With more employees working remotely or in hybrid roles, employers must ensure that every workstation, whether at home or in the office, meets health and safety standards as a legal requirement. This includes providing ergonomic equipment where needed to reduce risks, prevent injury, and maintain compliance with workplace regulations.
The HSE (Health and Safety Executive) Regulations surrounding Display Screen Equipment (DSE) not only apply to those who work in an office, but also to remote workers – whether on a long-term basis or those who routinely split their time between their workplace and home.
What is the HSE Guidance for Hybrid and Remote Workers?
To be compliant with the HSE, employers are responsible not only for providing remote workers with IT equipment, but also for employees’ remote working health and safety. To follow this:
- Employers must ensure employees have a DSE assessment
- Reduce any risks identified to employees’ workstations through reasonable measures
- Provide an eye test if an employee asks for one
- Provide training and information for employees on how to follow DSE guidance, such as taking breaks from their workstation
Understanding Your Legal Duties for Hybrid and Remote Workers
DSE regulations apply to any employee who uses display screen equipment for an hour or more each day, regardless of whether they work in the office, remotely, or in a hybrid setup. Employers must provide a DSE assessment, which can be delivered in person, remotely, or completed by the employee using a checklist. The most suitable approach will depend on the individual’s needs and circumstances. For hybrid workers, assessments should cover both their home and office workstations.
After a virtual face to face assessment or an in-person assessment, the assessor will provide a report outlining any risks identified. However, if you complete an online assessment, it will be a ticklist where the areas you don’t tick are the flagged areas. Based on the findings, you may need to take reasonable steps to reduce those risks. This could include adjustments to the setup or providing ergonomic equipment. If the report recommends specific equipment to support the employee, you are responsible for supplying it at no cost to them.
It’s not a legal requirement to provide specific ergonomic equipment. However, employers do have a duty of care under HSE legislation. If a DSE assessment highlights that an employee is in discomfort, and specialist equipment could help, it’s important to act on those recommendations. Ignoring them could carry legal risks. If an employee develops a health issue caused by their workstation, and no support was provided, the employer could be held liable.
For example, say you had a remote worker called James, and you provided him with a DSE assessment. Following a DSE assessment, it’s noted that James suffers from Repetitive Strain Injury (RSI) in his wrists. The assessor recommends an ergonomic mouse, such as a UniMouse or RollerMouse, to help reduce strain and manage his symptoms. If you as an employer refuse to provide the recommended equipment and James’s condition worsens, a legal claim could use the inaction as evidence.
What’s Covered under ‘Reasonable Measures’?
The HSE states that employers must manage any risks identified in an employee’s DSE assessment. They describe this as balancing the risk against the time, money, or effort required to control it. Hybrid and remote workers must be treated the same as office staff when it comes to ergonomic support. Reasonable steps might include regular screen breaks and DSE training for all employees. Employers should ensure every worker has a suitable and safe workstation setup. For remote workers, this might involve supplying ergonomic items like chairs, laptop stands, or external keyboards. Following HSE guidance helps reduce risk and supports employee wellbeing, wherever they work.
