Phil Bates, ECA Health & Safety Manager comments on how your employees refusal to shave could be putting them in danger of inhaling hazardous airborne materials.
Work-related respiratory diseases killed 12,000 people in 2014, with many of these in the construction and maintenance sectors, according to a recent Health & Safety Executive (HSE) report. Whether it’s silica or other dusts, or asbestos fibres, many specialist engineering - and notably electrical - workers regularly encounter such hazardous airborne materials. As a result, installers need to use suitable respiratory protective equipment (RPE), such as disposable or reusable dust marks, to help protect them from hazardous airborne particles.
While the HSE and health and safety professionals can advise on the correct type of RPE, the correct standard (protection factor FF3 or above), and even the correct way to wear it (with a clean shaven face, to provide an adequate face seal), there is often a problem that still requires addressing: Namely, ‘what if my employee won’t shave...?’
The ECA has compiled a concise guide for ECA members that advises employers on how to handle this sometimes tricky subject. The guidance mainly covers a worker's personal preferences, and also provides some advice on decisions not to shave made on religious or other grounds.
Here are the five key points for employers to consider...
- You must not let a worker rely on protection from tight-fitting RPE if they are not clean shaven, and a worker cannot waive the employer’s legal obligations to protect them from harm. In short, working in hazardous situations without effective tight-fitting RPE is not a legal or practical option. This can be pointed out to employees.
- You can help avoid, or better manage this situation, if you have a suitable clause, saying what your requirements are in new employment contracts, and an agreed clause in existing employee contracts.
- Usually, employees understand the need to be clean-shaven, but occasionally, some do not. If a worker’s stance is still not to be clean shaven due to personal preferences, and the points you have made are not sufficiently persuasive, you should ask them why they do not want to be clean shaven. You may also ask them why they would risk not having sufficient protection from airborne hazards.
- If the worker’s stance is still that they do not want to be clean shaven, then you should consider whether there are other reasonable and practical alternatives that will provide sufficient protection from the airborne hazard. The ECA's guidance explores the most common alternatives.
- And if all else fails..? In practice, the above is usually sufficient, but if not, it's time for further discussions and potentially, even disciplinary action. At the earliest stage possible, employees should be advised that failure to resolve the problem could result in disciplinary action, which, in some cases, might mean dismissal. However, in the first instance, ask for the employee’s input with a view to resolving the issue.
While a worker’s facial hair might seem trivial, both employees and employers should appreciate how important the correct protective equipment, with the correct fit, is to ensuring worker protection while at work.
If you would like more information on the ECA's health and safety support, including the guidance on this issue, please visit www.eca.co.uk