Government statistics report that over 3.5 million Brits earn a living as shift workers. This spans an array of industries, from healthcare and emergency services to transport, manufacturing, entertainment, and retail. Approximately 8.7 million people in the UK worked nights in 2022, which continued a downward trend since 2016.
Polls have found that almost 70% of shift workers feel their roster negatively impacts their physical or mental health. For a start, the inverted lifestyle makes it difficult to align with family commitments, to socialise with friends, and to maintain hobbies. More importantly, this working style is linked with increased occupational hazards. In healthcare, shift work and long hours are contributing to reduced professional performance, as well as higher rates of fatigue-related injury and worker errors – which all have the potential to affect patient care.
A similar story can be found in other industries. Fatigue is a factor in 21% of high-risk rail incidents, with mounting evidence that a lack of rest between shifts is a challenge for those in safety-critical roles.
But concerns for this demographic go far beyond the short-term risks. The literature also shows that shift work reduces sleep quantity and quality, and adversely impacts mental health. In particular, individuals with shift-based jobs are significantly more likely to experience depression and anxiety. Furthermore, shift work – especially night shift work – is associated with higher risks of chronic physical disorders, including diabetes, cardiovascular disease, and cancer.
Guidance for employers of shift workers is available to help create better conditions for individuals. As a basis, employers are required to provide a good base shift pattern and to set limits that protect individuals from unnecessary harm. They must also monitor any changes in working hours closely in order to make needed adjustments, for example, to break times, number of days off, and more. They are also expected to remain abreast of the potential risks and to be proactive in reducing the hazards for employees.
But individuals should also feel confident to speak up if their roster becomes particularly detrimental to their health and wellbeing. Some of the risks can’t be avoided, but many can be minimised with effective management. There is information and support available to anyone who may need it, including through the Health and Safety Executive and the Mental Health Foundation.
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