Here is the ergonomics legislation from
Luxembourg
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
Luxembourg does not have a single “ergonomics act,” but ergonomics regulation is integrated into its Grand-Ducal Regulation of 4 November 1994 concerning the minimum safety and health requirements relating to work on visual display equipment.
Page last updated: 18/05/2026
The Duties of
The Employer
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Article 3: Workplace Analysis
1. Employers are required to conduct a job analysis to assess the safety and health conditions they present for their workers, particularly with regard to potential risks to eyesight and physical and mental workload problems.
2. Employers must take appropriate measures to address the risks thus identified, on the basis of the assessment referred to in paragraph 1, taking into account the summation and/or combination of the impacts of the risks identified. -
Article 4: Workstations put into service for the first time
Employers must take appropriate measures to ensure that workstations first put into service after 31 December 1992 meet the minimum requirements set out in the annex. -
Article 5: Workstations already in Use
Employers must take appropriate measures to ensure that workstations already in operation up to and including December 31, 1992, are adapted to meet the minimum requirements set out in the Annex no later than four years after that date. -
Article 6: Information and training for workers
Without prejudice to Article 9 of the Law of 17 June 1994 concerning the safety and health of workers at work, each worker must also receive training regarding the methods of use, before starting this type of work and whenever the organization of the workstation is substantially modified. -
Article 7: Daily work schedule
The employer is required to design the worker's activity in such a way that daily screen work is periodically interrupted by breaks or changes in activity that reduce the screen workload. -
Article 9 Eye and vision protection for workers
1. Workers receive an appropriate eye and vision examination, carried out by a person with the necessary skills:
- before starting work on the display screen,
- subsequently at regular intervals, and
- when visual disturbances occur that may be due to working on a display screen.
2. Workers shall receive an ophthalmological examination if the results of the examination referred to in paragraph 1 make it necessary.
3. If the results of the examination referred to in paragraph 1 or the examination referred to in paragraph 2 make it necessary, and if normal corrective devices cannot be used, workers shall be provided with special corrective devices related to the work concerned.
4. The measures taken pursuant to this article shall in no case entail additional financial burdens for workers.
5. The protection of workers' eyes and vision can be part of a national health system. -
Minimum requirements (Articles 4 and 5)
Preliminary note: The obligations set out in this Annex shall apply in order to achieve the objectives of the Regulation and insofar as, on the one hand, the elements in question exist in the workplace and, on the other hand, the intrinsic requirements or characteristics of the task do not preclude them.
1. Equipment
a) General note: The use of the equipment itself must not be a source of risk for workers.
b) Screen: The characters on the screen must be of good definition and formed in a clear manner, of sufficient size and with space between the characters and lines. The image on the screen must be stable, without flickering or other forms of instability. The luminance and/or contrast between the characters and the screen background must be easily adjustable by the user of screen terminals and also easily adaptable to ambient conditions. The screen must be freely and easily adjustable and tiltable to adapt to the user's needs. It is possible to use a separate stand for the screen or an adjustable table. The screen must be free of reflections or glare that could bother the user.
c) Keyboard: The keyboard should be tiltable and separate from the screen to allow the worker to have a comfortable posture that does not cause fatigue in the arms or hands. The space in front of the keyboard must be sufficient to allow support for the user's hands and arms. The keyboard should have a matte surface to avoid reflections. The keyboard layout and key characteristics should aim to facilitate keyboard use. The symbols on the keys must be sufficiently contrasted and legible from the normal working position.
d) Table or work surface: The table or work surface must have a low-reflective surface, be of sufficient size, and allow for flexible arrangement of the screen, keyboard, documents, and accessory equipment. The document holder must be stable and adjustable and positioned in such a way that uncomfortable head and eye movements are minimized. The space must be sufficient to allow for a comfortable position for the workers.
e) Workplace: The work chair must be stable, allow the user freedom of movement and ensure a comfortable position. The seats must have adjustable height. Their backrest must be adjustable in height and tilt. A footrest will be available for those who wish to use it.
2. Environment
a) Space: The workstation, by its dimensions and layout, must provide sufficient space to allow for changes of position and work movements.
b) Lighting: General lighting and/or task lighting (work lamps) must provide sufficient illumination and appropriate contrast between the screen and the environment, taking into account the nature of the work and the visual needs of the user. The possibility of glare and annoying reflections on the screen or any other device must be avoided by coordinating the layout of the premises and workstations with the location and technical characteristics of artificial light sources.
c) Reflections and glare: Workstations should be arranged in such a way that light sources such as windows and other openings, transparent or translucent walls, as well as light-colored equipment and walls, do not cause direct glare or annoying reflections on the screen. The windows must be fitted with an appropriate adjustable covering device to reduce the amount of daylight illuminating the workstation.
d) Noise: The noise emitted by the equipment belonging to the workstation(s) must be taken into account when arranging the workstation so as, in particular, not to disturb attention and speech.
e) Heat: The equipment belonging to the workstation(s) must not produce excess heat that could cause discomfort to the workers.
f) Radiation: All radiation, with the exception of the visible part of the electromagnetic spectrum, must be reduced to levels negligible from the point of view of the protection of the safety and health of workers.
g) Humidity A satisfactory level of humidity must be established and maintained.
3. Computer/human interface
For the development, selection, purchase and modification of software, as well as for defining tasks involving the use of display screens, the employer will take the following factors into account:
a) the software must be suitable for the task to be performed;
b) the software must be easy to use and, where appropriate, adaptable to the user's level of knowledge and experience; no quantitative or qualitative control device may be used without the workers' knowledge;
c) the systems must provide workers with information about how they are carried out;
d) the systems must display information in a format and at a pace suitable for the operators;
e) the principles of ergonomics must be applied in particular to the processing of information by humans.
The Duties of
The Employer
🏠 for Remote Work
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Teleworking is a form of organising or carrying out work, generally using information and communication technology, so that the work, which would normally be carried out in the workplace, is carried out somewhere other than these premises. The convention does not specify employees' homes as the location of teleworking.
The employer must inform the employee of the company's rules on health and safety at work. The employee must respect these rules.
The teleworker is entitled to request an inspection visit from the competent authorities (eg ITM) and the security delegate of the company.
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.
