professional advice. You should always seek professional advice before taking any action in relation to the matters addressed.
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