Formaldehyde-releasers: relationship to formaldehyde contact allergy. Contact allergy to formaldehyde and inventory of formaldehyde-releasers

This is one of series of review articles on formaldehyde and formaldehyde-releasers (others: formaldehyde in cosmetics, in clothes and in metalworking fluids and miscellaneous). Thirty-five chemicals were identified as being formaldehyde-releasers. Although a further seven are listed in the literature as formaldehyde-releasers, data are inadequate to consider them as such beyond doubt. Several (nomenclature) mistakes and outdated information are discussed. Formaldehyde and formaldehyde allergy are reviewed: applications, exposure scenarios, legislation, patch testing problems, frequency of sensitization, relevance of positive patch test reactions, clinical pattern of allergic contact dermatitis from formaldehyde, prognosis, threshold for elicitation of allergic contact dermatitis, analytical tests to determine formaldehyde in products and frequency of exposure to formaldehyde and releasers. The frequency of contact allergy to formaldehyde is consistently higher in the USA (8-9%) than in Europe (2-3%). Patch testing with formaldehyde is problematic; the currently used 1% solution may result in both false-positive and false-negative (up to 40%) reactions. Determining the relevance of patch test reactions is often challenging. What concentration of formaldehyde is safe for sensitive patients remains unknown. Levels of 200-300 p.p.m. free formaldehyde in cosmetic products have been shown to induce dermatitis from short-term use on normal skin

Self-reported or register-based? A comparison of sickness absence data among 8110 public and private employees in Denmark:A comparison of sickness absence data among 8110 public and private employees in Denmark

Objectives The study aim was to examine (i) non-response bias between responders and non-responders, and (ii) whether the association between self-reported sickness absence (SA) and register-based SA differed by gender, age, sector, or physically demanding work. Methods The responses of 8110 participants to a question on self-reported SA in the past 12 months in the Work Environment and Health in Denmark Survey (2014) was linked to 12 months of SA data from the Danish Register of Work Absence. We used logistic regression for the non-response analysis and Poisson regression to examine associations. Results Responders had on average 0.5 days less SA per year than non-responders. Public employees had a higher response rate than private employees (approximately five percentage points), women had a higher rate than men (approximately nine percentage points), and older employees a higher rate than younger employees (approximately nine percentage points in ten years). Self-reported SA correlated highly with register-based SA (Spearman's rank correlation=0.76). In general, responders with few SA days (30) over-reported their SA. Women under-reported significantly more than men (average difference one day); older employees under-reported significantly more than younger employees (difference between age groups 18-29 and 60-64 was 1.7 days). Differences between sectors or levels of physically demanding work were non-significant. Conclusions Self-reported SA data may be influenced by non-response bias, and different accuracy in different demographic groups. When available, the use of register-based SA data is recommended

Associations between the workplace-effort in psychosocial risk management and the employee-rating of the psychosocial work environment - A multilevel study of 7565 employees in 1013 workplaces

Aims: This study examined the association between the workplace-effort in psychosocial risk management and later employee-rating of the psychosocial work environment. Method: The study is based on data from two questionnaire surveys – one including 1013 workplaces and one including 7565 employees from these workplaces. The association was analyzed using multi-level linear regression. The association for five different trade-groups and for five different psychosocial work environment domains was examined. Results: Limited but statistically significant better employee-ratings of the psychosocial work environment in the respective domains were observed among Danish workplaces that prioritized “development possibilities for employees,” “recognition of employees,” “employees influence on own work tasks,” good “communication at the workplace,” and “help to prevent work overload.” Conclusion: Danish workplaces with a high effort in psychosocial risk management in the preceding year had a small but significantly more positive rating of the psychosocial work environment by the employees. However, future studies are needed to establish the causality of the associations. </jats:p

Implementing Circadian Rhythm Lighting – Two Health-Care Case Studies

The studies derive from two larger Danish cases, which evaluated the application of circadian rhythm lighting in sensitive health care environments and highlights the difficulties that can be experienced in the implementation of entraining, or shifting of the timing, of the biological clock through lighting design. The paper focuses on the effects of introducing new 24-hour light and dark patterns on patients and residents in the two institutions, a home for the aged with dementia and a psychiatric facility for eating disorder patients. Data was gathered through ethnographic interviews, questionnaires, mappings, and structured observations. While positive benefits for health were an intended effect of implementing 24-hour biologically attuned lighting into these two environments, its introduction was also experienced negatively by staff and patients, particularly in the early stages of implementation, by affecting the patients’ everyday routines and feeling of ownership. The paper lays out the foundation for current research projects by the author, by comparing the perceived comfort and experiences of the patients with the documented laboratory effects of the design of circadian lighting system. The paper concludes with preliminary recommendations for future implementations of circadian lighting designs, including the consideration of the context, the users’ adaptation of the technology, communication with staff, usability and personal control.publishedVersio

Associations between physical and psychosocial work environment factors and sickness absence incidence depend on the lengths of the sickness absence episodes:a prospective study of 27 678 Danish employees

OBJECTIVES: This study examined if the association between work environment factors and sickness absence (SA) depended on the inclusion or exclusion of short-term SA episodes. METHODS: We linked the 'Work Environment and Health in Denmark' survey with the 'Danish Register of Work Absences' (n=27 678). Using covariate adjusted Cox regression, we examined the associations between work environment factors and SA by changing the cut-off points for the length of the SA episodes, for example, episodes ≥1 day, ≥6 days and ≥21 days. We examined three physical work environment factors: 'Back bend or twisted', 'Lifting or carrying', 'Wet hands' and three psychosocial work environment factors: 'Poor influence', 'Role conflicts' and 'Bullying'. RESULTS: 'Back bend or twisted' and 'Lifting or carrying' had small significant HRs for SA episodes ≥1 day and large and highly significant HRs for SA episodes ≥6 days and ≥21 days. 'Wet hands' had small significant HRs for SA episodes ≥1 day for both sexes and large and highly significant HR for ≥6 days for women. HRs of all three psychosocial factors were highly significant for SA episodes ≥1 day and ≥6 days for both sexes, and 'Poor influence' and 'Role conflicts' were significant for SA episodes ≥21 days for women. CONCLUSIONS: The physical work factors had higher associations with SA when SA episodes of 1-5 days were excluded and focus was on SA episodes ≥6 days. The psychosocial work factors were strongly associated with SA both with and without SA episodes of 1-5 days included in the analyses