Here is the ergonomics legislation from
Fiji
The information here was collated from official online sources by Ergo Global ergonomists. All information is for general purposes and cannot be considered 1-to-1 legal advice. Ergo Global disclaim any liability relating to the information provided on this page.
To Note
Fiji does not have a single “ergonomics act,” but ergonomics regulation is integrated into its Health and Safety at Work Act 1996.
There are no specific mentions of special accommodations for remote workers within these regulations.
Page last updated: 26/06/2026
The Duties of
The Employer
-
Health and Safety at Work Act 1996, Article 9
(1) Every employer shall ensure the health and safety at work of all his or her workers.
(2) Without prejudice to the generality of subsection (1) of this Section, an employer contravenes that subsection if he or she fails-
(a) to provide and maintain plant and systems of work that are safe and without risks to health;
(b) to make arrangements for ensuring safety and absence of risks to health in connection with the use, handling, storage or transport of plant and substances;
(c) to provide, in appropriate languages, such information, instruction, training and supervision as may be necessary to ensure the health and safety at work of his or her workers and to take such steps as are necessary to make available in connection with the use at work of any plant or substance adequate information in appropriate languages-
(i) about the use for which the plant is designed and about any conditions necessary to ensure that, when put to that use, the plant will be safe and without risks to health. -
Health and Safety at Work (General Workplace Conditions) Regulations 2003, Article 15
(1) The employer shall ensure that any workplace and its facilities where a worker is required to perform work, are designed, arranged and maintained so that there is no risk to the health and safety of the worker, taking into consideration the following :-
(a) the postural requirements of the worker;
(b) the visual requirements of the worker;
(c) the capacity of the worker in relation to the demands of the work being performed;
(d) the layout and height of the work being performed;
(e) the layout and generation of the plant and controls used by the worker ; and
(f) the standard of seating provided for the worker where applicable.
(2) The employer shall ensure where a worker is required to perform repetitive work, that the worker is given periods of paid rest from the work to reduce the risk of injury.
(3) The employer and health and safety committee or representative determine the schedule rest periods so as to improve productivity in line with current approved standards. -
Health and Safety at Work (General Workplace Conditions) Regulations 2003, Article 16
(1) If a task can be effectively performed while seated, an ergonomically designed suitable seat shall be provided for the use of a worker who performs that task.
(2) There shall be provided and maintained suitable facilities for sitting sufficient to enable workers whose work in the workplace is done standing to take advantage of any opportunity for sitting that may occur in the course of their work.
(3) If a task cannot be effectively performed while seated, but it is possible for a worker performing that task to sit from time to time, a seat shall be available for the use of a worker who performs that task during the periods when sitting is possible.
(4) The type and design of a seat provided for the purposes of this regulation shall –
(a) be ergonomically sound; (b) provide suitable support; and (c) be appropriate for the type of work performed
The Duties of
The Employee
-
Health and Safety at Work Act 1996, Article 13
(1) Every worker shall, at all times while at work, take all reasonable care-
(a) not to take any action, or make any omission, that creates a risk, or increases an existing risk, to the health or safety of any worker including himself or herself or of other persons (whether workers or not) at his or her workplace; and
(b) in respect of any duty or obligation imposed on the worker's employer, or on any other person by or under this Act, to cooperate with the employer, or that other person, to the extent necessary to enable the employer or other person to fulfil that duty or obligation.
What's next?
Step 1
Run an ergonomics audit following these regulations.
Step 2
List out the gaps in your ergonomics policy.
Step 4
Contact Ergo Global for more support where needed.
