Step 2: Decide who is at risk

Step 1 should identify whether employees might be at risk of thermal discomfort. However, you may also need to consider a number of other possible factors:

Inexperienced workers

Inexperienced workers, young workers, trainees, contractors, cleaners, maintenance workers and visitors may need to be considered. If appropriate, provide training. Experienced employees may have learnt coping strategies (eg knowing the thresholds at which performance starts to become impaired and knowing when to take a break and cool down). Identify what adaptive behaviour is taking place, whether it is appropriate and that it does not expose the employee to any added primary or secondary risks.

Experienced workers with infrequent exposures

Experienced workers with infrequent exposures may also require training. They may be used to the job, but not to working in the heat/cold. The considerations above apply.

Health status of workers

Health status of workers may be important. As yet, the scientific evidence as to the impact that certain illness, disabilities, medicines etc may have on thermal comfort is not complete. We know for example that older people tend to prefer warmer thermal conditions, although this may not necessarily be applicable to an occupational setting but rather to a residential or medical facility setting.

Particular attention may be necessary for those people who are pregnant or have skin ailments, circulatory illnesses, respiratory illnesses, physical disabilities etc.

Employers may need to consider the individual needs of those employees who may be unwell, disabled and/or on medication. Employees may therefore need to inform their employer when their health status changes. Consult a physician if you are unsure.

Plan for the unexpected

Consider the nature of the task, where it is being performed, what the hazards are and what sorts of things may go wrong. Establish a chain of command and a reporting mechanism to deal with employee complaints. Identify and describe operational procedures (eg changes in working practices, changes to dress code), for periods when complaints may increase - ie cold winters, hot summer etc.

Proactive planning may also help. For example, if the air conditioning system breaks down during hot summers then consider ways that you may forestall the problems occurring next time - eg set up maintenance contract with a Heating, Ventilation and Air Conditioning company to check the air conditioning during late spring.

Note: It may be that none of the employees will be harmed by the thermal environment in which they are working. However, thermal discomfort has been shown to affect the general well-being of people. It is also recognised as one of many causal factors in sick building syndrome.

Next: Step 3: Evaluate risks and decide whether existing precautions are adequate or should more be done

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