Unit 4: Industrial Health & Safety (30%)

Content
1. Meaning, Definition and Importance of Industrial Health
2. Occupational Hazards (Chemical, Biological, Environmental and Psychological
Hazards) 3. Occupational Diseases – Meaning, Protection against Occupational
Diseases (Preventive Measures & Curative Measures)
4. Statutory Provisions to maintain Health & Safety (as per Factories Act, 1948)
5. Accidents – Introduction, Definitions (Accident, Industrial Injury, Disablement,
Personal Injury, Accident Proneness), Causes of Accidents (Intrinsic, Extrinsic, Personal
& Exogenous), Cost of Accidents (Direct & Indirect), Accident Prevention (3E’s
Approach)
6. Absenteeism – Concept, Definition, Causes (Organisational, Environmental &
Personality Factors), Remedial Measures for Reducing Absenteeism (Organisational,
Environmental and Personal) 7. Turnover – Meaning, Reasons and Remedial
Measures

1.1 MEANING
Industrial health, also known as occupational health, refers to the field of study and practice
concerned with the promotion and maintenance of physical, mental, and social well-being
of workers in their workenvironment.

Industrial health aims to identify and prevent work-related health hazards and diseases, such
as exposure to toxic substances, ergonomic hazards, physical injuries, and psychological
stress. It involves monitoring, assessing, and managing the health risks associated with work
activities, with thegoal of reducing the incidence of workplace injuries and illnesses.

The International Labour Organization (ILO) defines occupational health, which is a

synonymous term with industrial health, as "the promotion and maintenance of the highest
degree of physical, mental and social well being of workers in all occupations by preventing
departures from health, controlling risks and the adaptation of work to people, and people
to their jobs."

This definition highlights the importance of preventing occupational hazards and injuries,
adapting work environments and practices to the capabilities and needs of workers, and
promoting the overall well-being of workers. The ILO is a specialized agency of the United
Nations that focuses on promoting decent working conditions and social justice around the
world, including in the area of occupational health and safety.

In addition to promoting worker health and safety, industrial health also plays an important
role in maintaining productivity, reducing healthcare costs, and improving the overall quality
of life of workers. Industrial health professionals may include occupational health physicians,
nurses, hygienists, and other specialists who work in collaboration with employers and
employees to develop and implement effective workplace health programs.

1.2 IMPORTANCE/ SIGNIFICANCE OF INDUSTRIAL HEALTH

Occupational health is important for several reasons:

1. Protecting the health and safety of workers: Occupational health helps to protect
workers from physical and psychological harm, including workplace injuries and
illnesses, exposure to hazardous substances, and ergonomic risks. By identifying and
controlling these risks, occupational health can prevent or minimize the incidence of
work-related health problems.
2. Promoting productivity: When workers are healthy, they are more productive and able to
perform their job duties effectively. Occupational health can help to identify and
address health issues that may be affecting worker performance, and provide support
for workers to stay healthy andproductive.

3. Reducing healthcare costs: Work-related injuries and illnesses can be costly for both
employers and workers, in terms of medical expenses, lost wages, and reduced
productivity. Occupational health can help to prevent these problems and reduce
healthcare costs by identifying and addressing health risks in the workplace.
4. Meeting legal and ethical obligations: Employers have legal and ethical obligations to
provide a safe and healthy work environment for their employees. Occupational
health helps employers to fulfill these obligations by identifying and addressing
health risks in the workplace.
5. Improving quality of life: Work-related health problems can have a significant impact
on the quality of life of workers and their families. Occupational health can help to
prevent or minimize these problems, leading to a better quality of life for workers
and their families.
6. Preventing absenteeism and turnover: Work-related health problems can lead to high
rates of absenteeism and turnover, which can be costly for employers and disrupt
business operations. Occupational health can help to prevent these problems by
identifying and addressing health risks in the workplace, and providing support to
workers to stay healthy and productive.
7. Contributing to a positive work culture: When employers prioritize the health and
safety of their workers, it can contribute to a positive work culture and promote
employee morale and satisfaction. Occupational health programs can help to create a
culture of safety and well-being, which can lead to improved job satisfaction and
employee retention.
Occupational Hazard
Occupational hazards refer to the health and safety risks that workers may face in the course
of their employment. These hazards can arise from a wide range of sources, including
physical, chemical, biological, ergonomic, and psychosocial factors, and can vary depending
on the type of work that is being performed. Some examples of occupational hazards
include:

2.1 PHYSICAL HAZARDS:

Physical hazards are a type of occupational hazard that can cause physical harm to workers.
These hazards can arise from a range of sources, such as workplace equipment, machinery,
or the physical environment. Physical hazards can cause injuries such as cuts, bruises,
fractures, and even death. Some examples of physical hazards include:

a. Mechanical hazards: These are hazards that arise from the use of machinery or
equipment in the workplace, such as lathes, presses, and saws. These hazards can cause
injuries such as cuts, fractures, and amputations, and can even be fatal.

b. Electrical hazards: These are hazards that arise from working with electrical equipment,
such as wiring, outlets, and appliances. Electrical hazards can cause electrical shock,
burns, and evendeath.

c. Temperature hazards: These are hazards that arise from exposure to extreme
temperatures, such as heat stress or hypothermia. Heat stress can cause heat
exhaustion, heat stroke, and dehydration, while hypothermia can cause loss of
consciousness and even death.

d. Noise hazards: These are hazards that arise from exposure to high levels of noise, such as
in industries such as construction, manufacturing, and transportation. Exposure to high
levels of noise can cause hearing loss, tinnitus, and other hearing problems.

e. Radiation hazards: These are hazards that arise from exposure to ionizing radiation, such
as in industries such as nuclear power generation or medical imaging. Exposure to
ionizing radiation can cause cancer and other health problems.

f. Vibration hazards: These are hazards that arise from exposure to high levels of vibration,
such as in industries such as construction, mining, and agriculture. Exposure to high
levels of vibration can cause musculoskeletal disorders, such as carpal tunnel syndrome
and vibration white finger.

2.2 CHEMICAL HAZARDS:

Chemical hazards are a type of occupational hazard that can cause harm to workers when
they come into contact with hazardous chemicals in the workplace. These hazards can arise
from exposure to a range of substances, including gases, liquids, and solids, which can cause
chemical burns, respiratory problems, or other health effects. Some examples of chemical
 hazards include:

a. Toxic substances: These are hazardous chemicals that can cause injury or illness through
skin contact, inhalation, or ingestion. Toxic substances can include lead, mercury,
asbestos, and solvents, which can cause respiratory problems, skin irritation, and other
health issues.
b. Carcinogens: These are substances that can cause cancer, such as benzene, asbestos, and
certain pesticides. Workers in industries such as construction, agriculture, and
manufacturing maybe at risk of exposure to carcinogens.
c. Corrosive substances: These are chemicals that can cause chemical burns, such as acids
and alkalis. Workers who handle or work in close proximity to these substances may be
at risk of chemical burns or other injuries.
d. Flammable and explosive substances: These are substances that can ignite or explode
under certain conditions, such as gasoline, propane, and other chemicals used in
manufacturing or transportation. Workers who work with or near these substances may
be at risk of burns, explosions, and other injuries.
e. Allergenic substances: These are substances that can cause allergic reactions, such as
latex, certain chemicals, and certain plant materials. Workers who are exposed to
allergenic substances may be at risk of developing allergies, asthma, or other health
problems.

2.3 BIOLOGICAL HAZARDS:

Biological hazards are a type of occupational hazard that can pose a risk to workers' health
and safety when they come into contact with biological agents in the workplace. These
hazards can arise from exposure to a range of biological agents, including bacteria, viruses,
fungi, and other microorganisms, which can cause infections or other health effects. Some
examples of biological hazards include:

a. Infectious agents: These are microorganisms that can cause infectious diseases, such as
tuberculosis, hepatitis B and C, HIV/AIDS, and other illnesses. Workers in healthcare,
laboratory, and waste management industries are at risk of exposure to infectious agents.
b. Animal bites and scratches: These are injuries that can result from working with animals, such
as dogs, cats, and livestock. Animal bites and scratches can lead to infections, such as rabies
and tetanus. c. Exposure to mold and fungi: Workers in industries such as agriculture,
construction, and healthcare may be at risk of exposure to mold and fungi, which can cause
respiratory problems and other health issues. d. Allergens: These are substances that can
cause allergic reactions, such as pollen, animal dander, and certain foods. Workers in
industries such as healthcare, food service, and agriculture may be at risk of exposure to
allergens.
e. Parasites: These are organisms that can live on or inside other organisms and can cause
diseases such as malaria, Lyme disease, and other illnesses. Workers in industries such as
agriculture, forestry, and waste management may be at risk of exposure to parasites.
2.4 ERGONOMIC HAZARDS:
These are hazards that can arise from physical strain or stress on the body, such as repetitive
motion, awkward postures, and lifting heavy loads. These hazards can lead to
musculoskeletal disorders, suchas back pain and carpal tunnel syndrome.

a. Repetitive motions: Repetitive motions, such as typing or using a computer mouse for
extended periods, can cause strain on the hands, wrists, and arms.
b. Awkward or static postures: Working in awkward positions, such as reaching or bending
over, or maintaining static postures, such as standing for long periods, can lead to fatigue,
discomfort, and pain. c. Heavy lifting: Lifting or moving heavy objects can cause strain on
the back and other muscles,leading to back injuries or strains.
d. Vibration: Exposure to vibration, such as using power tools, can cause damage to nerves
and blood vessels, leading to numbness, tingling, and pain.
e. Poor lighting or glare: Inadequate lighting or glare can cause eye strain, headaches, and neck
pain.
f. Poor workstation setup: Poor workstation setup, such as using a chair that is too high
or low or a monitor that is too far away, can cause discomfort and pain in the neck, back,
and shoulders.

2.5 PSYCHOSOCIAL HAZARDS:

Psychological occupational hazards refer to workplace conditions, situations, and events that
can have negative effects on a person's mental health and well-being. These hazards can
arise from various aspects of the work environment, including work tasks, organizational
culture, interpersonal relationships, and job demands. Some examples of psychological
occupational hazards include:

a. Job stress: Stress can arise from factors such as workload, deadlines, role
ambiguity, and interpersonal conflict.

b. Workplace violence and harassment: This includes physical and verbal abuse,
sexualharassment, and bullying.

c. Job insecurity: Fear of job loss or uncertainty about the future can lead to anxiety and
stress.

d. Work-life imbalance: When work demands interfere with personal life, it can cause
stress and affect mental well-being.

e. Traumatic events: Exposure to traumatic events such as accidents, violence, or natural

disasters can lead to post-traumatic stress disorder (PTSD).
 f. Burnout: Prolonged stress, workload, and job demands can lead to physical and
emotional exhaustion, cynicism, and reduced job performance.

g. Work-related anxiety and depression: This can result from factors such as a
toxic work environment, low job satisfaction, and high job demands.

2.6 ENVIRONMENTAL OCCUPATIONAL HAZARDS:

They are health and safety risks that workers may face due to exposure to hazardous
substances or conditions in the work environment. These hazards can arise from a range of
sources, including exposure to air pollutants, water contaminants, hazardous waste, noise
pollution, and radiation. Someexamples of environmental occupational hazards include:

a. Air pollution: Workers in industries such as manufacturing, construction, and

transportation may be exposed to harmful airborne substances, such as dust, fumes,
and smoke, which can cause respiratory problems, cancer, and other health issues.
b. Water contamination: Workers who work in industries that produce or use chemicals or
who work in water treatment plants may be exposed to contaminants that can affect
their health. Exposure to these contaminants can cause skin irritation, respiratory
problems, and other health issues.
c. Hazardous waste: Workers who handle or work in close proximity to hazardous waste,
such as in waste management, recycling, or remediation, are at risk of exposure to toxic
substances. Exposure to these substances can cause a range of health problems,
including respiratory problems, cancer, and neurological disorders.
d. Noise pollution: Workers in industries such as manufacturing, construction, and
transportation may be exposed to high levels of noise, which can cause hearing loss,
tinnitus, and other hearing problems. e. Radiation: Workers who work with radioactive
materials or in industries such as nuclear power generation or medical imaging may be
exposed to ionizing radiation, which can cause cancerand other health problems.

Occupational hazards can have a significant impact on the health and well-being of workers,
as well as on their families and communities. Employers have a legal and ethical obligation to
identify and address these hazards in the workplace, in order to protect the health and
safety of their workers. Occupational health and safety programs can help to identify and
control these hazards, and promote safe and healthy work practices.

Occupational Disease
3.1 MEANING
Occupational diseases are illnesses or health conditions that are caused by exposure to
workplace hazards or conditions. These diseases can be the result of exposure to a wide
range of substances and conditions, including chemical and biological agents, physical
hazards, ergonomic hazards, and psychosocial stressors. Occupational diseases can develop
over time, often as a result of repeated or prolonged exposure to the hazard, or they can
occur suddenly as a result of an acute exposure.

Some examples of occupational diseases include:

1. Asbestosis: This is a lung disease caused by inhaling asbestos fibers, which can lead to
scarring of the lungs and difficulty breathing.
2. Noise-induced hearing loss: Exposure to loud noises in the workplace can cause
permanent hearing loss.
3. Skin conditions: Exposure to certain chemicals, such as solvents or irritants, can
cause skin rashes, dermatitis, or other skin conditions.
4. Lung diseases: Exposure to airborne particles, such as dust, fumes, or gases, can cause
a range of lung diseases, such as asthma, chronic obstructive pulmonary disease (COPD),
or lung cancer. 5. Musculoskeletal disorders: Repetitive motions, poor ergonomics, or
heavy lifting can cause musculoskeletal disorders, such as carpal tunnel syndrome,
tendonitis, or back pain. 6. Infectious diseases: Health care workers, first responders, and
others may be at risk of exposure to infectious diseases, such as hepatitis B or C, HIV, or
COVID-19.

The Factories Act is a legislation that governs the health, safety, and welfare of workers in
factories in India. The Act defines occupational disease as a disease specified in the schedule
to the Act that is caused by the nature of the employment in a particular industry or process.
The Schedule to the Factories Act, 1948 lists the following 29 occupational diseases that are
covered under the Act:

1. Anthrax
2. Lead poisoning
3. Benzene poisoning
4. Mercury poisoning
5. Arsenic poisoning
6. Carbon desulphated poisoning- Carbon disulfide is irritating to the eyes, mucous
membranes, and skin. Acute neurological effects may result from all routes of exposure
and may include headache, confusion, psychosis, and coma. Acute exposure to
extremely high levels of carbon disulfide may result in death.
7. Phosphorus poisoning
8. Nitrous fumes poisoning
9. Toxic jaundice
10. Manganese poisoning
11. Silicosis
12. Chrome ulceration
 13. Asbestosis
14. Noise-induced hearing loss
15. Compressed air illness
16. Byssinosis
17. Poisoning by nitro- and amino-derivatives of benzene or its homologues
18. Toxic anemia
19. Toxic nephritis
20. Pathological manifestations due to radium or other radio-active substances
21. Occupational dermatitis
22. Primary epithelioma Tous cancer of the skin
23. Toxic amblyopia
24. Muscular cramps due to electrolyte disorders
25. Effects due to work in compressed air
26. Occupational asthma
27. Primary neoplasm of the urinary bladder
28. Hysterical manifestations due to occupational stress
29. Occupational cataract

Overall, occupational diseases can have a significant impact on an individual's health and
ability to work, and it is important for employers to identify and address potential hazards in
the workplace to prevent these diseases from occurring. According to the Factories Act, if a
worker contracts an occupational disease as a result of their work, the employer is required
to provide compensation to the worker or their dependents, as per the provisions of the Act.

3.2 PROTECTION AGAINST OCCUPATIONAL DISEASES

3.2.1 Preventive Measures

Protection against occupational diseases requires a combination of preventive measures,
including identifying and controlling workplace hazards, providing protective equipment and
clothing, training workers on safe work practices, and monitoring workers' health for early
detection of disease.

Following are some ways to protect against occupational diseases:

1. Hazard identification and control: Employers should identify and evaluate potential
hazards in the workplace and take steps to control or eliminate them. This can
include engineering controls, such as ventilation systems or barriers, administrative
controls, such as work schedules or training, or personal protective equipment,
such as respirators or gloves.
2. Personal protective equipment (PPE): PPE can help protect workers from exposure to
hazardous substances and conditions. Employers should provide appropriate PPE for
workersand ensure that it is used correctly and consistently.
3. Training: Workers should receive training on safe work practices, hazard recognition
and control, and proper use of PPE.
4. Health monitoring: Employers should monitor workers' health for early detection of
 occupational diseases. This can include medical exams, health questionnaires, and
regular monitoring of exposure to hazardous substances.
5. Work environment: Employers should maintain a safe and healthy work environment
that minimizes exposure to hazards. This can include regular cleaning, proper storage
andhandling of hazardous substances, and appropriate lighting and ventilation.
6. Ergonomic assessments: Employers should conduct ergonomic assessments to
identify and reduce ergonomic hazards, such as repetitive motions, awkward
postures, or heavy lifting. This can involve adjusting workstations, using ergonomic
tools, or implementing work practices that minimize physical strain.
7. Employee involvement: Workers should be involved in the process of identifying and
controlling workplace hazards. This can include encouraging workers to report
potential hazards, involving workers in hazard assessments and control measures,
and providing workers with opportunities to provide feedback and suggestions for
improvement.

3.2.2 Curative Measures

Curative measures against occupational diseases involve treating workers who have already
been affected by a work-related illness. These measures can help workers manage their
symptoms, improve their quality of life, and prevent the disease from getting worse.

Following are some curative measures that can be taken against occupational diseases:

1. Medical treatment: Workers with occupational diseases may need medical treatment to
manage their symptoms and prevent the disease from progressing. Treatment may
include medication, physical therapy, or other forms of medical intervention.
2. Rehabilitation: Workers with occupational diseases may require rehabilitation to
regain lost function, strength, or mobility. This can include physical therapy,
occupational therapy, or other forms of rehabilitation.
3. Psychological support: Workers with occupational diseases may experience
psychological effects such as depression or anxiety. Providing psychological support
such as counseling or therapy can help workers cope with the emotional impact of
the disease.
4. Workplace modifications: Workers who have been affected by an occupational
disease may require workplace modifications to accommodate their condition. This
can include adjusting work hours, modifying job duties, or providing assistive devices
or equipment.
5. Vocational training: In some cases, workers with occupational diseases may need
vocational training to learn new skills or find a new career path. This can help
workers continue to earn aliving despite their condition.
6. Disability benefits: Workers who are unable to work due to an occupational disease
may be eligible for disability benefits. These benefits can provide financial support to
help workers manage their condition and maintain their standard of living.
7. Legal remedies: In some cases, workers who have been affected by an occupational
disease may have legal remedies available to them. This can include workers'
compensation claims, lawsuits against employers or manufacturers, or other legal
 actions aimed at holding responsible parties accountable for the worker's illness.

Statutory Provisions to maintain Health &

Safety (as per Factories Act, 1948)
The Factories Act, 1948 is a piece of legislation in India that provides statutory provisions for
ensuring the health, safety, and welfare of workers employed in factories. The Act sets out a
number of provisions aimed at protecting workers from occupational hazards and ensuring
that they have accessto basic health and welfare amenities.

4.1 STATUTORY HEALTH PROVISIONS

The health-related provisions of the Factories Act, 1948 are aimed at promoting a safe and
healthy workplace for workers in India. Employers must comply with these provisions to
ensure that their workers have access to basic health and welfare amenities and to protect
them from occupational hazards. Following are all the health related provisions of the Act.

1. Cleanliness - Section 13
Every factory must be kept clean and free from waste, and effective measures must
be taken to control the accumulation of dust, fumes, and other impurities that may be
harmful to workers.
2. Ventilation - Section 14
Every factory must have adequate ventilation to ensure a sufficient supply of fresh air
for workers. This can include natural ventilation or mechanical ventilation systems.
3. Temperature and humidity - Section 15
The factory premises must be kept at a comfortable temperature and humidity level,
and workers must not be exposed to extreme temperatures or humidity that may be
harmful to their health.
4. Dust and fume control - Section 17
Every factory must take effective measures to control the accumulation of dust and
fumes, and workers must be provided with appropriate respiratory protection where
necessary.
5. Drinking water - Section 18
Every factory must provide clean drinking water to workers, and water dispensers or
fountains must be located in convenient places throughout the workplace.
6. Washrooms and toilets - Section 19
Every factory must provide adequate and separate washrooms and toilets for male and
female workers, and they must be kept clean and in good condition.
7. Spittoons - Section 20
Every factory must provide spittoons for workers and must maintain them in a clean
and hygienic condition.
8. Lighting - Section 16
Every factory must have sufficient lighting to enable workers to perform their duties
safely and comfortably, and the lighting must be arranged to prevent glare or excessive
 shadows.
9.Humidification - Section 21
In factories where textiles are produced, the factory must take effective measures to
control humidity levels to prevent the spread of airborne diseases.
10. Overcrowding - Section 22
The factory must not be overcrowded, and sufficient space must be provided for
each worker to work comfortably.
11. Artificial humidification - Section 23
In factories where artificial humidification is used, effective measures must be taken
to ensure that workers are not exposed to harmful bacteria or other impurities.

12. Spittoons and urinals - Section 24

Every factory must provide adequate spittoons and urinals for male workers, and they
must be kept clean and in good condition.
13. Canteens - Section 46
Factories employing more than 250 workers must provide a canteen facility for their
workers, which must meet certain minimum standards for cleanliness and hygiene.
14. First aid - Section 45
Every factory must have adequate first aid facilities, including a first aid box and a
trained first aid attendant, and workers must be informed of the location of these
facilities.

4.2 STATUTORY SAFETY PROVISIONS

Following are statutory safety provisions according to Factories Act 1948:

1. Fencing of Machinery (Section 21) - This section requires that all dangerous
machinery should be securely fenced to prevent workers from coming into contact
with moving parts.
2. Work on or near Machinery in Motion (Section 22) - This section requires that
workers should not be allowed to work on or near any machinery while it is in motion
or in a state of repair.
3. Employment of young persons on dangerous machines (Section 23) - This section
prohibits the employment of young persons under the age of 18 on dangerous
machines.
4. Striking gear and devices for cutting off power (Section 24) - This section requires
that all machinery should be fitted with adequate devices for cutting off power in
case of emergency.
5. Self-acting machines (Section 25) - This section requires that self-acting machines
should be properly safeguarded to prevent accidents.
6. Casing of new machinery (Section 26) - This section requires that all new machinery
should be properly cased or enclosed to prevent accidents.
7. Prohibition of employment of women and children near cotton-openers (Section 27)
- This section prohibits the employment of women and children near cotton-openers,
which can be dangerous due to the risk of their clothing getting caught in the
machine.
8. Hoists and lifts (Section 28) - This section requires that all hoists and lifts should be
properly maintained and inspected to prevent accidents.
9. Lifting machines, chains, ropes and lifting tackles (Section 29) - This section requires
that all lifting machines, chains, ropes, and tackles should be properly maintained and
inspected to prevent accidents.
10. Revolving machinery (Section 30) - This section requires that all revolving
machinery should be properly fenced or guarded to prevent accidents.
11. Pressure plant (Section 31) - This section requires that all pressure plants should be
properly inspected and maintained to prevent accidents.
12. Floors, stairs, and means of access (Section 32) - This section requires that all
floors, stairs, and means of access should be properly maintained to prevent
accidents.
13. Pits, sumps, openings in floors, etc. (Section 33) - This section requires that all
pits, sumps, and openings in floors should be properly covered or fenced to
prevent accidents.
14. Excessive weights (Section 34) - This section requires that workers should not be
required to lift or carry excessive weights that may cause injury.
15. Protection of eyes (Section 35) - This section requires that all workers should be
provided with suitable goggles or other means of eye protection.
16. Precautions against dangerous fumes, gases, etc. (Section 36) - This section
requires that adequate measures should be taken to prevent workers from being
exposed to dangerous fumesor gases.
17. Precautions regarding the use of portable electric light (Section 37) - This section
requires that adequate measures should be taken to prevent workers from being
exposed to the risk of electric shock when using portable electric lights.

18. Explosive or inflammable dust, gas, etc. (Section 38) - This section requires that
adequate measures should be taken to prevent the accumulation of explosive or
inflammable dust or gas, which can be a serious fire hazard.
19. Precautions in case of fire (Section 39) - This section requires that all factories
should have adequate means of escape and firefighting equipment in case of a
fire.
20. Maintenance of buildings (Section 42) - This section requires that all factory
buildings should be properly maintained and kept in a safe condition.
5.1 ACCIDENT
An accident is an unexpected and unintended event that results in harm, injury, damage,
or loss. Accidents can happen in various settings, including the workplace, on the road,
at home, or duringrecreational activities.

However Industrial accident differs from accident in general.

The Factories Act, 1948 defines an "accident" as an occurrence in a factory that causes bodily
injury to a person, resulting in the person being unable to work for a period of 48 hours or
more. This definition includes any injury that is caused by an accident within the factory
premises, or while working outside the factory premises in connection with the factory's
business.

For an accident to qualify as an industrial accident, it must meet certain criteria established
by the Factories Act, 1948. These criteria are as follows:

1. Occurrence in a factory: The accident must occur within the premises of a factory or
outside the premises but in the course of work-related activities.
2. Injury: The accident must result in bodily injury to a person. The injury can be physical
or mental and may include cuts, fractures, burns, poisoning, or any other harm to
the body.
3. Causation: The accident must be caused by an act or omission in the course of
employment. This means that the injury must have been caused directly by the work
the person was doing or the conditions in which they were working.
4. Severity: The injury must result in the person being unable to work for a period of 48 hours
or more.

If an accident meets these criteria, it is considered an industrial accident under the Factories
Act, 1948. The Act requires employers to report all such accidents to the appropriate
authorities and take necessary steps to provide medical care to the injured person and
prevent similar accidents from happening in the future.

5.2 INDUSTRIAL INJURY (ONLY DEFINITION)

An industrial injury is an injury that is caused by an accident or exposure to a hazardous
condition in the workplace or in connection with work-related activities. Industrial injuries can
result from a variety of causes, including exposure to chemicals or other hazardous materials,
repetitive motion, heavy lifting, falls, and machinery accidents.
The Factories Act, 1948 defines "industrial injury" as a personal injury caused to an employee
in the course of their employment, and which causes them to be absent from work for a
period of 48 hours ormore, or which results in permanent disablement or death.

Under the Act, an injury is considered an industrial injury if it is caused by an accident or

occurrence that arises out of or in the course of the employee's work in a factory. This
includes injuries caused by the use of machinery, exposure to hazardous substances, or any
other work-related activity that results in bodily injury to the employee.
The Act places a responsibility on employers to provide a safe working environment and take
necessary measures to prevent industrial injuries from occurring. In the event of an
industrial injury, employers are required to provide immediate medical attention to the
injured employee and report the injury to the appropriate authorities. The Act also provides
for compensation for industrial injuries through workers' compensation insurance, which
employers are required to provide for their employees.

Under the Factories Act, 1948, an injury is considered an industrial injury if it meets the
following criteria:

1. The injury is caused to a person who is employed in a factory, and it occurs in the
course of their employment.
2. The injury must be a personal injury, which means that it is an injury to the body,
mind, oremotions of the employee.
3. The injury must result in the employee's absence from work for a period of 48 hours
or more, or it must result in permanent disablement or death.
4. The injury must be caused by an accident or occurrence that arises out of or in the
course of the employee's work in a factory.

5.3 PERSONAL INJURY (ONLY DEFINITION)

Personal injury is a legal term that refers to any injury or harm to a person's body, mind, or
emotions, as opposed to damage to property. Personal injury can result from a variety of
causes, including accidents, intentional acts, or exposure to harmful substances.

Examples of personal injury may include physical injuries such as broken bones, cuts, and
bruises, as well as mental or emotional injuries such as post-traumatic stress disorder (PTSD)
or depression.

Personal injury claims are a type of civil lawsuit that seek to recover compensation for the
injured party's losses, including medical expenses, lost wages, and pain and suffering. These
claims can arise from a variety of situations, such as car accidents, slip and falls, and
workplace injuries.

In some cases, personal injury claims may be covered by insurance, such as car insurance or
workers' compensation insurance. It is important to consult with an attorney or insurance
professional to understand the specific circumstances of a personal injury claim and the
available options for recovery.

Factor Personal Injury Industrial Injury

Definition Injury that occurs outside of employment or exposure to harmful substances
Context Can occur in any setting, such as in a Injury that occurs in the course of employment
caraccident or slip and fall Occurs in a workplace or factory setting
Cause Can be caused by various factors, such Caused by work-related activities, such as the
asnegligence, intentional acts, use of machinery or exposure to hazardous
materials
Absence from Work Not a determining factor Absence from work for at least 48 hours or
permanent
 disablement
or death is
required
Responsibility No legal responsibility to the safe working environment and prevent
industrial
employer to prevent injuries injuries
Employers have legal responsibility to
provide a

Compensation Generally pursued

through apersonal injury lawsuit to
recover
damages

DISABLEMENT (ONLY
DEFINITION)
Covered by workers'
compensation insurance provided
by the employer
 Disablement of an employee refers to a condition in which an employee is rendered unable
to perform their work due to a permanent or long-term injury, illness, or disability. In the
context of employment and labor law, disablement may entitle the employee to certain
rights and protections, such as workers' compensation, disability benefits, or reasonable
accommodations to perform their work.

the Factories Act, 1948, disablement of employees refers to a condition in which an

employee is permanently or partially disabled as a result of an industrial injury that
occurred during the course of their employment. The Act defines "disablement" as the
"permanent or temporary, partial or total loss or impairment of a person's bodily function or
functions, or of any part of his body, as a result of an injury."

In the context of the Factories Act, disablement entitles the employee to certain rights and
benefits, such as compensation for the injury and disability, medical treatment, and
rehabilitation services. Employers are required to provide workers' compensation
insurance to employees who are disabledas a result of a work related injury or illness, and
to take measures to prevent workplace injuries andillnesses.

The Factories Act also provides for the appointment of "certifying surgeons" who are
responsible for evaluating and certifying the degree of disablement of an injured employee.
The certifying surgeon's assessment is used to determine the amount of compensation that
the employee is entitled to receive.

The Act recognizes three types of disablement, namely total disablement, partial
disablement, and temporary disablement.

1. Total Disablement:

Total disablement refers to the complete loss of bodily function or impairment of the entire
body or mind, resulting in permanent disability or death. In the case of total disablement, the
injured employee is no longer able to perform any work and is entitled to receive the
maximum amount of compensation allowed under the Act. The amount of compensation for
total disablement is calculated as a percentage of the employee's monthly wages.

2. PartialDisablement:

Partial disablement refers to the loss of bodily function or impairment of a part of the body,
resulting in partial or temporary disability. In the case of partial disablement, the injured
employee is still able to perform some work but may have to switch to a different job or
perform their current job with some restrictions. The amount of compensation for partial
disablement is calculated as a percentage of the employee's monthly wages, based on the
degree of loss of earning capacity.

3. Temporary Disablement:

Temporary disablement refers to the loss of bodily function or impairment of a part of the
body, resulting in temporary disability. In the case of temporary disablement, the injured
employee is unable to perform their job for a period of time, but is expected to recover and
resume work. The amount of compensation for temporary disablement is calculated as a
percentage of the employee's daily wagesfor the period of time they are unable to work.

Total Permanent Disablement Complete partial or permanent disability.

loss orpermanent impairment of bodily Total Temporary Disablement Loss or

function or the entire body, resulting in temporary impairment of bodily function or

permanent disability or death. the entire body, resulting in temporary
Partial Permanent Disablement Loss or disability.
permanent impairment of a part of the Loss of both arms, both legs, or both eyes, or a
combination of these.
body,resulting in
Loss of a finger or toe, hearing impairment, or
 partial paralysis. severe lacerations.

Fractured leg or arm, temporary blindness, or

Partial Loss or temporary Sprained ankle or wrist, or a

Temporary impairment of a part of minor burn.
Disablement the body, resulting in
temporary disability.

5.4 ACCIDENT PRONENESS (ONLY DEFINITION)

Accident proneness refers to the tendency of an individual to be involved in accidents or to
have a higher risk of being injured in an accident than other people. The concept of accident
proneness has been a topic of interest in occupational safety research for many years, and
studies have shown that some people are more likely to be involved in accidents than
others.

In the context of an organization, accident proneness can have significant implications for
safety management. It is important for employers to identify employees who may be more
accident-prone and take measures to mitigate the risks of accidents.

There are several factors that can contribute to an employee's accident proneness. Some of
the common factors include:

1. Physical factors: Employees who have physical limitations or health conditions that
can affect their motor skills or cognitive abilities may be more prone to accidents.
2. Psychological factors: Employees who are easily distracted, impulsive, or have a
tendency to take risks may be more prone to accidents.
3. Behavioral factors: Employees who disregard safety rules and take shortcuts in
their work processes may be more prone to accidents.
4. Environmental factors: The work environment, such as poor lighting or
inadequate safety equipment, can increase the risk of accidents.

To reduce the risk of accidents, employers can take several measures, including:

1. Providing safety training: Providing safety training can help employees identify
potential hazards and understand how to use safety equipment.
2. Implementing safety policies and procedures: Having clear safety policies and
procedures in place can help ensure that employees understand and follow
safety guidelines.
3. Conducting safety audits: Regular safety audits can help identify potential hazards
and provide recommendations for improvement.
4. Encouraging a safety culture: Encouraging a safety culture can help employees
understand the importance of safety and take ownership of their safety and the
 safety of their colleagues.

In conclusion, understanding and identifying accident proneness is an important part of

safety management in organizations. By taking measures to reduce the risk of accidents and
creating a culture of safety, employers can help ensure the well-being of their employees
and prevent accidents from occurring.

5.5 CAUSES OF ACCIDENTS (INTRINSIC, EXTRINSIC, PERSONAL &EXOGENOUS)

Accidents can be caused by a variety of factors, including intrinsic, extrinsic, personal, and
exogenous factors. Understanding the different causes of accidents can help individuals and
organizations take steps to prevent them from happening in the future.

5.6.1 Intrinsic factors:

Intrinsic factors are inherent to the person or object involved in the accident. For example, a
machine may malfunction due to a design flaw, or an individual may have a medical
condition that causes them to lose control of a vehicle. Intrinsic factors can also include
natural disasters such as earthquakes or hurricanes that can cause accidents.

5.6.2 Extrinsic factors:

Extrinsic factors are external to the person or object involved in the accident. These can
include factors such as weather conditions, road or workplace conditions, and other
environmental factors. For example, a vehicle may crash due to icy roads, or a construction
worker may fall from a height due to inadequate safety measures.

5.6.3 Personal factors:

Personal factors are related to the individual involved in the accident. These can include
physical or mental health conditions, drug or alcohol use, fatigue, distraction, or other
human factors. For example, a driver may cause an accident due to driving under the
influence of alcohol, or a construction worker may be injured due to fatigue or distraction.

5.6.4 Exogenous factors:

Exogenous factors are external to the individual involved in the accident, but still related to
human behavior. These can include societal or cultural factors, such as the pressure to meet
work deadlines or societal expectations that may encourage risky behaviors. For example, a
company may prioritize production over safety, or a culture may value speed and efficiency
over safety.

It's important to note that accidents can rarely be attributed to a single factor. Instead,
accidents are often the result of a combination of intrinsic, extrinsic, personal, and
exogenous factors.
Intrinsic Inherent to the person or Machine malfunction due to a design flaw
objectinvolved in the accident Vehicle crashes due to icy roads

Extrinsic External to the person or Driver causes an accident due to driving

objectinvolved in the accident under the influence of alcohol
Personal Related to the individual
involvedin the accident
 Exogenous External to the individual, Company prioritizes
butrelated to human production over
behavior safety

5.6 COST OF ACCIDENTS (DIRECT & INDIRECT)

When an accident occurs, it can result in both direct and indirect costs. Understanding these
costs is important for individuals and organizations to assess the impact of accidents and
make informed decisions regarding safety measures.
5.7.1 Direct Cost
Direct costs of industrial accidents refer to the financial expenses that arise immediately
following an accident in the workplace. These costs can be significant and can affect the
bottom line of a business. Understanding the direct costs of industrial accidents is crucial for
employers to implement measures to prevent accidents and minimize their impact.

Following are some of the direct costs of industrial accidents:

1. Medical expenses:
Medical expenses are the most immediate and significant costs following an industrial
accident. These costs can include emergency room visits, hospitalization, surgery,
medication, and rehabilitation. The severity of the injury and the length of hospital stay can
greatly increase the medical expenses incurred.

2. Property damage:
Accidents in industrial settings can cause significant property damage, including damage to
equipment, machinery, buildings, and other assets. The costs associated with repairing or
replacing damaged property can be a major expense for businesses.

3. Workers' compensation:
In many countries, employers are required by law to provide workers' compensation to
employees who are injured on the job. Workers' compensation covers medical expenses, lost
wages, and disability benefits for the injured worker. The cost of workers' compensation can
be substantial, particularly for businesses with high rates of accidents.

4. Legal expenses:
In some cases, industrial accidents can result in legal action. This can include lawsuits filed by
injured workers or their families, as well as fines and penalties imposed by regulatory
agencies. Legal expenses can be significant, particularly if a business is found liable for an
accident.

5. Emergency response and cleanup costs:

In the event of an accident, emergency response personnel may be required to intervene
and provide immediate medical care or other assistance. This can include the cost of
ambulance services, emergency room care, and other medical expenses. Additionally, if
hazardous materials or other dangerous substances are involved in the accident, there may
be additional costs associated with cleanup and disposal of these materials.

5.7.2 Indirect Cost

Indirect costs of industrial accidents refer to the financial expenses that are not immediately
visible or quantifiable. These costs may not be obvious in the short term, but they can have a
significant impact on the business over time. Indirect costs are often associated with lost
productivity, employee morale, and the reputation of the business. It is essential for
employers to understand these costs to take necessary steps to prevent accidents and
mitigate their impact.

Following are some of the indirect costs of industrial accidents:

6. Lost productivity:

Industrial accidents can result in lost productivity due to the absence of injured workers,
disrupted work processes, and the need to investigate and resolve the accident. Lost
productivity can have a significant impact on a business's bottom line, especially if the
injured worker is in a critical role or there are significant delays in completing projects.

7. Replacement and training costs:

When a worker is injured, there may be a need to replace them, either temporarily or
permanently. The cost of recruiting, hiring, and training a new worker can be substantial,
particularly for skilled labor or specialized roles.

8. Decreased morale:
Industrial accidents can have a significant impact on employee morale. If employees feel
unsafe in the workplace, they may be less productive and less likely to stay with the
company. This can lead to increased turnover and recruitment costs.

9. Regulatory fines and penalties:

Regulatory agencies may impose fines and penalties on businesses that do not comply with
safety regulations or that are found to be responsible for accidents. These costs can be
significant, depending on the severity of the accident and the level of non-compliance.

10. Damage to reputation:

Industrial accidents can damage a business's reputation, especially if they are reported in the
media. A negative reputation can make it more challenging to attract new customers or
retain existing ones, leading to a loss of revenue over time.

In conclusion, indirect costs of industrial accidents can have a significant impact on businesses.
By understanding these costs, employers
5.7 ACCIDENT PREVENTION (3E’S APPROACH)
The 3E approach to prevention of industrial accidents is a widely accepted model that focuses
on three key elements - Engineering, Education, and Enforcement. This approach is designed

to reduce the likelihood of accidents occurring in the workplace and mitigate their impact if
they do occur.

3E Approach to Prevent Accident

5.8.1 Engineering:
Engineering controls focus on designing and modifying the physical aspects of the workplace
to eliminate or minimize the risk of accidents.
This can include modifications to machinery or equipment to reduce the likelihood of injury,
installation of safety guards and barriers, and implementation of systems to monitor and
control hazardous materials.

By engineering the workplace to eliminate or minimize hazards, employers can reduce the
likelihood of accidents occurring.

Following are some popular intervention:

 Conducting regular safety inspections to identify potential hazards and areas where
engineering controls can be implemented
 Installing safety guards and barriers on machinery to prevent workers from coming into
contact with moving parts
 Implementing automatic shut-off systems on machinery to prevent accidents when
workers are not present
 Implementing ventilation systems to control exposure to hazardous materials

5.8.2 Education:
Education and training are critical components of preventing industrial accidents. This
includes providing workers with the knowledge and skills they need to identify potential
hazards, understand how to use equipment and machinery safely, and know what to do in
the event of an emergency. Regular training and communication about safety protocols and
procedures can help ensure that workers are equipped to work safely and respond
appropriately in the event of an accident.

Following are some popular intervention:

 Providing regular safety training for all workers

 Conducting emergency response drills to ensure that workers know how to respond in
the event of an accident
 Providing clear and concise safety procedures and protocols for all tasks
 Encouraging workers to report safety concerns or hazards to management

5.8.3 Enforcement:
Enforcement involves setting and enforcing safety standards in the workplace. This includes
developing and implementing safety policies and procedures, conducting regular safety
audits and inspections, and enforcing consequences for non-compliance. Employers can also
encourage workers to report safety concerns and hazards to management, so that they can
be addressed promptly.

Following are some popular intervention:

 Implementing consequences for non-compliance with safety standards and procedures

Conducting regular safety audits and inspections to ensure that safety standards are
being followed  Encouraging workers to report safety concerns or hazards to
management
 Developing a safety committee to review and implement safety policies and procedures

By implementing the 3E approach to prevention of industrial accidents, employers can

significantly reduce the likelihood of accidents occurring in the workplace. Engineering
controls can eliminate or minimize hazards, education and training can ensure that workers
have the knowledge and skills to work safely, and enforcement can ensure that safety
standards are being followed and enforced. Additionally, by creating a culture of safety in
the workplace, employers can encourage workers to take an active role in preventing
accidents and promoting a safe working environment.
Organization Examples of initiatives
Tata Steel Conduct regular safety inspections to identify potential hazards and areas
where engineering controls can be implemented; implement
safety guards and barriers on machinery to prevent workers from
coming into contact
with moving parts; provide regular safety training for all workers;
develop a safety committee to review and implement safety policies
and procedures.
Reliance Industries Conduct regular safety audits and inspections to ensure that safety
standards are being followed; provide clear and concise safety
procedures and protocols for all tasks; implement consequences
for non-compliance with
 safety standards and procedures; encourage workers to report safety
concerns or hazards to management.
Larsen & Toubro Conduct emergency response drills to ensure that workers know how to
respond in the event of an accident; implement automatic shut-off
systems on machinery to prevent accidents when workers are not
present; provide
regular safety training for all workers; encourage workers to report safety
concerns or hazards to management.
Indian Oil Corporation Install ventilation systems to control exposure to hazardous materials;
provide clear and concise safety procedures and protocols for all
tasks; conduct regular safety inspections to identify potential hazards
and areas
where engineering controls can be implemented; implement
consequences for non-compliance with safety standards and
procedures.
Hindustan Unilever Encourage workers to report safety concerns or hazards to
management; provide regular safety training for all workers;
implement safety guards and barriers on machinery to prevent
workers from coming into contact with
moving parts; conduct regular safety audits and inspections to ensure that
safety standards are being followed.

Absenteeism

6.1 DEFINITION
Absenteeism refers to as the failure of an employee to report to work as scheduled or the
failure to remain at work when scheduled to do so.

Absenteeism can be classified into different types based on the reasons or causes for an
employee's absence from work. Here are some of the most common types of absenteeism:

1. Voluntary absenteeism:
Voluntary absenteeism occurs when an employee chooses to be absent from work for
reasons such as personal reasons, lack of job satisfaction, disinterest in the job, or other
personal reasons. It is usually within the control of the employee and not due to external
factors.

2. Involuntary absenteeism:
Involuntary absenteeism occurs when an employee is absent from work due to reasons
beyond their control, such as illness, injury, or other personal or family emergencies.
Involuntary absenteeism is usually excused by the employer, and the employee is usually
entitled to sick leave or other forms of paid time off.

3. Authorized absenteeism:
Authorized absenteeism refers to an employee's absence from work that is approved by the
employer, such as scheduled vacations, personal days, or bereavement leave. These
absences are planned andtypically allowed by the employer.

4. Unauthorized absenteeism:
Unauthorized absenteeism occurs when an employee is absent from work without approval
or without a valid reason. It can be due to reasons such as lateness, taking too much time
off, or not showing upfor work.

5. Chronic absenteeism:
Chronic absenteeism refers to a pattern of frequent or long-term absenteeism, often without
valid reasons. It can be due to factors such as health issues, family problems, personal issues,
or jobdissatisfaction.

6. Incidental absenteeism:
Incidental absenteeism refers to occasional absences from work due to minor issues such as
a doctor's appointment or car trouble. These absences are typically short and infrequent
and do not have a significant impact on the employee's job performance.

6.2 CAUSES OF ABSENTEEISM

6.2.1 Organizational Environment:

1. Poor Leadership: A lack of effective leadership and management can create a negative
work environment that contributes to absenteeism. If employees do not feel valued,
respected, or supported, they may be more likely to miss work.

2. Job Dissatisfaction: Employees who are unhappy with their jobs, their pay, or their
working conditions may be more likely to miss work. If employees feel
unappreciated, unsupported, or unfulfilled, they may be more likely to seek other
opportunities or simply stay home.

3. Lack of Work-Life Balance: Employees who feel that they cannot balance their work
and personal lives may be more likely to miss work. For example, if an employee does
not have enough time to care for their family or attend to personal responsibilities,
they may need to take time off.

4. Inadequate Compensation and Benefits: Employees who feel that they are not
compensated fairly or who lack access to adequate benefits may be more likely to
 miss work. If employees do not feel that they are valued or that their needs are being
met, they may be more likely to take time off.

6.2.2 Personal Factors:

1. Health Issues: Employees who have chronic health issues or who suffer from acute
illness or injury may need to miss work. This is especially true if the employee does
not have access to adequate health care or sick leave.

2. Family Responsibilities: Employees who have children or other family responsibilities

may need to take time off to care for their loved ones. For example, an employee
may need to stay homewith a sick child or attend a parent-teacher conference.

3. Mental Health Issues: Employees who are struggling with mental health issues such
as depression, anxiety, or stress may need to take time off to seek treatment or to
recover. If the employee does not have access to adequate mental health
resources, they may be more likely to miss work.

4. Transportation or Other Logistics: Employees who have difficulty getting to work or

who face other logistical challenges may be more likely to miss work. For example, an
employee who relies on public transportation may be more likely to miss work due to
delays or cancellations.

5. It's important to note that these causes are not exhaustive, and individual
circumstances can vary. To reduce absenteeism, it's important for employers to
create a positive work environment that supports employee well-being and
addresses the underlying causes of absenteeism. This may include providing
adequate compensation and benefits, creating a supportive and inclusive work
culture, and implementing policies and practices that promote work-life balance and
mental health. Additionally, employers can provide resources and support to help
employees manage personal responsibilities and address logistical challenges that
may contribute to absenteeism.

6.2.3 Environmental factors:

1. Workplace Safety: Employees who feel unsafe at work or who have been injured on
the job may need to take time off. If employees do not feel that their workplace is
safe, they may be more likely to stay home.

2. Temperature and Air Quality: Extreme temperatures, poor air quality, or other
 environmental factors can make it difficult for employees to work. For example, if the
workplace is too hot or too cold, employees may feel uncomfortable and may need
to take time off.

3. Commute: Employees who have long commutes or who live in areas with heavy traffic
or other transportation challenges may be more likely to miss work. If employees
have to spend hours commuting each day, they may be more likely to stay home.

4. Natural Disasters: Natural disasters such as hurricanes, floods, or wildfires can make it
difficult for employees to get to work or may require them to evacuate their homes.
If a natural disaster occurs, employees may need to take time off to deal with the
aftermath.

5. To reduce absenteeism related to environmental factors, employers can take steps to

create a safe and comfortable work environment. This may include addressing issues
related to workplace safety, providing adequate heating and cooling systems, and
addressing air quality concerns. Additionally, employers can provide resources and
support to help employees manage transportation challenges or deal with the
aftermath of natural disasters.
6.3 REMEDIAL MEASURES FOR REDUCING ABSENTEEISM
(ORGANISATIONAL, ENVIRONMENTAL AND PERSONAL)

6.3.1 Organizational remedies:

 Improving working conditions
 Providing opportunities for career development
 Implementing employee recognition programs
 Offering flexible work arrangements
 Providing fair and competitive compensation and benefits
 Providing training and development opportunities

6.3.2 Personal remedies:

 Promoting a healthy work-life balance

 Encouraging employees to seek support for personal issues affecting attendance
 Providing access to employee assistance programs and mental health
resources  Conducting regular check-ins and providing feedback on
attendance
 Providing incentives for good attendance
 Offering wellness programs and initiatives

6.3.3 Environmental remedies:

 Implementing safety programs and initiatives

 Addressing workplace hazards and reducing physical strain
 Providing adequate resources and support for employees
 Encouraging open communication and feedback
 Promoting a positive workplace culture and addressing conflicts promptly
 Providing clean and comfortable workspaces.

7. Providing Opportunities for Employee Feedback

andInput ✔

11. Providing Resources and Support for Caregiving

Responsibilities ✔
 15. Training and Supporting Managers in Effective

Leadership and Communication ✔

17. Ensuring that Work Tasks and Responsibilities are

Clear and Reasonable ✔

23. Offering Telecommuting Options ✔

Turnover
7.1 MEANING,
Employee turnover refers to the process of employees leaving an organization and being
replaced by new employees. It is a metric used to measure the rate at which employees
leave an organization andis calculated as the number of employees who leave in a given
period divided by the average number of employees in that period.

Turnover rate = (Number of employees who left during a given period / Average number of
employees during that period) x 100%

For example, if a company had 100 employees at the beginning of the year and 20 employees
left during the year, the turnover rate would be:

(20 / 100) x 100% = 20%

Employee Attrition, on the other hand, refers to the natural and unavoidable process of
employees leaving an organization due to reasons such as retirement, resignation, or death.
Attrition is a subset of turnover and refers specifically to the voluntary or involuntary
departure of employees who are not replaced.

Attrition rate = (Number of employees who left voluntarily during a given period / Average
number of employees during that period) x 100%

For example, if a company had 100 employees at the beginning of the year and 10 employees
left voluntarily during the year, the attrition rate would be:

(10 / 100) x 100% = 10%

7.2 REASONS
There can be many reasons why employees decide to leave an organization, some of the
common reasons for employee turnover are:
 1. Poor management: Employees may leave if they feel their managers are not
supportive, provide inadequate feedback, or create a negative work environment.
2. Lack of growth opportunities: Employees may leave if they feel that there is no room
for growth or that their skills are not being utilized.
3. Inadequate compensation and benefits: Employees may leave if they feel that
their pay or benefits are not competitive or if they are not being rewarded for
their hard work.
4. Burnout: Employees may leave if they feel overworked, stressed, or if their
workload is not manageable. 5. Limited work-life balance: Employees may leave if
they feel that their work-lifebalance is not being respected.
6. Cultural misfit: Employees may leave if they feel that they do not fit in with the
company culture or that their values do not align with the organization's values.
7. Career changes: Employees may leave if they decide to pursue a different
career path. 8. Relocation: Employees may leave if they need to move to a
different location.
9. Personal reasons: Employees may leave due to personal reasons, such as family
obligations, health issues, or other life changes.

7.3 REMEDIAL MEASURES

There are various remedies that organizations can implement to address employee turnover.
Here are some of them:

1. Improve employee engagement: Engaged employees are more likely to stay with an
organization. Organizations can improve engagement by providing opportunities for
professional development, recognizing and rewarding employee contributions, and
promoting open communication.
2. Offer competitive compensation and benefits: Employees are more likely to stay with
an organization if they feel that their compensation and benefits package is
competitive. Organizations can conduct regular market research to ensure that their
compensation and benefits packages are competitive with other companies in their
industry.
3. Provide opportunities for career growth: Employees are more likely to stay with an
organization if they see opportunities for career growth and development.
Organizations can provide training, mentoring, and coaching programs to help
employees develop new skills and advance their careers.
4. Improve work-life balance: Employees are more likely to stay with an organization if
they feel that their work-life balance is respected. Organizations can offer flexible
work arrangements, such as telecommuting or flexible work hours, to help
employees better balance their work andpersonal lives.
5. Address management issues: Employees are more likely to leave if they feel that their
managers are not supportive or if there is a lack of communication. Organizations can
address management issues by providing training and development opportunities for
managers and promoting a positive work culture.
6. Conduct stay interviews: Instead of waiting for employees to leave, organizations can
conduct stay interviews to proactively identify and address issues that may cause
employees to leave.
7. By implementing these remedies, organizations can reduce employee turnover and
retain valuable employees, which can lead to increased productivity and
profitability.
8. Foster a positive work culture: Employees are more likely to stay with an organization if
they feel that the work environment is positive and supportive. Organizations can
promote a positive work culture by celebrating achievements, recognizing employee
contributions, and promoting teamwork.
9. Improve onboarding and training programs: Employees are more likely to stay with an
organization if they receive adequate training and support when starting a new job.
Organizations can improve onboarding and training programs by providing
comprehensive training materials and ensuring that new employees are supported
throughout the onboarding process.
10. Provide opportunities for feedback: Employees are more likely to stay with an
organization if they feel that their feedback is valued and acted upon. Organizations
can provide opportunities for feedback by conducting employee surveys, providing
regular check-ins with managers, and establishing open channels of communication.
This can help to identify areas of improvement and make necessary changes to retain
employees.