DSE Assessments for Remote Workers: UK Guide

Remote and hybrid working have become permanent features of the UK employment landscape. According to the Office for National Statistics, around 28% of workers in Great Britain now work from home at least some of the time. Yet many employers remain unclear about their legal obligations when it comes to Display Screen Equipment (DSE) assessments for these workers.

The law is unambiguous: if your employees use computers, laptops, tablets or other display screen equipment as a significant part of their daily work, you have a duty to assess their workstation — whether it is in your office, in their spare bedroom or at their kitchen table.

This guide covers everything you need to know about DSE assessments for remote workers, from the legal requirements to practical implementation.

The Legal Framework

Health and Safety (Display Screen Equipment) Regulations 1992

The Health and Safety (Display Screen Equipment) Regulations 1992 (as amended in 2002) are the primary legislation governing DSE use in the workplace. These regulations implement the European Display Screen Equipment Directive and apply to all employers whose workers use DSE.

The regulations require employers to:

1. Assess workstations used by DSE users and reduce risks identified
2. Ensure workstations meet minimum requirements set out in the Schedule to the regulations
3. Plan work activities so that DSE users have periodic breaks or changes of activity
4. Provide eye and eyesight tests on request, and supply corrective appliances (spectacles) if needed specifically for DSE work
5. Provide information and training about DSE risks, risk assessments and measures taken

Do the Regulations Apply to Home Workers?

Yes. The HSE has confirmed that the DSE Regulations apply to home workers and remote workers in the same way as they apply to office-based workers. If an employee is a “DSE user” as defined by the regulations, the employer’s duties apply regardless of where the work is carried out.

The regulations apply to workers who use DSE habitually as a significant part of their normal work. The HSE provides guidance on determining this, but in practice, most office workers, administrators, programmers, designers, customer service staff and similar roles will meet the definition.

Health and Safety at Work etc. Act 1974

The overarching duty under Section 2 of the Health and Safety at Work etc. Act 1974 — to ensure, so far as is reasonably practicable, the health, safety and welfare of employees — also applies to home workers. This means that even if a worker does not meet the strict DSE user definition, you still have a general duty to consider their health and safety when working from home.

Management of Health and Safety at Work Regulations 1999

Regulation 3 requires a suitable and sufficient assessment of the risks to all employees, including those working from home. A DSE assessment for home workers forms part of this broader risk assessment obligation.

Who Counts as a DSE User?

A person is a DSE “user” if they use display screen equipment as a significant part of their normal work. The HSE suggests considering whether the worker:

• Depends on DSE to do their job (they have no alternative)
• Has no discretion over whether to use DSE
• Needs significant training and/or particular skills in the use of DSE
• Uses DSE for continuous spells of an hour or more at a time
• Uses DSE daily
• Needs to transfer information quickly to or from DSE

If most of these criteria apply, the person is likely a DSE user. In practice, anyone who regularly uses a computer, laptop or tablet for a substantial part of their working day will be covered.

Important: The regulations apply to the workstation as a whole, not just the screen. A workstation includes the display screen equipment, the keyboard, mouse, desk, chair, document holder, telephone, surrounding environment (lighting, temperature, noise) and the software being used.

What a DSE Assessment Must Cover

The Workstation Components

A thorough DSE assessment for a home worker must consider:

Display screen:

• Is the screen clean and free from glare or reflections?
• Can the brightness and contrast be adjusted?
• Is the screen at a comfortable viewing distance (approximately arm’s length)?
• Is the top of the screen at or slightly below eye level?
• Is the text size comfortable to read?
• For laptop users — is an external monitor or laptop stand being used to achieve correct screen height?

Keyboard and mouse:

• Is the keyboard separate from the screen (or is a separate keyboard provided for laptop users)?
• Is there space in front of the keyboard to support the wrists/hands?
• Is the mouse positioned close to the keyboard and at the same height?
• Can the worker use the keyboard and mouse without stretching or twisting?

Desk/work surface:

• Is the desk large enough to accommodate the equipment and allow flexible positioning?
• Is the desk surface at the correct height relative to the chair?
• Is there adequate leg room under the desk?
• Is the desk surface non-reflective?

Chair:

• Is the chair adjustable (seat height, back height, back tilt)?
• Does it provide adequate lumbar support?
• Is the seat height adjusted so that the forearms are approximately horizontal when using the keyboard?
• Are the feet flat on the floor (or on a footrest)?
• Does the chair have stable castors or feet?

Environment:

• Is the lighting adequate without causing glare on the screen?
• Is the room temperature comfortable?
• Is the space reasonably free from distracting noise?
• Is there adequate ventilation?

Software and systems:

• Is the software appropriate for the task?
• Does the worker know how to use the software effectively?
• Are font sizes and display settings comfortable?

Work Organisation

Beyond the physical workstation, the assessment must consider how work is organised:

• Does the worker take regular breaks from DSE work?
• Is there variety in the work (not continuous DSE use without breaks)?
• Does the worker understand the importance of breaks and how to use them?
• Is the workload manageable within the working hours?

Self-Assessment vs Professional Assessment

Self-Assessment

For most home workers, a self-assessment approach is appropriate and practical. This involves providing the worker with a structured questionnaire or checklist that guides them through assessing their own workstation.

A good self-assessment form should:

• Cover all the components listed above
• Use clear, non-technical language
• Include photographs or diagrams showing correct setup
• Ask the worker to identify any issues or discomfort
• Provide guidance on how to correct common problems
• Include a declaration that the worker has completed the assessment honestly

Self-assessment works well when:

• The worker has a dedicated home office or workspace
• The worker is competent and understands the principles of good workstation setup
• The employer provides clear guidance and training materials
• There is a mechanism for the worker to report problems and request help

Professional Assessment

A professional assessment by a trained DSE assessor may be more appropriate when:

• The worker reports persistent discomfort or symptoms (such as headaches, eye strain, neck or back pain, or upper limb disorders)
• The worker has a pre-existing musculoskeletal condition or disability
• The self-assessment identifies issues that the worker cannot resolve alone
• The worker’s home setup is unusual or constrained (e.g. no dedicated workspace, limited furniture options)
• A previous assessment has identified risks that need specialist input

Professional assessments can be conducted remotely (via video call) or in person. Remote assessments are a practical option for home workers and can be highly effective when conducted by a competent assessor using video to observe the workstation.

Using Digital Checklists

Digital self-assessment tools offer significant advantages over paper-based forms:

• Standardised assessments that ensure nothing is missed
• Automatic flagging of responses that indicate a risk
• Easy record-keeping and audit trails
• Ability to schedule periodic reassessments
• Data aggregation to identify common issues across the workforce

Our Digital Checklists feature provides a structured approach to DSE self-assessments, ensuring consistency and making it easy to track completion across your workforce.

Eye and Eyesight Tests

Your Legal Obligation

Under the DSE Regulations, employers must provide an eye and eyesight test to DSE users who request one. This applies equally to home workers and office-based workers.

The test must be carried out by a competent person — typically an optometrist (optician). The employer must pay for the test.

If the test identifies that the worker needs corrective appliances specifically for DSE work (i.e. glasses that are needed only because of DSE use, not for general vision correction), the employer must pay for a basic pair of spectacles that meet the requirement. The employer is not obliged to pay for designer frames or varifocals unless these are specifically needed for DSE work.

When Tests Must Be Offered

You must offer an eye test:

• On request — at any time a DSE user asks for one
• Before the worker becomes a DSE user — if practicable (e.g. during induction)
• At regular intervals — the HSE recommends every two years, or more frequently if recommended by the optometrist
• If the worker experiences visual difficulties that may be related to DSE work

Practical Arrangements for Home Workers

For home workers, the practical arrangements for eye tests are straightforward — the worker visits a local optician. You can either:

• Reimburse the cost of the eye test on production of a receipt
• Provide a voucher or corporate arrangement with an optician chain
• Use an online eye care benefit scheme

Keep records of when eye tests were offered, taken up and the outcome (though you do not need to keep the clinical details — just the fact that a test was carried out and whether DSE-specific spectacles were required).

Record-Keeping Requirements

What Records to Keep

You must keep records of:

• Completed DSE assessments — including the date, the findings and any actions taken
• Actions arising from assessments — what was identified, what was done to address it and when
• Eye test records — when tests were offered, when they were taken up and whether corrective appliances were needed
• Training records — evidence that DSE users have been provided with information and training about risks and how to set up their workstation

How Long to Keep Records

While the DSE Regulations do not specify a minimum retention period, the HSE recommends keeping records for as long as the worker is in your employment, plus a reasonable period afterwards (typically 3-6 years, to cover the limitation period for personal injury claims). Records should be maintained alongside your broader health and safety documentation, as outlined in our guide to risk assessment best practices.

Digital Record-Keeping

Maintaining DSE assessment records for a dispersed workforce can be challenging with paper-based systems. A digital system allows you to:

• Store all assessments centrally and securely
• Track completion rates across the organisation
• Set reminders for periodic reassessments
• Identify common issues across multiple assessments
• Demonstrate compliance quickly if challenged

Our Risk Assessments feature provides a centralised platform for managing all workplace risk assessments, including DSE, with full audit trails and automated reminders.

Practical Tips for Home Workstation Setup

When providing guidance to home workers, the following tips address the most common issues:

The Laptop Problem

Laptops are inherently poor for prolonged DSE use because the screen and keyboard are attached, making it impossible to have both at the correct height simultaneously. For workers who use a laptop as their primary device:

• Provide a laptop stand or riser to raise the screen to eye level
• Provide a separate keyboard and mouse for use with the stand
• Alternatively, provide an external monitor that can be positioned at the correct height

Chair and Desk

Many home workers use dining chairs and kitchen tables, which are rarely suitable for prolonged desk work:

• If the employer provides DSE equipment, consider whether providing a suitable office chair is reasonably practicable
• At minimum, provide guidance on choosing a chair with adjustable height and adequate back support
• A footrest can compensate if the desk height cannot be adjusted
• Encourage workers to ensure their forearms are approximately horizontal when typing

Lighting and Glare

Home environments often have different lighting challenges from offices:

• Position the screen at right angles to windows to minimise glare
• Use blinds or curtains to control natural light
• Ensure task lighting is available if the room is too dark
• Avoid positioning the screen directly in front of a bright window (causing silhouette glare on the screen)

Breaks and Movement

The importance of breaks cannot be overstated, particularly for home workers who may lack the natural movement breaks that occur in an office (walking to meetings, going to the printer, making tea with colleagues):

• Encourage a 5-10 minute break from DSE work every hour
• Breaks should involve a change of activity — looking away from the screen, standing up, moving around
• Micro-pauses (looking away from the screen for 20 seconds every 20 minutes) help reduce eye strain
• Encourage regular changes of posture throughout the day

DSE Assessments and Wider Compliance

DSE assessments for home workers should not be treated as a standalone exercise. They form part of your broader duty to manage the health and safety of your remote workforce. Related considerations include:

• Lone working risks: Home workers are lone workers. Consider how you manage their safety more broadly
• Mental health: Isolation, blurred work-life boundaries and inadequate workspaces can all contribute to stress. See our guide to mental health risk assessments
• Working time: Monitor working hours to ensure home workers are not routinely exceeding safe limits. Our guide to Working Time Regulations covers employer obligations in detail
• Insurance: Ensure your employers’ liability insurance covers home workers

Get Your DSE Assessments Right

DSE compliance for remote workers does not have to be complicated. A structured self-assessment process, supported by clear guidance, good training and proper record-keeping, will meet your legal obligations and protect your employees’ health.

Start by identifying all DSE users in your workforce, including home and hybrid workers. Provide them with a structured assessment, act on the findings, and schedule regular reviews. Our Digital Checklists feature makes it straightforward to deploy standardised DSE self-assessments across your workforce, while our Risk Assessments feature ensures all findings are recorded, tracked and actioned in one place.