Ensure a good workplace at home
As an employer, you have a duty of care. This means, among other things, that you must provide a good and safe home workplace for your employees. You must do this as far as it is reasonable and can be expected of you. For example, by reimbursing or lending resources for the workplace. Such as a good office chair or extra computer screen(s).
Discuss with your employees what they need to prevent (physical) complaints.
Your employees' home workplace must be ergonomically sound (in Dutch). This means that objects, technical systems, and tasks are designed in such a way that they improve safety, health, comfort, and functionality. Consider, for example, an ergonomic mouse, good lighting, or a special keyboard.
Work costs scheme for the home workplace
You can usually reimburse your employees untaxed for aids for an ergonomic workplace. You can use the specific exemption in the work-related cost scheme (WKR) for this. Untaxed reimbursement means that you do not pay wage tax on the amount that you reimburse your employee.
Provide information about the risks
You must educate your employees who work from home about how they can do their work safely and healthily. For example, about the layout of the home workplace or about good posture while working. You should also inform them about the risks they face when working from home. Such as the risk of muscle and joint complaints (RSI) or work stress. Also, explain the rules for computer work (in Dutch).
Include working from home in your RI&E
The risk inventory and evaluation (RI&E) is the basis for your mandatory health and safety policy. Here you describe the health and safety risks your employees may face. In a plan of approach, you describe which measures you take to counter these risks as much as possible.
Take working from home into account in your RI&E. This may pose different risks than when your employees work in the office. Such as the mental pressure that employees can experience by combining work and other obligations at home. So, you should also consider drawing up a policy against psychosocial workload.
Checking the RI&E
If you do not have a (full) RI&E and plan of approach, the Netherlands Labour Authority (Nederlandse Arbeidsinspectie, NLA) can enforce this. For example, with a fine.
Would you like to check if your working conditions policy is in order? Then use the NLA's health and safety self-inspection tool (only available in Dutch)