Hybrid working

This subtopic contains materials and commentary on, and analysis of, the employment issues that may arise in relation to hybrid working, sometimes known as agile working, where staff attend the workplace for part of their working time and work from home or elsewhere remotely for part of their working time. Hybrid working can be distinguished from pure homeworking, where the worker works entirely from home, although some employers have had partial homeworking arrangements in place for some time.

The concept of hybrid working emerged from the coronavirus (COVID-19) pandemic, during which many employees have been working entirely, or primarily, from home, and it is envisaged that employees will continue to work for part of the time at home, while returning to their workplaces for the remainder.

Hybrid working

Practice Note: Hybrid working examines the legal and practical issues for an employer to consider in relation to hybrid working. The Practice Note considers:

  1. the background to the emergence of hybrid working as a concept

  2. issues for the employer to consider when deciding its hybrid working strategy, and

  3. practical steps for the employer to take to implement hybrid working

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Latest Employment News

Employment weekly highlights—23 October 2025

This edition of Employment weekly highlights includes: (1) a revised draft regulation amending the list of bodies to which permitted disclosures can be made under section 17 of the Victims and Prisoners Act 2024, (2) a further draft regulation replacing VPA 2024, s 17 in its entirety, to allow a victim of criminal conduct (or a person who reasonably believes they are a victim) to make a disclosure to anyone (including family, friends, employers and journalists), for any purpose, (3) EAT decisions highlighting the need for clarity when a disciplinary process is initiated during notice period and providing a reminder that a debarred respondent should generally be able to participate in a remedy hearing, (4) news that the DBT has ‘named and shamed’ 491 companies for failing to pay the national minimum wage, (5) a joint submission by the Trans Advocacy and Complaints Collective and the Trans Exile Network to the Council of Europe’s Directorate General of Human Rights and Rule of Law, asking it to reopen enforcement of ECHR judgments in Goodwin v UK and Grant v UK, (6) a letter from the EHRC to the Minister for Women and Equalities, urging her to approve the updated Code of Practice for services etc without further delay, (7) a letter from the Council of Europe’s Commissioner for Human Rights, Michael O’Flaherty, to the Chairs of the Joint Committee on Human Rights and of the Women and Equalities Committee outlining concerns about the current climate for trans people in the UK, (8) a planned employment tribunal outage on 11 November 2025, (9) a new playbook for a pro-client, company-to-company consultancy agreement, (10) dates for your diary, and (11) other news items of interest to employment practitioners.

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