Hi Renata – We work in a manufacturing facility. Can we ask our employer to add seating so that we don’t have to stand up for the whole shift?
Tasks that require workers to remain standing for prolonged periods may present a hazardous manual handling risk to those workers.
Employers have a duty at s.21 of the OHS Act to provide a workplace that is safe and without risks to health. This includes ensuring that the design of the workplace and how the work is performed is assessed for risk, and identified risks eliminated or minimised through the implementation of hazard controls.
You can find guidance on how this relates to the provision of work task seating in these WorkSafe publications:
- The Compliance Code: Hazardous Manual Handling details how to assess and control manual handling risks presented by work process. At paragraph 77 it states that employees carrying out work that requires standing should be provided with:
- a chair, stool or support so that the employee can alternate between sitting and standing
- a footrest (large enough for the whole foot) to allow the employee to stand with either foot raised
- suitable floor coverings to cushion concrete and other hard floors
- suitable footwear with appropriate cushioning
- The Compliance code: Workplace facilities and the working environment states at paragraph 189 Wherever a task can be done while seated, employers need to provide employees with suitable seating. Employers also need to provide suitable seating where the work cannot be done while seated, but employees can sit sometimes. This lets the employee change their position between sitting and standing and rest, if needed.
Of course, the obligation to do so is so far as is reasonably practicable. Depending on the role, it may not be reasonably practicable. Care must also be taken to ensure that the provision of seating be balanced with any new hazards and risks that are introduced as a result.
If you have an employee elected health and safety representative (HSR) in your workplace you can speak with them about how to report this issue to your employer and what can be done to resolve the issue. HSRs have Rights and Powers under the OHS Act to help when their designated work group (DWG) members are at risk from workplace hazards.
In resolving an identified issue, such as the manual handling hazard of prolonged standing, your employer has duties under the OHS Act and the OHS Regulations to consult with workers, and their HSRs, and to follow an OHS issue resolution procedure.
If you have any questions about OHS we encourage to fill out an Ask Renata query and one of our officials will get back to you shortly. Alternatively give Ask Renatabot a try!