Hybrid Working Policies – Tips for Employers

Claire Cole, Partner and Head of Employment at Hallmark Hulme LLP discusses some of the issues which employers need to consider when implementing hybrid working policies in the workplace

Eligibility criteria Guidance on home working

Claire Cole

Now that COVID-19 restrictions have eased, many employers are looking at implementing hybrid working policies. Some tips for employers on what to include in these policies are summarised below.

What is a hybrid working policy?

A hybrid working policy allows employees to split their time between attending the workplace and working remotely. The policy can benefit both employers and employees by facilitating more flexible agile working and creating an effective and beneficial work-life balance for staff. Employers need to review and adapt any related HR policies and procedures in connection with rolling out a hybrid working policy and keep those policies under review on an ongoing basis.

ACAS recommends that employers consult employees and their representatives before implementing a hybrid working policy. The policy should set out which roles within the workforce are suitable for hybrid working. In order to minimise potential disputes, employers should clearly set out why some roles are included and some are not (for example a customer facing role may be excluded from the scope of the policy).

Split between office and home working

The policy should clearly set out the split expected between attending the workplace and working remotely. It may be that the employer wants a 50/50 split. Alternatively, a degree of flexibility may be needed depending on individual circumstances, the nature of the role, how the team is structured, the employer’s operational needs and the physical space available in the workplace.

Arrangements for attending the workplace

The policy needs to set out what employees can expect when working in the office and should deal with working patterns, working hours (including any flexibility around start/finish times) and any hot desking arrangements. The policy should include safeworking measures which are in place as employers continue to maintain frequent cleaning schedules, space out workstations or adopt a rota system within teams minimising the numbers of employees in the workplace at any one time. The policy should provide clear guidance on what is expected of staff when they are working remotely including: • working patterns and ensuring a work-life balance; • sickness absence reporting when working remotely; • rules relating to technology and equipment provided by the employer to assist with remote working; • maintaining of a safe and healthy remote working environment including carrying out a homeworking risk assessment; • data protection and GDPR compliance, including effective computer security; • any financial aid available to help towards internet costs and buying additional equipment; and • insurance requirements.

Hybrid working policy vs flexible working policy

It is important that employers are able to implement and manage a hybrid working model alongside the statutory right to request flexible working.

Claire Cole

Partner, Head of Employment Email: claire.cole@hallmarkhulme.co.uk Twitter: @SolicitorEmploy