Occupational Hygiene : Thermal Stress and Comfort

Under UK regulations, there is little relating directly to thermal conditions in the workplace. We are all familiar with the minimum temperature requirements, but there is nothing specific for the upper limits.

There are no specific regulations on the matter, however, the Health & Safety at Work etc Act 1974, the Workplace Regulations 1992 and to a lesser extent COSHH and PPE Regulations allude to thermal conditions.

The thermal environment is not only temp erature but must include humidity, air movement, ventilations systems, spatial arrangements, buildings and the occupying personnel.

The thermal environment and its effects on the worker are usually divided into two distinct areas:

  • Heat Stress
  • Thermal Discomfort

Heat stress
This is a significant health risk for those working in elevated temperatures and by definition affects the normal functioning of the body. The core temperature rises due to the environment, the body cannot adequately compensate for this by its normal control system of sweating and consequently other bodily functions are affected. The condition can be very serious as affected individuals can lose consciousness and if not treated can in extremes be fatal.

Thermal discomfort
This is viewed as much less serious as there are no debilitating physiological effects, nor is it life-threatening. It does affect individuals in different ways depending on their physiology and temperament. In the workplace this can affect work rate and quality of work.

Complaints include:

  • “There’s no air in here.”
  • “It’s always too hot or too cold.”
  • “My eyes are itchy and my throat’s dry.”

These are typical complaints in many offices and don’t always identify the true cause of the problem.

The thermal environment in offices and other enclosed spaces has been found to be one of the major factors in the condition known as ‘Sick Building Syndrome’ (SBS). In many instances, when the thermal conditions are addressed and rectified the incidence of symptoms associated with SBS are significantly reduced.

If there is a likelihood of the working environment not being ‘reasonable’ with respect to Ventilation and Temperature an employer has a responsibility to assess and remedy any shortfalls. This is not always a simple matter, with a large number of interacting parameters to consider and the interpretation can also be complex.

A typical assessment will measure these parameters and select an appropriate index to give an indication of the overall conditions, with respect to Heat Stress or Thermal Discomfort.

A good assessment should identify the causes of the discomfort or stress, evaluate the problem and provide solutions in the form of remedial actions.

A dissatisfied or uncomfortable workforce will not reach their full working potential. After training employees just to see them leave, citing their working environment as uncomfortable, is likely to be more costly than remedying the underlying problem.

Newcastle Occupational Health and Hygiene have a wide experience of a diversity of thermal problems and undertake investigations to assess conditions and advise on suitable remedial actions.

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Thermal Stress and Comfort