Hand-arm vibration syndrome (HAVS) is a serious and
debilitating condition that can result if vibration in the
workplace is not properly monitored, measured and
controlled, as Svantek explains

The age-old social division between
the ‘Haves’ and the ‘Have-nots’ that
originated in 19th century
Dickensian England usually portrays wealth
if you are a ‘Have’ and poverty if you are a
‘Have-not’. In Dickens’ world, the Have-nots
envy the Haves, while the Haves fear the
Have-nots. However, the Haves are often
seen as unfeeling and untouchable, while the
Have-nots, despite being poor, are regarded
as one of the crowd, decent and wholesome.

So it is the case with hand-arm vibration
syndrome (HAVS). No-one wants to be a
HAV, but two million workers in the UK are
at risk of becoming one.

Causes and symptoms HAV in the workplace is transmitted into
workers’ hands and arms as they perform
their daily tasks. It can occur during the
everyday use of any handheld vibrating
power tool or hand-guided equipment, or by
holding materials being processed by
machines, and is most likely to happen when
the periods of time for which the tools are
being used are uncontrolled.

Regular and frequent exposure to HAV
can, over time, lead to permanent damage to
nerves, muscles, blood vessels and joints in
the arms, hands or wrists, a range of
conditions that make up HAV syndrome.

These can cause pain, suffering and
reduced grip strength, affecting the ability to
perform everyday tasks at home and at work
and leading to potential loss of earnings for
the victim. Symptoms of HAVS include
tingling and numbness in the fingers, loss of
hand strength and white fingers that become
painful due to reduced blood flow to the
hand (vibration white finger). Cold weather
and other cold conditions make HAVS worse
and with continued use of vibration tools, the
condition is likely to become permanent.

HAV is likely to come about when workers
regularly use power tools and machines such
as concrete breakers, sanders, grinders, disc
cutters, hammer drills or powered
lawnmowers. Industries where workers are
typically at high risk of exposure to vibration
include foundries, engineering, heavy steel
fabrication, construction and utilities.

Employer’s responsibility It should not be forgotten that the employer
has legal as well as moral responsibilities to
prevent their employee contracting HAVS.

The Control of Vibration at Work
Regulations 2005 state that employers must
protect their employees by assessing and
identifying control measures to eliminate or
reduce risks from exposure to HAV.

This means conducting suitable risk
assessments and taking action to reduce
exposure by providing alternative working
practices or equipment if the daily exposure
action values (EAV), or daily exposure limit
values (ELV) specified by the regulations are
likely to be breached.

Managing HAV Management of vibration begins with the
risk assessment of any equipment and work
process that produces vibration to identify
where there might be a risk from HAV, who
is likely to be affected, whether further
action needs to be taken and how this will be
put in place.

After consultation with employees on
whether their machines produce vibration
and whether they have any of the symptoms
of HAV, and checking the machinery they
use or drive, action can be taken and
controls, information, training and new work
methods can be put in place.

Central to any management of HAV
strategy is the use of vibration meters to
measure the amount of vibration and the
length of exposure time from power tools for
each operation for which they are used.

These meters alert the user to stop using the
tools or equipment when they are
approaching the maximum exposure levels,
thus preventing further daily exposure and
ensuring their employees’ safety.

Employers should keep staff informed and
aware of HAV by providing updated
information and training and explaining
good practice to them. If HAV is not
monitored and controlled, the consequences
for all concerned can be dire and include
potential prosecutions or claims against the
employer and lost productivity for the
business, not to mention the ill health, pain
and distress, and reduced ability to work
safely, of employees.

In the workplace, it is not a good thing to
be a HAV; if you are a HAV-not you are,
quite literally, in a much better place.