Rank: Forum user 
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Week two in new job :-)
Manufacturing firm. Am now aware of a single employee who is confirmed to suffer from HAVS. He works in the engineering team. Prior to my arrival he has been taken off of all work with power tools that might subject his hands/arms to vibration exposure.
Problem is he's apparently lobbying to be allowed back on to power tools as he says, "I can only sleep after I've spent time drilling or grinding at work." There is no question of him being allowed to resume 'normal' activities however I am also aware that whilst his exposure at work is virtually nil apparently he spends many of his non-working hours - evenings and weekends - using various power tools on projects that he's working on at home and on his sister's farm.
I'm interested in protecting my new employer's interests - and also those of the HAVS sufferer - but am mindful that it can be tough sometimes to help someone who is intent on not helping themselves.
To add a further complication, this 49-year old has worked here for approximately 30 years. I've no idea if he has ever suggested that he might be inclined to sue but that must be a risk........
Soon after his diagnosis a pretty robust education and monitoring system was implemented to ensure that others are protected going forwards but in the meanwhile we have one guy who would love nothing more than to be given permission to get back on his grinder.
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Rank: Super forum user 
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You can only look after him while he is at work. What he does in his own time is up to him. However, if you have an occupational health dept I would refer him for an assessment to try to get a baseline of his condition. (This may have already been done). I would also, in conjunction with HR and OH, set up a counselling session where it can be firmly established that there is no possibility of him "returning to the tools" and what the possible effects would be of him using power tools in his own time. I would ensure that this is documented and the assessment regularly reviewed.
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Rank: Forum user 
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A totally different view, what about suggesting to HR & OH, once a base line assessment has been carried out, what about suggesting that this Professional, who has dedicated his life not to mention has a passion for working with his hands, I would take a step back and have a look if it is possible to have him trained as an A 1 ASSESSOR for the company, to be totally honest I do believe this is a win win situation for all, not to mention setting a new standard and earning the respect of all.
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Rank: Super forum user 
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The confirmed diagnosis will require RIDDOR to HSE.
You haven't mentioned the stage and breakdown of the diagnosis. It may be possible to permit limited use.
The employee can make additional claim should the condition progress. That said, diagnosis is by no means an exact science.
The competent Occupational Health Provider will have asked about potential recreational exposure and the employee's response should be a matter of record. They should also have made appropriate recommendation to the employer.
Presumably all other employees potentially exposed above the EAV are under similar surveillance, and your efforts are channelled on further reduction of exposure risk (ALARP), not just from vibrating power tools, but from impact tools and processes which can also impart harmful vibration.
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Rank: Forum user
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I have not yet confirmed the date of diagnosis and whether an appropriate RIDDOR report was made. I will be having a meeting with the Engineering Manager later this week and this individual's situation will be one of the agenda items - including a fuller history. Presumably there is a copious amount of background information - OH reports etc - on file somewhere as he definitely has been subjected to examination by our OH provider.
As for the HAVS preventive measures and monitoring now in place, I am content that the right things are deployed but again this is only week 3 in post for me so I have not yet fully dissected all of the processes and controls for the (arguably) more acute hazards and risks of this (low-tier) COMAH site never mind the longer term OH stuff.
Interesting idea about a move into assessment for him........not sure that it is viable as the business is small so there is no justification for a full-time shift into this for him however they may be an opportunity to utilise his skills and experience somehow in this way. We'll see what comes up once I gather a bit more information, good to have that as an idea in the back of my mind though.
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