In Short
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UK employers have a legal duty to protect employees’ eye health as part of health and safety obligations.
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Employees who use screens regularly or drive for work can request employer-funded eye tests.
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Employers may also need to pay for basic corrective glasses where DSE work requires them.
Tips for Businesses
Identify which roles involve regular screen use or driving and record this in risk assessments. Put a simple process in place for employees to request eye tests and keep clear records of what you provide. Review DSE assessments regularly, train staff on eye strain prevention, and be alert to when eye conditions may trigger disability-related duties.
Summary
This article explains employers’ legal responsibilities for employee eye health under UK health and safety law, aimed at UK business owners and employers. Prepared by LegalVision, a commercial law firm specialising in advising clients on employment law and workplace health and safety, it outlines eye test obligations, glasses requirements, and related disability considerations.
Table of Contents
- What is an Employer’s Legal Duty Towards Employee Health?
- Legal Duty to Provide Eye Tests for Vehicle Drivers
- Legal Duty to Provide Eye Tests for DSE or VDU Users
- How Often Should Eye Tests Be Provided?
- Arrange an Eye Test
- Provide Glasses
- When Eye Health is a Disability
- Further Points to Note About Eye Care
- Additional Considerations for Employee Eye Health
- Key Takeaways
- Frequently Asked Questions
As an employer in the UK, you are responsible for your employees’ health, safety and wellbeing. This duty extends to their eye health, particularly for those who regularly use screens or drive as part of their role. Understanding these obligations helps you avoid potential issues with the Health and Safety Executive whilst supporting your workforce effectively. This article outlines your responsibilities regarding employee eye health and the practical steps you need to take.
What is an Employer’s Legal Duty Towards Employee Health?
Your legal duty of care towards your employees means that you must do what is reasonable to ensure you support their health, safety and wellbeing. This includes:
- providing a safe working environment;
- ensuring that discrimination does not occur; and
- making sure that risk assessments take place.
Legal Duty to Provide Eye Tests for Vehicle Drivers
You are legally required to ensure that any employees who drive as part of their job or operate specialised machinery are fit to do so. This applies whether they drive company vehicles or use their own vehicles for work purposes.
Continue reading this article below the formLegal Duty to Provide Eye Tests for DSE or VDU Users
If your employees regularly use display screen equipment (DSE) such as monitors, or a visual display unit (VDU) as a significant part of their duties, you are legally obliged to provide an appropriate eye and eyesight test if your employee requests it.
How Often Should Eye Tests Be Provided?
There is no fixed legal requirement for how frequently you must provide eye tests to DSE users. The frequency depends on individual circumstances and risk assessments. However, you should provide an eye test:
- when an employee first becomes a regular DSE user;
- at regular intervals thereafter (typically every one to two years for most employees);
- when an employee experiences visual difficulties that may be related to DSE work; or
- when there are changes to the workstation or working practices that could affect eye health.
You may want to establish a policy that sets out recommended intervals for eye tests, taking into account factors such as:
- the age of your employees (older employees may need more frequent tests);
- the intensity and duration of DSE use;
- any existing eye conditions; and
- the results of workstation assessments.
Arrange an Eye Test
If an employee requests an eye test, you should arrange and pay for both vision and eye examinations. Additionally, you may have an arrangement with a specific optician in place if it is likely that many of your employees require an eye test. As an employer, you will be responsible for the cost of the eye test.
Provide Glasses
If the eye test indicates that your employee has poor eye health, requiring them to wear special corrective appliances such as prescription glasses when using their DSE for work, then you must cover the basic cost of the glasses. On the other hand, if an ordinary prescription suffices, you are not legally required to pay for the glasses. In addition, if your employee wants to upgrade their frames or lenses, they would usually be required to pay these additional costs themselves.
You must look after your employee’s eye health when they are a DSE user because DSE work can negatively affect their eyes, particularly when it concerns long periods of use. For example, it can cause:
- computer vision syndrome;
- itchy eyes;
- temporary short-sightedness; and
- headaches.
When Eye Health is a Disability
If your employee’s eye health causes them to have a disability, you have further legal obligations. A disability is where your employee’s eye health:
- affects their ability to carry out normal day-to-day activities;
- is an issue which does or is expected to occur for at least 12 months; and
- has a ‘substantial and adverse effect’ on their life.
If your employee’s eye health is a disability, you have legal obligations to:
- not discriminate against them because of their disability; and
- make reasonable adjustments, which could mean making changes to their job that help reduce (or remove) any issues that prevent them from carrying out their role.
We recommend that you seek the guidance of Occupational Health, your employee’s GP or an optician when considering workplace adjustments for a disabled employee.
Further Points to Note About Eye Care
There are other valuable points you should be aware of regarding how you need to care for your employer’s eyes. Firstly, you are legally required to arrange and pay for an eye test upon your employee’s request, even if they:
- are new to your business; and
- had an eye test for their DSE use at their previous workplace.
Additionally, you may wish to create a corporate eyecare scheme that can reduce your eye care costs as an employer in the long term by prepaying for tests and offering employees vouchers.
Additional Considerations for Employee Eye Health
While meeting your legal obligations is crucial, there are additional steps you can take to support your eWhile meeting your legal obligations is crucial, there are additional steps you can take to support your employees’ eye health that go beyond the minimum requirements, such as:
- educating your employees by providing information and training on proper ergonomics and emphasising the importance of taking regular breaks when using DSE;
- implementing the 20-20-20 rule by encouraging employees to follow the 20-20-20 rule: every 20 minutes, take a 20-second break and look at something 20 feet away (approx. 6 metres). This may help reduce eye strain associated with prolonged screen use;
- optimising lighting by ensuring that your office has appropriate lighting that does not cause glare on screens. You may wish to consider installing adjustable lighting or providing anti-glare screens for monitors; and
- utilising blue light filters. While the long-term effects of blue light from screens are still being studied, offering blue light filtering software or glasses may provide additional comfort for employees who spend long hours in front of screens.
By going beyond the minimum legal requirements, you not only protect your employees’ eye health but also demonstrate your commitment to their overall well-being. This can increase job satisfaction, improve productivity, and reduce absenteeism related to eye strain or vision problems.
This factsheet outlines key developments in 2025 affecting workforce management.
Key Takeaways
As an employer, you have a legal duty to take reasonable steps to support your employee’s health, safety and well-being. In most instances, this includes your employee’s eye health. You also have a legal obligation to provide your employees with eye tests if they:
- drive or operate specialised machinery; and
- use display screen equipment (DSE) or a visual display unit (VDU).
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Frequently Asked Questions
The 20-20-20 rule is an eye care guideline that recommends taking a 20-second break every 20 minutes to look at something 20 feet away. This practice is important because it helps reduce eye strain associated with prolonged screen use by giving your eyes a chance to refocus and relax.
While employers cannot force employees to have eye tests, they can strongly encourage them, especially for regular DSE users. As an employer, you should provide eye tests upon request for regular DSE users, but you cannot make them mandatory. However, you can include eye tests as part of your health and safety policy and emphasise their importance in maintaining overall employee well-being.
An employee is considered a regular DSE user if they use DSE for continuous periods of an hour or more on a daily basis. This includes employees who work with computers, laptops, tablets or similar devices as a significant part of their role. Occasional or brief use of DSE does not trigger the same legal obligations.
Yes, your obligations extend to employees who work from home or remotely. If they are regular DSE users, you must provide and pay for eye tests upon request, regardless of where they work in the UK. You should also assess their home workstation setup to identify any risks, although you may need to rely on self-assessment questionnaires or virtual assessments for remote workers.
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