If you employ people in the UK, you have a legal duty to protect their health, safety and welfare at work. That duty does not disappear because your team works from home, hot-desks, or uses a laptop at the kitchen table. For women running small businesses, where every team member counts, keeping people healthy and productive is both a legal obligation and good business sense. One area that catches many small employers out is display screen equipment (DSE). Under the Health and Safety (Display Screen Equipment) Regulations 1992, as amended, you must carry out a DSE workstation assessment for anyone who uses a screen habitually as a significant part of their normal work.

This guide explains what the regulations mean in practice, when you need to assess a workstation, and how to keep your employees comfortable, productive and on the right side of the law in 2026.

What the UK DSE Regulations require

The Health and Safety (Display Screen Equipment) Regulations 1992 apply to any worker who uses DSE daily for continuous periods of around an hour or more. The definition covers desktop computers, laptops, tablets and smartphones if they are used for work.

As an employer, your responsibilities include:

• analysing workstations to assess and reduce risks
• ensuring controls are in place to prevent aches, pains and fatigue
• providing information and training on safe use of DSE
• planning work so employees can take regular breaks or changes of activity
• providing eye and eyesight tests on request, and special spectacles if DSE work requires them
• reviewing assessments when the user, workstation or work pattern changes

The HSE’s DSE guidance is the best place to check the latest detail. If you are unsure whether a role counts as DSE work, or you have a growing team, you may want to seek advice from a qualified ergonomist or occupational health adviser.

Why workstation assessments matter in 2026

Poorly set up workstations remain a leading cause of work-related musculoskeletal disorders (MSDs). According to HSE data for 2023/24, an estimated 1.8 million workers in Great Britain were suffering from a work-related illness, including 473,000 with a work-related musculoskeletal disorder. These conditions cost businesses around 6.6 million working days each year. Symptoms can include back, neck, shoulder and arm pain, as well as repetitive strain injuries (RSI).

Screen work can also cause visual fatigue, headaches and difficulty concentrating. Over time, persistent discomfort can affect mood and mental health. For a small business, that can translate into lower productivity, higher absence rates and, in the worst cases, compensation claims. The CIPD 2024 Health and Wellbeing at Work survey found that average absence has risen to 7.8 days per employee per year, with musculoskeletal conditions among the leading causes. For women-led small businesses, where a single long-term absence can disrupt client work and cash flow, preventing these issues is especially valuable.

The DSE regulations exist so that employers identify these risks early and take sensible, proportionate steps to reduce them.

How the rules apply to homeworkers and hybrid staff

Yes. The regulations apply to homeworkers and hybrid workers who are employees and use DSE for their job. ONS figures from spring 2024 show that 44% of UK workers had worked from home at some point, including 29% in a hybrid pattern and 14% working exclusively from home. Your legal responsibilities as an employer do not change because someone is working from a spare room rather than an office.

Many women-led businesses operate remotely or offer flexible working by design, so this is a practical area to get right. For home workers, you should:

• assess the workstation set-up, even if it is temporary
• provide suitable equipment where needed, such as an external keyboard, mouse, monitor or laptop stand
• agree how employees can report discomfort or request an eye test
• keep a record of the assessment and any actions taken

The HSE and ACAS both publish practical guidance on managing homeworkers. You may also find our guides on home office ergonomics and flexible working rights in 2026 useful.

What a DSE workstation assessment covers

A workstation assessment looks at the whole of an employee’s immediate working environment, including the equipment, furniture, lighting and space. It also considers the job being done and any individual needs, such as pregnancy, a disability, or a pre-existing health condition.

The aim is to make sure the workstation is set up so that the user can work comfortably without putting unnecessary strain on their body. You do not need to be an expert to carry out a basic assessment; the HSE provides a free workstation checklist that most small employers can use.

When to carry out a DSE assessment

You should carry out a DSE assessment:

• when a new workstation is set up
• when a new employee or DSE user starts work
• when a workstation, equipment or work process changes
• when a user reports discomfort, pain or visual problems
• periodically as part of your ongoing health and safety checks

If an employee moves between sites or works in a shared workspace, each set-up they use regularly should be assessed.

Training and adjustments employers should provide

Training does not have to be lengthy or expensive, but it should be practical. Employees should know how to:

• adjust their chair so their feet are flat on the floor and their back is supported
• position the screen at eye level and about an arm’s length away
• organise desk space so the keyboard, mouse and documents are within easy reach
• adjust lighting and window blinds to avoid screen glare
• take regular breaks and vary tasks throughout the day
• report aches, pains or other problems promptly

Make sure new starters receive this information as part of their induction and that you remind the whole team periodically.

Minimum requirements for every workstation

Every DSE workstation should include:

• an adjustable chair that supports the lower back and allows the user to sit with feet flat on the floor
• a screen with a stable image, adjustable brightness and contrast, and characters that are easy to read
• a keyboard and mouse that are separate from the screen, tiltable and positioned so the wrists remain straight
• a work surface large enough for documents, equipment and the user’s forearms
• enough leg room and freedom of movement under the desk
• suitable lighting, without glare or reflections on the screen
• a low-noise environment that allows the user to concentrate
• a comfortable temperature and humidity level
• additional equipment where needed, such as a footrest, wrist rest, document holder or laptop stand

Laptops and tablets used for long periods should be raised to eye level and used with an external keyboard and mouse wherever possible.

Practical action steps for small employers

For most women-led small businesses, DSE compliance is about common sense and good communication. You do not need to buy the most expensive chairs or hire external consultants for every desk. You do need to assess the risks, act on what you find, train your team, and keep records.

Key actions:

1. Download the free HSE workstation checklist and complete it for every DSE user.
2. Check that homeworkers and hybrid staff have a suitable set-up and the equipment they need.
3. Train employees on safe DSE use during induction and refresh the message annually.
4. Put a simple process in place for reporting discomfort and requesting eye tests.
5. Review assessments whenever a workstation, role or health circumstance changes.

For broader people management support, see our Human Resource Toolkit for Small UK Businesses.

Keep your DSE assessments up to date

A DSE workstation assessment is not a one-off box-ticking exercise. It is an ongoing part of your health and safety duties as a UK employer. With hybrid and home working now standard, keeping assessments up to date is more important than ever. For women running small businesses, staying on top of DSE assessments is a straightforward way to protect both your team and your bottom line. Use the HSE checklist, listen to your team, and make proportionate adjustments. The result is a healthier, more productive workforce and a business that stays on the right side of the law.