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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
Seeh is dé zakelijke partner voor veiligheidsbrillen, beeldschermbrillen, zonnebrillen en otoplastieken met meer dan 20 jaar ervaring. Wij voorzien bedrijven van passende oog- en oorbescherming in samenwerking met Hans Anders en bieden daarbij gratis advies en een eenvoudig bestelproces. Met de hoogste klanttevredenheid en beoordeling in de zakelijke markt zijn wij de betrouwbare keuze voor jouw bedrijf.
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We have been working with Seeh for some time and are very happy with the products and service. The online system works very conveniently and if something goes wrong, it is immediately resolved satisfactorily.
Tina Van Damme
Prevention Advisor
The cooperation with Seeh is very pleasant. Fast communication, easy order receipt system and always willing to contribute to specific questions from the hospital.
Madelon Carpenter
Occupational Health Coordinator
Seeh offers our people a choice of trendy safety glasses. No need for an extra appointment with the ophthalmologist because the Hans Anders opticians can measure the strength in the store itself.
Mirjam Timmer
HR Manager
