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Audiometry

Audiometry Testing for Employees

Occupational audiometry measures hearing for a workplace hearing-conservation program. It creates a baseline and compares later tests so the employer and reviewing professional can identify changes.

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Employee hearing tests Audiometry workflows for role-based or recurring screening.
Program coordination Useful for hearing conservation and workplace surveillance needs.
Clinic or event planning Schedule individual visits or larger employee groups.
Status reporting Completion and follow-up needs returned to account contacts.
Nao Medical corporate health team

Create the correct baseline audiogram

Confirm when qualifying noise exposure began and which standard applies. Under OSHA 1910.95, a baseline is generally required within six months, with a specific mobile-service exception. Follow the baseline quiet-period instructions and bring earlier hearing results. The baseline lets a qualified reviewer compare later tests. It does not diagnose every ear condition or replace workplace noise controls.

Review the annual result and protection plan

The annual audiogram is compared with the baseline under the applicable program. Ask whether a change needs a repeat test, clinical evaluation or hearing-protector review, and keep a copy of the result. The employer still needs exposure controls and training. Occupational audiometry staff, calibrated equipment and professional review must be confirmed before a group or mobile event is described as compliant.

Seek clinical assessment for a new hearing problem

Tell the clinician about a sudden change, ear pain, drainage, dizziness or other symptoms. Sudden hearing loss needs prompt medical evaluation rather than waiting for an employer’s annual event. A screening change does not establish its cause. Clinical follow-up can be necessary even if the occupational record is also updated.

Workplace audiometry and hearing conservation

Occupational audiometry measures hearing for a workplace hearing-conservation program. It creates a baseline and compares later tests so the employer and reviewing professional can identify changes. The test supports a noise-control program; it cannot make a noisy workplace safe by itself. Tell the team whether the appointment is a baseline, annual test, repeat test or assessment of a hearing symptom.

How workplace audiometry and hearing conservation works

During an audiogram, you respond to tones at different frequencies in each ear. The testing conditions, equipment and review process affect whether results can be compared reliably. OSHA’s general-industry noise standard uses an eight-hour time-weighted average of 85 dBA as the hearing-conservation action level. Your employer’s exposure assessment and applicable standard determine enrollment. A phone hearing check or a routine conversational hearing screen is not a substitute for the required occupational audiogram.

Eligibility: Workplace audiometry and hearing conservation

The employer must identify workers covered by the program and arrange qualifying testing. Under OSHA 1910.95, the baseline generally must be established within six months of the first exposure at or above the action level. A mobile testing service has a specific exception allowing up to one year, with required hearing-protector use after six months. Annual audiograms then compare hearing with that baseline. Construction, mining and other settings may use different applicable standards.

What to expect: Workplace audiometry and hearing conservation

Confirm the appointment type and send the earlier audiograms if available. The tester checks the history and performs the audiogram under the required conditions. A qualified reviewer compares the result with the baseline and decides whether retesting, clinical evaluation or changes to hearing protection are needed. Ask for your result and an explanation you can understand. Tell the reviewer about noise away from work, ear symptoms and hearing aids.

Preparing for your appointment

Before a baseline test under OSHA 1910.95, avoid workplace noise for at least 14 hours or follow the permitted hearing-protector alternative arranged by the employer. Avoid high non-occupational noise during that period too. Ask the testing service about instructions for an annual or repeat test; do not assume every appointment has identical preparation. Bring prior results and report a recent ear infection, blockage or other condition that could affect the measurement.

Risks and when to seek help

Keep using the hearing protection and work controls your employer specifies. Testing does not replace reducing harmful noise or ensuring that protection fits and is used correctly. A sudden drop in hearing, especially in one ear, needs prompt medical evaluation rather than waiting for the next employment test. Ear pain, drainage, dizziness or a persistent change also deserves clinical assessment. Occupational screening and diagnosis of an ear condition are separate tasks.

Follow-up and treatment review

OSHA defines a standard threshold shift using the average change at 2,000, 3,000 and 4,000 Hz in either ear compared with baseline. That technical comparison needs qualified review. If the employer identifies a threshold shift, the required notification, hearing-protection review and any clinical referral must follow the applicable standard. Ask what the result means, who will follow up and whether another test is scheduled. A result alone does not establish the cause of hearing loss.

Appointments, costs and coverage

Before arranging Nao audiometry, confirm the clinic or mobile site, calibrated equipment, test environment, qualified testing staff, professional review and reporting pathway. Ask whether your employer’s group can be tested at its workplace or needs a clinic appointment. Employer cost, group scheduling and record retention need agreement. For a new hearing symptom, request clinical care rather than booking only an employer hearing-conservation test.

Questions about employer services

What is audiometry testing for employees?

Occupational audiometry measures hearing for a workplace hearing-conservation program. It creates a baseline and compares later tests so the employer and reviewing professional can identify changes. The test supports a noise-control program; it cannot make a noisy workplace safe by itself. Tell the team whether the appointment is a baseline, annual test, repeat test or assessment of a hearing symptom.

Confirm the appointment type and send the earlier audiograms if available. The tester checks the history and performs the audiogram under the required conditions. A qualified reviewer compares the result with the baseline and decides whether retesting, clinical evaluation or changes to hearing protection are needed. Ask for your result and an explanation you can understand. Tell the reviewer about noise away from work, ear symptoms and hearing aids.

Before a baseline test under OSHA 1910.95, avoid workplace noise for at least 14 hours or follow the permitted hearing-protector alternative arranged by the employer. Avoid high non-occupational noise during that period too. Ask the testing service about instructions for an annual or repeat test; do not assume every appointment has identical preparation. Bring prior results and report a recent ear infection, blockage or other condition that could affect the measurement.

Keep using the hearing protection and work controls your employer specifies. Testing does not replace reducing harmful noise or ensuring that protection fits and is used correctly. A sudden drop in hearing, especially in one ear, needs prompt medical evaluation rather than waiting for the next employment test. Ear pain, drainage, dizziness or a persistent change also deserves clinical assessment. Occupational screening and diagnosis of an ear condition are separate tasks.

Can employers schedule a group hearing test event?

Ask the employer-service coordinator whether the requested screening can be provided at your worksite or on recurring dates. Send the coordinator the site, headcount, shifts, requested services and deadline. Confirm trained professionals, necessary equipment, privacy, accessibility, sample transport where relevant, result review, billing and a plan for workers who miss the event. Agree on the actual event dates and services before arranging employee attendance.

Can audiometry be combined with other screenings?

Services can be planned together only after the employer and clinic confirm the actual orders, staff, equipment, specimen/administration steps, appointments, billing and reports. A bundled appointment does not erase each service's separate clinical or regulatory requirements. Ask for the itemized scope and who completes/reviews each step. Do not assume a physical fee includes drug testing, vaccination, hearing or respirator clearance.

Does Nao Medical provide employer-facing services nationwide?

Confirm whether the employer-service team can provide the requested services in each worker's state before arranging a nationwide program. Send the job groups, worker locations, governing rules, tests, headcount, deadline and billing/reporting needs to Nao's employer-service team. Request a written state-by-state site and professional roster, actual scope and escalation contacts. A nationwide website claim does not establish an operating clinic, qualified examiner, collection route or contract in each state.

How do employers book a Corporate Health consultation?

An employer consultation defines the organization's program, sites, authorizations, billing and reports. It is different from an employee's clinical appointment. Employers should send the service list, roles, headcount, locations and timeline to the employer-service team. Employees needing an individual visit should use the relevant patient intake path and employer authorization. Urgent clinical care should not wait for a sales or program-design meeting.

Who needs annual occupational hearing tests?

For OSHA 1910.95, the employer uses the exposure assessment to identify workers at or above the 85 dBA eight-hour action level and arranges the required hearing-conservation testing. Other industries can use different standards. Ask the employer which standard applies to your work and what testing it requires.

Is occupational audiology screening a hearing test?

Yes. Occupational audiometry is a hearing test used to establish a workplace baseline and compare later results. You respond to tones at different frequencies in each ear. The employer’s noise assessment and applicable standard determine who needs baseline or recurring tests. For workers covered by OSHA’s general-industry hearing-conservation rule, the program includes annual audiograms after the baseline. Screening can identify a change that needs professional review. It does not diagnose every cause of hearing loss or replace workplace noise controls. Sudden hearing loss needs prompt medical assessment rather than waiting for an employer screening.

Medical sources

Occupational hearing screening

Some roles need baseline or recurring audiometry as part of employee health surveillance.

  • Baseline hearing tests
  • Annual or recurring screening
  • Job-specific requirements

Employer scheduling

A clean roster and appointment path reduces missed visits and paperwork gaps.

  • Employee rosters
  • Clinic scheduling
  • Batch screening planning

Follow-up workflow

Employers need completion status and next steps when a test needs review.

  • Result status
  • Exception tracking
  • Referral coordination when needed

Confirm screening need

Review job roles, volume, location, timing, and reporting expectations.

Prepare employees

Provide scheduling and visit instructions before the screening window.

Complete audiometry

Coordinate hearing tests through the agreed clinic or event workflow.

Report status

Return completion status and any follow-up needs to the employer contact.

24/7 Post-Accident Drug and Alcohol Response

Define after-hours and urgent event routes before incidents happen.

24/7 post-accident testing

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