Musculoskeletal discomfort remains one of the leading causes of workplace absence in the UK, affecting productivity, wellbeing, and long-term employee health. Yet even when employers invest in ergonomic assessments and practical recommendations, one challenge often remains: employees do not always follow the advice provided.
For employers, this can be frustrating. After all, if expert recommendations have been made to improve comfort, reduce risk, and support an employee at work, why would they not be implemented?
The reality is that non-compliance with ergonomic advice is often more complex than simple resistance. Understanding the reasons behind it can help employers improve engagement, encourage positive behaviour change, and ultimately reduce the risk of injury or ongoing discomfort.
In this blog, we explore some of the most common reasons employees may ignore ergonomic advice and what employers can do to improve outcomes.
1. The Advice Feels Too Disruptive
One of the most common barriers is that ergonomic recommendations can sometimes feel inconvenient or disruptive to an employee’s normal way of working.
For example, an employee may be advised to:
- Adjust their workstation set-up
- Change long-established working habits
- Use equipment differently
- Take regular movement breaks
- Alter manual handling techniques
Even when changes are beneficial, people naturally gravitate towards routines they are already comfortable with. If advice feels like it slows productivity or creates additional effort, employees may revert to old habits.
What Employers Can Do
Introduce ergonomic changes gradually where possible.
Rather than expecting an immediate overhaul of working habits, managers can support employees by helping them implement recommendations in stages. Reinforcing why the changes matter, such as reducing pain, preventing long-term injury, or improving comfort, can also improve engagement.
Managers should also check in after adjustments have been introduced to understand what is working and what challenges remain.
2. They Do Not Fully Understand the Reasoning
Sometimes employees ignore advice simply because they do not understand why it matters.
An ergonomic recommendation may seem minor on the surface, for example, adjusting chair height, changing monitor positioning, or using a footrest, and employees may underestimate its impact.
If discomfort is not immediate or severe, some employees may assume the advice is optional rather than preventative.
What Employers Can Do
Education is key.
When recommendations are explained clearly, employees are often more likely to follow them. Rather than simply telling someone what to change, it helps to explain:
- What risk the recommendation is addressing
- How it could improve comfort or reduce symptoms
- The possible consequences of ignoring the advice over time
3. Workplace Culture Sends Mixed Messages
Even with good intentions, workplace culture can unintentionally discourage employees from following ergonomic advice.
For example:
- Employees may feel guilty about taking movement breaks
- Fast-paced environments may prioritise productivity over comfort
- Colleagues or managers may unintentionally dismiss concerns
- Employees may fear appearing “difficult” or overly cautious
This is particularly common in busy office environments, manufacturing, logistics, and operational settings where workloads are high.
If employees feel pressure to “push through discomfort”, ergonomic advice is less likely to be followed.
What Employers Can Do
Create a workplace culture where health and safety are visibly supported.
Managers play an important role here. Encouraging employees to take recommended breaks, use equipment properly, and report discomfort early helps normalise healthy working behaviours.
4. Pain Has Become “Normal”
Many employees continue working through aches, pains, or discomfort for months, or even years, before seeking support.
Over time, discomfort can become normalised. Employees may think:
“It’s just part of the job.”
As a result, they may not prioritise ergonomic advice, particularly if symptoms feel manageable.
The challenge is that early intervention often prevents more significant problems developing later.
What Employers Can Do
Encourage early reporting of discomfort.
Regular workstation reviews, wellbeing conversations, and proactive ergonomic assessments can help identify issues before they escalate into longer-term absence or musculoskeletal conditions.
Employers should reinforce the message that discomfort should not simply be accepted as part of working life.
5. There Is No Follow-Up
Even the best ergonomic advice can lose momentum if there is no follow-up.
An employee may initially implement recommendations but gradually return to previous habits without reinforcement or review.
Behaviour change often requires ongoing support rather than a single intervention.
What Employers Can Do
Follow-up reviews can make a significant difference.
Checking in after an assessment allows employers to:
- Understand whether recommendations have been implemented
- Identify any barriers
- Assess whether symptoms have improved
- Consider further adjustments if required
This can be particularly valuable for employees returning from injury, managing ongoing conditions, or working in higher-risk roles.
How Acorn Occupational Health Can Help
At Acorn Occupational Health, our ergonomic services are designed to provide practical, tailored recommendations that work in real workplace settings.
Whether supporting office-based employees, remote workers, or manual roles, our ergonomic assessments help employers identify risks, improve comfort, and support long-term employee wellbeing, with realistic recommendations that employees are more likely to adopt.
Contact Us
If you would like to learn more about our ergonomic services, get in touch with the team.
📞 01260 277797
📧 website@acornoh.co.uk