Second Room Court of Justice of the European Union ruled that the costs for prescription glasses or contact lenses needed by employees while working at a computer should be covered by the employer, according to the economistjurist.es portal.
A ruling issued on 22 December 2022 in response to a question from a Romanian court concerned an employee in the Cluj department. The worker carried out duties with teams that relied on screens and digital work throughout the day.
The employee argued that extended computer use led to a marked deterioration in vision. Following medical advice, the individual chose to change their glasses to mitigate the decline in visual acuity.
Romania’s national health system does not reimburse such expenses, and the worker sought reimbursement of 530 euros for the prescription glasses from the employer, who would repay the amount. The inspection body, however, denied the claim.
The Cluj District Court, currently presiding over the case, dismissed the worker’s claim and stated that the internal regulations did not grant the right to reimbursement for the costs of special corrective devices. The regulations only authorized the acquisition of such devices when necessary for use. The employee then appealed to the Cluj High Court.
The appeal led to a pause in proceedings and, at the higher court’s request, four questions were referred to the Court of Justice of the European Union for a preliminary ruling. The questions touched on Directive 90/270 on minimum safety and health provisions for equipment containing video screens, and the employer’s obligation to provide affected workers with a special corrective device directly or to reimburse costs, or to pay a general salary supplement.
The European Court of Justice first emphasized that Article 9.3 of Directive 90/270 obliges the employer to ensure the provision of a special corrective device where appropriate, but it does not prescribe a single mode of fulfillment. The ruling clarified that the obligation could be satisfied through direct provision or through reimbursement of costs by the employer, depending on the circumstances.
Following the guidance of the senior advocate general, the CJEU clarified that employers may bear the costs for acquiring prescription eyeglasses. In the court’s words, reimbursement of the cost of obtaining a special corrective device aligns with the purpose of Directive 90/270, as it guarantees a higher level of health and safety protection for workers [CJEU, 2022].
The decision further explained that the objectives of articles 3 and 4 of Article 9 of the directive regarding the supply of workers with essential corrective devices should be met without imposing any financial burden on the employee. Such devices can be obtained directly through delivery by the employer to the affected worker or through cost reimbursement by the employer. The court also noted the nuance that providing a general wage supplement cannot substitute for this specific obligation, reinforcing that the remedy must address the need for the corrective device itself rather than simply providing broader compensation [cited authorities: Directive 90/270 and subsequent interpretations].
This ruling establishes a clear legal framework for cases where workers must use computer screens as part of their daily duties and experience visual strain. It confirms that employers have a duty to support workers by supplying the required corrective devices or by reimbursing the costs, ensuring a safe and healthful work environment. The ruling also signals that flexible methods, including direct delivery of devices or cost reimbursement, can fulfill the directive’s goals without imposing undue financial burdens on the employee [ECHR equivalents and national implementation notes].
In summary, the European Union decision reinforces the employer’s obligation to provide or fund the needed corrective devices in occupational settings where computer work is essential. It underscores the aim of safeguarding vision health for workers and highlights that such support may take the form of device provision or reimbursement, with wage supplements not serving as a substitute. This approach aligns with the broader logic of minimum safety and health standards for workplaces across EU member states, reinforcing the principle that prevention and protection are central to labor rights and occupational health policy [authoritative summaries and official interpretations].