Understanding the Display Screen Equipment (DSE) Regulations

The Display Screen Equipment Regulations protect workers from the health risks associated with regular DSE use.

Display screen equipment is now a routine part of working life, from desktop computers and laptops to tablets and smartphones. But prolonged or poorly managed DSE use can contribute to problems such as back, neck and upper limb pain, fatigue and eye strain.

The Health and Safety (Display Screen Equipment) Regulations 1992 set out what employers must do to protect workers who regularly use DSE. This includes assessing workstations, reducing identified risks, planning breaks or changes of activity, providing eye tests when requested, and giving workers appropriate information and training.

This guide explains who the DSE Regulations apply to, what employers are legally required to do and how to manage DSE risks in the workplace, at home and when hybrid working.

• What are the Display Screen Equipment Regulations?
• Were the DSE Regulations amended in 2002?
• Who do the DSE Regulations apply to?
• What are an employer’s legal duties under the DSE Regulations?
• Carrying out a DSE workstation assessment
• Reducing the risks identified by the assessment
• DSE breaks and changes in activity
• Do employers have to provide eye tests for DSE users?
• DSE training and information
• Do the DSE Regulations apply to home and hybrid workers?
• Using laptops and portable DSE
• When should a DSE assessment be reviewed?
• Why good DSE management matters
• Frequently asked questions

The Health and Safety Display Screen Equipment Regulations 1992 were introduced to ensure the safety and well-being of employees who use DSE for an extended period of time. These regulations apply to any organisation that provides employees with DSE as part of their work duties.

The main risks that may arise in working with DSE are musculoskeletal disorders such as back pain or upper limb disorders (sometimes known as repetitive strain injury or RSI), visual fatigue, and mental stress. The objective of these regulations is to prevent or minimise these risks.

Yes. The Health and Safety (Display Screen Equipment) Regulations 1992 were amended by the Health and Safety (Miscellaneous Amendments) Regulations 2002.

The 2002 amendments made a number of changes to the original Regulations, including clarifying requirements relating to workstations and eye and eyesight tests. The legislation is therefore often referred to as the DSE Regulations 1992 (as amended).

Although the Regulations date from 1992, they remain relevant to modern ways of working. HSE guidance makes clear that they can apply to DSE users working at fixed workstations, at home, while mobile or when hot-desking.

The DSE Regulations apply to workers who use display screen equipment daily, as part of their normal work, for continuous periods of an hour or more. HSE describes these workers as DSE users.  Someone who only uses DSE occasionally or for short periods would not normally be classed as a DSE user.

DSE users can include office-based employees as well as home workers, hybrid workers, mobile workers and people who hot-desk. The important consideration is how the equipment is used, rather than simply where the person works.

Compliance with display screen equipment regulations is a legal requirement. Employers must ensure that their DSE policies and practices align with legislation to avoid potential penalties or legal consequences.

To comply with display screen equipment legislation, employers must meet several key requirements:

• carry out a DSE workstation assessment
• reduce risks identified by the assessment
• plan work to allow suitable breaks or changes of activity
• arrange and pay for an eye and eyesight test if a DSE user requests one
• provide appropriate training and information.

These duties apply whether DSE users work in the workplace or, where the Regulations apply, from home.

Employers must assess the workstations of workers who are DSE users. The assessment should consider the workstation as a whole, including the equipment, furniture and working environment, as well as the work being carried out and any individual requirements.

A DSE assessment should consider factors such as:

• chair and seating position
• screen height, position and readability
• keyboard and mouse position
• desk space and layout
• lighting, glare and reflections
• working posture
• the user’s work routine and opportunities for movement
• any individual requirements or reported discomfort

Where problems are identified, employers should take appropriate action to reduce the risks.

A DSE assessment is only useful if action is taken to address the problems it identifies.

Often, relatively simple changes can make a significant difference. These might include adjusting the chair or screen, repositioning the keyboard and mouse, changing the desk layout, improving lighting or providing additional equipment where the assessment shows it is needed.

Users should be able to achieve a comfortable, sustainable working posture and change position regularly rather than remaining in the same posture for prolonged periods.

Employers must plan DSE work so that users have suitable breaks or changes of activity. This does not necessarily mean taking a formal rest break; switching to a non-screen task can provide the necessary change.

There is no prescribed legal length or frequency for DSE breaks. HSE advises that short, frequent breaks are generally preferable to longer, less frequent ones and that breaks should allow users to change posture and, where possible, move away from the screen.

Employers must arrange and pay for an appropriate eye and eyesight test if a DSE user requests one.

If the test shows that the employee needs special glasses specifically for DSE work, the employer must also pay for them. However, employers do not normally have to pay for glasses where an employee’s ordinary prescription is suitable for their DSE work.

DSE work does not cause permanent damage to the eyes, but prolonged screen use can contribute to tired eyes, discomfort and headaches.

Employers must provide training for employees about the risks of using DSE.

Training should include:

• Workstation setup
• Posture and ergonomics
• Breaks and movement
• Eye care and eye tests
• RiskaAssessment
• Reporting issues
• Rights and responsibilities

Yes. The DSE Regulations can apply to people who work from home permanently or on a long-term basis, as well as hybrid workers who routinely divide their working time between home and another workplace.

Where the Regulations apply, employers should assess the DSE risks for individual home workers. Employees can carry out a self-assessment provided they have received suitable training, although employers remain responsible for ensuring risks are properly managed.

For hybrid workers who regularly use DSE both at home and in the workplace, the assessment should cover both working arrangements.

If an assessment identifies that additional equipment is necessary to control DSE risks, the worker cannot be charged for it.

For more information, see HSE Working with display equipment at home

Laptops, tablets and smartphones can all fall within the definition of display screen equipment. Their portability is convenient, but prolonged use can make it more difficult to maintain a comfortable working posture.

Where a laptop is used for extended periods, consider whether the workstation can be improved by raising the screen and using a separate keyboard and mouse, or by connecting the laptop to a separate monitor.

The appropriate solution should be determined by the DSE assessment and the individual user’s needs.

A DSE assessment should not be treated as a one-off exercise. It should be reviewed when:

• a new workstation is set up
• a new DSE user starts work
• significant changes are made to the workstation or the way it is used
• a worker reports pain, discomfort or other problems that may be related to DSE use

Changes such as moving to home or hybrid working, introducing hot-desking or providing different equipment may therefore trigger the need to review existing arrangements.

Complying with the DSE Regulations is not simply a paperwork exercise. Good workstation design, appropriate equipment, suitable working routines and effective training can help reduce discomfort, fatigue and the risk of musculoskeletal problems.

Effective DSE management can also help employees work more comfortably and identify problems before they become more difficult to resolve.