Working from home: Health and safety guidelines for UK employers

Flexible working is now a permanent feature of UK employment. For many organisations, this means employees splitting their time between home and the workplace, or working remotely on a long-term basis. These arrangements offer clear benefits for employers and employees alike, but they also raise an important question: how do employers protect employee health and safety when the workplace is someone’s home?

Health and safety is an ongoing challenge for organisations of all sizes. And it often becomes more complex as businesses grow and teams become more dispersed. In organisations with remote or multi-site teams, risks become less visible and harder to monitor day to day. As home and hybrid working become embedded in day-to-day operations, employers need to follow health and safety guidelines to consistently manage these risks, particularly when creating safe home-working environments.

In this article, we explore how employers can approach health and safety for home and hybrid workers, with expert advice from Jo Blood, Managing Director of Posture People. Drawing on ergonomic best practice and real-world experience, we share practical steps businesses can take to create safer working environments at home, while meeting their legal responsibilities and supporting employee wellbeing. You’ll learn:

 

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The UK health and safety laws that apply to remote working

How to conduct risk assessments for your home workers 

How to reduce physical safety risks in remote workplaces

How to support your remote employees' mental health

Practical ways to maintain healthy wellbeing at home

FAQs about health and safety guidelines for working from home

 

Which UK health and safety laws apply to home working?

 

When employees work from home, employers still have a responsibility to keep them safe and well. UK health and safety legislation states that this duty applies wherever work happens, whether at an onsite workplace, at home, or split across both. The following laws explain what this means for home and hybrid working.

• The Health and Safety at Work Act of 1974 is the foundation of UK health and safety law. It places a general duty on employers to take reasonable steps to protect employees’ health, safety, and wellbeing at work, including home working and hybrid working arrangements.
  
  

• The Management of Health and Safety at Work Regulations of 1999 build on the Health and Safety at Work Act by requiring employers to carry out risk assessments and act on what they find. Risk assessments cover both physical risks (such as poor workstation setup) and employees’ mental health risks (like stress, isolation, or workload pressures). The goal is to spot problems early and reduce risks before they affect employee wellbeing.
  
  

• Display Screen Equipment (DSE) Regulations apply to employees who regularly use screens, including laptops and monitors, as part of their job. The minimum requirements for suitable equipment are that someone must be working on a height-adjustable chair with a five-star base. They must also have a suitable desk and use a separate keyboard and mouse for their screen.
  
  Employers must protect their team members from the risk of musculoskeletal disorders, so anyone unwilling or unable to accommodate a proper office chair at home must return to the office, even if they want to work at home.
  
  

• Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) 2013 sets out when certain work-related injuries, illnesses, or incidents must be reported to the Health and Safety Executive (HSE). These reporting requirements can still apply when an employee is working from home. For example, if an injury or illness arises because of work activities carried out at home, employers may still have a duty to report it, depending on the circumstances.
  
  

• The Equality Act 2010 plays an important role in how home working arrangements are managed. It protects employees from discrimination and requires employers to consider reasonable adjustments where working from home places someone at a disadvantage. The Act may apply to employees with long-term physical or mental health conditions, pregnant employees, or others affected by rigid or inflexible working practices.
  

 

 

Risk assessments for employees working from home

 

To meet legal obligations, guidance from the Health and Safety Executive says that employers are expected to assess risks for home workers, even where they don’t have direct control over their working environment. The focus is always on understanding potential risks and taking reasonable steps to reduce them, and never on inspecting employees’ homes.

There are two main types of risk assessments for home workers:

• A general home risk assessment looks at the wider work environment and how employees organise their work at home

• A Display Screen Equipment (DSE) assessment focuses specifically on screen use and workstation setup. Employers must complete a DSE assessment for each home worker and address any issues.

Employers usually do this by:

• Asking employees to complete self-assessments of their home working setup

• Considering both physical and mental health, including stress, isolation, and workload

• Keeping a written record of identified risks and any actions taken, which is a requirement for organisations with five or more employees

   

Breathe's survey of SME employees uncovered that 50% of hybrid and remote workers either hadn't done a DSE assessment, didn't have the right equipment - or both. And 60% had never (or only once) had their electrical home working equipment safety tested.

The highest levels of non compliance were reported by companies with 101-250 employees (40%), suggesting that DSE responsibilities for remote workers can become harder to manager as organisations scale.

 

Useful resources

• Employers can use Posture People’s DSE Self-Assessment form, which is a suitable option for smaller companies with fewer than 25 members of staff.

• Employers can also invest in virtual assessments and face-to-face assessments. 

 

 

How can employers reduce physical health risks when staff work at home?

 

One of the most practical ways employers can reduce physical health risks for home workers is by helping them create ergonomic work environments. While employers can’t control every detail of a home setup, they can offer the following guidance:

 

Stress the importance of stretching away from your desk

Swivelling away from the desk and taking time to stretch between tasks is one of the simplest ways to reduce physical strain when working from home. Even in a well-set-up workspace, long periods of sitting can place stress on muscles and joints if the body stays in the same position for too long.

Guidance from the NHS highlights the importance of breaking up sitting time and moving regularly throughout the day. Encouraging employees to stand up, stretch, or move away from their desk regularly relieves stiffness, supports circulation, and maintains comfort. These short movement breaks can also help people reset their focus, increasing productivity and overall wellbeing.

At Breathe, employees use the YuLife wellbeing app to create healthier habits. From walking and meditating to workouts and brain games, it helps team members step away from their desks to build small sustainable routines that support better physical (and mental) wellbeing. And they gain rewards for doing it.

 

Advise workers on how to sit correctly

Humans aren't designed for sedentary lifestyles, especially long periods sitting in front of a screen. That's why it's good to understand which positions can protect your body, support digestion, and improve circulation, as well as which to avoid at all costs.

Good sitting posture is all about balance, symmetry, and alignment. Encourage employees to:

• Sit up straight at your desk with your weight distributed evenly over your seat bones

• Place both feet flat on the floor, or supported with a footrest if needed

• Adjust their chair height as needed so the body feels grounded and supported

• Check their knee position and adjust if there's more than an index fingers' worth of space between the front of the chair and the back of your knees.

• Avoid perching or slouching, which can place unnecessary strain on the lower back and hips
  

Simple posture checks like these can help employees stay more comfortable throughout the day and reduce the risk of aches and stiffness when working from home.

 

Suggest practical workspace adjustments

Not everyone has a dedicated home office or ergonomic chair, and that’s okay. When employees are working from home, especially for short periods, some of the following small adjustments to everyday furniture can reduce strain and improve comfort.

 

Kitchen or dining table

If there’s no other option, a kitchen table can work as a temporary workspace. Be aware they're typically around 3cm higher than your average office desk, and the kitchen chair is 3cm lower, so this isn’t a sensible long-term solution. In the meantime, use cushions to add height to your chair and support your lumbar.

 

Working from a sofa (when needed)

Working from a sofa isn’t ideal for long periods, but it may be unavoidable at times. Encourage employees to support their lower back, avoid slouching, and change position regularly to reduce strain. Moving between different setups, for example from the sofa to the kitchen table, can also help by changing posture and reducing prolonged pressure on the same muscles and joints.

 

Standing desks or sit–stand setups

A height-adjustable or DIY standing desk can break up long periods of sitting. The same alignment cues apply when standing: elbows at about 90 degrees, weight evenly distributed, spine upright, and the screen roughly at eye level.

 

Alternative seating, such as gym balls or balance cushions

Some employees choose alternative seating options, such as gym balls or balance cushions. These can encourage movement, but they don’t suit everyone and shouldn’t replace proper seating for extended periods. They should be stable, safe, and only used for short periods rather than all day.

 

What mental health risks are associated with working from home?

 

Working from home can offer flexibility and focus, but it can also introduce mental health risks if employees aren’t supported properly.

 

Isolation and loneliness when working from home

The traditional office environment is full of distractions, but it’s also a great place to communicate, socialise, and feel connected with those around us. Extroverts, in particular, thrive in an office setting, where they can feel energised by the hubbub around them. While many employees may enjoy or prefer working from home, it can leave others feeling lonely and isolated.

 

Work-life balance and feelings of burnout

Maintaining a healthy work-life balance can be more difficult when working from home. Without clear physical boundaries between work and personal life, some employees find their working hours gradually extend beyond what they intend.

Small increases in working time, such as an extra hour here or there, can quickly add up. Over weeks or months, this can make it harder for employees to switch off, increasing stress and fatigue.

The World Health Organisation recognises this type of burnout as an occupational phenomenon, linked to chronic workplace stress that hasn’t been successfully managed. When employees feel unable to disconnect from work, the risk of burnout increases, which can affect concentration, motivation, and engagement.

This is why it’s important for employers to pay attention to wellbeing in a home working context. With the right support, clear expectations, and regular check-ins, many of these safety risks can be identified early, helping to protect both employee wellbeing and business performance.

 

How to maintain healthy wellbeing when working from home

 

A clear home working structure can prevent your employees feeling isolated and burnt out. Try some of the following tips to keep your work from home employees balanced and healthy.

 

Create a dedicated workspace makes a difference

Encouraging employees to set up a dedicated workspace creates a clear boundary between work and home. Having a space set aside for work, and as free from distraction as possible, can improve focus during the day and make it easier to switch off once work is finished.

Once that boundary is in place, comfort and setup matter too. Employees should aim to make their workspace comfortable enough to support focus and good posture, without becoming so relaxed that it blurs the line between work and downtime. A proper office-style setup should signal to the brain that it’s time to work. And when employees step away from that workspace, it becomes easier to mentally switch off from work and return to home life.

 

Stick to a routine

Encouraging employees to keep a regular routine can bring clearer boundaries between work and home. Simple habits, like starting work at the same time each day or keeping a morning routine, make it easier to shift into work mode.

Boundaries matter at the end of the day, too. Switching off work notifications and avoiding “just one more task” helps employees disconnect and focus on their personal time. Clear communication at home also plays a role, letting family or housemates know when someone is working can protect focus during the day and downtime in the evening

 

Stay connected with colleagues, friends, and family

To tackle the isolation that can come with working from home, remind your employees to keep in regular contact with colleagues, friends, and family to boost mental wellbeing.

At work, try to organise face-to-face meetings rather than emailing. You could also suggest your employees arrange social activities with their friends and family to break up their week. Simply making time for a walk, or even a virtual get-together, can bring them closer together.

 

Practise self-care

Self-care is often overlooked when employees work from home, particularly when visibility feels reduced, and people believe they must go the extra mile to “prove” they’re working.

Encourage employees to be realistic about what they can achieve within their contracted hours and step away from work once the day ends. Making it clear that rest and recovery are supported helps employees maintain wellbeing and perform more sustainably over time.

 

Write a wellness action plan

A wellness action plan is a practical tool to identify what keeps workers mentally healthy at work and what makes them unwell. Managers can support employees in creating wellness action plans, opening up honest conversations, and putting practical measures in place to support their wellbeing.

 

Prioritise your remote workers’ health and safety

Flexible work arrangements, including remote and hybrid working, are here to stay and employers’ legal responsibilities come with them. This includes the duty to protect employee health and safety by offering appropriate physical and mental health support, wherever work is carried out.

For more information on health and safety in a home working environment, read the Posture People blog on how to set up your home office.

And to learn more about the most common health and safety blind spots for SMEs (plus practical steps to solve them) watch our on-demand webinar: How safe are you, really? SME health & safety risks in 2026’.

 

 

FAQs about health and safety guidelines when working from home

 

Do I need a risk assessment for working from home?

Yes, if you work from home, your employer has a legal duty to carry out a risk assessment in the same way they would for in-office employees. Guidance from the Health and Safety Executive confirms that home-working risk assessments should consider both physical and mental health risks, even when the work is carried out at home.

 

How often should home working risk assessments take place?

There’s no fixed legal schedule, but your employer should review your home working risk assessment regularly and whenever something changes. This could include changes to your role, workload, working hours, equipment, health, or home setup. Many employers review assessments at least once a year.

 

Can an employer refuse to let you work from home?

Yes, an employer can refuse home working if there are valid business or health and safety reasons. For example, if risks can’t be managed safely at home or the role requires onsite work. Employers must consider all requests and explore suitable alternatives or adjustments where possible.

 

What are the hazards of working from home?

Common hazards include:

• Physical risks like poor workstation setup, prolonged sitting, and lack of movement

• Mental health risks such as isolation from lone working, stress, blurred work–life boundaries, and burnout

These risks aren’t always obvious, which is why regular check-ins and risk assessments are important in helping employers protect workers at home.

 

What is the line manager’s role in supporting health and safety for home workers?

An employee’s line manager plays an important role in supporting health and safety for home working. This includes:

• Checking in regularly

• Encouraging safe working habits

• Completing and reviewing risk assessments

• Raising health and safety concerns if wellbeing issues arise
  

 

How does hybrid working affect health and safety responsibilities?

Employers remain responsible for health and safety whether you work at home, in the office, or move between the two. Employers should consider risks in both settings and review them as your hybrid working pattern changes.

 

How do you manage DSE assessments?

You can manage DSE assessments in a few practical ways. Some employers train an in-house assessor to carry out assessments, while others use employee self-assessments, which are widely accepted and often the most practical option for home and hybrid workers. What matters is that assessments are completed, recorded, and reviewed when setups change.