Who is responsible for remote & hybrid workers’ safety? Updated for 2026

Employers are responsible for their employees’ health and safety, whether they’re working on commercial premises or working from home. Even when an individual is not working from a business location, it is still the responsibility of the employer to support employee wellbeing, including their physical and mental health.

With the Employment Relations (Flexible Working) Act 2023 now in effect, and more employees exercising their right to request flexible working arrangements from day one of employment, understanding and managing remote worker safety has never been more important for UK businesses.

Below, we detail exactly what the employer is responsible for when it comes to remote and hybrid workers’ health and safety and how they can support employees who are working flexibly.

What is the Employer Responsible For?

Risk Assessment

It is the employer’s responsibility to assess the risks of the workplace, including for remote and hybrid workers. A risk assessment will need to be carried out to identify any dangers or hazards to the employee. The employee can contribute by completing the assessment themselves, but it is the responsibility of the employer to implement and organise. If and when risks are found, the employer should work with the employee to remove them or minimise them where full removal is not possible.

The risk assessment should include factors such as the temperature of the place they are working, whether there is sufficient lighting and whether the equipment is suitable for use. A separate DSE (Display Screen Equipment) assessment should be carried out for those employees who use DSE as part of their everyday work for longer than an hour at a time. This will include guidance on where screens should be positioned on a desk to reduce risks to employees’ backs, necks, and shoulders, as well as other hazards, including glare, reflections, and monitor brightness.

For hybrid workers specifically, assessments should consider the challenges of moving between locations – for example, carrying heavy laptops daily can pose musculoskeletal risks that require additional support, such as lightweight devices or laptop stands for use in multiple locations.

Training and information should be given to employees to ensure their workstation is set up correctly, and workers should be encouraged to take regular breaks from screen work. A record must be kept of the risk assessment, the findings and any changes that have been made to mitigate risks. Where it has not been possible to fully remove hazards, they should be kept under review to ensure the danger is kept minimised.

Physical Health

In order to support employees’ physical health, it is the responsibility of the employer to ensure serious workplace accidents are reported under RIDDOR. A record must be kept of any reportable injury or dangerous occurrence. The employer should have a dedicated ‘responsible person’ who will need to report the accident or injury. The report should be made online, where it will be submitted to the RIDDOR database.

Employers also have a responsibility to make provisions for First Aid and inform employees of the First Aid arrangements. For workers in low-risk environments, such as working from home at a computer, only basic First Aid will need to be provided. However, for remote and lone workers in high-risk environments, such as driving, more First Aid equipment and training will need to be given.

Mental Health & Psychological Safety

The employer’s responsibility for health and safety extends to the employee’s mental health and psychological wellbeing. For remote workers, this can include the risks that come with isolation, overworking, and failing to take regular and proper breaks from work. Without the right management, this can lead to employees feeling stressed, burnt out, and fatigued.

Key mental health risks for remote and hybrid workers include:

• Isolation and loneliness
• Overworking and boundary blurring
• Presenteeism and performance anxiety
• Digital communication challenges
• Lack of psychological safety

How can employers help?

Employers should keep in regular contact with their employees who are working remotely, to keep them updated and also to monitor their wellbeing. Managers should have the right training to recognise symptoms of burnout, isolation, and other mental health problems that can come from remote working.

The employer should be prepared to work with the employee to find solutions to problems when they arise, for example, adapting working arrangements to suit them better. The employer should also ensure there is a working culture that encourages switching off properly at the end of the day, taking breaks, and not working long hours.

The employer should also be able to provide information to their employees about the professional help that is available to them, should they require it, including counselling services, mental health resources, and occupational health support.

Safety for Lone Workers

Remote workers will often also be lone workers. Lone working can come with many risks, including the mental health problems of isolation, as well as other dangers concerning personal safety. The employer should take steps to support home worker safety to protect lone workers, including providing necessary training and also keeping in regular contact.

For certain roles, such as those involving driving, visiting client homes, or working in potentially vulnerable situations, additional safeguarding measures may be required. Employers should assess whether additional protocols are needed for check-ins, location awareness, or emergency procedures.

What is the Employee Responsible For?

The employee will also have a responsibility to take care of their own health and safety whilst they are working. Staff should keep in regular contact with their manager and always let them know about any risks to the individual’s physical or mental health or safety.

The employer and the employee should work together to find the necessary solutions, especially if any working arrangements need to be changed or adjusted to mitigate any risks to health and safety. The employee will be responsible for maintaining a safe working environment, and they should let the employer know if any changes occur that make it unsafe.

Employees should also take responsibility for:

• Setting up their workstation ergonomically and requesting support if issues arise
• Taking regular breaks from screen work and moving throughout the day
• Communicating proactively if they’re struggling with isolation, workload, or work-life balance
• Following any safety procedures or protocols put in place by the employer
• Using company equipment and systems securely and as instructed

The Role of the Employment Relations (Flexible Working) Act 2023

With the Employment Relations (Flexible Working) Act 2023 now in force, more employees are requesting flexible and remote working arrangements. Under this legislation, employees can request flexible working from day one of employment, and employers must consider all requests fairly within two months.

What this means for safety:

When an employee requests to work remotely or in a hybrid arrangement, the employer should use this as a trigger to conduct or update the risk assessment. Additionally, employers must ensure that any reasonable adjustments are made to support the employee’s safety and wellbeing in their chosen working arrangement. Discussing safety arrangements as part of the flexible working request conversation ensures that both employer and employee are aligned on expectations and support from the outset.

Next steps

Remote worker safety isn’t a one-time tick-box exercise. It requires ongoing management, regular review, and a genuine commitment to supporting your team’s physical health, mental wellbeing, and psychological safety. By conducting thorough risk assessments, maintaining regular contact with remote workers, and a culture where employees feel safe and supported, you can create a working environment where hybrid and remote teams thrive.

If your company needs HR support with remote worker safety, risk assessments, or creating flexible working policies, Vero HR can help. We can provide you with a dedicated HR support service as well as advice on health and safety issues. Contact us to find out how we can help your business.