Hybrid working has made the home workstation just as important as the office one. At AptoLink, we regularly see employers assume that if someone has a suitable desk setup in one location, the risk is covered everywhere. In reality, hybrid workers often switch between very different environments across the week, and that is where problems can start. HSE’s guidance is clear that the DSE rules can apply to workers who split time between home and the workplace, and where they do, the assessment should cover both situations.
At AptoLink, we recommend treating display screen assessments as a practical risk-reduction tool, not a form-filling exercise. In our experience, the most useful assessments are the ones that identify what is actually happening day to day: whether someone is working from a proper desk, using a laptop on its own for long periods, missing breaks, or managing discomfort without reporting it. AptoLink’s own DSE service is built around support for office, hybrid and remote workers, with software-assisted self-assessment backed by trained assessor review.
What are display screen assessments?
A display screen assessment is a workstation assessment for someone who uses display screen equipment as a normal part of their role. HSE says employers should look at the whole workstation, the job being done, and any individual requirements, including the needs of disabled workers. It also says an assessment is required when a new workstation is set up, a new user starts, a workstation changes, or someone reports pain or discomfort.
At AptoLink, our experience shows that hybrid working can blur the edges of responsibility. A person may be comfortable in the office but less well supported at home, or vice versa. That is why we recommend looking at the real pattern of work rather than assuming one good setup solves everything.
Who needs a display screen equipment assessment?
HSE describes workers as DSE users when they use display screen equipment daily, for continuous periods of an hour or more, as part of their normal work. That can include office staff, home workers, hybrid workers and other people using PCs, laptops, tablets or similar equipment as a core part of the job. At AptoLink, we often find that hybrid workers are among the easiest people to overlook. Because they are not always in the office, workstation issues can go unnoticed for longer. A proper display screen equipment risk assessment helps employers spot those issues earlier and respond before discomfort turns into a larger
AptoLink’s display screen assessments checklist for hybrid workers
Confirm whether the employee is a DSE user.
At AptoLink, we recommend starting with how the role is actually carried out. If someone uses display screen equipment daily for sustained periods, they are likely to fall within the scope of DSE requirements. This matters because it sets the threshold for what should happen next: assessment, training, practical adjustments and review. HSE’s guidance centres on workers using DSE daily for continuous periods of an hour or more.
Assess both the office and home setup
One of the biggest mistakes we see at AptoLink is a hybrid worker being assessed in one location only. HSE’s home-working guidance says that where workers use DSE in both home and office settings, the assessment should cover both. It also notes that, in most cases, employers do not need to visit the home to carry out the assessment, and that workers may complete a self-assessment if they have received suitable training.
In our experience, this is where a blended process works best: self-assessment for visibility, followed by trained review for judgment, follow-up and recommendations.
Check seating and posture properly
At AptoLink, we recommend looking closely at seating because it is one of the most common causes of discomfort in hybrid working. HSE’s good-posture guidance points to lower back support, suitable seat height, feet being stable, and a central working position that avoids twisting. It also says the top of the screen should be around eye level and the screen should be directly in front of the user, about an arm’s length away.
Our experience at AptoLink shows that people often adapt to poor seating without realising how much it is affecting them. Dining chairs, perching on stools, and working slightly twisted towards a screen all tend to become “normal” until neck, shoulder or back pain starts to build.
Pay special attention to laptop-only working
This is a major one for hybrid teams. HSE’s posture guidance says that for prolonged laptop use, the keyboard and mouse should be separate so the screen can be raised, and the display should be separate from the laptop body.
At AptoLink, we regularly find this is one of the most overlooked issues in a display screen equipment assessment. Staff may have a laptop and assume that is enough, but over longer periods it often is not. Our recommendation is simple: if laptop use is prolonged, look at whether the employee also needs a riser, separate keyboard, separate mouse, or another screen-based adjustment to make the setup sustainable.
Include eye tests and visual comfort
Eye tests should always be part of the conversation. HSE says employers must arrange and pay for an eyesight test for a DSE user if they ask for one. If the test shows the user needs special glasses purely for DSE work, the employer must provide them. If ordinary prescription glasses are suitable, the employer does not have to pay for those. HSE also says DSE work does not cause permanent eye damage, but long periods can contribute to tired eyes, discomfort and headaches.
At AptoLink, we recommend looking beyond the test itself. In our experience, visual discomfort is often linked to a mix of factors: screen height, glare, brightness, prolonged concentration and lack of breaks. So eye tests matter, but so does the wider workstation picture.
Build breaks and changes of activity into the assessment
A strong display screen risk assessment does not stop at furniture and equipment. HSE says work should be planned so DSE users have breaks or changes of activity, and it notes that shorter, more frequent breaks are generally better than fewer long ones. It gives the example that 5 to 10 minutes every hour is usually better than 20 minutes every 2 hours.
Our experience at AptoLink shows that hybrid workers often end up doing longer, more concentrated stretches of screen work at home than they would in an office. We recommend making breaks part of the assessment itself: not just “remember to move”, but asking whether the working day actually allows movement, task variation and recovery from screen time.
Record clear follow-up actions
At AptoLink, we believe the value of a display screen equipment risk assessment is in what happens afterwards. HSE says employers should reduce the risks identified, keep arrangements under review, and take additional steps where people report aches, pains or discomfort.
That means each assessment should lead to a clear outcome. Does the person need a better chair, extra equipment, posture advice, an eye test, further review, or a wider workplace assessment? In our experience, vague outcomes are one of the main reasons DSE processes lose their value.
Reassess when something changes
At AptoLink, we recommend follow-up reviews whenever there is a new workstation, a change in work pattern, a change in equipment, or new discomfort. HSE says these are exactly the points where employers should assess or reassess the workstation. Employers should bear in mind that working habits change over time and an assessment that was suitable months ago may no longer reflect how someone works today. Regular reviews help identify risks early, keep equipment appropriate and support ongoing comfort and productivity.
This matters especially for hybrid workers. A setup that worked six months ago may no longer be suitable if someone has moved house, changed rooms, increased home-working days or started using different equipment. When something is changed, there should be checks carried out, but as long as guidance is followed and the equipment remains the same, moving everything should not be a problem.
How AptoLink approaches display screen assessments
At AptoLink, we recommend a process that is simple for the employee but strong enough to produce meaningful action. That usually means starting with a structured self-assessment, making sure the person has suitable guidance or training, and then having the results reviewed by someone with the knowledge to identify risks, answer uncertainties and recommend the next steps. That approach aligns well with HSE’s position that self-assessment can be used where workers have suitable training, while AptoLink’s own service states that trained assessor review remains part of the process.
In our experience, that human review stage is where the real quality sits. It helps employers move beyond compliance and into practical support.
Why this matters for employers
Display screen assessments are not just about satisfying regulations. They are about protecting comfort, reducing avoidable strain and supporting people to work well across different environments. HSE’s guidance places clear duties on employers to assess workstations, reduce risks, provide eye tests on request and make sure work includes breaks or changes of activity.
At AptoLink, our experience shows that small changes often make a noticeable difference. Better seating, better laptop setup, a clearer break routine, or timely follow-up can improve comfort and help people work more sustainably.
Final thoughts
At AptoLink, we recommend that employers view display screen assessments as an ongoing part of hybrid working, not a one-off form. The strongest approach is to assess both home and office working, check eye-test entitlement, review seating and screen setup, address laptop-only working, build in breaks, and make sure follow-up actions actually happen. That reflects both the reality of hybrid work and the direction of HSE guidance.