Occupational health nurses (OHNs) in Thailand occupy a vital role in ensuring worker health and safety within a rapidly transforming national workforce. The rise of informal labor and increasingly diverse occupational settings has amplified the demand for specialized healthcare professionals. Despite their critical contributions, OHNs face challenges stemming from regulatory gaps that inadequately define their qualifications and responsibilities. This article explores Thailand’s evolving workforce landscape, significant occupational health challenges, and the limitations within existing frameworks affecting OHN practice. It also underscores ongoing advocacy for legal reforms to enhance professional development and establish more precise standards for OHNs. Addressing these regulatory deficiencies is crucial for equipping OHNs with the skills and resources to navigate complex workplace health demands. Strengthened policies, alongside collaborative efforts between public and private sectors, will be essential in advancing the profession and safeguarding worker well-being across both formal and informal labor sectors.

The need to strengthen national occupational safety and health (OSH) systems in South Asian countries is emerging. For this purpose, Bangladesh, India, Nepal, Pakistan, and Sri Lanka have developed national OSH programs in accordance with the International Labour Organization (ILO) Safety and Health Convention No. 155 (1981) and the Promotional Framework for OSH Convention No. 187 (2006). National consultation workshops were organized by the governments and the representatives of employers and workers to jointly review the national OSH situations and identify priority areas for action in their respective national OSH programs. The priority areas for action identified for these programs commonly focused on the strengthening of OSH legal frameworks, enforcement mechanisms, occupational injury and disease reporting systems, workplace safety and health committee activities, industry-specific OSH programs, and the expansion of outreach to small- and medium-sized enterprises and informal economy workplaces. The tripartite consultation approach proved effective for exchanging diverse safety and health viewpoints and reaching a consensus for the priority action areas. The relevant International Labour Standards in OSH facilitated a systematic review of consensus-building among the government, employers, and workers.

In Taiwan, as the domestic industrial landscape has evolved from agriculture to a service and high-tech economy, workers face increasingly complex occupational health challenges, including performance pressure, long working hours, shift work, and psychological stress. To combat occupational diseases and promote labor health, the government has prioritized the development of comprehensive occupational health services. The Occupational Safety and Health Administration, under the Ministry of Labor, has responded by establishing a robust framework for occupational health protection. This framework includes the establishment of regulations, an occupational health services system, and the training of specialized professionals. Employers are mandated to conduct general and specific health examinations for workers, particularly those in hazardous roles, and to offer health education, job-matching advice, and ongoing management of health risks. Guidelines have been developed to address emerging risks, such as psychosocial hazards, maternal health protection, workload-induced diseases, and ergonomic hazards. These guidelines are informed by both domestic and international best practices and are aimed at preventing occupational diseases and promoting a healthy workforce. The Occupational Safety and Health Administration’s efforts also emphasize the importance of continuous education and training for healthcare professionals involved in worker health services, ensuring they remain equipped to address the evolving health needs of workers. Through these measures, the government seeks to maintain a healthy and stable workforce capable of sustaining the demands of a modern, high-tech economy, thereby reducing the incidence of occupational diseases and mitigating the impact of labor shortages. The comprehensive approach underscores the critical role of worker health in the nation’s economic stability and growth. It is also important to introduce a contemporary occupational health service in Taiwan to multinational enterprises as the proportions of multinational enterprises have been increasing in recent years.

This paper examines the impact of Industry 4.0 (I4.0) technological innovations on occupational health and safety (OHS) and explores appropriate regulatory approaches based on a literature review. While I4.0, with its introduction of autonomous robots powered by AI, is expected to improve operational efficiency and reduce risks, it also brings new risks—especially psychosocial risks—and regulatory challenges. Under I4.0, traditional rules are insufficient as regulations struggle to keep pace with technological evolution. A co-regulation framework is needed, where programmers and manufacturers are entrusted with risk management responsibilities. Additionally, health monitoring through wearable technologies, risk prediction using big data, and appropriate—not merely reinforced—data management to safeguard privacy are critical requirements. In conclusion, OHS regulations should be preventive and flexible, balancing the need to avoid hindering technological development while fully leveraging the benefits of new technologies. This requires establishing guidelines and safety nets that facilitate innovation. It is also necessary to adopt and enforce the principle of assigning risk management responsibilities to those capable of predicting and managing risks (broadly defined risk creators). This principle extends risk prevention responsibilities to designers, manufacturers, platforms, and clients commissioning work in part. Notably, clients should ensure that contractors have the capacity to perform work safely and sustainably. Finally, addressing psychosocial risks requires an approach that emphasizes compatibility between individuals and organizations, as well as alignment of skills and values.