Fatigue is not a new phenomenon but lately it has come to prominence as one of the predominant symptoms of Long Covid. As a result, many more people are now suffering from the effects of fatigue and awareness is growing of the impact fatigue can have on people’s lives.
The ONS estimate 1.3million people are suffering with Long Covid (defined as experiencing symptoms four weeks or more after contracting Covid). Of those reporting Long Covid 64% said it was affecting their day-to-day activities. Prevalence of ongoing symptoms following coronavirus (COVID-19) infection in the UK – Office for National Statistics (ons.gov.uk)
Tiredness or Fatigue?
A common misconception is that fatigue is just another word for tiredness, but ask anyone who suffers with fatigue and they will tell you they are very different. Usually, tiredness can be resolved through sleep and practising good sleep hygiene. Contrary to this fatigue can be present even after sleep, and for no particular reason; daily activities which would normally cause you no problems, can suddenly leave you feeling exhausted. Fatigue can be all-consuming and can suggest another underlying health condition. While fatigue and tiredness are different, they can have the same effects on people, both physically and mentally and are not be dismissed.
According to the Royal College of Occupational Therapists ‘fatigue is a normal part of the body’s response to fight a viral infection, such as Covid 19’ (https://www.rcot.co.uk/how-manage-post-viral-fatigue-after-covid-19-0). Fatigue can also be a symptom of other medical conditions such as anaemia, MS, ME, Chronic Fatigue Syndrome, fibromyalgia, depression and arthritis, to name a few.
Fatigue is a hazard
If you are suffering from fatigue, you will know the real consequences this has on leading a full and ‘normal’ life and when it comes to fulfilling your responsibilities within the workplace this can be a real challenge.
However, it is not a challenge you should be facing alone, and employers have a responsibility to manage fatigue within the workplace, for all staff.
In fact, in some organisations, fatigue is recognised as a hazard and is risk assessed as such, for all staff, not just those who may have a diagnosed condition, as it is recognised that in some industries the type of work undertaken and the working hours/shift patterns adopted can cause fatigue in workers. Worker fatigue is not to be underestimated; it can result in
- A lack of attention and focus
- Slower reactions
- Reduced co-ordination
- Decreased awareness
- Underestimate risk
- Memory lapses
- Reduced ability to process information
When you consider the above list, you begin to understand why fatigue needs to be carefully managed, especially in industries where employees are operating machinery, driving vehicles, looking after people and working long shifts. If companies do not manage workplace fatigue it has the potential to cause accidents at work. Some workplaces are already at higher risk of accidents (given the nature of the work), if you add in a colleague suffering from fatigue this risk increases.
Fatigue has been cited as the reason for 20% of accidents on our major roads and for the cause of major accidents such as the Clapham Junction rail disaster, the Texas City oil explosion and the loss of the Challenger space shuttle. The HSE believe fatigue costs the UK between £115 to £240 million a year in workplace accidents alone. Human factors/ergonomics – Fatigue (hse.gov.uk)
So, how do we manage fatigue in the workplace?
Shift Patterns
The HSE advise employers, where appropriate to consider shift patterns. They report over 3.5 million people in the UK are employed as shift workers. It is therefore important that the length of shifts, the number of shifts worked before time off, and the number of days off between shifts for recovery are all considered when developing a shift pattern and rota system. These will be important tools in managing fatigue in shift workers. For more information the HSE has some good practice guidelines on shift work schedules – Good practice guidelines (hse.gov.uk)
Workloads
Employers need to consider the type of work undertaken (how physical is the work, how repetitive is it, how much focus and concentration does it take), when setting expectations on employee’s workloads. If the work is monotonous, can tasks be varied to avoid this causing fatigue and lapses in concentration.
Phased return to work
If you have taken considerable time off work due to illness, consider requesting a phased return to work. Understandably after having time off work, going back to full-time hours immediately will impact you both physically and mentally. Building up time spent at work is a sensible way to manage this.
Individual responsibility
Recognise the fatigue, do not just try to carry on, this could put both yourself and others in danger. Try to plan each day in advance and pace activities, both in and out of work. Prioritise the jobs that are most important and get these done when your fatigue is at its lowest.
Stay healthy, eat well and try to keep active, even small amounts of activity can help boost energy.
Talking
Not all of us work shifts, or work in high-risk environments where the employer would necessarily see fatigue as a potential hazard of the workplace. It may be you work in an office or an environment where fatigue would not be seen as a risk factor of the job. However, if you are suffering from fatigue due to an underlying illness speak with your Line Manager or HR. If they are not aware of it, they cannot put safeguards in place to help. Discuss with them any changes to your working environment that you think could help you manage your fatigue.
If you get on with your colleagues speak to them too, explain to them the impact the fatigue is having on you. It maybe that some tasks that have the most impact on your fatigue can be delegated to others.
Workplace Assessment
Whatever environment you work in, whether this is a factory, a building site, a classroom, an HGV or an office we can offer a workplace or fit to work assessment for you or an employee. Whilst we cannot offer a cure for fatigue, we can provide recommendations that can reduce the impact of fatigue in the workplace. Whether this is suggesting changes to the processes that are undertaken, looking at changes to working hours/shift patterns and break times, and recommending equipment that may support you in your job role and reduce stress and strain on your body, which is likely to be exacerbating your fatigue.
If you think we could help you or a member of your staff, or would like to find out more please get in touch.