Occupational Audiometry is a screening technique used to detect early damage to hearing resulting from exposure to noise.
Identifying any damage allows for follow-up remedial action in the workplace and if necessary a medical referral. It is not a diagnostic technique.
The Control of Noise at Work Regulations 2005 provide a comprehensive framework for the control of Noise at Work. The regulations place a general duty on employers to reduce the risk of hearing damage to the lowest level reasonably practicable and contain other requirements which have to be implemented when certain noise levels are reached.
When You’re Responsible
If The Control of Noise at Work Regulations 2005, indicates that there is a risk to the health of the employees exposed to noise, then the employer shall ensure that such employees are placed under suitable health surveillance, which includes testing their hearing.
Lower Exposure Action Value
- Provide information instruction and training for employees
- Provision of ear protectors for those who request them
Upper Exposure Action Value
- Obligation on employer to reduce noise levels below 85dB(A)
- Provide ear protectors for all those exposed
- Ensure ear protection is worn
- Employees have a duty to wear ear protectors
Exposure Limit Value
- Hearing Protection Zones must be clearly identified
- Access is to be restricted
Audiometry Screening Process
After completing a general Audiometry questionnaire and having the ear canal examined, the Audiometry test will be carried out using an audiometer. Results will be discussed with the employee and if necessary they will be referred to their GP. A summary report will be sent to the company. Audiometry can be carried out at Nuffield House in the Audiometric Booth or at the company in a quiet room, only if ambient noise levels are suitable.
Frequency of Audiometry Screenings
- Baseline at Initial Medical Assessment
- Annual tests for first 2 years
- Thereafter 3 yearly intervals
- More frequent testing may be required if significant changes in hearing levels are detected or exposure conditions change
All bases covered
After completing a general respiratory questionnaire, lung function tests are carried out using a Spirometer. Results are discussed with the employee and a summary report of the results will be forwarded to the employer. If any abnormalities are detected, a referral will be made to the company Medical Officer or the employee’s GP.
In industry, a comprehensive screening programme can provide a general overview of employee’s visual disorders, detecting those where corrective action should be taken. Vision Screening Tests are a means of identifying individuals with defective vision who need a full eyesight test. Using the Keystone VS-II, we carry out fourteen tests of nine visual functions, not just visual acuity alone.
Hand Arm Vibration
Employees whose hands are regularly exposed to vibration may suffer from damage to the tissues of hands and arms, which causes the symptoms collectively known as HAVS (Hand Arm Vibration Syndrome).
Possibly, up to 1 in 10 people who work regularly with vibrating tools may develop HAVS.
Under The Control of Vibration at Work Regulations 2005 an employer has a duty to assess vibration risks to health and safety. The employer must eliminate vibration risk at source, or reduce to the lowest reasonable practicable level and to provide information and training for employees on vibration risks and control measures.
Absence Management & Advice
If you want to get your staff back to work as quickly and safely as possible, early intervention is essential. Once an employee has been off sick for more than six weeks, the problem is often compounded and the chances of returning to work at all are significantly reduced.
Our skilled and experienced team will work with you, in the context of your business culture and with your business priorities in mind, to resolve even the most difficult and sensitive cases, where fitness to work is an issue. With sickness and absenteeism costing British business over £11.6 billion each year, according to the Confederation of British Industry, it is not surprising that more and more organisations are taking action to control these costs.
ROHS can undertake medical assessments for a whole range of needs. These will be carried out by the Occupational Health Physician or the Occupational Health Nurse Advisor.
- Initial Medical Assessments for New Starters
- Night Worker Health Assessments
- Lift Truck Driver Medical Assessments
- Medical Assessment for Safety Critical Workers
- Food Hygiene Medical Assessments
- Life Style Medical Assessment
First Aid Courses
The First Aid at Work training course is designed to enable people designated as a First Aider to carry out appropriate first aid in an emergency situation at work.
At the end of the course the candidate will be able to manage a casualty who is injured at work, or suffers from a serious illness, while waiting for more qualified medical help to arrive.
Our training courses are non-regulated and held in accordance with the syllabus of subjects set out in the First Aid at Work Regulations 1981 – Approved Code of Practice 2009.
Our courses meet the HSE’s due diligence criteria for what is expected of training providers, including the qualifications expected of trainers and assessors, monitoring and quality assurance systems, teaching and standards of first aid practice, and syllabus content and certification.
After the Assessment
Reporting Results of Audiograms
Rochdale Occupational Health Service has adopted a set procedure for the reporting of the results of Audiograms to the clients.
Hearing loss is slightly more than would be expected for an employee’s age. There is no need for referral at this stage but the employee will be warned of this hearing loss. Ways of how to minimise or prevent further damage or loss will be discussed.
This indicates the presence of a significant hearing loss, a major difference in hearing between one ear and the other or a rapid hearing loss since last test. This may be as a consequence of noise exposure or of a disease process in the ears. The employee is formally informed and advised to consult with their G.P.