Why it's good to be a HAV-not

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.