Working From Home: Five things to get sorted!

While the Covid-19 pandemic thrust many of us into having to work from home for the first time, employers and employees now see the benefits that remote or blended working offers: more flexibility, higher productivity, and greater inclusivity.

But what are the legal implications of these new working practices and what should

you be mindful of in your current or future roles?

First things first, be sure to familiarise yourself with your employer’s Hybrid or Remote Working Policy. Ideally, these will have been recently updated and be clear

about what arrangements are in place.

Then, use these FIVE POINTS to serve as a useful checklist for you to ensure you are getting the most from your work environment.

1) Get it in writing; Make sure your contract of employment is updated with your new normal place of work. Think about any conditions you might need to negotiate, such as the minimum expected time you will need to be in the office, whether there are any limits on where you can be located (e.g., whether you would you need to be able to get into the office within a certain time) and whether you will be required to attend the workplace from time to time to attend, for example, meetings, training and team building.

2) Work out your hours; Ensure there are established boundaries between working time and personal time as your well-being and work-life balance depend on it.

Is there intended to be complete flexibility, strict working hours or core hours when you are required to be available? Does working from home include adequate breaks? If you are needed in the office, are these on set days and set hours? It pays to clarify this at the outset.

3) Know your rights; Salaries and benefits should be no less favourable for hybrid or remote workers as compared to workplace-based employees.

The basis for any salary reductions as a result of becoming a home-based employee should be carefully scrutinised and, as a contractual change, will need to be agreed with

you.

Consider also whether you might be missing out on any benefits, such as

subsidised or free meals, and whether there are expenses you might incur by

being at home.

Employers are not legally obliged to cover costs incurred by home

workers, but many are happy to contribute. Again, it is vital to get this in writing in

an updated version of your contract.

4) Stay safe; Talk through any practical (technical and organisation) steps, such as additional training, increased cyber security or the purchase of a document shredder, that might be needed to ensure a continuation of confidentiality and data protection (GDPR) when you are working from home.

It is also important to consider what your employer’s rights will be; will they engage in remote monitoring, require a right to enter your home to undertake risk assessments etc.

You should also consider what health and safety precautions or measures your

employer will take to keep you and any equipment safe when working remotely.

5) Talk timings; is this intended to be a permanent solution or will there be a period

of review? Make sure that your contract is clear on this, and that the parameters

of any trial periods are clearly specified!

We hope these five points help to generate talking points between you and your employer and offer you some food for thought.

It really is essential to get your contract updated with your new working pattern included in it. This is the best way to protect both sides and to ensure a happy working environment, wherever that may be.

If you would like any further advice, wish to discuss your contract or for any other

issue regarding employment law, contact Sara Mayhew at sara@sara-mayhew.co.uk.