Many employers are eagerly embracing the concept of hybrid working, recognising that it balances employee flexibility with the need for face to face engagement. But is the change really as straightforward as it looks?
Here are just a few of the issues that need to be considered when designing a hybrid working
program:
Is hybrid working to be voluntary, or can employees choose to work in the workplace if they wish? This can be significant in relation to whether the employer is obliged to bear the costs of homeworking.
How will you assess whether roles are suitable for remote work? You may need a role assessment process that is objective and non-discriminatory.
Are employment contracts to be formally amended, or will hybrid working be a more informal arrangement?
In jurisdictions such as the UK where there is a legal right to request flexible work, how will you manage the relationship between a hybrid work program and this statutory right?
How can you ensure that employees attend the workplace for training, client or team meetings, performance management discussions, etc?
How will you ensure that employees are treated equally whether they are working remotely or at the workplace?
How will you discharge your duty of care for employees while they are working remotely?
Add in other issues relating to working time, data security and overseas work, and we can see that there is more to hybrid working than meets the eye!
Our partner consultancy, Quarmans, is a global legal, people management and compliance
consultancy offering advice, support and training on all people related matters. Quarmans has deep experience of designing hybrid working programs.
Please contact us to learn more about Quarmans’ services.
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