Summary
The Control of Noise at Work Regulations 2005 require employers in Great Britain to assess and control risks where workers may be exposed to harmful workplace noise. The duties increase at defined exposure action values, but the main requirement is to reduce noise exposure to the lowest level reasonably practicable through measures other than hearing protection.
Understanding the Noise Exposure Action Values
The Regulations use daily or weekly personal noise exposure and peak sound pressure to determine when specified duties apply.
The lower exposure action values are 80 dB(A) for daily or weekly personal exposure and 135 dB(C) for peak sound pressure. At this level, employers must make suitable hearing protection available where workers request it and provide appropriate information and training.
The upper exposure action values are 85 dB(A) and 137 dB(C). Where exposure reaches or exceeds these values, employers must establish and implement a programme of organisational and technical measures to reduce exposure. Suitable hearing protection must also be provided and used where the risk cannot be controlled sufficiently by other means.
The exposure limit values are 87 dB(A) and 140 dB(C). These take account of the protection provided by personal hearing protection and must not be exceeded.
Assess Noise Exposure Before Choosing Controls
Where employees are likely to be exposed at or above the lower exposure action values, the employer must make a suitable and sufficient assessment of the risk.
The assessment should identify the level, type and duration of exposure, including exposure to peak sound pressure. It should also consider workers who may be particularly sensitive to noise, information supplied by equipment manufacturers and the availability of alternative equipment designed to reduce noise emissions.
Measurements may be needed where they are necessary to establish exposure reliably. Employers need sufficient information to decide what controls are required and which employees are affected.
The assessment should be reviewed if there is reason to believe it is no longer valid or where there has been a significant change in the work to which it relates.
Reduce Noise at Source Before Relying on Hearing Protection
Employers must eliminate noise risks at source or reduce them to the lowest level reasonably practicable.
Practical measures can include choosing quieter processes or equipment, modifying workplaces and workstations, maintaining machinery, reducing the time people spend exposed and organising work to limit noise exposure.
Where exposure reaches or exceeds the upper action values, these measures should form part of a planned programme for reducing exposure.
Hearing protection does not replace this duty. Ear defenders and earplugs provide an additional layer of protection where exposure cannot be adequately controlled by other measures.
Manage Hearing Protection and Noise Zones
Where exposure remains at or above the upper action values, areas where hearing protection is required should be identified as hearing protection zones where reasonably practicable. Entry should be restricted where appropriate, and workers entering those areas should use suitable hearing protection.
Protection needs to be appropriate for the noise exposure and the wearer. Over-protection can also create difficulties where workers need to hear warning signals or communicate safely.
Employers should maintain hearing protection and other noise-control equipment so that it continues to perform as intended.
Provide Information, Training and Health Surveillance
Workers exposed to noise at or above the lower action values need information and training on the risks, the measures taken to control exposure, the action and limit values, and correct use of hearing protection.
Health surveillance is required where employees are likely to be regularly exposed above the upper exposure action values or are otherwise at risk from noise. The arrangements should allow work-related hearing problems to be identified and appropriate action taken.
Common Compliance Gaps
Common weaknesses include relying on hearing protection without pursuing practicable noise reduction, using old exposure measurements after processes or equipment have changed, and treating an 85 dB(A) reading as the point at which noise management begins.
Other problems include poorly defined hearing protection zones, unsuitable or badly maintained protectors, incomplete worker training and health surveillance arrangements that do not cover all employees who meet the relevant criteria.
Manager Checklist
- Identify work that may expose employees at or above the lower exposure action values.
- Confirm that the noise risk assessment reflects current equipment, processes and working times.
- Check whether engineering or organisational controls can reduce exposure further.
- Verify that a planned noise-control programme exists where upper action values are reached.
- Review the suitability, condition and use of hearing protection.
- Confirm required hearing protection zones are identified and managed.
- Check that affected workers receive suitable information and training.
- Verify that health surveillance covers employees for whom it is required.
FAQ
At what noise level do employer duties begin?
Specified duties begin at the lower exposure action value of 80 dB(A) for daily or weekly personal noise exposure. Employers should not treat this figure as a safe-versus-dangerous dividing line. Risk should be controlled in accordance with the Regulations.
Is 85 dB(A) the legal noise limit?
No. 85 dB(A) is the upper exposure action value. The exposure limit value is 87 dB(A), taking account of the attenuation provided by hearing protection.
Can employers control noise simply by providing ear defenders?
No. Employers must eliminate noise risks at source or reduce exposure to the lowest level reasonably practicable. Hearing protection is used where adequate control cannot be achieved by other measures.
When should a noise risk assessment be reviewed?
It should be reviewed where there is reason to believe it is no longer valid or where a significant change affects the work covered by the assessment.