Do small companies have to comply with regulations relating to the use of computers for work?
If you are required to comply with Health and Safety Legislation then you are also required to comply with the regulations that relate to the use of computers (or display screen equipment) at work. Usually this applies to any company that has more than five employees. If you are unsure check with the Health and Safety Executive.

Does everyone have to have manual handling training?
No. Only employees who are required to carry out manual handling as part of their job and consequently are exposed to risk of injury from manual handling, need have training. Remember that training alone is not enough to manage manual handling risk at work.

Should my company have manual handling risk assessments?
Yes, if there are manual handling operations that present significant risk to those conducting them. Obviously one has to be sensible here - the risk of lifting a pen for example is negligible so a risk assessment for this would be uncalled for.

Can anyone do manual handling risk assessments to satisfy the Manual Handling Regulations?
Yes, provided they have the relevant knowledge and understanding. This usually requires some form of training.

Can anyone do computer workstation assessments?
Yes, provided they have the relevant knowledge and understanding. This usually requires some form of training.

I am anxious about taking on a wheelchair user to do a desk job. Are there special rules about how a desk should be set up? How will I know what to do?
It is true to say that disabled people are protected by law in the workplace but, of course, this is not intended to put people off employing a disabled person but rather to protect them against discrimination. Employing a wheelchair user should really not be a daunting thing. Depending on their level of disability, some wheelchair users may need a few alterations to their workstation or for access but on the whole these are minimal - in fact very often no changes are required at all. The first step is to establish exactly what the requirements of the person are so that you can make the necessary arrangements to accommodate them. The best way to do this is to speak to the person involved themself - they will probably have the best idea of their needs. If you need further advice or help, contact an ergonomist for an assessment. Remember that it is unlawful to discriminate against anybody applying for a job on the grounds of disability.