The United Kingdom has implemented a variety of safety regulations to protect workers against injury and disease in the workforce. Regulations require complete compliance of employers. For example, did you know that British employers must implement ergonomics?
Employers have a clear legal responsibility relating to ergonomics in the workplace. By implementing appropriate ergonomics policies, they protect the health, safety and well-being of employees. Fortunately, there is no shortage of suppliers of Practical and commercial furniture tools who help employers assume their responsibilities.
The legal framework for ergonomics
Business owners and managers will note that there is no specific law which obliges them to implement ergonomic solutions. They are rather linked by a legal framework established via three key elements:
1. Health and safety at work, etc. Act 1974
As one of the best known occupational safety initiatives, this 1974 act Obliged employers provide safe working conditions with regard to reasonably possible. Legislation is still in force today. Under this, employers must take into account ergonomic factors with regard to the safety and well-being of employees. Employers must consider things like:
- Workstation design
- Design and accommodation of seats
- Room for work and movement
The “reasonably passable” designation in legislation is important because it dictates employers should not go to extreme measures to ensure ergonomics.
2. 1992 regulations on display screen equipment (DSE)
Legislation Implemented in 1992 obliges employers to assess the workstations where screen -based equipment is used. The evaluations must specifically examine the position of the screen and its relationship with the height of the chair, the placement of the keyboard and the mouse and the overall layout of the workstations.
The rules minimize the health risks associated with the work linked to the long -term office. But even non-desk work is affected by requirements.
3. 1992 regulations on manual manual operations
Below Manual operations regulationsEmployers are required to guarantee safety conditions relating to the handling of dangerous materials. What has it to do with ergonomics? The rules deals with activities such as lifting, transport, thrust and containers. As such, good management of dangerous materials has an ergonomic component.
A summary of employers' responsibilities
The implementation of regulations is good for employees and employers, in particular given their ability to reduce injury and disease. But what do they mean for the employer in a practical sense?
Employers are required to implement regulatory mandates which are not necessarily in black and white. They are responsible for interpreting the regulations and applying them to the conditions of their workplaces. It is sometimes easier to say than to do.
Here is a summary of the employer's responsibilities in the broadest sense:
- Risk assessments – Employers must carry out ergonomic risk assessments of stationary work and the handling of materials. The evaluations identify potential dangers so that solutions can be designed.
- Workstation design – Employers must design workstations to be adjustable and modifiable for the individual. Employers must equip workstations with appropriate chairs, offices and office equipment.
- Employee training – Regulations oblige employees to receive appropriate information on ergonomic risks. Employees must also receive training in appropriate use of equipment. Training is necessary as often as necessary to ensure the safety of employees.
- Ergonomic journals – Since the conditions may change, ergonomic solutions are not necessarily static. Employers must regularly examine risks and solutions, especially after significant changes to the workplace.
- Employee entrance – We expect a reasonable expectation that employers will require the contribution of employees to better understand their ergonomic needs. Clear communication encouraging employee involvement is essential here.
As a summary of employers' responsibilities, these points do not cover everything. In fact, the regulations are ambiguous enough to give employers a certain amount of latitude. One thing is certain: injuries or workplace diseases that can be traced to a lack of ergonomics properly implemented can cause a company in difficulty.
Daily ergonomic practices
British companies are quite used for ergonomic requirements at this stage. We can expect ignorance of these requirements with fairly young companies and even startups. But companies established with many years of service under their belt experience the difference between an ergonomic workplace and which creates an unnecessary risk for employees.
Daily ergonomic practices that we would expect to see in an established company includes:
- Provide employees with adjustable chairs and offices
- Ensure that all workspaces are properly lit
- Allow as much natural light as possible
- Provide appropriate equipment, including document holders and monitor supports
- Encourage employers to take regular breaks to move
- Perform regular ergonomic evaluations in high -risk environments
Work places with particularly difficult conditions often require more complex ergonomic solutions. It is therefore not uncommon for companies to hire consultants that specialize in ergonomic security. Consultants carry out risk assessments and offer solutions. They can make a difference in a high -risk workplace.
If you did not know before reading this post, you now know that British employers are responsible for implementing ergonomics in the workplace. They are responsible for protecting their employees from disease and injuries, as much as possible.
