The Control of Electromagnetic Fields at Work Regulations 2016 is a UK public general act that came into force in July 2016. The act aims to ensure the safety of employees by setting exposure limits on Electromagnetic Fields (EMFs).
The regulations require all employers to assess employees’ potential exposure to EMF. If the levels of EMF are low and employees are not exposed to high levels, then there is no action required except for employees that are at particular risk. The regulations protect against acute effects (interference with nerves or heating) from relatively high exposures.
The act applies to all workplaces that contain equipment which emit electric and magnetic fields (EMFs), predominantly either power-frequency, 50 Hz, or radio frequency (radio, TV, Wi-Fi and microwaves).
Employers are required to assess the levels of EMFs to which their employees may be exposed, ensure that exposure is below exposure limit values (ELVs), take action if employees are exposed to EMFs in excess of the ELVs, devise and implement an action plan to ensure compliance with the exposure limits when appropriate, assess the risks of employee’s exposure and eliminate or minimise those risks, provide information and training on the particular risks posed to employees by EMFs in the workplace and details of any action taken to remove or control them. This information should also be made available to their safety representatives as appropriate, and provide health surveillance or medical examination as appropriate.
In accordance with the Control of Electromagnetic Fields at Work Regulations 2016, employers and duty holders should maintain comprehensive documentation demonstrating compliance with the regulations. This evidence may encompass risk assessment reports, exposure measurement records, documentation of protective measures, health surveillance records, and training materials.
As detailed in the Control of Electromagnetic Fields at Work Regulations 2016, there are certain exemptions to the exposure limits. These exemptions apply in the following circumstances:
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