Supporting workers during wildfire events 

Recently, we saw a major wildfire event unfold in the United States on Maui, which resulted in the deaths of around 100 people, destroyed over 2,000 structures, and burned nearly three and a half square miles of the island. Fires in Greece resulted in the deaths of two people but destroyed over 12,000 acres of land. And more than a dozen US states were under health advisories issued due to fires burning hundreds of miles away in Canada. The Canadian wildfires in particular are a reminder that consequences can be localised to the fire zone yet affect regions that are far beyond.

Although wildfires are not a new phenomenon, their frequency is projected to rise by 50% by the end of the century, as referenced by research from the World Meteorological organisation.  Additionally, their impact is felt across the globe. Severe burn injuries and death are possible immediate outcomes of a wildfire, yet some health impacts can be more far-reaching, affecting not only anyone directly exposed to the flames, smoke, ash, and extinguishing materials, but also populations for whom travelling wildfire smoke negatively impacted air quality. In Indonesia, there has been a 20% increase in patients with respiratory diseases as a result of intensified fires and smoke. Top health concerns include reduced lung function and increased cardiovascular risks due to particulate matter (PM_2.5) in the air. Additionally, wildfire smoke can cause injury to eyes and immune systems. These health impacts are often not proportional to exposure  ̶  individuals with preexisting health conditions tend to be disproportionately affected.

Studies are also starting to qualify and quantify the effects of wildfires on mental health, and these indicate that leaving an area or losing a property due to a wildfire can lead to symptoms of depression, anxiety, and post-traumatic stress.

An organisation’s top priority must always be its people. When the worst happens, employers must ensure that they have the resources to help their employees manage to cope with the terrible loss of family, loved ones, homes, and community.

The U.S., through the Occupational Safety and Health Act (OSHA), along with many other countries, are responsible for the safety and health of their employees and for providing a safe and healthy workplace. This responsibility includes anticipating any hazards that workers may face, including exposure to wildfire smoke. These hazards can be reduced through knowledge, safe work practices, and appropriate personal protective equipment.

Although OSHA currently has no federal standard for wildfire smoke exposure, California and Oregon have requirements for the protection of employees, which include air quality monitoring, training, communication, engineering, and administrative controls to reduce exposures, as well as provisions for dust masks.

Below, we have outlined key actions that employers can take to help keep their employees safe and healthy, through workplace policies, facility management, benefits outside the workplace, and proactive communication.

When employees are worried about their personal safety or their ability to afford healthcare for themselves and their families, it is inevitable that these concerns will affect their wellbeing and work performance.

Given the health impacts of smoke, healthcare access is one of the most important benefits an employer can offer its employees. Globally, only 50% of full-time employees have access to medical coverage through their employer. For employers that do offer insurance, 21% of employees continue to find healthcare unaffordable, according to Health Trends 2023 from over 17,000 employees.

Prior to experiencing a wildfire event, employers should assess the support system for their workforce

— can employees afford to seek the support they need, do health systems in the region have the capacity to see increased numbers of patients, and do employees have access to virtual health offerings if they are displaced from their community or unable to safely leave their home? Additionally, employers should consider the mental health resources and trauma support available to employees.

Employers can be creative in the ways they support their workers during moments that matter. They can consider implementing emergency plans that waive cost protection structures during emergencies, such as reduced cost sharing/copays or temporary removal of prior authorisation processes. Employers may contemplate picking up premiums for health coverage to reduce opt-outs, as well as offer special allowances, mental health crisis response services, and greater digital health options.

Employees impacted by wildfires may not be able to work standard schedules. During these events, it is important to have policies on emergency leave in place — is there a separate pool of hours, and do employees have to use paid time off or sick time? Having answers to these questions in advance of an emergency simplifies the experience for employers and employees.

Additionally, employers should consider offering remote or flexible work arrangements. Commuting during times of high smoke can be dangerous for employees — even if they are travelling from one indoor location to another. Smoke and low air quality can cause school closures, requiring parents to miss work. Supporting alternative work schedules can be essential to limiting business interruption during extreme weather events.

Lastly, proactive communication is always a crucial component of a crisis mitigation plan, as it is necessary to notify employees both of the risk status and the available supporting employer policies. Workplace safety and benefits teams need to work together to make sure employees have access to clear information.

Prior to the event, employers should consider purchasing and familiarising themselves with mass notification tools so that they can quickly send out information and directions to their employees in targeted areas. Some of these systems include the ability to poll employees on whether they are safe or need assistance, thereby helping employers to better assess the situation. Additionally, employers need to be cognisant of employees’ ability to access these notifications and determine if creative methods are needed to reach employees without independent technology access.