VDUs: Eyeing the risks
February 1st 2007 The Health & Safety (Display Screen Equipment) Regulations 1992, which were amended in 2002, place a particular responsibility on employers to attend to the eyecare of VDU users. With computers now an essential every day tool for a significant proportion of the workforce, these regular eye tests offer a valuable health check and source of reassurance. Adrian Taylor of Specsavers explains A key responsibility that the employer has is to communicate the application of the Regulations within the organisation clearly and effectively. This can be quite easily achieved if common sense is applied and in our experience, consistency in the interpretation and application of the regulations is the key to the creation a successful policy with the minimum bureaucracy. Eye tests: The regulations clearly state that there is a requirement to provide eye and eyesight tests, on request, to all current or new display screen equipment users. Such tests will include an examination of the health of the eye as well as its function in accordance with the Opticians Act. If any injury or disease is detected the user will be referred to a registered medical practitioner for a further examination provided through the NHS. Simple vision screening tests can be undertaken on-site, but as these do not satisfy the DSE regulations, and staff are still entitled to request a full eye and sight test regardless of their outcome, the cost benefit of such a process has to be highly questionable. Testing times: The regulations stipulate that the professional guidance of the optometrist should be followed on re-testing times. In practice this is often a two-year test cycle, but will depend entirely on the condition of the individual patient. For new users, the test must be conducted before VDU use commences, but for re-tests the requirement is only that they are carried out as soon as is practicable. There is also provision in the regulations for any DSE user to request an eye test at any time outside these defined periods as a consequence of visual difficulties experienced in the course of this work. In responding to such requests, as in the case of eye-strain, headaches or migraines, there is undoubtedly the opportunity to avert unnecessary fears, and even detect new conditions. However, the regulations state the condition of reasonableness, so frivolous or excessive claims can be legitimately resisted. You should not forget that this is an unusual area of health and safety in that while the employer must make the facilities available and effectively communicate such provision, the employee cannot be compelled to undertake the eye test if they do not wish to do so. Spectacles: The regulations are quite clear about the absolute minimum requirements for the provision of 'special' corrective appliances, or glasses or spectacles solely and specifically required for reading a display screen. These are distinguished from 'normal' corrective appliances that are, quite simply, glasses that are used for anything else. The intermediate distance for screen use is typically between 33 and 60cm. This cannot be automatically assumed however, as it is quite possible that the operator may, for example, be working with a projection screen at some distance, with a till screen at an airline check-in desk or with a wrist held computer in a stock room. The optician will need to establish this before commencing the eye test. The critical criteria is whether glasses are specifically required to view the screen clearly at this distance, and that this would not be possible with the user's uncorrected vision or using glasses already required for general day-to-day use. This is actually a very small proportion of VDU users, usually less then 10%, depending on the workplace demographics. However, a workforce with an average age over 40 will be particularly susceptible to presbyopia (the inability to maintain a clear image as objects are moved closer) which is an age-related condition. So how much should you pay? There is much speculation about the value of the appropriate contribution to make to the cost of eye tests and glasses under the DSE regulations and almost all of it is misleading. This is for the simple reason that a mere 'contribution' is not acceptable. To comply with the regulations, the employer must pay the full costs of an eye test and the provision of basic spectacles where required. This means that where an organisation does not have in place a clearly communicated, established eyecare service, it is completely exposed to an employee presenting a bill for an eye test which can be anything up to £35, and for glasses which may have been purchased in an opticians where the most basic pair could cost hundreds of pounds. In setting up corporate eyecare arrangements with a service provider, employers are protecting themselves from such a risk, by agreeing in advance the cost for both eye tests and glasses with the provider. Voucher scheme: An example is the VDU Eyecare voucher from Specsavers that provides three key benefits: The cost of the eye test is fixed at £17, the glasses required solely for VDU use are provided free of charge, and all voucher holders can take advantage of a further £20 Premium Club discount on selected glasses purchases. Dealing directly with a single chain of opticians will ensure that any performance or service delivery issues are addressed directly by the company with whom you have the service arrangement. Opticians operate in a clinical environment in which accountability and integrity are essential virtues. All of these measures will ensure your compliance as an employer, but there are many things that employees can do themselves which could have as much, or more impact on the health of their eyes: If these simple precautions are observed it is possible to mitigate the adverse effects of prolonged VDU use. More articles from Specsavers Optical Superstores: | 
