Disclaimer: This resource has been prepared to help the workplace parties understand some of their obligations under the Occupational Health and Safety Act (OHSA) and regulations. It is not legal advice. It is not intended to replace the OHSA or the regulations. For further information please see full disclaimer.
The Ministry of Labour has received inquiries about the use of weightlifting or lumbar support belts or "back belts" in the workplace. Specifically, the ministry is often asked whether back belts will reduce the risk of low back injuries in jobs which involve the manual lifting and moving of materials.
These belts should not generally be used as a means of preventing back injuries. There is no evidence they reduce the load on the back in materials handling work and the ministry does not recommend back belts as personal protective equipment for workers engaged in manual materials handling. The ministry's focus is on prevention of injury so this guideline does not address the use of back belts as medical treatment for rehabilitation of back injury or back pain.
In addition, workers who wear back belts may experience the following adverse health consequences:
However, there is solid evidence that job redesign – workplace changes based on ergonomics principles – does reduce the load on the back and help prevent back injuries.
The weight of the evidence on back belts suggests they do not offer benefits in reducing occupational injury rates or absenteeism. Back belts are not generally considered to be personal protective equipment. The use of back belts will not prevent back injuries.
Prevention of back injuries can best be accomplished by following accepted ergonomic principles in designing jobs, tools and work environments. An important adjunct to good ergonomic design is education in wellness and back care for both workers and managers.
For more information on musculoskeletal disorders and ergonomics, please visit the ministry website: Ontario.ca/msd.
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Disclaimer: This web resource has been prepared to assist the workplace parties in understanding some of their obligations under the Occupational Health and Safety Act (OHSA) and the regulations. It is not intended to replace the OHSA or the regulations and reference should always be made to the official version of the legislation.
It is the responsibility of the workplace parties to ensure compliance with the legislation. This web resource does not constitute legal advice. If you require assistance with respect to the interpretation of the legislation and its potential application in specific circumstances, please contact your legal counsel.
While this web resource will also be available to Ministry of Labour inspectors, they will apply and enforce the OHSA and its regulations based on the facts as they may find them in the workplace. This web resource does not affect their enforcement discretion in any way.