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When evaluating the fatigue level of individual workers

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Fatigue level assessment scale in Table 1 of the Guidelines for Assessing and Managing Fatigue is used


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The fatigue level is considered higher when the average of the total score divided by 9 is higher

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There are several evaluation criteria, but generally, if the average is less than 3 points, fatigue is considered low

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and if the average is more than 4.5 points, fatigue is considered high

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Workers with severe fatigue symptoms or high fatigue scores

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need to be evaluated and diagnosed accurately through consultation with a doctor or an expert

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In the case of group level fatigue evaluation

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to evaluate the level of work-related fatigue at the workplace, industrial health statistics are used

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or directly investigated

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There are a number of workplace indicators that can be used to evaluate fatigue

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First, absenteeism, tired workers tend to be more absent

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Second, worker turnover rate, fatigue leads of job dissatisfaction, increasing the turnover rate

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Third, use or abuse of drugs, tired workers tend to drink and smoke more


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and they can use more sleeping pills, stimulants, or stimulant drinks

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Fourth, workers who are tired from work-related tensions are more likely to suffer damage during work

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and the increase in the rate of damage of the workplace can be used as an indicator of fatigue

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Fifth, workers who are tired due to loss of production time decrease their production rate

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because they experience less work efficiency and more health-related problems

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To evaluate the fatigue of these workers, worker surveys, focus group interviews

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retirement interviews, etc. can be conducted

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In order to identify the work-related factors of fatigue at the workplace, the checklist attached in Table 2 of the Guidelines for Assessing and Managing Fatigue

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divided into work organization, shift work design, vacation management, 

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work environment management, and health management can be used

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So how should you manage fatigue?

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Let's start with personal care for workers

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It's important to take care of your lifestyle

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Exercise regularly, quit smoking, refrain from excessive drinking and avoid habitual drug use

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Reduce caffeine intake as much as possible, drink enough water, and eat a balanced diet,

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meaning to avoid monosaccharide like sugar and to consume enough vitamins and minerals

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Maintain an appropriate weight, get enough sleep,

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control your workload and get enough rest with efficient time planning

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And we need to learn how to positively deal with stress

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It's good to make use of relaxation exercises and stretching, and have a habit of 

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talking to people around you and asking for help when you have a hard time

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Workers who work shifts

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should perform the lifestyle management of shift workers as suggested in the Health Management Guidelines for Shift Workers

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to reduce fatigue caused by shift work

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and long-hours workers should implement the personal measures suggested in the Health Management Guidelines for Long-hours Workers

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to reduce fatigue caused by long-hours work

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Now we will learn about workplace management

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Employers must use the following measures to manage fatigue

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First of all, in the case of work organization and shift work design

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the shift direction should be circulated forward from morning to evening, and to night shift

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and sufficient rest time must be given for recovery between work hours

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Number of consecutive night shifts must be minimized

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and holiday shifts and continuous shifts must be minimized even in the case of a regular worker

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and sufficient rest must be provided before returning to work after extended shifts

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When organizing a work schedule, work must be mixed and properly reflected rather than simple repetitive work

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and workers should participate or their opinions must be reflected in work schedule design or work adjustment

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Enough workers must be hired to 

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minimize overtime shifts and to prepare for increased workload

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In terms of vacation management, procedures to reduce and minimize excessive accumulation of annual leave must be prepared

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Leave applications must be processed reasonably and leave worker's work must be replaced in a timely manner

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By organizing the management and monitoring procedures for work schedules and vacation schedules

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consider the needs and impact of the workers when approving leave of workers

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In the case of work environment management, ergonomic improvement must be made to unnatural work posture


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and work speed and work cycle must be made appropriate

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By improving the working environment and minimizing the weight lift through automation

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safety measures against dangerous tasks must be prepared

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If overtime work is implemented, rest facilities or safe means of returning home must be provided

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and convenience in commuting must be provided

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In the case of health care, workers must be trained to

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quickly report fatigue-related accidents or health problems to managers

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Health managers must provide relevant training to help workers prevent and manage fatigue

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Employers must use Guidelines for Measuring Job Stress Factors to identify job stress factors at workplaces

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and implement Workplace Job Stress Prevention Programs to detect health problems caused by job stress early

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and take prompt follow-up measures

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Workers must also should be able to report fatigue symptoms and work-related fatigue factors quickly without hesitation

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The employer shall implement

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the work management and health management suggested in the Health Management Guidelines of Shift Workers

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and implement the measures

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of the employer and health manager suggested in the Health Management Guidelines for Long-hours Workers for long-hours workers

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Employers are responsible for ensuring that workers do not suffer from fatigue through their work

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and must arrange procedures to prevent the risk of tired workers putting themselves and others at risk

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Specifically, managers must negotiate with employees about overtime or double shifts

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Shifts must be kept regular and predictable

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giving employees the flexibility to choose their own work schedules

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and allowing them to choose shifts on working hours that they prefer and suit their personal preferences, such as night shifts

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Adequate working hours must be followed, and shift work must be adjusted to start after 6 a.m.,

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and continuous shift work before 7 a.m. must be limited to a maximum of four.

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Early shift work reduces the fatigue impact of late shift by reducing working hours,

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and changes in shift work must be changed according to the passage of time from morning to afternoon, and to night and must not change against time

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Shift rotation must be done quickly, for example, every two to three days and rotation every one to two weeks must be avoided

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A shift should not exceed 12 hours

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Employees must get enough rest between shifts


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Allow up to eight hours of rest in consideration of commuting, eating, and sleep between shifts,

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and at least once every three weeks a weekend break schedule must be given

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Avoid important tasks at the end of the shift, during hard times during the day or night

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To prevent employees from working too much night shift,

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the night shift must be limited to four consecutive shifts or two consecutive 12-hour shifts

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Employees must take quality breaks during work

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Anyone can report fatigue issues to management,

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and the employer must make improvements and creates a work environment that does not cause drowsiness

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Measures must be taken to avoid overloading one person due to working overtime or working double shift

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and any incidents or accidents that may cause fatigue must be thoroughly investigated

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And engage workers in improvement through unions


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This time, we will look into the role of the union

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Union identifies the cause and investigates it with the employer when it thinks fatigue is a problem at work

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It raises awareness of the risk of fatigue

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and works with employers to create an environment where workers can report when they are tired

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It lets workers seek help from employers if they are sick and support the workers who feel tired

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and it works with employers to eliminate the cause of fatigue

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It also supports union members who are threatened by disciplinary action,

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when employer claims that they underperformed due to workers' mistakes or as a result of fatigue

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Let's take a look at the P-D-C-A guidelines on fatigue management


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P is for PLAN, an action plan


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Establish specific policies, such as working hours, overtime, and expenses for fatigue,

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and reflect the work place's policies to implement management of this issue

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Frontline staff participate in the development and review of the policy

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and specify matters concerning the assessment and control of fatigue risks associated with working hours and shifts,

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who are affected by the policy, supervisors and directors of management,

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and regular reviews and revisions

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D is for DO, implementing the policy

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Implement workplace fatigue management plans

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and provide regular communication opportunities with the organization's health and safety experts

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Conduct campaigns to increase health and safety awareness and behavioral change

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and discuss health and safety issues with employees and identify the situation during the implementation phase

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C is for CHECK

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Check whether safety-critical fatigue risks have been specifically assessed,

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the review, risk assessment process has been repeated at specific intervals,

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major risk cases and points and root causes of fatigue have been investigated, 

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effective classification and recording systems for working hours

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and causes exceeding work policies

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Check to see what is effective and what is not for managing fatigue,

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and consult with staffs on how to avoid and manage fatigue

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Lastly, A is for ACT, acts of improvement

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Review health and safety performance and reports to appreciate achievements

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and take corrective action in areas where goals have not been achieved

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Share results with workers to seek opinions on how to make improvements,

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respond to reports from insurance providers, trade union safety representatives,

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regulators and central health and safety staff,

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audit, health and safety committee recommendations and inspections,

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and leverage information to review the planning process

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Health checkup is a health management method

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that detects physical abnormalities through a doctor's examination and medical examination

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and takes appropriate measures when they do not feel any abnormalities on their own

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Health refers to a state of no physical illness and of mental and social peace

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Workers can get sick due to various factors in their working environment

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so they conduct health checkups to detect them early

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It is a screening test that informs the possibility of a disease or the existence of a disease

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so additional thorough examination is required to accurate diagnose and treatment

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In addition, due to the nature of group checkups, it may not be completely searched

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so individual checkups according to symptoms are necessary when there are self-aware symptoms

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The Special Health Checkup for Night Shift Workers must be conducted as a mandatory health checkup since January 1, 2016,

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when it was applied to workplaces with 50 or fewer workers as well

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According to the Special Health Checkup for Night Shift Workers, the subjects are first, consecutive eight-hour workers, 

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working in shifts including the time from 12 p.m. to 5 a.m., more than four times a month on average for six months,

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whose cumulative number of shifts over six months is more than 24 times

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Second, workers having to work an average of 60 hours or more per month 

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in the period between 10 p.m. and 6 a.m. for six months,

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working the cumulative hours of 360 or more over six months

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In addition, if night shift is irregular, even if it is less than 60 hours per month, if it is accumulated to 360 hours for 6 months,

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and if it is at or below the reference boundary in irregular night workplaces, pre-position checkups

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and special health checkups should be performed

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Looking at the timing and cycle of Special Health Checkup for Night Shift Workers,

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the pre-deployment health checkups are tested before starting night shift

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However, if the cycle of shift work is irregular

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and it is difficult to determine whether you are eligible for Special Health Checkup for Night Shift Workers,

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he first special health checkup will be conducted

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six months after working at night shifts

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After deployment, the first medical checkup is conducted within 6 months,

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and the subsequent implementation period is 12 months, the same as general medical checkups

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If the working hours of the job are constantly included in the hours subject to Special Health Checkup for Night Shift Workers,

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the health checkup is conducted before the worker is assigned to the job,

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and the first health checkup is conducted within six months of the placement

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The Special Health Checkup for Night Shift Workers items are as follows

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In the case of primary health checkup, first, occupational history, exposure, and medical history related to major target organizations are investigated

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Insomnia symptoms are examined and abdominal circumference, blood pressure, fasting blood glucose, total cholesterol, triglycerides,

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and HDL cholesterol are measured, and gastrointestinal and breast cancer-related symptoms are examined

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In the case of secondary health checkups, in-depth interviews and questionnaires related to the nervous system are conducted,

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blood pressure, fasting blood glucose, glycated hemoglobin, total cholesterol, triglyceride, HDL cholesterol, LDL cholesterol,

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24-hour blood pressure, 24-hour electrocardiogram are measured, gastroscopy is performed, and mammography and breast ultrasound are performed

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According to the Processing of the Results After the Medical Checkup, when the worker conducts the medical checkup,

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the medical checkup institution records the results on the personal table of the medical checkup

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and sends them to the worker within 30 days from the date of the checkup

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In addition, the health checkup result table is sent to the employer within 30 days from the date of the health checkup

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If a person has been found to have a disease as a result of the medical checkup,

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the relevant worker shall be explained  within 30 days from the date of the medical checkup,

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the medical findings, the matters necessary for follow-up management, and the suitability of the job performance

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In the case of a special health checkup institution, the health checkup result table is submitted

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to the head of the local employment and labor office within 30 days from the date of the health checkup

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Health checkup results are largely divided into four categories

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A is a worker who does not need follow-up care for health care, that is, a healthy worker

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CN is a worker who needs follow-up observation on night shift due to the risk of progressing to disease,


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 i.e. disease observed person

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DN is a worker who shows signs of disease and needs follow-up care during the night shift; that is, a person with a disease


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R is a worker who has difficulty evaluating their health level or is suspected of having a disease as a result of the first medical checkup,


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that is, subject to second medical checkup

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Unlike occupational diseases caused by harmful factors of existing special health diagnosis,

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the health impact of night shift is caused by both personal and occupational factors together,

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so it differs from existing occupational diseases and general diseases

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In the case of shift night workers, measures such as shortening working hours, changing jobs, prohibiting and restricting work,

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providing sleeping hours during night work, and adjusting shift work schedules are taken

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The employer shall submit a report on the results of follow-up measures

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to the local employment and labor office within 30 days from the date of receipt of the health checkup results table,

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along with the health checkup results table and the follow-up documents or implementation plan,

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according to the opinions of the special, occasional, and temporary health checkup results table