Staff flexible working and working from home
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. is any arrangement that is different to your usual pattern, such as working from home or reduced hours. Some Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. have a legal right 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, which you are not obliged to accept but you must deal with reasonably. This section will help you to understand how to deal 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. requests, including what factors to consider when deciding whether to agree it, and how to manage 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 including working from home.
Flexible working requests
- 1.What are the proposed reforms to flexible working under the Employment Rights Bill?
- 2.What is flexible working?
- 3.What is part-time working?
- 4.What is flexitime?
- 5.What are annualised hours?
- 6.What is job sharing?
- 7.What are compressed hours?
- 8.Who has the right to request flexible working?
- 9.Is my agency worker entitled to ask for flexible working?
- 10.What is a formal flexible working request?
- 11.Do I need to tell my staff how to make a formal flexible working request?
- 12.What information does a formal flexible working request need to contain?
- 13.How do I deal with a flexible working request that doesn't meet the formal legal requirements?
- 14.How should I deal with flexible working requests that are made informally or by ineligible staff?
- 15.How quickly do I have to deal with a formal flexible working request?
- 16.Do I have to agree to a formal flexible working request?
- 17.What process should I follow after I receive a formal flexible working request?
- 18.Should I have a meeting with my employee to discuss their flexible working request?
- 19.How do I decide whether to approve or deny a formal request for flexible working?
- 20.Can I refuse a flexible working request if it will mean additional costs for my business?
- 21.Can I refuse a flexible working request if it will have a detrimental impact on my clients or customers?
- 22.Can I refuse a flexible working request if it will be difficult for me to re-organise work among my other staff?
- 23.Can I refuse a flexible working request if I cannot recruit someone to cover for my staff member?
- 24.Can I refuse a flexible working request if accepting it would affect the quality of my goods or services?
- 25.Can I refuse a flexible working request if accepting it would affect the performance of my employee or their team?
- 26.Can I refuse a flexible working request if there is insufficient work during the proposed periods of work?
- 27.Can I refuse a flexible working request if I am planning to re-structure my business?
- 28.What do I need to do when I accept a request for flexible working?
- 29.Can I request a trial period in response to a request for flexible working?
- 30.How do I reject a formal flexible working request?
- 31.Does an employee have a right to appeal my decision about flexible working?
- 32.How do I run an appeal process in relation to a flexible working decision?
- 33.How do I deal with competing requests for flexible working?
- 34.How do I deal with a flexible working request from an employee with childcare responsibilities?
- 35.How do I deal with a flexible working request from a staff member who is disabled?
- 36.What are the risks if I don't deal with a formal flexible working application according to the legal rules?
Managing flexible working arrangements
Staff working from home
- 39.What arrangements do I need to make if I have staff who work from home?
- 40.Am I responsible for providing equipment for staff who work from home?
- 41.Can I ask my staff to purchase their own equipment and reimburse them?
- 42.Do I need insurance cover for staff who work from home?
- 43.What data protection obligations do I need to consider if I have staff who work from home?
- 44.Do I need to prepare a Data Protection Impact Assessment (DPIA) when staff start working from home?
- 45.What should staff do if they receive a data subject request while working from home?
- 46.What should staff do if there is a personal data breach while they are working from home?
- 47.What records do I need to keep for data protection purposes if staff are working from home?
- 48.How can I make sure that staff working from home keep business information and personal data confidential and secure?
- 49.What cyber security measures should I put in place whilst my staff are working from home?
- 50.What are my health and safety obligations towards staff who work from home?
- 51.Do I have to carry out a risk assessment for staff who work from home?
- 52.How do I perform a risk assessment for staff who work from home?
- 53.What kinds of hazards should I look for when carrying out a risk assessment for staff who work from home?
- 54.How can I protect the mental health of homeworkers?
- 55.Should I require homeworkers to conduct workstation assessments?
- 56.Do I have to provide homeworkers with new equipment for health and safety reasons?
- 57.Do I have to make sure the equipment homeworkers are using is safe?
- 58.Should I give health and safety training to homeworkers?
- 59.How do I manage homeworkers?
Personal Development Review Form
A personal development review form can be used as part of a formal appraisal or performance review to assess and record your employee’s performance. It allows you to assess how well they have performed against their objectives, discuss any issues and set further objectives and a personal development plan. It might also be called a performance review form, a performance and development review form or a performance appraisal form. You can provide this template to your employee in advance of their appraisal meeting and ask them to complete relevant sections of the form. This will help you to assess how well they have met their objectives, discuss any issues and establish their development needs for the future.
£10 + VAT
Data protection impact assessment policy
A data protection impact assessment policy is an internal document setting out how and when your business will assess the data protection risks of its activities. It’s important to have proper policies and procedures in place when you’re handling personal data and carrying out a data protection impact assessment is sometimes mandatory under Article 35 UK GDPR. A data protection impact assessment might also be referred to as a privacy impact assessment, a DPIA or a GDPR risk assessment. This template DPIA policy will help you to comply with your data protection obligations by setting out when and how your staff should consider carrying out data impact assessments. It also includes a template DPIA form, which has been produced by the Information Commissioner’s Office (ICO). This provides an example of how you can assess, record and seek to reduce the privacy risks associated with your projects. Where applicable, it also includes a template DPIA form for use by online services which are directed at, or are likely to be used by, children, which has been produced by the ICO. This will help relevant online services to comply with their obligations under the ICO's Age Appropriate Design Code. You can also purchase this policy as part of the Data protection policy toolkit .
£25 + VAT
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