Personal Development Review Form
Data protection impact assessment policy
Following the introduction of the Employment Rights Bill to Parliament on 10 October 2024, this area of law is being considered for reform (see our blog explaining the Bill here). Any reforms are unlikely to take effect before 2026. A people or businesses hiring one or more staff members. would only be permitted to refuse a request for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. if they consider that the application should be refused on a ground or grounds listed in the Employment Rights Bill (such as detrimental impact on performance) and if it is reasonable to do so.
A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. can describe any type of working arrangement other than a normal working pattern, which involves a change to the number of hours worked (eg part-time working), the times of work (eg later or earlier start times) or the place of work (eg working from home).
There are a large number of working arrangements that could be described as A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. and not all of them will, in practice, be suitable for your business. Some of the more common forms of A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. include:
part-time working (see Q&A 3);
flexitime (see Q&A 4);
A flexible employment arrangement whereby the employee works a set number of hours over the entire year, distributed according to business need. (see Q&A 5);
job sharing (see Q&A 6);
compressed hours (see Q&A 7);
home working, where your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member works from home (or some other place away from the workplace) rather than from your business premises for some or all of their working hours (see Q&A 39 and following). Note that when your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's time is split between working from home and working from your business premises, this may also be referred to as hybrid working (see Q&A 60 and following);
a change in shift, such as a move from a night to a day shift.
If your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member requests to work overtime, see Rules about working hours for more information.
If you are dealing with a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request, you can use Flexible working toolkit which includes all the documentation and guidance you need to carry out a full, fair process.
Your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member works fewer hours per week than is usual for full-time Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. at your business. This might mean fewer hours per day or the same hours per day but fewer days per week. See Part-time staff for information about the rights of part time Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer..
Your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member works fixed hours at any point within a certain window. For example, a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member on flexitime might work eight hours per day at any point between 8.00 am and 7.00 pm but they can choose when exactly they start work and when they finish provided it is within that period. Flexitime can The legal process of forming a company or corporate entity. core hours during which a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member must be present.
Your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member must work a certain amount of hours over the course of a year, but with flexibility over when those hours are worked. For example, you might commit to giving a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member 1,820 hours work over the course of the year (averaging out at 35 hours per week). Although you have to meet the contractual target by the end of the year, you could choose to give your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member shorter hours during off-peak times, and longer hours when demand for your services is higher. See Employees for more information about taking on Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. on this basis.
Two (or more) of your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members take on the responsibilities of a single full-time position by working at different times. For example, one of your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members may work on Mondays and Wednesdays while the other works on Tuesdays, Thursdays and Fridays, or your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members may work on alternating weeks.
Your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member works the same number of hours per week but over a compressed period. For example, instead of working a 40 hour working week by working 9.00 am to 5.00 pm on Monday to Friday, they may work 7.00 am to 5.00 pm on Monday to Thursday.
Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. and People who are taken on to learn a trade or skill. A modern arrangement involves an apprentice, an employer and a training provider such as a college.have the right to request A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. from their first day of employment. The right does not apply, however, if the Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member has made two or more formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. requests to you during the preceding 12 months, whether or not the previous application related to the same issue and whether or not it was accepted or rejected by you. You can of course consider more than two formal requests within the same 12-month period if you choose, but you are under no legal obligation to do so.
Note that if your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member made a previous request informally ie not through the formal statutory scheme (see Q&A 10 for how to tell whether a request has been made formally or not) then they can make a further request (informally or formally) whenever they like.
Staff supplied by a recruitment agency to work for a business under a contract made between the agency and the business. who have been can make a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request if they are returning to work from a period of A period of leave from work available to employees with children under the age of 18, in order to allow them to care for their children..
They cannot apply if they have made two previous applications in the preceding 12 months.
See Parental leave for more information about A period of leave from work available to employees with children under the age of 18, in order to allow them to care for their children. and Agency workers for information about hiring Staff supplied by a recruitment agency to work for a business under a contract made between the agency and the business. .
A formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request is one that has been made by a qualifying An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. or Staff supplied by a recruitment agency to work for a business under a contract made between the agency and the business. (see Q&A 8 for who is eligible) and is in writing, dated and includes specified information. As an A person or business hiring one or more staff members., you are under a duty to consider all formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. requests in a reasonable manner.
See Q&A 12 for the information that a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request must contain.
If an An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. makes a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request, or you think they might have done, you can use Flexible working toolkit to guide you through the process.
Yes; you need to make sure your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. know how they can make a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request. You can do this by setting this information out in your A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. policy. For a template policy, see Flexible working policy. You can choose to generate the policy either on its own or as part of a full A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures. using Staff handbook and policies. To make it easy for your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to comply, it is a good idea to provide a template letter for them to use; see Flexible working - for employee - request for flexible working. You can also find this letter as part of the Remote working and cybersecurity toolkit.
It is a good idea to provide Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. with a template letter to use to make a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request so that it includes the necessary information; see Flexible working - for employee - request for flexible working. You can also find this letter as part of the Remote working and cybersecurity toolkit.
To constitute a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request, the request needs to:
be made by a qualifying An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. or Staff supplied by a recruitment agency to work for a business under a contract made between the agency and the business. (see Q&A 8 for who is eligible);
be in writing and dated;
state that it is a formal request for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. ;
say whether the Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member has made a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. application before (and if so, give the date of that application); and
specify what change(s) your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member is seeking to their employment terms and conditions (eg to change to part-time hours) and what date they would like that change to be effective.
You have specific legal obligations when dealing with a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request which do not bind you if the request is informal, so it is important to know whether a request qualifies as formal or not.
See Q&A 13 about what to do if the request doesn't meet these criteria.
If your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's request does not contain the information set out in Q&A 12, you are not (technically) obliged to consider it using the formal procedure set out in Q&A 17 and following.
However, this does not mean that you can rely on your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to get it right and avoid your obligations if they haven't. Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees.' Code of Practice recommends that you make it clear to your Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. what information must be contained in a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request. Your compliance with the Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. Code of Practice will be taken into account by an A tribunal that deals solely with employment disputes. if a claim is brought against you by your Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. about how you have handled a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request.
If your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member does not provide the requisite information the first time, it is best practice for you to tell them what is missing and ask them to resubmit their application as otherwise you could risk facing claims for Treating someone differently directly or indirectly because of their age, disability, gender reassignment, marriage or civil partnership status, being pregnant and/or being on maternity leave, race, religion or belief, sex or sexual orientation. (eg if as a result you fail to consider a request that would amount to making a reasonable adjustment for a A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.; see Q&A 35 for further guidance) .
You should set out the requirements in your A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. policy. For a template policy, see Flexible working policy; you can choose to generate the policy either on its own or as part of a full A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures. using Staff handbook and policies. To make it easy for your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to comply, it is a good idea to provide a template letter for them to use; see Flexible working - for employee - request for flexible working. You can also find this letter as part of the Remote working and cybersecurity toolkit.
You are under no legal obligation to consider requests for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. from a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member who is not entitled to make a formal request (see Q&A 8) or who doesn't make one formally (see Q&A 12).
However, you should have a look at the request and consider whether to action it because:
It may in fact be a request to make reasonable adjustments; you are required to make reasonable adjustments to ensure that a A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. member of Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. is not put at a substantial disadvantage in comparison to your other members of Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.. For example, allowing a A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. A staff member who has an obligation to do their work personally for someone who is not their client or customer. to work flexitime (eg because they are in a wheelchair and wants to avoid peak travel times on public transport) may be a reasonable adjustment that you are required to make. See Q&A 35 for further guidance.
If you do not consider it and maintain business practices that, for example, make working arrangements difficult for Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. with childcare responsibilities, you may be discriminating against your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.. See Q&A 34 for further guidance.
The change requested may in fact be a benefit to your business; eg Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. working from home could help reduce overheads and working outside usual office hours could help provide How long a person has been employed without a break lasting at least a week. Time off work whilst still employed (eg annual leave, sick leave etc) does not count as a break. to clients or customers. Generally, if you can, allowing A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. can be a good way of boosting Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. satisfaction and morale.
There is no set procedure for your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to make an informal or ad hoc request for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. and no set procedure for you to deal with such requests (unless you have specifically said so in your A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. policy and/or, if you have one, your working from home policy and/or your hybrid working policy). If you use our template Working from home policy (either on its own or as part of your A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures.) it sets out the number of days' notice you require for working from home requests, and the criteria that you will take into account when deciding whether to agree to the request. You should always comply with all policies that you provide to Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.. You can also find this policy as part of the Remote working and cybersecurity toolkit.
You may want to consider permitting a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request on a trial basis to find out how it works in practice for both your business and your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member. For example, if your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. has requested a hybrid working arrangement, you may want to trial whether the days that you have agreed that your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member will work remotely versus at your workplace actually work in practice for your business, your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member and their team. Equally, if your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member wants only a temporary change to their working hours (eg they want to work flexitime for a few months to enable them to care for a sick relative), you could consider dealing with this request informally rather than following any strict process to change the terms and conditions of their employment. Any agreement reached between you and your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member should be documented in writing for clarity.
Once you receive a formal application for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. (see Q&A 10 to identify one), you have two months from the date you received it in which to reach a decision, notify your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. of your decision and conduct any appeals process that you have (unless you both agree to an extension of this period). The Flexible working toolkit will help you take all the necessary steps in good time.
The day the two month period starts depends on how your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. sent you their request (unless you can prove that you actually received it on a later date):
personal delivery, email or fax: on the day the request was sent (provided you have permitted requests to be sent by email or fax in your A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. policy and have provided contact details for that purpose); or
post: on the standard day of delivery for the postal method used (eg next working day for First Class post).
No; you are not under any legal obligation to actually agree to formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. requests. However, you are under an obligation to consider them in a reasonable manner and consult with your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. about potential alternatives. This means that even if they are particularly unusual requests (eg to work remotely abroad for one week in each month), you must follow a reasonable process when considering the request and only reject it on one or more of the eight permitted grounds (see Q&A 19 for the grounds).
What is reasonable will depend on the circumstances, but Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. has produced a Code of Practice for businesses, which sets out best practice for handling a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request in a reasonable manner. Your compliance with the Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. Code of Practice will be taken into account by an A tribunal that deals solely with employment disputes. if a claim is brought against you by your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. about how you have handled a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request.
See Q&A 17 and following for the process you should follow.
See Flexible working toolkit for the full process that you need to follow and all the documents you need to respond to a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request.
When you receive a formal request for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. , the Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. Code of Practice recommends that you deal with it in the following way:
As soon as you receive the request, you should acknowledge receipt in writing. Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that you arrange a meeting in private with your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.. If you are planning to decline the request, you must ensure you meet with your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work., consult with them and discuss potential alternatives. For a template letter acknowledging receipt of your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request and inviting them to a meeting, see Acknowledgment of flexible working request and invitation to a meeting. See Q&A 18 for information about how to run the meeting.
After meeting with your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work., you should objectively consider their request, balancing any possible benefits to both you and your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. against any possible negative business impacts. You can only refuse the request on one or more of eight specific grounds. See Q&A 19 and following for further information.
Once you have taken your decision, you must inform your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. in writing as soon as possible, and within two months of you receiving the request unless you have agreed an extension with your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.. This two month period includes any appeals process that you permit if you reject your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s request. You may decide to either:
If you have rejected your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request, have an appeal process so that your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. can discuss your decision with you; see Q&A 31 for further guidance.
You should set out your business' procedure for responding to formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. requests in your A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. policy (for a template policy, see Flexible working policy; you can choose to generate the policy either on its own or as part of a full A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures. using Staff handbook and policies).
Yes; discussing your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request can help to inform your decision-making by giving you a better understanding of what changes to their terms and conditions your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. is looking for and how they might benefit both them and your business.
While you may feel that a meeting is unnecessary if you plan on approving the request, it could still be beneficial to ensure that the arrangement agreed to is the most appropriate solution for both your business and your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.. For example, it may become clear through a discussion with your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. that in fact a temporary, informal change to their working hours would be sufficient rather than a permanent change to their terms and conditions.
If you plan to decline the request, it is a legal requirement that you consult with your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. and discuss potential alternatives before declining it.
Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that it is best practice to allow your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. to be accompanied (if they wish) to the meeting, eg by a colleague or a Trade Union representative, and you should ensure that they are informed of this in advance so they can make arrangements; see Acknowledgment of flexible working request and invitation to a meeting for a template letter that contains appropriate wording.
If your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. informs you that they cannot make the proposed meeting, you should rearrange it to a time suitable to both of you. Bear in mind, however, that if your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. misses two arranged meetings, you are entitled to treat their request as being withdrawn, provided that you notify them that you will be treating their conduct as a withdrawal of their request. Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that before doing so, you should find out why your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. has failed to attend both meetings and consider their reasons before deciding whether or not to treat their application as withdrawn. For a template letter informing your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. that you intend to treat their request as withdrawn, see Flexible working - notice to treat the request as withdrawn.
The ACAS Code of Practice advises that you consider requests objectively and weigh up the benefits that the requested changes might bring to both your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. and your business against any possible negative impacts (eg additional costs or potential logistical implications) for your business.
While you are under no obligation to approve a formal request for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. , you can only legally refuse it if, having weighed the considerations, you conclude one or more of the following eight grounds applies:
there is an unacceptable burden of additional costs (see Q&A 20);
the change would have a detrimental impact on your ability to meet customer demand (see Q&A 21);
you are unable to reorganise work among your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. (see Q&A 22);
you are unable to recruit cover (see Q&A 23);
the change would have a detrimental impact on quality (see Q&A 24);
the change would have a detrimental impact on performance (of the individual or their team) (see Q&A 25);
there is insufficient work during the proposed periods of work (see Q&A 26); or
your business has planned structural changes (see Q&A 27).
When you are considering a request for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. , you must be careful not to discriminate against your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. (either directly or indirectly). See Q&A 35 for more information about dealing with requests for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. from A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. and Q&A 34 for information about those with childcare responsibilities.
Remember that if you are unsure about the long-term sustainability of a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request, you could agree to a trial basis before rejecting it outright (see Q&A 29) , or you could agree to the request with modifications.
Yes, if the burden of any additional costs that would be involved is unacceptable to your business.
Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that as part of your considerations of the costs involved, you should ensure that you take account of any potential savings that the proposed working arrangement might bring to your business (eg a reduction in overheads, including rent, from home working, or more productive Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.).
Take particular care about relying solely on cost if there is a risk of Treating someone differently directly or indirectly because of their age, disability, gender reassignment, marriage or civil partnership status, being pregnant and/or being on maternity leave, race, religion or belief, sex or sexual orientation.; see Q&A 34 for information about dealing with requests from those with childcare responsibilities and Q&A 35 for information about dealing with requests from A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer..
See Flexible working - rejection of request for a template rejection letter.
Yes; you are permitted to refuse a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request if you believe that the change would have a detrimental impact on the ability of your business to meet customer demand (eg because by your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. working flexitime, you would not be able to (1) In the context of debt, a contract where someone agrees to pay if the debtor cannot pay themselves. (2) In the context of sale of goods, a promise to a customer which is given freely (without charging extra money) that the goods they are buying will meet certain standards, and if they do not the person making the promise will do something to make up for that (eg give a refund, or repair or replace the goods). that someone would be able to answer customer queries at all times of the working day).
Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that as part of your decision-making process, you consider trialling a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. arrangement before you decide whether it would be practical for your business.
See Flexible working - rejection of request for a template rejection letter.
Yes; if you are unable to reorganise work among your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. in order to allow a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request, you are permitted to reject it (eg if your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member makes a request to reduce their hours, but you are unable to redistribute their workload among your other Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. as they do not have the same experience as them).
Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that, where appropriate, you discuss the possible re-organisation of work with the rest of your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. first (eg to see if they are willing to take on an increased workload) and that before making your decision you should also consider the consequences of potentially having to replace your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. if they decide to leave when their request is denied.
See Flexible working - rejection of request for a template rejection letter.
If you would be unable to recruit additional Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to cover the hours or duties that your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member would be leaving behind if their A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request was granted, then you are permitted to reject their request. For example, you may find that you are unable to recruit additional Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. because the hours to be covered are unsociable (eg your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member has asked to reduce their hours so that they no longer need to work a night shift once a week as part of their working hours).
See Flexible working - rejection of request for a template rejection letter.
You are permitted to reject a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request if you believe that the change would have a detrimental impact on the quality of your services or products (eg because the An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. who wants to reduce their hours is particularly experienced and your newer Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. would not currently be able to undertake the work to the same quality).
Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that when you are considering whether to refuse an application for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. on this basis, you should consider the potential of your other Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members to acquire new skills through training to ensure that there is no detrimental impact on the quality of your business offering. In such circumstances, you may want to consider reviewing the A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request after a set period (eg two months) once you have had the opportunity to train your other Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members up; see Q&A 29 for information about agreeing to a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request with a trial period.
You are permitted to reject a formal request for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. if you believe that the change requested would have a detrimental impact on performance (ie of the An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. in question, the wider team or your business as a whole).
For example, this might be the case if the An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. making the request is line manager to a large team which has recently required a substantial amount of hands-on management due to problems with low morale and poor performance following several Where staff members are dismissed because their role will no longer exist with the employer. . In such circumstances, you may feel that allowing the manager to work from home three days a week would further disrupt the team and exacerbate the problems with performance that you are currently experiencing.
See Flexible working - rejection of request for a template rejection letter.
If you believe that there will be insufficient work during the periods that the An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. proposes to work, then you can reject their formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request.
This could be the case, for example, if you run a coffee shop where your busiest period is 7.00 am to 9.00 am and your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. has requested to change their hours so that they start at 8.30 am rather than 7.00 am and work until 4.30 pm every day rather than 3.00 pm. As this would mean that they would miss your peak busy period and would instead be working during a period where you had limited custom, you could legitimately refuse their request.
See Flexible working - rejection of request for a template rejection letter.
You can reject a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request if your business has planned structural changes coming up (eg you are reorganising your internal structure) and the A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request would not fit into your new arrangements, eg if you are changing your core hours of business. Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that, as best practice, you keep your workforce updated of any proposed structural changes that you intend on making as this will allow them to consider how any A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. opportunities could ultimately make your business more effective.
See Flexible working - rejection of request for a template rejection letter.
If you accept your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request, it is likely to mean that there will be certain changes to their terms and conditions of employment and you must confirm these changes in writing as soon as possible (at the latest within one month of the change).
You can do this by sending an acceptance letter; see Flexible working - acceptance of request for a template. This letter should:
set out what changes will be made to your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s terms and conditions of employment;
if you agreed a compromise with your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work., set out any alternative agreement reached.
set out a start date for the change;
explain any other action(s) that will need to be taken to implement the change (eg if your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member will be working from home and you need to carry out a health and safety The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers.).
It is also a good idea to meet with your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. to discuss the practicalities of how and when the change should be implemented. See Q&A 37 for further information about practicalities you may need to consider.
Note that you may want to consider informally agreeing to a temporary A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. arrangement in some instances rather than formally changing the terms and conditions of their employment. For example, your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. may be seeking a temporary reduction in their hours, or wish to work from home temporarily, in order to look after an ill relative. In such cases, you should document your informal agreement in writing to avoid any uncertainties later on.
Yes; it is perfectly acceptable to request a trial of your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s requested A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. pattern for a set period (eg three months) to see how it works in practice for both your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. and your business.
In such cases you will need to agree with your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. an extension of the two month decision-making period and your response to your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. should set out the start and end dates of the trial period and any other steps that need to be taken.
See Flexible working - trial period for a template letter agreeing to a trial period.
If you have agreed to a trial period then Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that you set review meetings to discuss the arrangement, whether any adjustments are required to make it work and whether the request will be made permanent. You must ensure that you inform your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. of your final decision within the time-frame agreed. See Q&A 28 if you want to continue the arrangement after the trial period and Q&A 30 for what to do if you do not.
You may only reject a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request on one or more of eight grounds; see Q&A 19 for a list of the possible grounds for rejection. If you are rejecting the request, your response should clearly set out your business reasons for doing so.
See Flexible working - rejection of request for a template rejection letter.
If you reject the request, Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that you allow your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. to appeal and your response should set out any appeal process that you permit. While there is no legal obligation to allow an An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. to appeal against a rejection, it will help to demonstrate that you have dealt with the application in a reasonable manner; see Q&A 31 and following for more information about appeals.
Your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. is not legally entitled to appeal your A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. decision. However, if you have rejected your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request, Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that you permit an appeal process so that your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. can discuss your decision with you. This may help you to avoid An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. dissatisfaction or even a later legal claim from your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. (eg if they feel that they have been discriminated against or that you have failed to comply with your legal obligations when dealing with their request).
If your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. informs you that they want to appeal your decision, see Flexible working - invitation to attend an appeal hearing for a template letter you can use to invite them to an appeal hearing.
While the appeal does not have to be dealt with in person, Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that it should take place in private (whether this is in person, by telephone or by some other agreed method) and that, if requested, you permit your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. to be accompanied to the appeal by a colleague.
Bear in mind that any appeals process you allow will have to be dealt with promptly as your final decision must be communicated to your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. within two months of you first receiving the initial A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request, unless you and your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. have agreed to an extension. Whether you choose to allow your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s appeal (with or without modification) or refuse it, see Flexible working - appeal outcome letter for a template letter you can use to inform your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. of your decision.
If your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. informs you that they cannot make the initial date confirmed for the appeal, you should rearrange it to a time suitable to both of you. Bear in mind, however, that if you allow your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. to appeal and they fail to attend two meetings arranged with them to discuss the appeal, you are entitled to treat their request as being withdrawn, provided that you notify them that you will be treating their conduct as a withdrawal of their request. Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that, as best practice, before doing so, you should find out why your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. has failed to attend both meetings and consider their reasons before deciding whether or not to treat their application as withdrawn. For a template letter informing your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. that you intend to treat their request as withdrawn, see Flexible working - notice to treat the request as withdrawn.
You may receive more than one formal request for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. from different Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. at the same time and you may not be in a position to accommodate all of them (eg if two different Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. have requested to reduce their hours on Fridays, thereby leaving you with insufficient cover on that day). Remember that while you are under no legal obligation to accept formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. requests, you must act reasonably when considering them; see Q&A 17 for the process you should follow.
When dealing with competing requests, bear in mind the following:
Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. suggests that competing requests should be dealt with by you in the order that they were received. Do not base your decision on which of the Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. is more deserving. When you are deciding whether or not to approve each subsequent request, you will be able to take into account any previous request(s) to the extent that they alter your business context (eg because one Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member has already asked to move to part-time working and you are therefore unable to accommodate a second member of Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. as you would no longer be able to adequately redistribute work among your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. and meet customer demand).
Be careful not to discriminate. For example if you prioritise requests from certain groups of people (such as mothers) for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. , this could be discriminatory against a male An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. whose competing request is rejected on the basis that he is a man. Remember that even if you refuse all of the competing requests, this could still be disproportionately disadvantageous to one (or more) of your Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. (eg because they are A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities.) and therefore potentially discriminatory. You should therefore consider how your response will affect each An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. and consider any disadvantages to them.
If you are unable to accommodate all of the requests for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. , Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that you could consider discussing the competing requests with your Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. to see if a compromise could be reached (eg if they have both requested to work from home on a Thursday and Friday, you could see if they would be willing to compromise so that one An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. worked from home on Wednesday and Friday and another on Tuesday and Thursday). Equally, you could consider seeing if any of your current A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. might be willing to alter their current arrangements to allow you to accommodate any new requests.
As a last resort where you are unable to differentiate between the competing requests and you have been unable to reach a compromise with your Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work., Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. suggests that you could ask for their consent to you selecting at random which request to approve. If this is an approach that your business may take in these circumstances, it would be best practice for it to be clearly set out in your A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. policy (see HR policies for further guidance about what to include in your A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. policy and Flexible working policy for a template policy that you can customise for your business. You can choose to create the policy as a standalone document or as part of a A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures. using Staff handbook and policies).
Many A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. requests will come from Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. with childcare responsibilities (particularly upon returning from a period of family related leave). See Q&A 17 for the process for dealing with formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. requests and Q&A 14 for guidance about responding to informal requests.
You need to be particularly careful that, if you decide to refuse the request, you do not To treat someone differently directly or indirectly becasue of their age, disability, gender reassignment, marriage or civil partnership status, being pregnant and/or being on maternity leave, race, religion or belief, sex or sexual orientation.against the An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.. To avoid a claim for Treating someone differently directly or indirectly because of their age, disability, gender reassignment, marriage or civil partnership status, being pregnant and/or being on maternity leave, race, religion or belief, sex or sexual orientation. you must be able to demonstrate that you have seriously considered the request to see if you could accommodate it while balancing your business's needs. If you decide to refuse it, you must also be able to show that your legitimate business reason for refusing the request outweighs any potentially discriminatory impact on your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work..
To avoid discriminating against your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., you should therefore be open to the possibility of A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. arrangements and make a genuine effort to see whether your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s request could be accommodated, or if a compromise arrangement can be reached, even if it does not initially seem feasible.
For example, if a woman returning from A period of leave from work available to pregnant women and women who have recently given birth, during which they are still entitled to the benefit of all terms in their contract of employment (except remuneration terms), and after which they are entitled to return to work. requests a job A share in the capital of a company (sometimes also referred to as stock, for example in relation to US companies). Shares in a company give to the holders, known as shareholders, rights in relation to that company such as to vote, to receive dividends and to a return of capital. Holders of shares in a company own that company and the company, not its shareholders, owns the company's assets. , do not dismiss it simply because you do not think it will work. You should investigate whether it will work in practice and look into whether you could recruit someone to take on the other half of such a role. Be wary in particular of relying on the increased cost involved as the sole reason for rejecting a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request. This is one of the eight permitted grounds for refusing a formal request for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. , but if you simply dismiss a request on this basis without considering it further, you may be discriminating because the lack of flexibility will disproportionately affect women returning from A period of leave from work available to pregnant women and women who have recently given birth, during which they are still entitled to the benefit of all terms in their contract of employment (except remuneration terms), and after which they are entitled to return to work..
This does not mean to say that you have to agree to a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request, and there are a number of factors that can be taken into consideration. See Q&A 19 and following for more information about how to decide whether to approve or deny a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request.
See Flexible Working - Acceptance of request for a template acceptance letter, or Flexible working - rejection of request for a template rejection letter.
Any A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. requests that relate to a A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. are likely to be better dealt with as a request for reasonable adjustments, rather than a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request. Equality laws that protect A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. rights are different from the rules governing A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. , so it is important to correctly categorise what is being asked.
If the request does not concern a A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities., deal with it in the same way as you would deal with any other request (see Q&A 17 for the process). For example, a simple request to change their work pattern to provide childcare is not related their A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities..
If you are not sure whether a request relates to a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities., talk to them about it privately and with sensitivity.
If the request is related to the Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. (and therefore not to be treated as a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request), you have a duty to make reasonable adjustments to ensure that your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member is not put at a substantial disadvantage as compared to your other Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members. If you fail to make a reasonable adjustment to accommodate a A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member, they could bring a Treating someone differently directly or indirectly because of their age, disability, gender reassignment, marriage or civil partnership status, being pregnant and/or being on maternity leave, race, religion or belief, sex or sexual orientation. claim against you.
For example, if you require all Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to work full-time hours and refuse to consider requests for part-time work or home working, this could indirectly To treat someone differently directly or indirectly becasue of their age, disability, gender reassignment, marriage or civil partnership status, being pregnant and/or being on maternity leave, race, religion or belief, sex or sexual orientation.against a A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. member of Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. or amount to a failure to make a reasonable adjustment to accommodate them (eg if their A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. causes them to suffer from chronic fatigue). Equally, a policy of refusing A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. hours applied to a person with mobility issues who cannot travel at rush hour could be indirectly discriminatory if you do not properly explore ways to work around the problem.
Bear in mind that even if a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member with a A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. does not meet the eligibility requirements to make a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request (see Q&A 8), they may still make an informal request and you must be careful not to To treat someone differently directly or indirectly becasue of their age, disability, gender reassignment, marriage or civil partnership status, being pregnant and/or being on maternity leave, race, religion or belief, sex or sexual orientation.against them when considering their request (see Q&A 14 for guidance about responding to informal requests).
You could face a claim from your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. in an A tribunal that deals solely with employment disputes. and you may be ordered to reconsider their application or pay them compensation of up to 8 weeks' pay if you:
fail to deal with their formal application for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. in a reasonable manner (see Q&A 17 for the process);
fail to notify them of your decision within three months (unless you have agreed an extension with them);
refuse their application for a reason other than those permitted (see Q&A 19);
base your decision to reject their application on incorrect facts; or
notify your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. that you are treating their application as withdrawn in circumstances where you are not permitted to do so (ie any circumstance other than two missed meetings).
You could also face A tribunal that deals solely with employment disputes. claims if your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. suffers any disadvantage as a result of having made a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request, if you dismiss them because they have made a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request (in which case the dismissal will always be considered unfair; see Process for dismissing an employee for further guidance), or if you discriminate against them in any way when dealing with their A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request.
Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that if you have not been able to reach an agreement on a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request with your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work., you could consider using the Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. A form of alternative dispute resolution whereby the parties agree to allow an independent and impartial person (the arbitrator) to decide how their legal dispute should be resolved. Any decision made by an arbitrator is legally binding on the parties. Scheme in order to avoid your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. later bringing any claims against you in an A tribunal that deals solely with employment disputes..
There are no set rules about how you deal practically with A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. arrangements and this will largely depend on your business and the particular working arrangements that you have put in place.
Some steps to consider are:
Create a timetable which allows for regular reviews with Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who work flexibly. This will enable you to to ensure the arrangement is working for everyone and help you to ensure that flexible Staff members who have an obligation to do their work personally for someone who is not their client or customer. are given the same opportunities for training, development and promotion as other Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.. Remember you cannot legally treat a member of Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. unfavourably because they have made a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request or work part-time. See Different types of staff for more information about Staff members who have an obligation to do their work personally for someone who is not their client or customer. ' rights.
Consider any operational challenges presented by the arrangement, such as whether there needs to be a change to how the An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.’s work will be monitored and evaluated or whether you need to change your wider Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. rotas. In some circumstances, you may also need to consider recruiting additional Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to ensure you are able to meet your staffing requirements (eg if an An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. has moved to part-time hours). See Hiring staff for guidance about recruiting new Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members.
Consider issues of keeping in touch with your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. if they will be working from home; for example, whether they may need to come in for occasional meetings) (see Q&A 39 and following for further guidance about setting up homeworkers).
Consider implementing a working from home policy, to set out your business's and Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members' responsibilities when Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are working from home, and how you will deal with Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. requests to work from home. You can use Working from home policy, either on its own or as a part of your A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures.. See Staff handbook and HR policies for a template A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures..
Consider health and safety issues that arise in relation to the new working arrangements. For example, if your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. has changed their shifts and will now be working at night, you may need to offer them a free health assessment (see Night and weekend working for more information), and update your health and safety The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. if appropriate (see When to do a general risk assessment for how to conduct a The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. and General risk assessment for an office, General risk assessment for a shop or other business open to customers or General risk assessment for remote workers for a template The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers.).
Consider how the new arrangement might impact other members of your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. (eg if it will increase their workload) and discuss any potential effects on them.
You may consider recording and monitoring the take-up of A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. at your business in order to assess the effectiveness of your policies.
If you formally accepted a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. arrangement, it amounts to a permanent change of your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s terms and conditions of employment. This means that if you want to change your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s terms and conditions back to their previous arrangement, you will need to follow the usual process for changing the terms of an employment contract. Generally this will mean obtaining your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's consent to the proposed change if you want to avoid the risk of them bringing claims against you (eg for Failing to keep to the terms of a contract by doing something which is forbidden or failing to do something which is required under the contract. or Treating someone differently directly or indirectly because of their age, disability, gender reassignment, marriage or civil partnership status, being pregnant and/or being on maternity leave, race, religion or belief, sex or sexual orientation.). See Process for changing employee contracts and Amending the contracts of staff who are not employees for guidance about how to change a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's employment contract.
As part of a A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request or as a result of external factors, you may agree for a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member to work from home on a regular basis (either temporarily or permanently). If so, you will need to consider the following issues (note that this guidance does not apply to ad hoc or one-off requests from your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to work from home (eg because they have an appointment)):
whether you will provide equipment (see Q&A 40);
whether your insurance covers them (see Q&A 42);
ensure that you have addressed the necessary The area of law which deals with the way in which data can be handled. issues (see Q&A 43 and following) and have procedures in place to protect your confidential information (see Q&A 48);
ensure that you have addressed the necessary health and safety issues (see Q&A 50 and following); and
consider how you will manage your home Staff members who have an obligation to do their work personally for someone who is not their client or customer. (see Q&A 59).
Also consider implementing a working from home policy. Although this is not a legal requirement, it is best practice to have a working from home policy, to provide clarity and transparency to your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. on these matters, and ensure that you deal with requests to work from home consistently. You can use Working from home policy, which could form part of your A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures., or stand alone. See Staff handbook and HR policies for a template A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures..
The equipment your homeworker will need will depend on your business's activities and your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s role. For example, office roles are likely to at least need a suitable desk and chair, a computer, reliable broadband, a phone and storage space as a minimum.
You are not legally obliged to provide any equipment, and you may simply agree that your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. use their own home equipment (provided you have undertaken a proper assessment of the health and safety risks in relation to their home equipment); see Q&A 50 and following for how to do this and General risk assessment for remote workers for a template The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. you can use). If you will be providing any equipment, Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that you should agree with your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member:
what you will provide or pay for (eg a desk, phone, internet connection or a printer) (see Q&A 41 for tax implications to bear in mind);
what your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. should provide (eg heating and lighting);
who will pay for any installation and other set-up costs;
who any equipment belongs to;
who will be responsible for maintaining it, and who your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member should call if they have any problems with their equipment;
whether the equipment can be used for personal matters by your homeworker or their family (note that with computer equipment this can raise The area of law which deals with the way in which data can be handled. issues - see below); and
when and how you can access your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's home to set up and test equipment if you have provided it.
You may need to consider providing a certain amount of desk space in your offices for homeworkers when they are visiting this office.
Our Working from home policy explains that you will provide Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members who work from home with equipment to enable them to work effectively, where necessary and appropriate. It also sets out that Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are responsible for the care and safekeeping of any business equipment provided to them and that A private company limited by shares incorporated and registered in England and Wales. property should not be misused. This can work alongside a more specific IT Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. policy, which will set out specific guidelines for your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. about their use of your IT systems and devices; see IT, communications and social media policy for a template you can use. If your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. will be working from their own devices at home, consider putting in place a policy covering that use; see Bring your own device policy for a template you can use.
You can find guidance on assessing a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's workstation at home and who is responsible for ensuring a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's equipment is safe at Q&A 55 and following.
Yes, but there are usually tax implications of doing so.
Typically, A people or businesses hiring one or more staff members. receive tax relief if they provide Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. with A private company limited by shares incorporated and registered in England and Wales. owned home equipment (provided their Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's private use of the equipment is not significant). The same relief is not usually available if a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member provides their own home office equipment and is reimbursed for that cost by their A person or business hiring one or more staff members..
Full tax guidance is outside the scope of this service and you should speak to a lawyer if you have any concerns. For access to a specialist lawyer in a few simple steps, you can use our Ask a Lawyer service.
Yes; your A person or business hiring one or more staff members. liability insurance probably already extends to homeworkers as it is standard policy to do so but you should check the wording of your policy to confirm this (see Employers' liability insurance).
Additionally, make sure that any business equipment in your homeworker’s home (ie equipment that you have supplied) is covered by your insurance policy to be taken off your premises.
Our Working from home policy assumes that your insurance policy extends to Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members who work from home, and that it will cover equipment provided by your business that is used by homeworkers. It makes it clear that Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are responsible for insuring their own personal equipment used for work, and obtaining any relevant permissions to work from home.
Note that if you are running your own business from home, you need to check that your existing home insurance covers you for this, and check whether you need any additional insurances. See Running a business from home for guidance.
If your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. will be handling any Any information about an identifiable, living person. Information which cannot be used to identify someone on its own will still be personal data if it can be used in combination with other information to identify that individual., you must ensure that you comply with The area of law which deals with the way in which data can be handled. law. Failure to do so can have serious financial and reputational consequences for your business, including fines of up to £17.5 million or 4% of your global annual The amount of money taken by a business, before deductions (eg expenses, tax etc).. Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members working from home should receive appropriate The area of law which deals with the way in which data can be handled. training on your The area of law which deals with the way in which data can be handled. policies and procedures. The area of law which deals with the way in which data can be handled. obligations you need to consider (and think about providing additional training on) when Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are working from home include:
carrying out a A process to identify and minimise the privacy risks of new projects or policies, by considering their impact on individuals' data privacy. Also known as a DPIA or privacy impact assessment. (Data protection impact assessment: A process to identify and minimise the privacy risks of new projects or policies, by considering their impact on individuals' data privacy. Also known as a privacy impact assessment.) if your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. will be dealing with Any information about an identifiable, living person. Information which cannot be used to identify someone on its own will still be personal data if it can be used in combination with other information to identify that individual. in certain circumstances (see Q&A 44 for guidance);
ensuring Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. know how to deal with An umbrella term for the different types of request that individuals can make to a business which has personal data about them, eg a request to delete or correct that data, or a request for a copy of it. and data Violations of a legal or moral obligation. while working from home (see Q&A 45 and following for guidance);
keeping proper records (see Q&A 47 for guidance);
giving homeworkers adequate equipment and facilities so they have the same level of data Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. as you do in the office (see Q&A 48 for guidance on keeping devices secure); and
ensuring there are individuals within your business who understand The area of law which deals with the way in which data can be handled. requirements and take the lead on ensuring these are followed. See Data protection officers and staff training on appointing someone in your business with specific responsibility for The area of law which deals with the way in which data can be handled..
You can use our Working from home policy to set out Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members' responsibilities to keep Any information about an identifiable, living person. Information which cannot be used to identify someone on its own will still be personal data if it can be used in combination with other information to identify that individual. and confidential information safe while working at home. This is designed to work alongside our template Data protection policy. Both of these polices can be generated as part of a A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures. using our template Staff handbook and policies.
It depends on what they are doing. If your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. do anything with people's data that is likely to result in a high risk to the rights and freedoms of the individual whose data you are In relation to data protection, processing data covers any action taken in respect of the data, including: collecting, storing, using, disclosing and erasing or destroying it., you will need to prepare a Data protection impact assessment: A process to identify and minimise the privacy risks of new projects or policies, by considering their impact on individuals' data privacy. Also known as a privacy impact assessment.. For example, if you are having to set up new IT systems to accommodate Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. working from home, and those Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. have access to a lot of customer data, a Data protection impact assessment: A process to identify and minimise the privacy risks of new projects or policies, by considering their impact on individuals' data privacy. Also known as a privacy impact assessment. would likely be sensible. If you are unsure about whether a Data protection impact assessment: A process to identify and minimise the privacy risks of new projects or policies, by considering their impact on individuals' data privacy. Also known as a privacy impact assessment. is needed, it is best practice to do one anyway. You can find guidance on when DPIAs are required at Data protection impact assessments, and you can find a template Data protection impact assessment: A process to identify and minimise the privacy risks of new projects or policies, by considering their impact on individuals' data privacy. Also known as a privacy impact assessment. as part of Data Protection impact assessment policy.
Your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. should always be aware of how to identify and deal with a An umbrella term for the different types of request that individuals can make to a business which has personal data about them, eg a request to delete or correct that data, or a request for a copy of it. if there is a chance they will receive one, and you should make sure they are aware of your An umbrella term for the different types of request that individuals can make to a business which has personal data about them, eg a request to delete or correct that data, or a request for a copy of it. policy and what procedures to follow if they receive a An umbrella term for the different types of request that individuals can make to a business which has personal data about them, eg a request to delete or correct that data, or a request for a copy of it.. Consider whether additional training on these matters may be required if Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are working from home. For detailed guidance on what An umbrella term for the different types of request that individuals can make to a business which has personal data about them, eg a request to delete or correct that data, or a request for a copy of it. are and how to deal with them, see Policies and procedures for dealing with data subject requests.
Our template Data subject request policy sets out how Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. should recognise, verify and assess a An umbrella term for the different types of request that individuals can make to a business which has personal data about them, eg a request to delete or correct that data, or a request for a copy of it., time frames for response (usually within one month), how to rectify or erase someone's Any information about an identifiable, living person. Information which cannot be used to identify someone on its own will still be personal data if it can be used in combination with other information to identify that individual., and more. Your policy should be followed whether a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member is working at home, in the workplace, or off-site. If you have a The area of law which deals with the way in which data can be handled. In a company: A legally defined term used to refer to the director, company secretary or managers of a company. Officers of a company have certain duties and responsibilities towards the company and can be held liable for company law breaches. (DPO), you should ensure that Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. notify them of any An umbrella term for the different types of request that individuals can make to a business which has personal data about them, eg a request to delete or correct that data, or a request for a copy of it. received (and similarly if you do not have a DPO but you have nominated someone to lead compliance with The area of law which deals with the way in which data can be handled. in your organisation they should be kept informed).
A A breach of security leading to the accidental or unlawful destruction, loss, alteration, unauthorised disclosure of, or access to, personal data. is a Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. A violation of a legal or moral obligation. which leads to the accidental or illegal destruction, loss, alteration or unauthorised disclosure of Any information about an identifiable, living person. Information which cannot be used to identify someone on its own will still be personal data if it can be used in combination with other information to identify that individual.. Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. must comply with your business's usual polices and procedures for Any information about an identifiable, living person. Information which cannot be used to identify someone on its own will still be personal data if it can be used in combination with other information to identify that individual. Violations of a legal or moral obligation. while working from home.
If Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are working from home, remind them about your business's data A violation of a legal or moral obligation. policy and how they should respond to a data A violation of a legal or moral obligation. (if you do not have one, you can use Personal data breach policy). You can also use Checklist for responding to a data breach for a summary of what to do if a A breach of security leading to the accidental or unlawful destruction, loss, alteration, unauthorised disclosure of, or access to, personal data. may have occurred. Consider whether additional training on these matters may be required if Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are working from home.
See Data breaches for detailed guidance on responding to data Violations of a legal or moral obligation..
You must maintain the same records as you normally have to keep under The area of law which deals with the way in which data can be handled. law, including records of any DPIAs you have carried out before Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. deal with Any information about an identifiable, living person. Information which cannot be used to identify someone on its own will still be personal data if it can be used in combination with other information to identify that individual. at home, records of Any information about an identifiable, living person. Information which cannot be used to identify someone on its own will still be personal data if it can be used in combination with other information to identify that individual. Violations of a legal or moral obligation., consent records and more. See Using personal data, policies and record-keeping for details of what records you are required to keep.
To ensure the confidentiality and Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. of your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's work and any Any information about an identifiable, living person. Information which cannot be used to identify someone on its own will still be personal data if it can be used in combination with other information to identify that individual. they are dealing with, you should make sure homeworkers are trained in how to keep and transfer such information securely. You should also require Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. make sure that:
where possible, they work directly on your system, use business-owned devices and save remotely (eg to the Cloud) (rather than saving documents locally on their own equipment);
make sure password protection is turned on and that all confidential electronic data is password-protected;
they are using devices that can be easily wiped remotely;
they are using work email accounts rather than personal email accounts;
they know how to report the loss or theft of devices. Note that encouraging a 'no blame' culture will help to ensure that reports are made as quickly as possible, enabling you to minimise the risk of a Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. A violation of a legal or moral obligation. ;
work is locked away when they are not working on it; and
that they dispose of all confidential waste in an appropriate manner (eg by using a shredder or deleting electronic files securely).
You could also consider using encryption where possible to add an additional level of Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. .
Our Working from home policy sets out Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members' responsibilities to keep confidential information safe while working at home. If you Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members will be working on their own devices at home, consider putting in place a policy to address your Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. requirements for those devices. You can use our template Bring your own device policy. Both of these policies can be generated as part of a A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures. using our template Staff handbook and policies.
There are additional risks around confidentiality that you will need to consider when your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are working from home, including cyber Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. issues; for guidance about cyber Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. measures your business can put in place, see Q&A 49.
See Secure data storage for further guidance on keeping data secure.
When your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are working from home there may be additional cyber Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. measures your business will need to take to address new vulnerabilities. The steps your business will need to take will depend on a number of factors, including what technologies and devices you use, how many Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. you have, whether your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are used to working remotely and what your business operations are.
You should carry out a The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. to identify possibly areas of vulnerability and then address those with appropriate Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. measures. These may include:
Review your existing policies and procedures and consider new ones
Check that your policies and procedures are fit for purpose in light of any risks and vulnerabilities you have identified. If you do not have relevant policies in place, consider the following:
A working from home policy will set out your expectations on your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. whilst they are working from home, including in relation to data Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. and confidentiality. See Working from home policy for a template you can use.
It will also be beneficial for your business to put in place an IT Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. policy. This will set out your business's general Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. requirements when your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are using IT equipment, including in relation to password strength and installing software. See IT, communications and social media policy for a template you can use.
A The area of law which deals with the way in which data can be handled. policy will set out what duties your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are under to ensure that Any information about an identifiable, living person. Information which cannot be used to identify someone on its own will still be personal data if it can be used in combination with other information to identify that individual. is handled securely at all times. See Data protection policy for a template you can use.
A bring your own device policy will be appropriate if your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are working off their own devices to ensure that appropriate Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. measures are taken. See Bring your own device policy for a template you can use.
A A breach of security leading to the accidental or unlawful destruction, loss, alteration, unauthorised disclosure of, or access to, personal data. policy will help to ensure that you comply with your The area of law which deals with the way in which data can be handled. obligations if a cyber attack leads to a data A violation of a legal or moral obligation. . See Personal data breach policy for a template you can use and Data breaches to find out more about your data A violation of a legal or moral obligation. obligations.
All of these documents can be obtained as part of our Remote working and cybersecurity toolkit.
Check your remote working systems are secure
This includes ensuring that they are updated with the latest Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. Small pieces of code which are added into an existing computer program to make alterations to it, often to correct a fault in that software. and firewalls and that they can handle appropriate levels of traffic. Consider whether it would be worthwhile producing guides for your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. about how to use these systems securely.
Check that your devices are secure
Check that your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. keep their devices and apps up-to-date, and that they have the latest antivirus software installed on whatever devices that they are using. You should also remind them to ensure the physical Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. of their devices; see Q&A 48 for further guidance.
Make regular back-ups
Make sure your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. know to back-up their work regularly and ensure that these back-ups are secure (eg restrict access to certain individuals in your business and keep them separately from the original copy (eg on a separate device or by using cloud services).
Train your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.
Remind your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to be alert and make sure your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. know how to spot the signs of scam emails and what to do if they inadvertently click on one. This may require you to recirculate your policies, refresh training on Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. procedures or circulate specific examples of cyber crime.
Provide IT support
By providing IT support to your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. whilst they are working remotely, you will likely be able to flag IT vulnerabilities more quickly. Equally, your reliance on digital systems is likely to increase when Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. work remotely; make sure you know how to respond if these systems become unavailable.
Make sure your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. know what to do if there is a data A violation of a legal or moral obligation.
If your business is the victim of a cyber attack, this may result in a A breach of security leading to the accidental or unlawful destruction, loss, alteration, unauthorised disclosure of, or access to, personal data. , putting your business under specific legal obligations. Make sure your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. know how to identify a A breach of security leading to the accidental or unlawful destruction, loss, alteration, unauthorised disclosure of, or access to, personal data. and what to do if one occurs. See Data breaches for further guidance.
Consider taking out cyber insurance
Consider whether it would be appropriate for your business to take out a cyber insurance policy to protect your business from cyber threats.
You have a duty to ensure (as far as is reasonably possible) the health and safety of all of your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. while they are at work, and this includes your homeworkers. While most home working undertaken by your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. is likely to be low risk from a health and safety perspective, your legal obligations towards Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. working from home include:
carrying out a The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. including eliminating or reducing hazards where possible (see Q&A 52 and following for guidance; you can use General risk assessment for remote workers as a template to assist you);
requiring your homeworkers to carry out workstation assessments (see Q&A 55 for guidance);
ensuring the safety of equipment that you provide (see Q&A 57 and following for guidance); and
providing appropriate training (see Q&A 58 for guidance).
Our Working from home policy provides that Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members who work from home must refer to the business's health and safety policy, and take The degree of caution that an ordinary person would use in the circumstances. of their own health and safety while working from home. It also requires Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members to undertake health and safety The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. of their home, and provides that the business may refuse a request to work from home if health and safety concerns are not addressed.
Yes, your legal obligation to carry out The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. for the safety of your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. extends to those who work from home. The process of carrying out your The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. will probably be different (eg it will not usually be appropriate to visit an An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work.'s home, so you may need to ask them to carry out the assessment themselves and/or send you a picture of their workspace). You can use General risk assessment for remote workers to help you.
Once your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's home workplace is passed as safe, it will be their responsibility to keep it that way. However, you must ensure that the The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. is reviewed periodically, or whenever you have reason to believe that it is no longer a valid representation of the current risks (eg if your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member has started working with a new piece of equipment, or their role has changed to involve much longer periods of screen time).
You can use General risk assessment for remote workers to help perform your The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. and should follow the five-step process outlined in Risk assessments for business premises (which includes identifying the hazards and who might be harmed, taking reasonable steps to eliminate or reduce the risks, recording your findings, and reviewing and updating your The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. regularly).
There are some matters relevant to your The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. which are specific to Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who work remotely, eg particular hazards that are more likely, such as risks associated with lone working. See Q&A 53 and following for information on common hazards facing Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. working remotely.
Be aware that, depending on where your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are working, it could be difficult in practice for you to conduct a thorough The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers., eg if your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. travel to a lot of different locations. You may need to train your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to carry out their own The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers..
For Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who work from home a lot, consider asking them to send you a photo of their work area so you can make sure all the risks have been properly identified. It will usually be too intrusive to go to their home to conduct a The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. in person.
There are some risks that you should specifically consider for most Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. working remotely. Common risks include:
risks to the mental health of your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. such as stress and anxiety (see Q&A 54 for further guidance on how to reduce the risks to the mental health of your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. working at home);
risks associated with workstations (especially for Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. doing a lot of office-type work from home), for example the use of DSE: Anything with a screen, including televisions, computer monitors, laptops and smartphones. (Display Screen Equipment. Anything with a screen, including televisions, computer monitors, laptops and smartphones.) (see Q&A 55 and following for further guidance on workstation assessments and equipment for remote Staff members who have an obligation to do their work personally for someone who is not their client or customer. );
electrical equipment of any sort (see Electrical testing for how to reduce the risks related to electrical equipment);
fire hazards (these will generally be dealt with in your fire safety The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. – see Fire safety risk assessment);
risks associated with When a person moves something, eg by lifting, putting down, pushing, pulling or carrying it. or lifting, for example carrying equipment required to do the job remotely (see Manual handling for further guidance on how to reduce these risks);
environmental issues such as ventilation, temperature or noise levels (see Work environment for tips on how to deal with environmental issues);
lone working, which can both increase the risk of physical harm and pose a threat to mental health (see Risks to lone workers and homeworkers for guidance on how to deal with risks to lone Staff members who have an obligation to do their work personally for someone who is not their client or customer. );
risks posed by members of the public (eg violence or verbal abuse) – see Risk of violence to staff for how to reduce such risks; and
driving for work and travelling abroad (see Driving and overseas travel for work for further guidance on how to reduce such risks).
This list is not exhaustive – you must keep an open mind to any risks specific to the particular work your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are doing remotely. You can find further guidance on reducing risks to Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. at Reducing health and safety risks, and you can use General risk assessment for remote workers to help perform your The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers..
Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. working from home usually work alone, which puts them at risk of isolation and work related stress. As well as considering the general guidance applicable to protecting all your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members' mental health at Staff mental health, the following steps can help you address the additional common causes of stress for Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who work remotely:
ensure remote Staff members who have an obligation to do their work personally for someone who is not their client or customer. come in regularly (eg once a week) so they can stay up to date with the business and keep in touch with other Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.;
remember to include them in work socials to tackle feelings of isolation;
provide helplines for IT support or equipment breakdown;
set up proper systems to keep in contact with Sales which are concluded face-to-face in a place which is not the business premises of the seller, most commonly the home or workplace of the buyer. Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. during the day (eg phone, email, instant messaging, video-conferencing, online discussion forums) and check in with them regularly; and
have informal discussions with Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to assess their mood and talk through how they approach their tasks.
Where Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members take unacceptable levels of sickness absence due to work-related stress, you may need to consider taking action to address the issue. See Dealing with sickness absence for further information on how to handle Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. absences resulting from stress.
Bear in mind that you also have an obligation to take reasonable steps to ensure that homeworkers are not working excessively long hours and that they are taking suitable breaks; see Rules about working hours for further guidance.
You can use General risk assessment for remote workers to help perform your The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers..
Yes, homeworkers should carry out a workstation self-assessment and give you the results, regardless of whether or not you provided their workstation equipment.
You can ask your homeworkers to do an assessment and send you the results, or you could carry out an assessment remotely, for example by video conference.
The assessment must consider the health and safety risks of using that workstation. Look out for Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. using a laptop at the kitchen table without enough space, a proper desk, supportive chair or the correct set-up of display equipment. This can cause back problems, eye problems and musculoskeletal disorders. You can find guidance on how to set up a workstation properly at Comfortable working environment.
If your computer workstation assessment for Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. working from home shows that there are risks, you must take steps to address them so far as Proportionate action in the circumstances - weighing up the benefit against the time, trouble and expense involved.. This means balancing the cost and inconvenience of those steps against the seriousness of the risk. If Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. only occasionally work from home, you may not need to do anything. If they regularly do so, consider providing a suitable desk, chair, footrest (if required), etc .
You are only responsible for ensuring the suitability and safety of the equipment you supply to your homeworker. This means that if you have supplied your A staff member who has an obligation to do their work personally for someone who is not their client or customer. with any equipment (eg a laptop), you must ensure that it is regularly maintained.
You could also provide the homeworker with a simple first aid kit if appropriate.
You have to give enough health and safety training to all your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to enable them to be safe at work, including those who work from home.
For homeworkers, training can usually be light-touch. For example, if they mostly work at a computer, making sure they are aware of the importance of taking rest breaks, resting their eyes and having a proper workstation set-up is likely to be sufficient. You can use the form General risk assessment for remote workers to help you carry out your The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers..
One of the main challenges when it comes to managing homeworkers relates to the level of trust that you, as an A person or business hiring one or more staff members., have that a Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member will continue to work correctly and productively from home. From the home A staff member who has an obligation to do their work personally for someone who is not their client or customer. 's perspective there is a risk that they may feel isolated and alienated from your business. It is important for you to find the right balance, and you should consider taking the following steps to help you to address these issues when managing homeworkers:
Developing proper communication
Effective communication will enable both you and your homeworker to understand what is required of them, what your expectations are and how you see the relationship working. It is important that you develop a means of communicating that works both for you and your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member, bearing in mind that a homeworker may need to make additional efforts to keep their colleagues and managers updated about their work, but that too much contact may be stressful for your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.. You should agree this with your homeworker when the arrangement is approved and review your arrangements regularly to ensure that they are working for both you and your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member.
Setting a schedule for contact in person or one-to-one meetings
Frequent face-to-face meetings and/or one-to-one meetings(which can be weekly, monthly or at some other appropriate interval) with home working Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. can help prevent any feelings of isolation, create a sense of teamwork and build trust between you. If the homeworker is unable to meet in person at your usual place of business, consider meeting with them at another appropriate location, or if that is not possible, have them join the meeting through a video or telephone call. You should be careful to ensure that home working does not become an excuse to not attend team or personal meetings in some form.
Establishing effective performance management strategies
Managing staff performance provides general guidance about managing the performance of your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., including a template Personal Development Review Form, but you should consider whether your standard practices are suitable for homeworkers. If you normally assess performance by what you can see your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. doing (eg how they work in the office and discussions that you have with them on a day-to-day basis), it may be more appropriate to instead consider assessing Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. performance by output or other agreed objectives (eg sales targets) as you will not be able to physically see your home working Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.. Whatever your approach, your performance management of all Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. should be consistent. If working from home is new to your business, Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that you consult with your Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. and their representatives about your proposals for managing the performance of homeworkers. Equally, you may also need to consider how you will provide development training and opportunities to a homeworker to ensure that they are not disadvantaged in any way as compared to your other Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. (eg ensure that they are considered for promotions in the same way as your other Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are). If all Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are working from home, consider how you will provide training and development so that Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are still able to progress and be considered for promotions.
Remind your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. about the importance of taking breaks
You should agree with your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member in advance the hours that they will be working (and make any necessary changes to their terms and conditions of employment; see Q&A 37), but you must bear in mind the restrictions on working time when managing your home working Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member, ensuring that they do not work excessive hours and that they take suitable breaks. Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that A people or businesses hiring one or more staff members. support their Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to manage their time effectively as this can help to reduce stress and anxiety. See Rules about working hours for further guidance about your legal obligations towards Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. in relation to the hours that they work.
You should ensure that you deal with homeworkers in a consistent fashion, and Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. advises implementing a home working policy for this purpose, setting out how you will manage Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. and your mutual responsibilities to each other. You can use our Working from home policy, either on its own or as part of your A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures.. Even if you do not have a specific policy, any arrangements made should be agreed in writing with your homeworker to ensure clarity. You may also need to provide training to both your homeworkers and/or their managers to ensure that everyone is comfortable with how the arrangement will work in practice.
If you are considering monitoring Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who work from home, you must consider the The area of law which deals with the way in which data can be handled. implications first. See Data protection issues when monitoring staff for detailed guidance.
Hybrid working is a form of A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. where your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. spend part of their time working from your business premises, and part of their time working remotely (eg working from home or in a coworking space).
See Q&A 1 and following for guidance about other types of A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. .
NOTE: Following the introduction of the Employment Rights Bill to Parliament on 10 October 2024, this area of law is being considered for reform (see our blog explaining the Bill here). Any reforms are unlikely to take effect before 2026. A people or businesses hiring one or more staff members. would only be permitted to refuse a request for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. if they consider that the application should be refused on a ground or grounds listed in the Employment Rights Bill (such as detrimental impact on performance) and if it is reasonable to do so.
How you should deal with a request for hybrid working from your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. will depend on whether the request is made informally or whether it amounts to a formal request for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. (see Q&A 10):
for guidance about dealing with informal requests for A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. , see Q&A 14; and
for guidance about dealing with formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. requests, see Q&A 17 and following.
If relevant, make sure you follow any relevant procedures set out in your A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. policy and/or, if you have one, your hybrid working policy. You should always comply with all policies that you provide to your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., and it will help you to ensure that you deal with requests consistently and transparently. However, you must make sure you do not To treat someone differently directly or indirectly becasue of their age, disability, gender reassignment, marriage or civil partnership status, being pregnant and/or being on maternity leave, race, religion or belief, sex or sexual orientation.against your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. when dealing with requests for hybrid working. For example, if you apply a blanket policy of refusing to allow hybrid working for Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members in particular roles, unless you can objectively justify this, it might indirectly To treat someone differently directly or indirectly becasue of their age, disability, gender reassignment, marriage or civil partnership status, being pregnant and/or being on maternity leave, race, religion or belief, sex or sexual orientation.against a female member of Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who has requested hybrid working due to childcare or caring responsibilities (see Q&A 34). Remember that you also have a legal duty to make reasonable adjustments to accommodate A physical or mental impairment which has a substantial or long-term effect on a person’s ability to carry out normal day to day activities. Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members (see Q&A 35).
If you do agree to a hybrid working arrangement, you should review your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member's contract and consider whether the new arrangement requires a change to their core terms and conditions of employment (eg to their place of work, their working hours, duties and/or any confidentiality provisions). If so, if your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member is an An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. or A person hired to work on an as required basis, sometimes known as a seasonal worker., you must confirm those changes in writing as soon as possible (and at the latest within one month of the change); see Reasons to change a staff contract for more information.
You may want to consider initially permitting a hybrid working request on a trial basis to find out how it works in practice for both your business and your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member, rather than following any strict process to change the terms and conditions of their employment. Any trial agreement reached between you and your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member should be documented in writing for clarity, and should set out what your review process will be, including what criteria you will judge the arrangement on. Bear in mind that if your An individual hired personally to work under a contract of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. has made a formal A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. request and you want to trial the arrangement first, you will need to agree with them an extension of the three month decision-making period; see Q&A 29 for more information.
If you have Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. in hybrid working arrangements (either temporarily or permanently), you will need to consider the same issues as you do when Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are working from home (see Q&A 39). These include:
whether you will provide equipment (see Q&A 40);
whether your insurance covers them (see Q&A 42);
addressing the necessary The area of law which deals with the way in which data can be handled. issues (see Q&A 43 and following) and having procedures in place to protect your confidential information (see Q&A 48) and cyber Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. (see Q&A 49);
addressing the necessary health and safety issues (see Q&A 63 and following); and
considering how you will manage your hybrid Staff members who have an obligation to do their work personally for someone who is not their client or customer. (see Q&A 64).
In addition, you will need to consider whether you will leave it open to your hybrid A staff member who has an obligation to do their work personally for someone who is not their client or customer. to determine their split between working from home and coming into the workplace, or whether you will specify what days and/or hours they are required to be in the workplace and/or where they are permitted to work when working remotely (eg must they work from home or will you permit them to work from a coworking space). You will also need to consider whether your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member requires a designated space at your work premises for the days/times they will be working there.
Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that you consider implementing a hybrid working policy. Although this is not a legal requirement, it is good practice as it will provide clarity and transparency to your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. on these matters, and ensure that you deal with requests for hybrid working consistently. If you implement a hybrid working policy, ensure that it works alongside your other relevant HR policies and procedures (eg in relation to A working arrangement which is different to the normal working pattern. For example, it might involve working fewer or different hours, or working from home on certain days. , IT Also known as a debenture, charge or mortgage, security over an asset or assets (such as cash, debts, real estate or equipment) is given by a borrower (and sometimes a third party such as a shareholder of the borrower) to a lender in case the borrower fails to make a payment due. Security is also used to refer to a personal guarantee of a borrower's payment obligations to a lender, typically given again by a shareholder and sometimes secured over the shareholder's personal assets. In the event of a borrower's failure to make a payment due to a lender, the lender will have the right to sell any asset secured or call in the guarantee. and/or performance management). You should keep your hybrid working policy under regular review to make sure it continues to work for your business and your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.. For a template hybrid working policy that you can customise to your business, see Hybrid working policy.
You have a duty to ensure (as far as is reasonably possible) the health and safety of all of your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. while they are at work, whether they are working remotely or in your workplace. While most home working undertaken by your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. is likely to be low risk from a health and safety perspective, your legal obligations towards Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. in hybrid working arrangements include:
carrying out a The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. for both your workplace and their time working remotely, including eliminating or reducing hazards where possible (see Q&A 52 and following for guidance about The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. for remote Staff members who have an obligation to do their work personally for someone who is not their client or customer. and Risk assessments for business premises for guidance about The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. for your workplace);
requiring your homeworkers to carry out workstation assessments (see Q&A 55 for guidance for remote Staff members who have an obligation to do their work personally for someone who is not their client or customer. and Risk assessments for business premises for guidance about workstation assessments for Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. in your workplace);
ensuring the safety of equipment that you provide (see Q&A 57 and following for guidance for remote Staff members who have an obligation to do their work personally for someone who is not their client or customer. and Risk assessments for business premises for guidance about equipment safety for Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. in your workplace); and
providing appropriate training (see Q&A 58 for guidance for remote Staff members who have an obligation to do their work personally for someone who is not their client or customer. and Health and safety training for staff for guidance about training for Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. in your workplace).
Our Hybrid working policy provides that Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members in hybrid working arrangements must refer to the business's health and safety policy, and take The degree of caution that an ordinary person would use in the circumstances. of their own health and safety while working remotely. It also requires Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. members to undertake health and safety The process of looking at what hazards may be present when doing a certain activity, or in a certain area, and the steps which can be taken to eliminate or reduce those dangers. of their remote working set-up, and provides that the business may refuse a request to work remotely if health and safety concerns are not addressed.
When you are introducing a new hybrid working arrangement, it is important that both you and your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member know what is expected of them when they are working remotely. From the hybrid A staff member who has an obligation to do their work personally for someone who is not their client or customer. 's perspective there is a risk that they may feel isolated and alienated from your business. It is important for you to find the right balance, and you should consider taking the following steps to help you to address these issues when managing remote Staff members who have an obligation to do their work personally for someone who is not their client or customer. ;
Developing proper communication
Effective communication will enable both you and your hybrid A staff member who has an obligation to do their work personally for someone who is not their client or customer. to understand what is required of them, what your expectations are and how you see the relationship working. It is important that you develop a means of communicating that works both for you and your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member, bearing in mind that a hybrid A staff member who has an obligation to do their work personally for someone who is not their client or customer. may need to make additional efforts to keep their colleagues and managers updated about their work, but that too much contact may be stressful for your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer.. You should agree this with your hybrid A staff member who has an obligation to do their work personally for someone who is not their client or customer. when the arrangement is approved and review your arrangements regularly to ensure that they are working for both you and your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member.
Establishing effective performance management strategies
Managing staff performance provides general guidance about managing the performance of your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., including a template Personal Development Review Form, but you should consider whether your standard practices are suitable for hybrid Staff members who have an obligation to do their work personally for someone who is not their client or customer. . Whatever your approach, your performance management of all Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. should be consistent, and if hybrid working is new for your business, Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that you consult with your Individuals hired personally to work under contracts of employment, usually in exchange for payment. Employees are normally fully integrated into the business and the employer exercises a large degree of control over their work. and their representatives about how the performance of hybrid Staff members who have an obligation to do their work personally for someone who is not their client or customer. will be managed.
Providing training and development opportunities
You may also need to consider how you will provide development training and opportunities to a hybrid A staff member who has an obligation to do their work personally for someone who is not their client or customer. to ensure that they are not disadvantaged in any way as compared to your other Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. (eg ensure that they are considered for promotions in the same way as your other Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. are). You may need to consider introducing specific training not only for hybrid Staff members who have an obligation to do their work personally for someone who is not their client or customer. , but also for their line managers (eg on appropriate communication, team building and management, and dealing with hybrid working requests).
Remind your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. about the importance of taking breaks
You should agree with your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member in advance the hours that they will be working (and make any necessary changes to their terms and conditions of employment; see Q&A 61), but you must bear in mind the restrictions on working time when managing your hybrid working Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. member, ensuring that they do not work excessive hours and that they take suitable breaks. Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. recommends that A people or businesses hiring one or more staff members. support their Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. to manage their time effectively as this can help to reduce stress and anxiety. See Rules about working hours for further guidance about your legal obligations towards Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. in relation to the hours that they work.
You should ensure that you deal with hybrid Staff members who have an obligation to do their work personally for someone who is not their client or customer. in a consistent fashion, and Advisory, Conciliation and Arbitration Service. A free service providing information and advice on workplace relations and employment law to both employers and employees. advises implementing a hybrid working policy for this purpose, setting out how you will manage Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. and your mutual responsibilities to each other. You can use our Hybrid working policy either on its own or as part of your A staff handbook is a manual provided to employees by an employer which usually contains information about company policies and procedures.. Even if you do not have a specific policy, any arrangements made should be agreed in writing with your hybrid A staff member who has an obligation to do their work personally for someone who is not their client or customer. to ensure clarity.
If you are considering monitoring your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. (eg by monitoring their online activity or emails), you must consider the The area of law which deals with the way in which data can be handled. implications first. See Data protection issues when monitoring staff for detailed guidance.