Title: Noise at work - turn it down!
Date: 21 May 2008

Thousands in the UK suffer tinnitus, deafness or other ear conditions as a result of exposure to excessive noise at work. 

If you ever host any live music events  you need to be aware of new regulations to protect the hearing of your employees.

The Control of Noise at Work Regulations 2005 (Noise Regulations) aim to ensure workers’ hearing is protected from excessive noise at work and came into force on 6 April 2008.  They apply to pubs and clubs, amplified live music events, orchestras and other premises where live music or recorded music is played.
 
What changes?

Without getting too technical, noise is measured in decibels (dB). Because of the way our ears work, a 3 dB change in noise may barely register to the human ear, yet every 3 dB doubles the noise, so what might seem like small differences in the numbers can be quite significant.

The level at which employers must ensure hearing protection is worn and where necessary hearing protection zones are signposted falls to 85 dB daily or weekly average exposure.

The level at which employers must assess the risk to workers' health and provide them with information and training and access to hearing protection should they wish to use it is now 80 dB - based on a daily or weekly average exposure. This drops from 90 dB daily.

There is also an exposure limit value of 87 dB, taking account of any reduction in exposure provided by hearing protection, above which workers must not be exposed.

If you are found to be in breach of the regulations, there is a potential fine of £5,000 in the Magistrates Court or an unlimited fine in the Crown Court. If you are investigated for an alleged breach, speak to your lawyer immediately, as breaching the regulations is a criminal offence.

If you ever host live music events, contact us to discuss whether your policies need updating.

Related events

Noise at Work Regulations Seminar - Chesterfield 

Noise at Work Regulations Seminar - Mansfield

Disclaimer

The contents of this article are for the purposes of general awareness only. They do not purport to constitute legal or professional advice. The law may have changed since this article was published.

Readers should not act on the basis of the information included and should take appropriate professional advice upon their own particular circumstances.

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