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VDU work is an integral part of many professions and is also unavoidable. This can result in all kinds of unpleasant health problems, such as pain in the arms, neck and shoulders or eye problems. Because the eyelids barely blink during intensive work on the screen, the eyeball becomes too dry and eye fatigue can occur. It is important for the employer to switch in time and to intervene when eye problems occur, and to lay down the scheme for the reimbursement of screen glasses. This is to prevent the symptoms from worsening or the development of the symptoms. Because that's what we want to get ahead of, right?
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Under the Working Conditions Act, every employer is obliged to ensure that employees can do their work safely. Even working on a screen should not endanger someone's safety and health. To protect employees, a number of rules have been drawn up: before working at a computer or in the event of eye problems, employers must offer their employees the opportunity to undergo an eye exam. If it is found that screen glasses can help against the complaints, the employer is obliged to pay the costs for the monitor glasses to be reimbursed. By default, employees who wear reading glasses and work on the screen are entitled to screen glasses reimbursed by their employer.
Yes, this is possible, but under certain conditions. After all, an occupational health facility always falls under the work costs scheme (WKR).
Through the work costs scheme, you, as an employer, can give tax-free benefits to your employees. However, the health and safety facility must then meet the conditions.
As of 1 January 2022, the targeted exemption for occupational health provisions was amended, clarifying that only provisions that are directly related to the employer's obligations are exempt.
If your employee wants a more luxurious, equally safe, version of the same facility or upgrade of an occupational health facility (a more expensive frame for screen glasses), this is possible, but the targeted exemption does not apply to the additional costs associated with this. For these extra costs or a non-mandatory health and safety provision, you can ask for a personal contribution from the employee. You deduct this personal contribution from the net salary. Instead, you can choose to designate the extra costs or a non-mandatory health and safety provision as the final tax wage and charge it for the free space, taking into account the usual criterion. The provision then remains untaxed for your employee. You can also make use of a cafeteria scheme for the extra costs or the non-mandatory health and safety provision (see section 4.15 of the Payroll Taxes Handbook 2021)
Source: Payroll Tax Handbook 2021 October 2021 edition article 22.1.9
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