Advise - which you have done. Now as the employee with full understanding of the facts they have a responsability for their own health and safety. Whereas some acts or omissions may require enforcement and management action I personally would refrain in this case. Volenti non fit injuria maybe? Des

Personally, I think you have your answer at #2. Nothing more you can do realistically. All the training in the world will not alleviate the problem once your back is turned.

SJP you could suggest to employees, via consultation and dept H&S notices, that employees who are observed to persist in poor at-desk posture may not be successful if they ever pursue a 'bad back' or similar claim.

Thanks to all who have posted so far. My main concern is with the new employee, who is straight out of school, and currently suffers no problems. I don't want them to be suffering in 10, 20 or 30 years time. I had a very bad neck problem that took 18 months to cure (although not work related but the cause was bad posture) so I know how painful it can be. Kevkel - self assessments are followed up with a discussion/information even if they a considered low risk, getting them involved helps. I also observe on a regular basis and point out their faults. John W - I'll take up your suggestion and find some posters - I'll also include an article in the next Health and Safety Newsletter due out in August. Again thanks to all who have posted

Interseting reading on this subject. I brief all new joiners on the importance of setting their DSE up for the most comfortable working environment, the dangers of WRULD and the need to take structured breaks if they are in a role that requires constant computer use, I then send them the HSE resource on VDU self help so that they can set up their workstation to best suit their own needs. Post a visit from our insurance underwriter's H&S consultant I have been informed that this is not sufficient and that I have to carry out and record assessments for each station. It appears that educating and treating professional people like grown ups will not suffice. Oh, and good luck with getting a school leaver to pay any attention!

As well as recording they have been told the correct posture etc, I would also record that they have been observed and spoken to about not adopting a correct posture. Nothing fancy, but evidence you tried to manage, but they still did their own thing. Then let them get on with it.

I would have thought Insurers would be satisfied with the employee signing-off on their own self-assessment. Not much chance of a claim where they have repeatedly recorded that they've no problems and where the employer can demonstrate (via provision of information, instruction, training, refresher, e-learning etc.) that they were made aware of the consequences? p.s. shouldn't those new joiners be doing things with bits of wood instead of lounging about at computer stations? ;-)

Get the person to sign the assessment form indicating that; - you have provided them with advice and guidance on the correct seating position and why adopting "their" seating position could place additional stress on the back / knees etc... - that they acknowledge they have received this information - that they wish not to undertake this seating position (and include their reasons behind it if possible) As long as the equipment provided meets the DSE regulations and the person has been advised, there isn't much else you can do as cant "force" a person to adopt a certain position [they will just go back to sitting that way as soon as you leave the office anyway]. Also can't exclude them from ALL back injuries in the future either (what if they damaged their back undertaking another unrelated but work related activity?). If a claim were to come in for their seating position though...you'd have the proof that they were warned about it but THEY made the choice to sit that way and, as such were responsible for their own H&S.

Let's try and be less legal and more helpful. Yes we can cover ourselves and our company's arse with paperwork, but the original concern implied moral, as well as legal and financial duties.

Stillp. The PPE comparison is not quite appropriate; there can be, and have been, significant enforcement actions against employers failing to apply (or enforce if you prefer) PPE requirements. Presumably there is a clear and obvious connection between hazard and PPE. The enforcement of these will be relatively straighforward - has a rule been broken? If yes, then 'you're nicked'. Not sitting up straight at a computer is more debatable. What is comfortable is a personal thing. The 'sit up straight' guide is known to be somewhat flawed anyway. I have rarely seen anyone holding that posture for long. No-one has ever been taken to task by the HSE under the DSE regs, as these are very much focussed on hardware provision and information. Therefore we are only looking to protect from civil claims really. Although the notion of 'sign away your rights' is totally wrong in most cases, and where the empoyer has identified a real risk, in this case it seems the only solution to completely cover the employers back. 'Enforcing' a suggested 'best' posture is clearly not credible or getting support from the managers - so what would you do here? Discipline the managers? Enforce is the wrong term in this very personal situation. Inform, provide the tools, encourage, exhort . . . but in the end, how bad can it be? However, I do recommend emphasising to staff the (policy rule) need to report immediately any aches, pains, etc. And having a fast response intervention. In the case of homeworkers this is pretty much the ONLY way to keep control only.