Define: Sedentary Work

Sedentary work refers to a type of job or occupation that primarily involves sitting or minimal physical activity. It typically requires little to no exertion beyond occasional walking or standing.

There are no specific legal requirements solely for sedentary work. However, employers are generally obligated to provide a safe and healthy work environment for their employees, regardless of the nature of the work.

Yes, an employer can require an employee to perform sedentary work if it is within the scope of their job responsibilities and does not violate any employment contracts or agreements.

Yes, employees with disabilities or medical conditions that limit their ability to perform physical tasks may request reasonable accommodations to perform sedentary work. Employers are required to engage in an interactive process to determine appropriate accommodations.

In most cases, an employer cannot unilaterally change an employee’s job to sedentary work without their consent. However, if the change is necessary due to medical restrictions or other legitimate business reasons, the employer may be able to make the change after engaging in a discussion with the employee.

If sedentary work is within the employee’s job description and they refuse to perform it without a valid reason, the employer may have grounds for termination. However, if the refusal is based on a disability or medical condition, the employer must engage in the interactive process to determine if reasonable accommodations can be made.

Yes, if an employee sustains an injury or develops a medical condition as a direct result of sedentary work, they may be eligible for workers’ compensation benefits. However, the injury or condition must be work-related and meet the criteria set by the workers’ compensation laws in their jurisdiction.

While there is no specific legal requirement for employers to provide breaks or exercise opportunities during sedentary work, promoting regular breaks and encouraging physical activity can contribute to a healthier work environment. Some employers may voluntarily implement such policies.

If an employee develops a disability or experiences health issues directly related to sedentary work, they may be eligible to claim disability benefits. However, the employee must meet the eligibility criteria set by the disability benefits program or insurance policy.

In certain circumstances, an employer may be held liable for health problems caused by sedentary work if they failed to provide a safe work environment or neglected their duty to address known risks associated with prolonged sitting. However, proving employer liability can be complex and requires evidence of negligence or intentional misconduct.