5 January 2020 posted by Recovery Partners

Mould is a surprisingly common workplace problem and its presence can predispose workers to the potential health effects. While most moulds are not a major problem, given the opportunity, they can grow to massive numbers.

At the workplace, employees who suspect exposure to mould may not want to work and their productivity may decline. Also, they may file worker’s compensation and disability claims.

So, what can employers do to resolve the issue? The best course of action would be to actively prevent mould from growing in the first place.

The question then becomes “how?”

Download a Mould & Moisture Checklist

Preventing mould growth

To prevent mould from growing, it is important to know how mould grows. For mould to grow, moisture and organic matter are prerequisites. Given that moisture is absolutely essential for mould growth, it seems eliminating water would solve the problem. 

Well, not really. Even if you were to eliminate all visible water, you would still need to deal with high ambient humidity and any saturated materials. The key to preventing mould growth is reducing dampness in the building.  This can be done by:

  • Maintaining proper ventilation
  • Turning on exhaust fans
  • Opening windows when the weather permits
  • Limiting the use of humidifiers.
  • Repair all water leaks and plumbing problems

Keep your building’s humidity level below 70 percent and inspect your building’s HVAC system regularly. In the case of a water spill, completely clean and dry the floor or carpet. Discard any material that cannot be cleaned and dried completely.

At Recovery Partners, our experts can help you perform an initial assessment in the workplace and recommend remediation procedures.

If you’re interested, you can enquire through our online referral system here. Alternatively, our consultants love to have a chat, so give us a call on 1300 OHS RTW (647 789).

Find out more on our Mould Services here

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Disclaimer – these articles are provided to supply general safety information to people responsible for OHS in their organisation. They are general in nature and do not substitute for legal and/or professional advice. We always suggest that organisations obtain information specific to their needs. Additional information can be found at www.workcover.nsw.au