We have alot of temp staff at the minute due to going through a business merger. we rent ergonomic chairs- that might be something to consider?

It might also be worth going and looking at the workstation and seeing how they work there, check to make sure the chair is appropriate etc, ask them what they used to do at their previous employment.

The majority of us humans have a back problem at some time in our lives.

Get the temp to bring a report from her medical people advising what part of the body needs additional support and exactly what sort of "ergonomic" chair is required. Getting the wrong chair can have a worsening effect.

I would watch the temp working for a while and, if required, make suggestions on how to improve posture. It may be that the chair you already supply is doing its job and the temp is not using it to support themselves properly.

Graham

In our organisation, it is only after a DSE Review with a competent DSE Assessor that chairs other than standard supply can be procured, irrespective whether for employees or agency personnel. What is your process?


I doubt you can legally diiscriminate agaist someone who has a history of back pain as pre-emploment questionnaires etc are now not legal except for safety critical roles.

Sorry, but it's Friday and I'm in one of those moods.
Order a chair with a 3 month lead-in, then cancel the order.

What constitutes a 'qualified DSE assessor'?

There is no chair in the world which will 'fix' backache, and if such a chair IS found to help, then probably the original one would have - if it had been properly adjusted, assuming it was in reasonable condition; to be fair there are old, decrepit chairs about, and the temps usually get the worst. But any chair sales person worth their salt will convince the 'unaware believer' otherwise, and only the all singing version will do.

You do not have to accept the (effectively) sales recommendation in any case, and leaving aside the specifics of this case, in terms of agency / temp work, you are now asking about future issues.

The DSE regs / guidance and workstation analysis process is straightforward, the task of assessment takes little time, and the activity itself is low risk let's be honest.

However, where there is a particular difficulty - a 'bad back', significant health symptoms, special needs - the above will not work anyway! You need more than 'assessment', which tells you there is a problem, you then need a fixer. Only someone with additional skills beyond going through a DSE checklist can help.

Why not look at upskilling yourself so that you can quickly and easily deal with the few situations where discomfort or special adaptions may be needed? Well within a HEALTH & safety practitioner remit. Good CPD. Try EnricoSmog?

Or look for an ergonomist if you are worried about competence and still want to outsource. Just to make clear - not for all your DSE-ers, just the tricky ones.

Sorry if I was not clear. I am looking for someone who can carry DSE assessments if the issues cannot be resolved by managers or myself....so we are looking at very few cases..Hopefully?

I agree with comments regarding that the person should have had an assessment on starting the job and when that highlights back problems it should be referred to occupational health. As a DSE assessor is only their to 'assess'.

Why do people think that it is wrong for a temporary worker to have the right equipment, does it mean that if you have back problems you have to stay at home. This person obviously wants to work and I'm sure with occupational health advice a chair can be found to suit this person.

I'm quite surprised at some of the comments on a health and safety site

contractors are offered eye tests with us

Ayup

Definatley go down the OCC Health route

DSE Assessments are not exactly a dark art? One thing that might be worth bearing in mind that we shouldn't be tied to our desks/computer 8 hours a day . . .just saying

L