Although OSHA does not have a specific standard that covers working in cold environments, employers have a responsibility to provide workers a place of employment which is free from recognized hazards. This includes winter weather and related hazards.
Employers should train workers on the hazards of the job and appropriate safety measures, such as engineering controls and safe work practices.
Cold temperatures and wind speed causes heat to leave the body faster than it can be produced. Hypothermia occurs when normal body temperature (98.6°F) drops to 95° F or lower.
Train employees on how to recognize the symptoms of cold stress (Hypothermia)
Mild: alert, but trembling or shivering; dizziness, fatigue, confusion
Moderate to Severe: shivering stops; shaking, confusion, slurred speech, slow heart rate, shallow breathing, body discoordination
Severe: unconsciousness, unable to breathe, weak pulse
Frostbite: numbness, reddened skin, gray and white patches on skin, skin feels hard/firm, blisters may appear
Wear proper clothing for cold, wet and windy conditions
Head/face covering
Layered clothing, loose fitting, insulated
Gloves (insulated, waterproof)
Proper footwear, warm socks (insulated and waterproof boots)
Warm-Up & Stretch prior to work and performing tasks
Cold muscles are weaker than warm muscles
Range of motion decreases
Employees are more at-risk of becoming injured
Stay hydrated: drink warm sugary fluids (minimize coffee consumption and no alcohol)
Provide engineering controls, such as radiant heaters
Adjust work schedules or tasks to the cold or changing weather
Gradually introduce workers to the cold
Monitor employees and schedule breaks in warm areas
Consider instituting a “Buddy System”
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The information contained in this post is intended for general information purposes only and is based on information available as of the initial date of this blog post. No representation is made that the information or references are complete or remain current. This post is not a substitute for review of the current applicable government regulations and standards specific to your location and business activity, and should not be construed as legal advice or opinion. Readers with specific questions should refer to the applicable standards or consult with an attorney.