The health risks of working from home

Working from home has a range of benefits, but it also introduces a number of health risks

CREDIT: This is an edited version of an article that originally appeared on acas

Risk assessments for working from home        

By law, employers must conduct a ‘suitable and sufficient’ risk assessment of their employees’ working environment. If an employer is not able to carry out a full risk assessment, they should provide their employees with information on working safely at home; this could include asking them to carry out a self-assessment of their workspace and equipment.

If changes are needed to make sure an employee can work at home in a safe and healthy way, employers are responsible for making sure they happen. Employers should review risk assessments regularly to make sure their employees’ working environments remain safe and healthy.

Employers should also remind employees to check that there are no issues with them working from home – employees should check with their home insurer and their mortgage provider or landlord.

Mental and physical health when working from home

Employers should pay attention to the mental and physical health of their employees. Everyone should be encouraged to look after their health – for example, by getting support and doing regular exercise.

Employers should not make assumptions. They should speak with their staff and agree on what support may be needed – for example, if an employee with a disability needs reasonable adjustments.

Disability

Mental and physical health issues can be considered disabilities under the law (Equality Act 2010). Employers must make reasonable adjustments for employees who are disabled.

Mental health

During the COVID-19 pandemic more people may have been struggling with their mental health; this might include increased stress or anxiety and loneliness. For many people, these problems are ongoing, and employers cannot assume everything is now fine again.

Employers should think about how to support their employees’ mental health and wellbeing and they should talk to them about any problems they might be having.

Stress from changes at work

Employees can find change stressful – including changes in working from home and hybrid working. Employers can help to reduce stress by assisting an employee to:

• agree regular contact;
• avoid feeling left out and lonely;
• feel trusted and supported;
• know how to get help with their mental health;
• know how to report IT issues;
• know what is expected of them – for example, when working from home.

Physical health

Employers should make sure their employees have the necessary equipment and information to work safely. Employees might experience pain if they do not have the right working equipment – for example, they might have back problems caused by an unsuitable chair and desk. Employers must also protect staff from any health risks arising from using ‘display screen equipment’ (for example, computers, laptops or smartphones).

Work-life balance

When staff are working from home, they can struggle with:

• finding it harder to switch off from work;
• working longer hours.

Employers must follow the law on working hours. Employees have a right to rest breaks and should make sure they take them. Employees might find it helpful to:

• have clear start and finish times;
• switch off their work equipment at the end of the working day;
• take regular rest breaks away from their screens.

Sickness

Employees who work from home can feel pressure to work while ill (this is sometimes called ‘presenteeism’). Employers should encourage them to take sick leave when they’re ill and should make sure they:

• know what sick pay and leave they’re entitled to;
• take sick leave if they’re not well enough to work.