Health and Safety for Hybrid Working in the UK (2026 Guide)
15 August 2026
Practical guidance on health and safety for hybrid working in the UK. Covering employer duties, DSE, risk assessments, and wellbeing in 2026.
Your Legal Duties as an Employer
In 2026, hybrid working remains a permanent feature of UK employment, and health and safety law has not been left behind. Under the Health and Safety at Work Act 1974, employers owe a duty of care to all workers, regardless of where they perform their duties. This extends to employees working from home or in other remote locations. You must ensure, so far as is reasonably practicable, their health, safety and welfare. That means extending your risk assessment approach to cover home and hybrid arrangements, updating your written health and safety policy, and making sure your employers' liability insurance covers remote work. Failure to do so can lead to enforcement action from the HSE and costly civil claims, so it pays to be proactive.
Conducting Home Risk Assessments
A specific risk assessment for each hybrid worker's home environment is not just a nice-to-have; it is a legal requirement. While the risks in a home office can differ from a traditional workplace, they are just as real. Common hazards include trailing cables, overloaded sockets, poorly positioned furniture causing strain, inadequate lighting, and fire risks from appliances. When assessing, consider the tasks the employee performs at home, the equipment they use, and the length of time they spend there. It is wise to create a simple, tailored home working risk assessment template. Encourage staff to complete it honestly and to flag any issues. Remember, hybrid workers may split their time, so assess both spaces and ensure that health and safety measures follow the worker wherever they go.
DSE Assessments for Hybrid Staff
Display Screen Equipment (DSE) regulations apply to home workers just as they do to office staff. Under the Health and Safety (Display Screen Equipment) Regulations 1992, employers must perform a workstation assessment for any 'user' of DSE who habitually uses it for continuous spells of an hour or more. For hybrid staff, that means assessing the home workstation too. You should provide guidance on chair height, screen position, keyboard and mouse placement, and encourage regular breaks. If employees need additional equipment such as a monitor riser, ergonomic chair or footrest, assess the necessity and provide reasonable adjustments. Your DSE policy should clearly state who covers costs and how employees can request support. Make sure assessments are reviewed regularly, especially if the worker reports discomfort.
Mental Health and Wellbeing
Health and safety in a hybrid workplace is not just physical; psychosocial risks can be just as harmful. HSE's Management Standards cover issues like demands, control, and support, which apply differently to remote workers. Hybrid employees may experience isolation, blurred boundaries between work and home life, and presenteeism, which can lead to burnout. It is your duty to assess these well-being risks and take proportionate action. Practical steps include regular one-to-one check-ins, clear communication on availability, mental health first aiders, and promoting access to employee assistance programmes. Also, review workloads and working hours to ensure remote staff are not overworking. Making well-being a strategic priority demonstrates your commitment to the 'welfare' part of the Act and keeps your workforce healthy and motivated.
Managing a Hybrid Health and Safety Policy
To make health and safety genuinely effective in a hybrid world, you need a clear, living policy rather than a static document. Start by revising your existing health and safety policy to explicitly address hybrid and remote working arrangements. Include details on risk assessments, DSE, incident reporting, and emergency procedures at home. Train managers on their duties and empower employees to report hazards. Set a clear process for recording and investigating accidents that occur while working remotely, and ensure insurance policies cover these situations. Regularly review and update your policy as legislation and working patterns evolve. By embedding health and safety into your hybrid culture, you reduce risk and create an environment where everyone can thrive, whether they are at home, in the office, or somewhere in between.
FAQ
Yes. Under the Health and Safety at Work Act 1974, employers owe a duty of care to all employees, including hybrid and home workers. This means you must carry out risk assessments and implement reasonable measures to protect their health, safety, and welfare while they work remotely.