No nuts allowed: Workplaces declared nut-free for allergy sufferers
A recent survey from recruitment marketing specialists, Employment Office, has revealed that nut-free workplaces are on the rise, with 20% of Australians admitting they have worked for a company with a nut-free policy.
It’s easy to see why such precautions would be considered, with 22% of workers revealing they have witnessed a colleague experiencing a severe allergic reaction at work.
Considering hospital admissions for severe allergic reactions have doubled over the last decade, it’s easy to see why peanuts are being declared no-go zones in schools and childcare centres for the protection of at-risk kids. But workplaces too?
Only about 1% of adults suffer from peanut allergies ranging from mild to life-threatening. However, with twice as many children as adults receiving the diagnosis, and only 20% of them outgrowing the sensitivity, the numbers are increasing.
As kids with allergies get older, start leaving school and entering the workforce, what measures, if any, should be taken to safeguard them from reactions at the office?
Employment Office Managing Director, Tudor Marsden-Huggins, questions whether entire workplaces should be forced to modify their behaviour to accommodate roughly one per cent of the population.
“Interestingly, allergy experts advise against introducing nut-free policies in the workplace, arguing that the practice creates a false sense of security for allergy sufferers, when the reality is they must be continually vigilant to prevent a reaction.
“Certainly, there is an argument that if nut-free workplaces gain traction, the floodgates could be open, leading to bans on many allergy inducing foods, ranging from dairy to fish to wheat. We don’t want a situation at work where there’s a multitude of things you can’t eat in the workplace, and only a few things you can,” he said.
Instead of blanket bans, Marsden-Huggins suggests employees with allergies should work in partnership with their employers to manage the risk.
“It’s certainly advisable for workplaces to be aware and prepared for the potential allergic reactions of their employees. By the same token, employees with these allergies need to take responsibility for their medical condition and exercise the necessary caution. The best scenario is for the workplace and the employee to work in partnership to create a plan to ensure the safety of anyone who is at risk,” he said.
It may not be necessary for employers to go as far as adopting a nut-free policy, however it is essential for employers to take a severe food allergy seriously. The condition is recognised as a disability in Australia, so employees affected should be treated with an acceptable level of care and consideration.
In 2010, an American woman filed a lawsuit against her employer, claiming her co-workers harassed her by eating peanuts near her desk and chasing her and touching her with peanuts, despite knowing she had a severe allergy to them.
“Create an action plan for anaphylaxis and ensure it is communicated to the staff and displayed on a public noticeboard. Encourage employees to be considerate of colleagues with allergies, asking them to wash their hands after having contact with allergy-inducing foods, and requesting they do not eat these foods in shared work spaces.
“Consider offering nut-free snack options in the office kitchen, and when planning in-house or off-site events, consult with employees with food allergies to ensure suitable options are taken to reduce their risk,” Marsden-Huggins said.
