We provide top quality ergonomic task chairs to all employees and contractors; without advertising brands the ones we provide have won 10 design awards. Where individuals have special requirements, evidenced in their DSE assessment, backed up by Occupational Health/GP evidence we provide specialist chairs, e.g. additional lumbar support, shorter or longer seat pads, etc. We have a stock of specialist chairs which can be loaned out on a temporary basis for people with short term/temporary requirements but we insist on their department purchasing specialist equipment for permanent use. (Passing the cost back to the departments has reduced the number of requests for the £700+ chairs). However we still have an increasing number of employees and contractors claiming that they require a special chair because the standard chairs are not suitable (in their opinion). When we carry out one to ones all they will say is that they get back/neck pain. We know that they spend all day every day on the computer and do not take regular breaks, but they are insitant it's the chair that is at fault. I can insist that employees who claim they have a problem (which I believe is outwith the remit of a H&S Adviser with no medical training) are referred to Occupational Health and will act on their decision but I don’t have this option when it comes to contractors. Am I wrong to insist on a GP note from contractors? I’d be interested to hear how other companies deal this type of DSE ‘issue’.

Thanks, A Kurdziel. Although we have a corporate chair, management are quite happy if we have to provide different types - my point is that we have too many people making claims for very specific chairs without any evidence as to why they need one. Today we have received an email from a new employee who states that he suffered a slipped disc a number of years ago and requires a Herman Millar Aeron chair - yet he did not declare that he had a back problem when he completed his pre-employment check. As for the contractors, I'm with you on that one (I work here as a contractor). Under the DSE Regulations we are required to provide suitable equipment - it doesn't say anything about specialist kit 'on demand'. But we have different types of contract in place and our employement lawer has stated that for one group, we have to provide a specialist chair if it is requested. (I'm challenging that one)

I am suspicious when an employee tells you specifically what make of chair they require. As said I have on some occasions replaced an expensive ‘ergonomic’ chair with cheaper ‘standard’ office chair as that was the most suitable for that person and their problem. Having done a full DSE assessment, rather than going straight for the most expensive option make suggestions such as: • Back roll • Taking more mini-breaks ( 5 minutes every 45 minutes DSE work- at least) as they are entitled to. • Refer them to occupational health- who can assess the seriousness of the person’s problems A lot of this is subjective and if an employee insists that they are in pain you generally have to take their word for it. I try not to supply a lot of expensive kit just on the person’s say so- they have to be a number of hoops for them to get through to get this kit. They get what they need but it shows to other office users that you don’t just get the kit by complaining about aches and pains.

Thanks again Kurdziel. We do all the right things - suggest regular breaks, give them exercises, instruct them in the best set up their work area and kit and refer them to OH. The problem is that many people just won't take the breaks that they need or in some cases, realise how long they spend on the computer. In these cases we install a software package which tells them when to take breaks, and even provides exercises. It then records everything that they do and proviodes a report - quite an eye opener for some of them. Getting back to my original posting - it's the contractors that I'm concerned about - I can't refer them to OH and I'm not sure how far I am legally obliged to provide specialist kit when we are already providing a good standard of ergonomics in their work station and environment. (Ian - sorry - we are a private company and I'm trying to prevent money being spent on what could be frivolous requests while still ensuring that those who need help get it.)

It strikes me that the lengths many are prepared to go to appease or pander to the comfort of DSE Users are rarely matched by the effort to ensure the comfort of any other workstation operatives and company vehicle drivers. Don't like our chairs? Other employers are available....................

Ian, you've not been reading the Daily Mail lately have you?

quote=hew] We know that they spend all day every day on the computer and do not take regular breaks. I’d be interested to hear how other companies deal this type of DSE ‘issue’.

As an Occ Health practitioner of many years I can tell you categorically that most of what is written about chairs is pure baloney. I find that the time individuals spend sitting on the chair, at often poorly set up workstations, is infinitely more important than the chair itself. There is no justification for spending £700 on an "ergonomic" chair. Almost all standard chairs available today conform to HSE Seating at Work 1998 and satisfy the requirements of the DSE Regs. The earlier posting citing commercial interests is correct in my opinion. In all my career I have recommended a “special” chair on only 3 occasions and fully supportdamelcfc's comments.

Hew You mention the person did not declare the slipped disc at a pre emplyment check. I'm no expert but I believe such checks are illegal at pre-employment - anyone wish to comment

But you do get asked : If ‘Yes’, please state the nature of the disability. Would you need any adjustments to be made to carry out this role? This was from a recent Council (not my local one) application form. How would you ever know if the information was used to discriminate against you. Would you really comment on needing a special chair etc.

Careful now. We have a duty not to harm, prescribed by the Health and Safety at Work Act. It is surely reasonable then to enquire and establish an occupational health baseline relevant to any occupational health risk in order to determine what reasonable adjustments might or can be made. Not to do so may cause harm. Pre-employment medicals cannot therefore be prohibited. I fear there is a widespread misinformation and misinterpretation surrounding EA and employment. Any other course of action might lead to an employer engaging an employee only to be told 6 or 12 months later by an occupational health provider that the individual isn't fit to do the job. In the absence of a baseline, the employer could aslo be held negligent for the condition!

You obviously don't work in a publicly funded organisation otherwise you would know that we can't get our hands on a paperclip let alone a specialist chair without putting a 20 page business case up!!!