Category: Fitness-to-Work Assessments

In high-stakes industries like construction, oil and gas, manufacturing, and mining, a company’s workforce is its greatest asset—and its greatest responsibility. Every day, workers face environments where minor oversights can lead to severe consequences. Because of this, implementing a rigorous safety culture isn’t just a regulatory obligation; it’s the foundation of a sustainable business model.

At the heart of this culture is safety training. When executed correctly, training transforms safety from a checklist of rules into an active, protective shield for your employees and your bottom line. However, not all training programs are created equal.

The impact of your safety initiatives depends heavily on the partner you choose to deliver them.

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Looking to streamline your workforce safety strategy?

At SureHire, we combine comprehensive safety training programs with elite occupational health testing and advanced digital credential tracking through our integrated platform. Let us handle the compliance details so you can focus on building your business.

Part 1: Why Safety Training is Crucial for Corporate Success

Before evaluating how to deliver training, it’s vital to understand why continuous investment in safety education remains non-negotiable for modern organizations.

1. Drastic Reduction in Workplace Incidents and Injuries

The most compelling reason to implement safety training is to protect human life and well-being. A well-trained workforce recognizes hazards before they materialize into accidents. Whether it’s understanding proper fall protection protocols, identifying the subtle signs of chemical exposure, or mastering heavy machinery operation, proactive knowledge directly drives down Total Recordable Incident Rates (TRIR). When employees know how to mitigate risks, everyone goes home safely at the end of their shift.

2. Safeguarding Against Legal and Financial Liability

Workplace incidents carry massive financial penalties. Regulatory bodies can impose substantial fines for non-compliance and safety violations, but the financial damage doesn’t stop there. Unplanned downtime, equipment damage, increased workers’ compensation premiums, and legal defense fees can cripple a business. Comprehensive safety training provides structural legal protection, demonstrating that your organization exercised due diligence to protect its workers.

3. Boosting Operational Productivity and Employee Morale

There is a direct correlation between safety and efficiency. When workers feel unsafe or unsure about their equipment, they move slower, second-guess decisions, and experience higher stress levels. Conversely, clear, practical training fosters confidence. Safe jobsites run smoother, experience fewer interruptions from incidents, and maintain higher employee retention rates because workers know their company actively invests in their health and well-being.

Part 2: What to Look for in a Safety Training Provider

Recognizing the value of safety training is only the first step. The real challenge lies in execution. To maximize your return on investment and build a truly resilient workforce, you need a training provider that aligns with the logistical and structural realities of modern business.

When evaluating potential partners, look for these three critical pillars of modern training delivery:

Pillar 1: Accessibility and Availability

Effective safety training starts with accessibility and availability. Safety education only works when your employees can access it exactly when and where they need it.

In fast-moving industries, hiring spikes and sudden project awards require rapid onboarding. If a training provider has limited course openings or slow administrative turnaround times, your operations face immediate bottlenecks:

  • Project Delays: Crew members cannot step onto specialized jobsites without valid certifications, pushing back project timelines and risking client penalties.
  • Administrative Burden: HR and safety managers waste valuable hours chasing schedules, trying to match open seats with immediate corporate needs.
  • Compliance Risks: Under pressure to hit deadlines, gaps in onboarding can lead to serious compliance liabilities if uncertified workers are deployed prematurely.

What to look for: Prioritize providers that offer broad availability and highly responsive scheduling. The ideal partner can deliver training across multiple geographic locations and provides a blend of regularly scheduled sessions alongside on-demand options. This structural flexibility ensures that your organization keeps workers job-ready at a moment’s notice while drastically reducing the administrative friction of onboarding.

Pillar 2: Flexible Delivery Formats for a Diverse Workforce

Today’s industrial workforce is incredibly diverse, spanning multiple generations, learning preferences, and physical environments. A single, rigid approach to training—such as forcing field-bound workers into a classroom for eight hours—no longer meets the needs of agile companies.

To achieve high engagement and knowledge retention, employers should prioritize providers that offer flexible delivery methods, including:

  • Online Learning (LMS): Ideal for self-paced theoretical instruction, allowing workers to complete foundational modules at home or during travel windows before stepping foot on a jobsite.
  • Instructor-Led & In-Person Classrooms: Crucial for complex, high-risk topics requiring deep discussion, regulatory interpretation, and direct expert QA.
  • Blended & Onsite Training: Combines the speed of digital theory with hands-on practical assessments at your facility, minimizing travel costs and keeping training highly contextual to your specific equipment and site layout.

    Onsite Delivery   –> Best for minimizing downtime & team scaling

This flexibility directly improves participation rates and ensures workers receive the right training without disrupting daily operations. For organizations managing remote assets or large field-based teams, delivery flexibility can be just as important as the training content itself.

Pillar 3: Consolidated Testing and Credential Management

One of the most overlooked factors when choosing a safety training provider is whether they can support the broader workforce compliance journey. Training does not happen in a vacuum; it is deeply intertwined with hiring, medical clearance, and continuous compliance monitoring.

When organizations use fragmented, piecemeal networks of vendors, they run into significant systemic inefficiencies:

  • Administrative Complexity: Safety coordinators spend their days logging into one portal for drug and alcohol testing results, another to check fitness-to-work medical clearances, and a third to verify training course completions.
  • Data Gaps and Visibility Loss: Scattered records make it incredibly difficult to audit workforce readiness quickly. A worker might pass their training course but have an expired physical clearance, a blind spot that may go unnoticed until an auditor steps onto the site.
  • Delayed Field Deployment: Waiting for separate vendors to cross-verify credentials slows down the entire mobilization process.

Employers can benefit significantly from working with an integrated provider capable of handling safety training, occupational health testing, and credential management through a single centralized platform.

This end-to-end approach simplifies the compliance ecosystem. It gives leadership complete visibility into the health, readiness, and certification status of every worker, ensuring they meet both site-specific and regulatory requirements before arriving on the job.

Part 3: Selecting Your Partner

The ultimate goal of safety training is simple: clear, compliant, and confident workers ready to operate safely from day one. Choosing a training provider shouldn’t mean adding another detached system to your workflow. Instead, look for an established partner capable of bridging the gap between educational excellence and occupational health logistics.

By choosing a provider that prioritizes flexible scheduling, dynamic learning options, and centralized data management, you protect your team, optimize your administrative workflows, and reinforce a sustainable, safety-first corporate culture.

SureHireBubble_TransparentBackground

Looking to streamline your workforce safety strategy?

At SureHire, we combine comprehensive safety training programs with elite occupational health testing and advanced digital credential tracking through our integrated platform. Let us handle the compliance details so you can focus on building your business.

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When it comes to building a robust workforce, employers in heavy industry—from construction and mining to oil and gas, transport, and manufacturing—know that safety is the bedrock of operational success. Yet, despite its widespread adoption, occupational testing remains shrouded in a web of misconceptions.

In Part 1 of our Occupational Testing Myths series , we broke down some of the most common misunderstandings regarding the legality, fairness, and fundamental accuracy of workplace testing. In Part 2, we are diving deeper. We are tackling the persistent myths that view testing as a punitive “gotcha” mechanism, a bureaucratic roadblock that grinds hiring to a halt, a one-size-fits-all product, or a mere administrative checkbox.

By dismantling these four prevalent myths, we can reveal what a modern, strategically designed occupational testing program actually is: a dynamic asset that protects your workers, slashes onboarding delays, and acts as a powerful lever for corporate growth.

Myth 1: Occupational Testing Is Just Another Name for a Drug Test

Perhaps the most common misconception in the industrial sector is the interchangeable use of the terms “occupational testing” and “drug testing.” When an employee or candidate hears that they need to go in for a screening, their mind often jumps straight to a urine cup or a breathalyzer.

While drug and alcohol screening is undeniably a critical pillar of workplace safety—especially in safety-sensitive positions—it represents only a fraction of what a comprehensive testing ecosystem entails.

The Broader Spectrum of Occupational Health

True occupational testing is a holistic evaluation of an individual’s physical capability, medical readiness, and physiological suitability for a specific role. A comprehensive occupational health provider offers an extensive suite of assessments that extend far beyond substance screening:

• Fitness-to-Work (FTW) Assessments: These are physical musculoskeletal evaluations designed to determine whether a worker has the strength, endurance, range of motion, and physical capacity to perform the core duties of their job without injuring themselves or others.
 

• Audiometric (Hearing) Testing: Critical for workers exposed to high noise levels (such as manufacturing plants or drilling rigs), audio tests establish baseline hearing levels and track changes over time to prevent occupational hearing loss.


• Vision Screening: Ensures that operators, drivers, and field technicians possess the necessary visual acuity, peripheral vision, and color perception to execute their tasks safely.


• Spirometry / Pulmonary Function Testing (PFT): Measures lung capacity and function. This is vital for workers who operate in environments with airborne hazards, dust, or toxic gases.


• Mask Fit Testing: A quantitative or qualitative evaluation ensuring that respiratory protective equipment (RPE) forms an airtight seal on an individual’s face, protecting them from hazardous inhalants.

Not sure which occupational tests are right for your workforce? Contact us for assistance!

A Culture of Care, Not a “Gotcha” Game

The ultimate goal of expanding your testing program beyond drug screening is not to “catch” employees or uncover reasons to deny them employment. Instead, it is an act of preventive medicine and proactive safety.

When an employer invests in Fitness-to-Work testing or pulmonary function monitoring, they are verifying that the worker is paired with a job that aligns safely with their body’s current capabilities. It prevents an individual with an underlying, undetected back condition from being placed in a heavy-lifting role where a catastrophic injury is almost guaranteed. By reframing occupational testing as a tool designed to ensure workers return home safely to their families at the end of every shift, organizations can shift employee perception from suspicion to mutual respect.

Myth 2: Occupational Testing Slows Down Hiring

In today’s hyper-competitive talent market, speed is everything. Project managers and HR directors often feel extreme pressure to get “boots on the ground” as fast as possible. This urgency breeds the myth that adding occupational testing to the onboarding pipeline introduces a massive bottleneck, dragging out hiring timelines and causing top-tier candidates to accept offers elsewhere.

This myth is a relic of the past—a time when testing relied on fragmented legacy systems, physical paperwork, manual phone calls, and weeks of waiting for faxed lab results.

Modern Workflows and the Digital Advantage

At SureHire, we have revolutionized the onboarding infrastructure. Modern occupational testing does not slow down hiring; when executed correctly, it can actually streamline the entire talent acquisition process.

• Online Booking Portals: Instead of back-and-forth emails between recruiters, candidates, and clinics, automated digital booking allows recruiters or candidates to schedule all necessary assessments at a convenient time and location in just a few clicks.


• Paperless Ecosystems: From the moment a candidate walks into a testing facility, their journey is tracked through a secure digital workflow. This eliminates the risk of lost paperwork, unreadable handwriting, and manual data entry errors.


• Expedited Digital Reporting: Results are processed, verified, and delivered directly to the employer’s secure dashboard. Fit-for-duty notifications can often be generated the very same day, providing immediate clarity to hiring managers.

Accelerating Time-to-Site for Heavy Industry

For sectors like construction, mining, energy, and transportation, downtime equals lost revenue. Every day a position remains unfilled, or a worker waits on the sidelines, project timelines slip.

By leveraging an integrated digital testing platform, companies can achieve a faster time-to-site. Instead of causing delays, proactive booking ensures that a worker’s physical assessment, drug screening, and mask fit testing are completed concurrently during the standard background check window. When the candidate clears background screening, their health and safety clearances are already waiting in the portal. The result? A workforce that is ready, verified, and deployment-ready on day one.

Myth 3: One Test Fits Every Job

Another highly pervasive—and potentially dangerous—myth is the idea that an occupational test is a standardized commodity. Some organizations assume that a “standard physical exam” or a basic screening package can be applied uniformly across the entire company roster.

This approach completely misses the core purpose of occupational medicine. A heavy equipment operator, an administrative office assistant, and a remote field technician face vastly different physical demands and environmental risks. Forcing them through the exact same testing regimen is both an inefficient use of capital and a failure of risk management.

 
Designing Role-Specific, Risk-Based Programs

Effective occupational testing must be inherently customized, driven by the specific physical demands and risks associated with each job title. This optimization relies heavily on a foundational document known as a Physical Demands Analysis (PDA). A PDA objectively quantifies the exact physical requirements of a job—such as the maximum weight an employee must lift, how often they must crouch, or the amount of time spent climbing ladders.

When you treat occupational testing as a specialized, risk-based science rather than a blanket requirement, you avoid over-testing your low-risk staff while ensuring your high-risk field workers receive the deep-dive assessments required to protect their lives and longevity.

Myth 4: Occupational Testing Is Only About Compliance

Many corporate leaders view occupational testing through a strictly defensive lens. They see it as a mandatory cost of doing business—a regulatory hurdle imposed by occupational health and safety (OHS) legislation, insurance providers, or corporate clients demanding a verified safety record before awarding a contract.

While compliance is undeniably essential, categorizing testing solely as a regulatory compliance exercise severely undervalues its true potential. Proactive, data-driven testing programs deliver a profound return on investment (ROI) that ripples across your entire business ecosystem.

Shifting from Reactive Compliance to Strategic Safety Culture

When a company views testing simply as a checkbox exercise, they do the bare minimum. Conversely, when an organization views testing as a strategic workforce investment, they unlock several long-term operational advantages:

• Reduction in Workplace Incidents and Claims: By ensuring that every worker on a job site is physically capable of their duties and clear of impairing substances, the frequency of workplace accidents plummets. This directly correlates with lower workers’ compensation premiums and fewer costly liability claims.


• Minimized Project Downtime: When a major piece of machinery is damaged or an operator is injured due to a mismatch in physical capability, operations grind to a halt. Proactive screening reduces these unexpected interruptions, keeping projects on schedule and within budget.


• Supporting Comprehensive Employee Wellness: Regular health monitoring—such as annual audio and vision tests—helps identify early signs of health degradation. This empowers employees to take corrective action early, fostering an organizational culture focused on long-term wellness.

Elevating Employer Brand and Worker Confidence

The benefits of a robust safety program extend far beyond the balance sheet; they also reshape how your company is perceived in the market. In highly competitive industrial sectors, top-tier talent wants to work for organizations that demonstrate a genuine commitment to keeping their people safe.

When your workforce knows that everyone standing next to them on a high-risk site has passed rigorous occupational testing, their confidence skyrockets. It sends a clear message that the company values human lives over shortcuts. This reputation as a safety-first employer acts as a powerful magnet for recruitment, boosting morale and driving down employee turnover rates.

Conclusion: Turning Safety Into Your Competitive Advantage

The myths surrounding occupational testing are often rooted in outdated experiences or a fundamental misunderstanding of modern occupational health strategies. Testing is not a punitive trap, an onboarding delay tactic, a generic commodity, or a bureaucratic burden.

When you partner with an agile, digitally integrated provider like SureHire, occupational testing transforms into a streamlined, highly customized vehicle for risk mitigation and workforce optimization. It protects your workers from preventable injuries, accelerates your hiring workflows, aligns your human capital with their physical capabilities, and elevates your company’s safety culture to a position of market leadership.

Don’t let misconceptions hold your business back. It’s time to move beyond the myths and invest in a safer, faster, and more resilient workforce.

Ready to streamline your onboarding process and elevate your workplace safety culture? Connect with our team of experts today!

Contact our Team

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In the modern industrial landscape, the mantra “Safety First” is more than a slogan; it is a foundational business strategy.

For organizations operating in high-stakes environments like oil and gas, construction, manufacturing, and logistics, ensuring that an employee is physically capable of performing their duties is not just about productivity; it’s about the fundamental well-being of the entire workforce.

Traditionally, the industry relied on a binary “Pass/Fail” model for Fitness-to-Work (FTW) testing. While simple, this black-and-white approach often left employers with more questions than answers and potentially disqualified talented candidates who could have been successful with minor adjustments.

At SureHire, we believe in a more nuanced, data-driven approach. That is why we developed our exclusive Level 1–5 Assessment Scale. This proprietary system moves beyond the limitations of traditional testing to provide a comprehensive hiring recommendation that matches a participant’s unique physical abilities to the specific demands of their role.

In this article, we will break down what the Level 1–5 scale is, why it is superior to traditional models, and how it serves as a critical tool for informed, safe, and inclusive hiring.

What is a Fitness-to-Work (FTW) Test?

Before diving into the scale itself, it is important to understand the foundation: the Fitness-to-Work (FTW) test.

A Fitness-to-Work test is a medical and physical assessment designed to determine if an individual can safely perform the essential tasks of a specific job. It isn’t just a general check-up; it is a targeted evaluation of a participant’s:

  • Medical History & Status: Identifying underlying conditions that could be aggravated by specific work tasks.
  • Musculoskeletal Health: Assessing joint integrity, flexibility, and past injuries.
  • Critical Strength and Mobility: Measuring the participant’s ability to lift, carry, push, pull, and maneuver in ways required by the job.

The primary purpose of the FTW test is to ensure safety on the jobsite. By identifying physical limitations or medical risks before a worker steps onto a job site, employers can prevent workplace injuries, reduce WCB claims, and ensure that every team member is placed in a position where they can thrive without risking their health.

The Foundation of Accuracy: The Physical Demands Analysis (PDA)

A test is only as good as the criteria it measures. To ensure our FTW testing is fair and legally defensible, SureHire relies on a Physical Demands Analysis (PDA ) for each position provided by the employer when recommending an appropriate Fitness-to-Work Assessment.

A PDA is a comprehensive document that outlines the “bona fide occupational requirements” of a position. It answers questions like: How many pounds must this worker lift? How often are they crouching? Do they need to climb vertical ladders?

When an employer provides a PDA, SureHire’s Fitness-to-Work Review team will consider the frequencies and weights listed, in addition to the overall physical demands level of the position (Sedentary to Very Heavy), to test the participant’s abilities at the most appropriate level. Essential job demands outlined in the PDA will also be referenced when ongoing injuries or conditions have been identified. This ensures that a Level 1 on the scale isn’t just a generic “fit” rating—it means the individual is specifically fit for the unique demands of that job.

Breaking Down the Level 1–5 Assessment Scale

The core of the SureHire advantage is the Level 1–5 scale. This system provides a spectrum of eligibility, offering clarity and actionable recommendations for employers.

Level 1: Successful Completion

This is the gold standard for hiring. A Level 1 result indicates that the participant successfully completed all aspects of the FTW testing. They meet the physical demands of the position, and SureHire provides no recommended job restrictions or modifications. The candidate is fully fit for duty.

Level 1 (with Considerations): Successful Completion With Considerations

In this scenario, the participant has completed the testing successfully and meets the job requirements. However, our evaluators have identified specific “considerations.” These aren’t restrictions that prevent work, but rather proactive notes for the employer—such as a history of asthma with workplace triggers – the worker should have access to their inhaler.

Level 2: Restrictions and/or Modification Recommended

A Level 2 result means the participant completed the testing, but certain job restrictions or modifications have been identified. Their current physical abilities may or may not fully align with the anticipated job position. This level is crucial because it doesn’t automatically disqualify a candidate; instead, it highlights exactly where the gap is, allowing the employer to decide if the job can be modified (e.g., providing a stepladder for overhead work) to accommodate the worker safely.

Level 3: Sedentary Restriction — Safety Access

At Level 3, the participant did not successfully complete the FTW testing. Their current abilities do not meet the bona fide occupational requirements of the job they applied for. However, they are cleared for a sedentary (office-based or seated) position within a safety-sensitive environment.

Level 4: Sedentary Restriction — Non-Safety Access

Similar to Level 3, the participant did not meet the requirements for the original role. However, at Level 4, the recommendation is restricted to sedentary positions in non-safety-sensitive environments only. This distinction is vital for high-risk sites where even office workers must occasionally navigate hazardous areas.

Level 5: Stoppage

A Level 5 result occurs when a participant does not successfully complete the testing as their current abilities do not meet the bona fide occupational requirements and/or physical demands of the job position reported. SureHire recommends further medical investigation and/or resolution of symptoms prior to re-booking FTW testing.

Why Choose the Level Scale Over Pass/Fail?

The traditional “Pass/Fail” model is a blunt instrument. It often acts as a barrier or a “roadblock” to employment. If a candidate “fails” a traditional test, they are usually not considered for the role, even if they were 95% capable of the role.

The SureHire Level 1–5 scale offers three distinct benefits:

1. Facilitating Accommodation

Legally and ethically, employers are often required to accommodate workers to the point of undue hardship. The Level system supports this by identifying exactly what needs to be modified. Instead of losing a skilled worker, an employer might see a Level 2 result and realize that by simply adjusting a shelf height the candidate can work safely and effectively.

2. Informed Decision-Making

Information is power. With the Level system, HR managers and Safety Officers are armed with a detailed map of a candidate’s physical capabilities. You aren’t just getting a “yes” or “no”; you are getting a professional recommendation that allows you to weigh the risks and rewards of a hire based on the specific realities of your worksite.

3. Reducing Turnover and Injury

By matching the right person to the right task, you drastically reduce the likelihood of overexertion injuries. Furthermore, when workers are placed in roles they are physically capable of performing, job satisfaction increases, and turnover decreases.

A Partnership in Safety

SureHire’s Level 1–5 Assessment Scale is more than a reporting tool; it is a bridge between the needs of the employer and the health of the employee. It acknowledges that every worker is different and every job has its own unique challenges.

By moving away from “Pass/Fail” and toward a nuanced, Level-based system, your organization can build a more resilient, inclusive, and—most importantly—safe workforce.

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Are you ready to elevate your hiring process? Contact SureHire today to learn how our FTW testing and Level 1–5 scale can be integrated into your recruitment strategy.

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SureHire is pleased to announce the acquisition of Spectrum Safety Services, a trusted provider of first aid, fall protection, confined space, H2S, and workplace safety training.

This new acquisition further strengthens our ability to help clients build foundations for safer, healthier, and more productive workplaces by combining Spectrum’s workplace safety programs with SureHire’s existing screening and workforce risk solutions.

Read The Press Release

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TAKEAWAY: A Physical Demands Analysis, or PDA is a detailed breakdown of all job tasks performed by a worker in a specific job position. It evaluates the position, not the worker. PDAs are commonly used to determine the compatibility between a worker and a position as well as determine appropriately modified duties in a return-to-work plan.

Table of contents

By Elly McGuinness

A physical demands analysis (PDA) should be considered an essential job foundation. It is a breakdown of all job tasks performed by a worker in a specific job position. A PDA evaluates the role rather than the worker and provides an objective way for employers to identify the necessary tasks for a particular job.

This article explores the parts of a PDA, how to use them, and the top benefits of using PDAs. 

Fitness-to-Work Testing FAQs

SureHire’s Fitness-to-work (FTW) evaluations help employers understand an individual’s overall health status and provide recommendations for work accommodations and/or restrictions when necessary. Should an incident occur, employers can also use the information provided through our FTW when applying for cost relief through their province’s worker’s compensation board.

Check out this frequently asked questions video and contact us today to request a quote.

Request a Quote

How do Employers use PDAs, and who should complete them?

Employers use PDAs to determine the compatibility between a worker and a position. PDAs also assist the employer in developing modified duties in a return-to-work plan.

PDAs are a prerequisite to fitness-to-work (FTW) testing at SureHire. After a PDA is complete, a reviewer recommends a standard or custom FTW test to best fit the PDA. 

The worker and a trained employee representative could complete a PDA. Or it could be completed by a qualified physical health practitioner with training in PDAs. Companies can use trusted occupational testing experts like SureHire to ensure the process runs smoothly from analysis to the next steps.

A SureHire PDA covers areas such as:

  • Frequency of manual handling tasks
  • Frequency of positional tasks, including bending forward, sitting or driving, trunk rotation, and standing
  • Primary job duties and the required strength level for each task
  • The heaviest and most frequently handled materials, tools, and equipment
  • Alternate job duties

What are BFORs?

A Bona Fide Occupational Requirement (BFOR) is a necessary job performance criterion. While employers cannot discriminate based on minor inconveniences or preferences, a BFOR is a reasonable standard. An employer must not be able to accommodate an employee without undue hardship, and BFORs must not violate civil rights employment laws.

Examples of BFORs include:

  • A men’s clothing manufacturer can legally advertise for male models
  • Lawful enforcement of mandatory retirement ages for bus drivers and airline pilots due to safety concerns
  • Minimum weight lifting requirements for firefighters to demonstrate they can safely carry fire victims out of a building

SureHire uses a company’s BFORs in conjunction with a PDA for a specific job role. Then we evaluate role-specific physical capabilities before we provide detailed hiring recommendations.

Fitness-to-Work Testing Case Study

Fitness-For-Duty Testing: A Case Study

When it comes to the overall wellbeing of your workforce, the onus is on you, the employer, to ensure safe operation and risk mitigation. SureHire helps employers mitigate risk by offering comprehensive fitness-to-work / fit-for-duty testing aimed to evaluate an individual’s physical capabilities as they pertain to a specific role. Check out this case study and see the injury rates pre and post-fitness-to-work program implementation.

View the Case Study

Have questions? Looking for a quote?

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6 reasons employers should be using a physical demands analysis 

There are several benefits and practical applications for PDAs. The following are six top reasons employers should use them.

1. A benchmark for physical requirements

PDAs allow employers to understand physical job requirements clearly. This knowledge can enable them to make informed work requirement decisions and reduce the chance of employee injury. 

2. Detailed job insights for employer decision making

PDAs provide detailed job insights that enable employers to make decisions and take appropriate actions. A PDA is essentially a job position analysis that identifies risk factors. It ensures the employer can determine whether modifications to the workplace environment or job tasks are necessary.

For example, a PDA for an office worker could identify risks such as lower back strain from long sitting periods and eye strain from extended computer use. With these insights, the employer can take action to reduce such risks. 

They may decide to create an ergonomically-friendly workstation set-up with sit-stand work desks, ergonomic chairs and keyboards, and optimal lighting. Additionally, they can adopt workplace wellness initiatives that serve as education and training for optimal physical health.

Another PDA could indicate a high frequency of manual handling tasks. This knowledge prompts the employer to provide accommodations such as mechanical assistance where needed. Additionally, they could develop a job rotation policy and introduce more varied job tasks. 

In conjunction with FTW testing, the employer can use the PDA to ensure the person is the right fit for the role.

3. A basis for employee education and training

Employers can also educate employers about reducing the risk of injury with their PDA insights. They can provide education and training opportunities to help employees look after their physical health. When an employer understands an employee’s job task requirements, they could offer education in specific areas to help them meet the physical demands.

Examples include:

  • The importance of taking regular work breaks to rejuvenate the mind and body.
  • Optimal nutrition and hydration to meet the required energy demands of the job.
  • Stress management because excessive stress places additional demands on the body beyond the job tasks.
  • Education and training on specific fitness components, such as strength, cardiovascular fitness, and mobility.
  • Education and training on lifting techniques, especially those relevant to job tasks.

4. Useful in different stages of employment

PDAs are helpful in different stages of employment. They can form part of an onboarding process to orient new employees by confirming that a worker has the required physical capabilities. A PDA helps with hiring decisions at the outset. They enable employers to feel confident about placing an employee in an appropriate job position where they are not likely to overstrain their body or sustain a job-related injury.

Employers can also utilize PDAs as part of a return-to-work plan after an injury. Doing so ensures the employee’s job role is suitable while recovering. Based on PDA insights, the employer may place the employee in a modified or different job role during the recovery period. For example, they might assign a manual equipment handler administrative tasks while recovering from a sprained ankle.

5. A physical demands analysis is entirely customized

Companies need customizable solutions in all areas of business. Every industry, job role, and employee is unique. Employers who use PDAs recognize this and understand that PDAs reflect their specific business needs. They can then create custom solutions such as rehabilitation programs for specific job roles.

6. Improves the company’s bottom line

Finally, using PDAs helps to improve the company’s bottom line. By understanding the physical requirements of a role and ensuring the person is the right fit for the job, there is less risk of an employee becoming injured. 

Injuries carry immense associated business costs related to missed workdays, medical expenses, and decreased productivity. Any business that cares about its staff’s wellbeing and wants to minimize the chance of injury-related costs will understand the value of using PDAs. 

If an employee does become injured, PDAs can reduce return-to-work time following the injury. Essentially, there is a clear understanding of job task requirements, role modifications, and accommodations in a return-to-work plan.

Contact SureHire to navigate your workplace PDA requirements.

SureHire’s Fitness-to-Work Testing

SureHire uses the information in a PDA to determine the appropriate level of Fitness-to-Work (FTW) testing (also known as fit-for-duty testing). 
The PDA is first reviewed by a SureHire FTW Reviewer before they produce a recommendation of standard FTW level of testing or Custom FTW test (whichever best fits the submitted PDA.)

Book Fitness-to-Work Testing

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TAKEAWAY: Workplace-related musculoskeletal disorders (MSD’s) come in many forms and can affect any part of the body. The Oil & Gas industry faces unique challenges with respect to the risk prevention of MSD’s. Find out how you can protect your workforce.

Jump Ahead

By Elly McGuinness

Workplace-related musculoskeletal disorders (MSD’s) come in many forms and can affect any part of the body. They encompass various conditions affecting muscles, bones, joints, nerves, and other systems. no matter your industry, as an employer you should be interested in decreasing the prevalence of workplace-related MSD’s. There is a well-documented negative impact of MSD’s on worker health and productivity and this can affect your business’s bottom line.

Job roles in the oil and gas industry can pose a significant risk for MSD’s. A range of hazardous materials and working conditions continuously expose workers to risk. However, there are steps you can take to mitigate this risk among your workforce. First, it is essential to understand the most prevalent types and causes of musculoskeletal disorders in the oil and gas industry. From there, you can adopt a proactive prevention approach.

Fitness-to-Work Testing FAQs

SureHire’s Fitness-to-work (FTW) evaluations help employers understand an individual’s overall health status and provide recommendations for work accommodations and/or restrictions when necessary. Should an incident occur, employers can also use the information provided through our FTW when applying for cost relief through their province’s worker’s compensation board.

Check out this frequently asked questions video and contact us today to request a quote.

Request a Quote

Most common musculoskeletal injuries in the oil and gas industry

There are many different occupational categories and job roles within the oil and gas industry. The maintenance sector is significant, encompassing job roles such as mechanics, electricians, scaffolders, painters, and welders. Other sectors include catering, drilling, and administration. The type and prevalence of MSD’s vary based on industry, sector, and the job itself, so it is critical to understand the MSD’s most relevant to your workers. Studies can offer insights into injury prevalence across different industries.

A 12-year study of Norway’s offshore petroleum industry identified that MSD’s were the most commonly reported category of work-related diseases, with more than 3000 new MSD cases reported over this time. Disorders of the upper limb were the most frequently affected part of the body (53%), followed by back disorders, then lower limb disorders. Dominant occupational categories for MSD’s were maintenance work (40%) and catering (21%). A study of 172 workers in the natural gas industry showed that nearly 50% had musculoskeletal pain. Lower back pain had the highest prevalence, followed by knee pain. A cross-sectional survey of 60 Iranian oil field workers showed that the most prevalent MSD’s were knee pain (71%), lower back pain (62%), and shoulder pain (52%).

These studies highlight the high incidence and varied nature of MSD’s in the oil and gas industry. All job roles, from technical and supervisor roles to operations, management, and engineering, carry MSD risk. When you understand the most common causes of MSD’s, you can develop a plan to minimize any associated risks your workforce may face.

Most common causes of musculoskeletal injuries in the oil and gas industry

Although injury causes are dependent on several factors and vary between industries, sectors, and roles, there are several commonly identified causes. Prevention begins with understanding these common causes and then determining the relevance to your workplace and employees. In the 12-year Norwegian study, high physical workload, repetitive work, walking on hard surfaces, and climbing stairs and ladders were the most frequently reported probable causes of MSD’s. Below is a summary of some of the main contributing factors to MSD’s that may be relevant to the oil and gas industry.

  • Awkward or uncomfortable postures; are often a result of poor workplace ergonomics.
  • Physical stress resulting from repetitive movements, high workload, prolonged static postures, vibration, or a fast pace of work
  • Slips, trips, and falls, many of which could be caused by inadequate workplace health and safety protocol.

Personal health factors such as age, smoking, illnesses, injury history, and physical fitness can also contribute to MSD risk.

OHS Alberta offers a variety of resources for employers (and workers) on the prevention of slips, trips, and falls. Below are some quick access links to helpful resources on hazards and controls, reporting protocol, and other tips, tricks, and best practices for prevention.

Musculoskeletal injury prevention tips for employers in the oil and gas industry

Employers should first identify workplace hazards and other risk factors for MSD’s relevant to their workers. Look at company-wide risk factors and risk factors associated with each job role. Determine which job roles have a high physical workload and the level of risk for each job role. Note tasks such as lifting, pushing, pulling, and twisting. Prolonged static postures, repetitive movements, and vibration from tools (such as those used for drilling) can also increase workers’ risk for MSD’s.

Then identify workplace hazards that could be posing an increased risk for MSD’s. Hazardous chemicals and gases and noise and temperature extremes are common hazards in the oil and gas industry. Look at equipment and machinery used by workers, workstation setup, and other environmental factors that pose an increased risk for MSD’s. Worker fatigue is a significant risk factor that all employers should consider, regardless of industry, sector, or job role. Employers can identify risks and hazards and then take steps to minimize them.

SureHire’s Fitness-to-Work Program: Completing a Physical Demands Analysis

A PDA is a detailed breakdown of all job tasks performed by a worker in a specific job position. It evaluates the position, not the worker. PDAs are commonly used to determine the compatibility between a worker and a position as well as determine appropriately modified duties in a return-to-work plan. 

Prior to initiating a Fitness-to-Work program, companies can submit an existing PDA to SureHire or can complete the C545 form provided by WCB Alberta. 

Access SureHire’s guide to completing the C545 form.

Download the Guide

Review and adjust workplace policies and procedures as required

Every workplace should have a solid workplace health and safety policy related to common risk factors such as workplace hazards. It is important that employers periodically review their policies and make adjustments as needed. Unacceptable working conditions are a common and modifiable risk factor associated with MSD’s. One of the most prevalent and avoidable risk factors is worker fatigue. Examples of workplace policies and procedures to review and adjust should be related to this understanding. They could include the following:

  • Regular breaks and shorter shifts to reduce employee workload and fatigue. Adequate staffing is needed to achieve this.
  • Storage and handling procedures for chemicals
  • Defined and enforced limits on lifting loads
  • Variation in job tasks to reduce repetition
  • Standards on safe footwear and other personal protective equipment such as hard hats, goggles for eye protection, and earmuffs to reduce noise exposure.

Employers can then determine any required equipment investment. For example, employees may need mechanical assistance for load reduction.

Fatigue Risk Management

Proactive Risk Mitigation Starts with Proper Education & Training

SureHire has partnered with Rebel Sleep Institute to provide high-quality online training for employers looking to reduce the risk of fatigue-related injury and fatality at the workplace. This highly interactive, self-directed program is a solid introductory course for employees and leaders.

Learn More and Register Online

Carry out an ergonomic assessment and optimize ergonomics in the workplace

Because poor workplace ergonomics can increase the chance of MSD’s, employers can identify and adjust the aspects that could adversely affect their employees. Examples include:

  • Ensuring each employee has the correct biomechanical setup to minimize MSD risk factors such as awkward postures and prolonged static postures. Sit-stand workstation options are one example.
  • Easy access to tools and equipment to reduce the chance of awkward positions and reduce physical stress
  • Quality tools and equipment that help reduce the risk of MSD’s. Examples could include adjustable equipment, appropriate padding, and lighter equipment to reduce physical stress.

Learn more in: https://www.surehire.com/how-to-train-your-employees-on-safe-lifting-techniques/ 

Education and training for employees

Lifestyle factors such as smoking and physical activity status are risk factors for MSD’s so employers in the oil and gas industry should consider appropriate workplace health and wellbeing initiatives. Ideas include training on lifting techniques and education on the importance of taking regular breaks, stress reduction, and good nutrition. It is also imperative to train employees to handle chemicals and use equipment safely. Adopt an ongoing rather than a one-off approach to training with regular refresher courses on topics such as health and safety.

Critical Strength & Mobility Testing: A Guide for Employees Undergoing SureHire’s Fitness-to-Work Program

Participants frequently ask us what they can expect from our Fitness-to-Work testing process. While there are many components involved, the critical strength and mobility portion of the assessment is the subject of many frequently asked questions. 

Discover the purpose, duration, and evaluation measures taken during each component of full critical strength and mobility test, and help set your employees or prospective workers up for success.

Download the Guide

Conclusion

Fitness-to-work testing is one proactive approach to reducing the prevalence of musculoskeletal injuries in the oil and gas industry. It helps ensure that workers’ job tasks are appropriate by evaluating a job candidate’s physical capabilities against their job requirements. From there, employers learn how to adapt work tasks as required.

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KEY TAKEAWAY: Understanding how to train your employees on safe lifting techniques can help ensure you’re mitigating the risk of injuries or accidents on the job. Here’s what you need to know.

By Elly McGuinness

Education and training on safe lifting techniques is absolutely crucial for any safety-focused organization. Employees who have physical roles that require lifting must be capable of lifting with appropriate methods. Workplaces with high load-carrying requirements should consider implementing some preventative measures such as having machine-operated load assistance. However, even with such measures in place, there will still likely be lifting tasks for employees. 

Since you’ll want to ensure employees are completing those tasks safely, employers must understand how to train their team on safe lifting techniques. They should understand the basics of lifting and other crucial steps for effective execution. Use the following steps as a guideline on training your employees to lift safely.  

Understand whom to train 

It may be evident that specific industries and job roles require more training in proper lifting techniques. However, all employees can benefit from some level of training. An office worker, for example, may find themselves unloading a heavy shipment of stationery. Training for employees who routinely lift heavy objects should be prioritized, but ensure that all employees receive an appropriate level of training. Create a training needs analysis to determine what safe lifting training to do at an organizational and employee level. 

Establish clearly defined limits on loads

Each workplace needs to have clearly defined limits (i.e. a certain weight) on loads that employees can lift. These can be detailed in the workplace policies and procedures manual. Determine when a load requires two or more lifters or mechanical assistance. Make sure employees are aware of these guidelines and aren’t attempting to lift weights above this limit on their own.

Limits should be adhered to, but they must also be a guide only. Many factors affect a person’s ability to lift an object. Examples include the frequency and duration of lifting and where the loads are positioned. 

The Occupational Safety and Health Administration (OSHA) does not have standards for the limits that a person can carry. However, they suggest using the National Institute for Occupational Safety and Health (NIOSH) mathematical model that helps predict injury risk from lifting based on various criteria.

Test individual employees to ensure they are capable of physical job tasks

Employees will have different lifting capabilities. Additionally, these decrease after repeated lifting or for other fatigue-related reasons such as inadequate sleep or recovery from an illness or injury. Therefore, even if you have particular guidelines or limits in place for your workforce, employees must still be treated as individuals. Ensure the established load limits are right for them and that there is flexibility to reduce the load as required.

SureHire offers fitness-to-work testing to ensure employees are physically capable of completing their job tasks. The testing is for everyday workplace job tasks such as lifting, carrying, kneeling, and crouching. Testing can help minimize injury risk and subsequently reduce injury-related costs. 

[Find out more about how to prepare in “Fitness-to-Work Testing Preparation”].

A man in a cap and casual wear performs a lunge while holding a wooden box in a spacious room. A seated woman observes in the background.

Looking For Fitness-to-Work Testing?

SureHire’s Fitness-to-Work program tests participants’ ability to perform the physical demands and bona fide occupational requirements of a job. These day-to-day tasks can include lifting, carrying, crouching, bending, reaching, and long periods of time spent moving without rest.

Fitness-to-Work testing is a great tool for employers in determining whether they have the right hire for the job.

Request a Quote Today!

Train employees to assess a load before lifting

Employees must know when to ask for help with a load. They must understand what is inside their capabilities, and this goes beyond looking at the weight of an object alone. Train employees to assess:

  • The surrounding environment (for example, check that there is nothing to trip over on the floor)
  • The starting height of the object
  • The end position of the object
  • Carrying duration
  • The shape of the object and whether this presents any issues
  • How easy it is to grip the load
  • Whether the lifting task raises the possibility for awkward posture
  • Whether any Personal Protective Equipment (PPE) is required for the lift

Train employees on safe lifting techniques

When an employee has assessed a load and determined it is safe for lifting, they can use the following tips for safety.

  • Ensure your muscles are warm before you begin lifting
  • Make sure you get a secure grip with both hands on the load
  • Place your feet wide enough for a solid base of support
  • When lifting from the ground, ensure that your knees do not get in the way of lifting and adjust your support base accordingly
  • Lengthen your spine and engage your core muscles before starting a lift — and maintain this strong posture throughout
  • Bend your knees deeply in preparation for a lift (lifts should primarily rely on powerful leg muscles — the default lift position for many people is to bend forward at the hips with little engagement from the legs, but this is more likely to result in injury)
  • Look straight ahead while lifting
  • Keep the load close to your body to minimize muscle strain
  • Avoid any twisting motions while carrying the load
  • Push up to a standing position by using your hips as the driving force and pushing down through your feet

Ask employees to speak up if they are experiencing any problems related to lifting loads in the workplace. These could include issues such as muscle aches and pains. Identify issues early to ensure they don’t turn into big problems. If employees feel they can speak out, this could reduce the risk of acute injuries or chronic musculoskeletal disorders — and it alerts you to changes that need to be made in your workplace.

Understanding the mechanics of lifting and safety tips for lifting is critical. However, after employee assessment via fitness-to-work testing, employers can also play a role in helping employees to maintain and improve their physical strength. You might consider investing in workplace physical training initiatives such as regular team physical training sessions or fitness-related workplace team challenges. 

Develop an ongoing training approach

An ongoing training approach helps ensure the effective implementation of safe lifting techniques. Correct lifting takes time to master. Whatever we repeatedly perform becomes an ingrained movement pattern. Thus, if training is a one-off event, employees will likely return to their default lifting techniques after a short time. Ongoing reinforcement of correct lifting techniques is necessary. 

Develop a strong culture of workplace safety

Ingrain safety into your workplace culture so things like safe lifting techniques become easier to implement. Ensure your management team and supervisors are well-trained in safe lifting techniques. Then they can gently coach other team members on an ongoing basis, and can easily spot any issues. One further step employers can take in this space is to invest in occupational health and safety training courses.

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TAKEAWAY: Employees in the transportation industry face many risks and hazards every day on the job — here’s what you need to know to help keep your workforce safe. 

Table of contents

By Elly McGuinness

Fitness-to-Work Testing FAQs

SureHire’s Fitness-to-work (FTW) evaluations help employers understand an individual’s overall health status and provide recommendations for work accommodations and/or restrictions when necessary. Should an incident occur, employers can also use the information provided through our FTW when applying for cost relief through their province’s worker’s compensation board.

Check out this frequently asked questions video and contact us today to request a quote.

Request a Quote

Musculoskeletal injuries come in several forms and affect tissues such as muscles, bones, and ligaments. There are many ways that musculoskeletal injuries can present. These could be anything from muscle strains and sprains to disorders such as carpal tunnel syndrome. Although there is a high incidence of musculoskeletal injuries in the transportation industry, there are steps that employers can take to mitigate this risk.

Work-related musculoskeletal disorders are one of the most frequently reported causes of lost work time. They affect both worker health and productivity. In turn, this has a negative effect at a company level. Employers must understand the most common musculoskeletal injuries in the transportation industry and the causes. With this knowledge in mind, they can more successfully adopt a proactive prevention approach.

Causes of musculoskeletal injuries in the transportation industry

The transportation industry includes workers in various sectors including trucking, building supplies, and warehousing. It encompasses job roles such as drivers, mechanics, machine operators, and equipment technicians. Across such a range of sectors and job roles, there are also many possible types and causes of musculoskeletal injuries.

For example, trucking is one sector within the larger transportation industry. It has a high prevalence of work-related injury rates and costs. Interestingly, most work-related injuries to truck drivers result from non-vehicle-related factors. Some of the most common causes of musculoskeletal injuries in long-haul truck drivers include falls and contact with equipment resulting in sprains or strains.

Within the trucking sector or any other area of the transportation industry, it is necessary to identify the factors that regularly cause musculoskeletal injuries. The movements and postures commonly adopted by workers usually relate to the nature of an injury. Generally, musculoskeletal injuries result from one of, or a combination of, the following common factors.

Awkward postures

Job tasks such as reaching and twisting for objects can put workers in awkward positions where they are more likely to get injured.

Prolonged static positions

Workers who spend long periods in a static position may be at an increased risk for injury. For example, long periods in a driver’s seat can increase the incidence of lower back pain.

Excessive force and overexertion

Excessive force and overexertion could be caused by workers lifting and carrying loads beyond their physical capabilities. Loading and unloading trucks, securing truckloads, and delivering goods are common job tasks in the transportation industry that might present this problem.

Repetitive movements

Repetitive movements occur with machinery operation and in any job role with excessive task frequency.

Slips, trips, and falls

Musculoskeletal injuries can occur when getting out of a large vehicle such as a truck. Uneven or slippery surfaces also pose an increased risk for slips, trips, and falls.

Musculoskeletal injury prevention tips for employers in the transportation industry

Prevent workplace-related musculoskeletal injuries through task adjustments. By changing how workers carry out tasks, employers can create and maintain a safe and healthy workplace. Employers in the transportation industry can use the following musculoskeletal intervention strategies to take preventative action for the health of their workforce.

Identify risk factors

Perform an analysis of each job task within your organization. Alongside each job task, identify the type and level of risk for musculoskeletal disorders. Additionally, highlight workplace hazards that may also pose an increased risk. 

Adjust workplace policies and procedures

Based on the findings from your risk analysis, implement changes to workplace standards and procedures as required. Examples include:

  • Implement job rotation to decrease the time employees spend doing the same tasks. Doing so reduces the likelihood of repetition that may spark a musculoskeletal injury such as a repetitive strain injury or a repetitive motion injury.
  • Ensure adequate rest breaks and appropriate shift length as an approach to decreasing fatigue-related injuries. Doing so will also reduce the time spent in static positions.
  • Establish clearly defined limits on load-carrying to minimize the risk of musculoskeletal injuries from excessive force and exertion.

Education and training for employees

Employers should undergo regular training and education initiatives with employees that aim to reduce the incidence of musculoskeletal disorders. Employers can provide education on the early warning signs of musculoskeletal injuries so that their workforce is able to recognize any potential issues before they turn into larger health problems. 

It is also imperative to address preventative measures, how effective they can be, and how important they are. These measures include things like lifting techniques, stretching and strengthening exercises, education about the importance of taking regular breaks, and fatigue management. [Learn more about SureHire’s Fatigue Risk Management program here].

Carry out an ergonomic assessment and optimize ergonomics in the workplace

An ergonomic evaluation analyzes various aspects that may contribute to health problems. It includes not only physical factors but also psychological and organizational factors.

Ergonomic assessments identify ways to improve health and safety by changing the environment. The results can help form an action plan for improving workplace ergonomics. The ultimate goal is to help prevent future work-related musculoskeletal injuries and illnesses. 

Examples of workplace ergonomic adaptations in the transportation industry can involve:

  • Using specific tools and technology to reduce the strain of certain tasks. For example, transporting heavy items with machinery such as forklifts, and using trolleys and conveyors to transport goods from one place to another
  • Adjusting the environment to fit the worker. For example, it should be easy to reach frequently used items without necessitating an awkward posture. Heavy items can be placed between knee and shoulder level so excessive bending and reaching isn’t required. 
  • Implementing ergonomic aids to reduce worker discomfort and fatigue. For example, drivers may benefit from ergonomic aids such as a headrest, adjustable cushioned seats, and an adjustable steering wheel.

Invest in fitness-to-work testing

Many job roles require the worker to carry out specific movements on a frequent basis. These could include bending, lifting, carrying, reaching, crouching, and spending long periods on their feet. Workers must meet the physical task requirements of their job role.

Fitness-to-work testing helps ensure that workers’ job tasks are appropriate. It is a method for evaluating a job candidate’s physical capabilities against their job requirements. Employers are guided on the adaptation of work tasks as required. They will also learn to provide accommodation for workers with physical limitations. Fitness-to-work testing is one proactive approach to reducing the prevalence of musculoskeletal injuries in the workplace. 

Request a Quote for Fitness-to-Work Testing

SureHire’s Fitness-to-work evaluations help employers understand an individual’s overall health status and provide recommendations for work accommodations and/or restrictions when necessary. Should an incident occur, employers can also use the information provided through our Fitness-to-Work testing when applying for cost relief through their province’s worker’s compensation board.

Learn more and request a quote today!

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TAKEAWAY: Employees in the manufacturing industry have physical jobs that come with many risks. These risks can lead to common musculoskeletal injuries — here are some proactive prevention tips you can use to keep your workforce safe.

Table of contents

Fitness-to-Work Testing FAQs

SureHire’s Fitness-to-work (FTW) evaluations help employers understand an individual’s overall health status and provide recommendations for work accommodations and/or restrictions when necessary. Should an incident occur, employers can also use the information provided through our FTW when applying for cost relief through their province’s worker’s compensation board.

Check out this frequently asked questions video and contact us today to request a quote.

Request a Quote

Work-related musculoskeletal disorders can significantly affect the health of workers and negatively impact the bottom line for businesses. This is due to injury treatment costs, decreases in worker productivity, and missed workdays. Accounting for around 33% of all worker injury and illness cases, work-related musculoskeletal disorders are among the most commonly reported cases of lost or shortened work time. The manufacturing industry encompasses many different job roles, each of which carries its own degree of risk for workplace-related musculoskeletal injuries.

Manufacturing covers a broad range of industries. To get a concept of the size and variety of roles within the manufacturing industry, think of any physical item. It has been through a manufacturing process to transform it from raw materials to a finished product. Food, beverages, textiles, transportation, electronics, and machinery are just a few examples of the many industries that have a manufacturing sector. From office workers to heavy industrial work, this article explores some of the common musculoskeletal injuries in the manufacturing industry, and how the risks for these injuries can be mitigated. 

Most common musculoskeletal injuries in the manufacturing industry

There are various types of musculoskeletal disorders and injuries that can affect workers in the manufacturing industry. Although the back is a commonly injured area, there are many joints and muscles in the body that could be affected as well. The nature of the injury is likely to be related to:

  • The types of movements and positions that are commonly used in a specific job role
  • The equipment used
  • Individual factors, such as an individual’s existing health conditions

For example, an office worker in the manufacturing industry could be at risk for a repetitive strain injury in the hands and wrists or carpal tunnel syndrome, both from excessive use of a keyboard and mouse. On the other side of the manufacturing spectrum, a worker who is performing repeated heavy lifting may have a relatively high risk of sustaining a lower back injury.

A study of musculoskeletal diseases in heavy industrial workers in Korea showed that the most common conditions for employees in the manufacturing industry were lumbar sprains and spasms, followed by shoulder sprains and spasms. This study also identified that welders had the highest prevalence of musculoskeletal disorders. Other occupational categories with a significant prevalence of musculoskeletal disorders included crane operators, drivers, assemblers, and metal cutters.

Another study of metallurgical industry workers in Brazil showed that the upper limbs were the most commonly affected areas of the body. The shoulder was the most commonly injured area, followed by the wrist/hand, and then the elbow/forearm. Job roles included cutting and bending metal tubes, assembling, welding, calibrating, and packaging.

Studies like these help to highlight that the job role and the equipment used are correlated with certain types of injuries and commonly affected areas of the body.

Most common causes of musculoskeletal injuries in the manufacturing industry

Biomechanical risk factors for workplace-related musculoskeletal disorders can often be linked to the types of tasks that are performed. For example, prolonged standing and heavy lifting is associated with a higher risk for musculoskeletal injuries in the back. High repetition, strain, and pinch force are associated with an increased incidence of musculoskeletal injuries in the hands and wrists. 

Some of the main factors associated with musculoskeletal injuries in the manufacturing industry include:

  • Repetitive movements
  • Awkward or uncomfortable movements and postures
  • Poor ergonomics, including anything from workstation set up to lighting, noise, temperature and humidity, and ventilation
  • Excessive and/or prolonged force, contact stress, vibration, or speed
  • Performing tasks for a long period of time without sufficient rest breaks or alternative activity periods
  • Personal factors such as physical condition, sleep status, and other general health factors, such as a chronic illness

Musculoskeletal injury prevention tips for employers in the manufacturing industry

There are many steps that employers can take to proactively protect their workforce from musculoskeletal injuries. These steps can be adapted to match the job requirements and needs of the individual worker.

Determine the main risk factors for musculoskeletal injuries, specific to each job role in the workplace

Identify specific movements and positions within each job role that can pose an increased risk for musculoskeletal disorders. These include prolonged standing, heavy lifting, twisting, reaching, pushing, pulling, bending, awkward postures, and repetitive movements. 

Examine each aspect of the work environment that could be associated with an increased risk for musculoskeletal disorders. This includes the equipment and machinery that is used for job tasks, workstation set up, and environmental factors such as lighting and temperature.

Once a full job risk analysis has been completed and the major contributing factors have been identified, actions can be taken to help ensure the risks are minimized.

Make adjustments and additions to equipment as required

Based on what was identified in the risk assessment, some of the steps that could be taken include the following:

  • Adopting appropriate personal protective equipment (PPE) for the job task such as hard hats, safety goggles, or ear plugs.
  • Using products or devices to help reduce the physical impact on the workers. Examples include lighter equipment, mechanical assist devices for heavy lifting, or handles on containers for easier carrying.
  • Optimizing the workstation set up and overall environment to suit the worker. For example, invest in ergonomic chairs, adjustable desks, and ergonomic aids specific to the job role. Consider where tools and equipment are placed to ensure they are easily accessible for the worker.

Adjust workplace protocols as required

Reassess job roles and what they entail. Ensure adequate rest breaks and task rotations are included and shorten shift times if required.

Provide health and wellness training and education for employees

Identify risk factors specific to individual employees. These could include current and previous injury and health status. Ask employees about the aspects of their job that cause physical or mental strain. From there, both general and personalized initiatives can be developed to help reduce the risk for work-related musculoskeletal injuries.

Health and wellness education can address various areas of health that may directly impact the risk for musculoskeletal injuries. Examples include physical activity levels, smoking status, nutrition, stress levels, and overall mental health and wellbeing. Initiatives could include:

  • Education on lifting techniques
  • Education and training on stretching and muscle-strengthening exercises
  • Stress reduction therapies and techniques (you may wish to consider investing in your employees’ mental health and wellness through the use of programs like EQ Resilience and EQ At Work. Learn more here).
  • Healthy eating guidance
  • Education on early warning signs of musculoskeletal disorders

Evaluate Your Injury Prevention Strategy!

Fitness-to-work testing is one way to ensure your workforce can meet the physical demands of a job, and also gives you the ability to modify work tasks and accommodate workers. This type of occupational test leads to reduced injury claims and increased the health of your employees long term.

Learn more about SureHire’s Fitness-to-Work Testing Program here.

Learn more

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TAKEAWAY: Employees in the mining industry face many risks and hazards every day on the job. Here are some tips for preventing musculoskeletal injuries in the mining industry. 

Jump Ahead

By Elly McGuinness

Fitness-to-Work Testing FAQs

SureHire’s Fitness-to-work (FTW) evaluations help employers understand an individual’s overall health status and provide recommendations for work accommodations and/or restrictions when necessary. Should an incident occur, employers can also use the information provided through our FTW when applying for cost relief through their province’s worker’s compensation board.

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The mining industry is a risky business. Labeled as one of the most dangerous and deadliest industries in Canada, it carries the burden of a relatively significant threat for workplace accidents and injuries. The labor-intensive nature of the mining industry produces an increased incidence of work-related musculoskeletal disorders. With this in mind, it’s also important to recognize that there are several steps employers can take to mitigate the risks associated with musculoskeletal disorders and keep their workforce safe. [Learn a bit more about reducing risk in safety-sensitive workplaces here].

The most common musculoskeletal injuries in the mining industry

The prevalence of musculoskeletal disorders in miners is relatively high. A systematic review and meta-analysis of musculoskeletal injuries in miners showed that the upper back is the area of the body with the highest injury prevalence. The lower back is another commonly affected area, followed by the neck, shoulders, hands, and fingers.

Some of the general and specific musculoskeletal injuries that miners are at risk for include:

  • Muscle or tendon sprain in the back, neck or shoulders
  • Herniated disc or disc degeneration in the back
  • Ligament strain in one of the commonly affected areas mentioned above
  • Nerve and blood vessel compression, for example, in the case of thoracic outlet syndrome
  • Musculoskeletal injuries affecting the forearms, wrists, hands or fingers, such as carpal tunnel syndrome, radial tunnel syndrome, or  trigger finger/trigger thumb
  • General discomfort, tension, or muscle pain in one of the commonly affected areas above

A data analysis of musculoskeletal injuries in the mining industry showed that, at 26.4% of the total reported injuries, strains and sprains comprised the majority of workplace musculoskeletal injuries.

The most common causes of musculoskeletal injuries in the mining industry

The incidence of musculoskeletal injuries in the mining industry is especially high in the underground and surface coal, surface stone, and stone processing plants. The main mining activities associated with musculoskeletal injuries include:

Handling supplies or materials 

This includes loading and unloading objects that may be heavy and require significant exertion from the lifter. Supplies and materials may also be awkward to handle and subsequently produce a jarring action. Consequently, the risk of back or shoulder injury can be high for these types of activities. 

Walking or running

Overexertion while walking or running can result in musculoskeletal injuries, especially to the back, knees and ankles. There is also a risk of falling or tripping, particularly on hazardous surfaces.

Getting on or off equipment and machines

In these situations, problems with accessing equipment can result in a fall and a subsequent muscle or joint injury. There is also a risk of injury from surface impact itself, such as jumping down from a machine. Uneven or slippery surfaces can also pose an increased risk of injury.

Machine maintenance and repair

Sometimes the most routine tasks can produce a significant risk for health and safety, and specifically, for musculoskeletal conditions. A wet or cluttered surface presents a hazard, as does inadequate lighting. Other neglected aspects of ergonomics such as confined working spaces are also a common problem. Maintenance and repair work can involve similar risks to handling supplies and materials, including awkward postures and heavy lifting. 

Although they’re designed to protect mine workers from dangerous areas or equipment, machine guards are responsible for a high number of injuries in this industry. This is because significant physical exertion is required to move them to carry out maintenance activities.

Using hand tools

Hand tools have the potential to cause vibration-related or overuse injuries/repetitive strain injuries when they are used repetitively over time. 

Tips for preventing musculoskeletal injuries in the mining industry

The most prevalent accident types in each activity area were overexertion, falling, and being struck. Overexertion accounted for the majority of injuries in every activity. Already, this highlights a priority area for employers to focus on, since overexertion injuries can, to a large extent, be avoided. 

Many of the risks for musculoskeletal injuries in the mining sector can be mitigated. Employers can take actions in the following areas. 

Establish a solid workplace health and safety policy

Although mining itself carries a relatively high degree of risk, this risk can be reduced with a clear workplace health and safety strategy, appropriate management systems to complement that strategy, and compliance with health and safety policies and procedures. 

A few factors to consider include:

  • Load limits for carrying and lifting
  • Footwear requirements to minimize the risk of slips and trips
  • Strategies to avoid prolonged standing or holding tools in static positions, which can be common in the mining industry
  • Procedures for keeping walkways clear and minimizing the risk of spills
  • Inspection and maintenance procedures
Fitness-to-Work testing can help reduce the risk of musculoskeletal injuries on your job site.

Testing not only ensures employees are physically capable of doing the job but also minimizes the possibility of personal injury, risks to other employees, and financial loss due to damages to equipment or materials. It also helps employees handle changes in their role, a transfer to a different position, and concerns related to their ability to perform due to emerging or continuing health conditions.

Should an incident occur, you can also use the information provided through our Fitness-to-Work testing when applying for cost-relief through your province’s worker’s compensation board.

Understand the overall health status of your workforce, and get recommendations for work accommodations or restrictions when necessary.

Request a Quote Today

Invest in tools and equipment

Employers should consider investing in tools or equipment to reduce the strain on employees while they carry out specific tasks. These will come at an initial cost, but should be considered an important investment associated with long term benefits for the health and safety of the workforce. 

Select the most advanced and safety-backed tools and equipment available in the industry. This could include mechanical assist devices, hand protectors, stairs to replace ladders, and smaller and lighter machine guards. Ensure tools and equipment are properly maintained and replaced when needed. 

Provide training and education

Employees must be trained to maintain proper lifting techniques and posture. The majority of musculoskeletal injuries in miners occur in the back. These can be caused by bending and twisting, especially if an external load is applied. 

Employees also need to be educated about the hazards of staying in a fixed position for extended periods, and on the importance of taking regular rest breaks. As well, appropriate training must be provided on how to use and maintain tools and equipment.

Identify and address ergonomic risk factors

Employers should identify the ergonomic risk factors that are present and develop a plan to prevent associated problems from occurring. Some ergonomic aspects of workplace design to consider include the following: 

  • Workstation setup to fit the individual
  • Easy access to tools and equipment
  • Appropriate tools and equipment aids that reduce force and pressure on the body

Workplace health and wellbeing initiatives

Since occupational stress and psychological disorders can increase the incidence of musculoskeletal disorders in miners, employers should consider investing in the health and wellbeing of their employees.

SureHire offers solutions for improving mental health and wellbeing in the workplace. These include EQ Resilience and EQ at Work, which are designed to build employee resilience and help them to thrive.

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