A recent study by Acas shows that over half of UK employers expect an increased demand for flexible working from employees in light of the coronavirus pandemic.

These will include requests for hybrid working, which is a type of flexible working where an employee splits their time between the workplace and working remotely. All employees have the legal right to request flexible working, which can include a request to work from home.

Watford employers should consider the following before adopting a hybrid working model on a more permanent basis:

  • Ensure that you have a Hybrid Working Policy which sets out expectations of employees who are frequently working from home.
  • Consider if your communication technology is of a standard to enable colleagues to remain connected.
  • Ensure that workstation and general health and safety assessments are carried out for staff in their homeworking environment as well as their working environment.
  • Consult with employees and ask them what their preferences are before considering whether these fit with the needs of the business.
  • If you receive a statutory flexible working request, ensure that the correct steps are followed in dealing with it, including meeting the deadlines to respond and offering an appeal process.
  • Be aware that a 'one approach fits all' system could cause difficulties in the long term. For example, do you have staff with disabilities or childcare needs who are requesting to work from home due to their individual needs?
  • If you decide to have different approaches for different people, take advice as to whether this could potentially be discriminatory.