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It's often a combination. Many provide a one-time WFH setup stipend that employees can use to purchase their own ergonomic equipment. This is administratively simpler than shipping specific items globally. They'll usually provide guidelines or checklists for self-assessment based on general ergonomic principles. Some also offer access to virtual ergonomic consultations.
For countries where they have a larger employee presence or a legal entity, they might partner with local suppliers to offer a curated list of approved ergonomic items that employees can order directly. This ensures quality and some standardization. But for one-off employees in new countries, a stipend is more common due to logistical complexities.
Regulations vary wildly. In some European countries, for example, there are stricter legal requirements for employers regarding home office setups than in, say, the US. Companies operating globally need to be aware of these local labor laws. This might mean a hybrid approach where a stipend is standard, but additional support is provided in countries with specific mandates.
Self-assessment checklists are very common, often with visual guides on how to set up your monitor, chair, keyboard height etc. Some companies also require employees to submit photos of their setup for a remote review by an OHS specialist or HR. It's not as good as in-person, but it's a scalable approach.
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