Policy—hybrid working

The following Employment precedent provides comprehensive and up to date legal information covering:

  • Policy—hybrid working

Policy—hybrid working

    1. 1

      Introduction

      1. 1.1

        Having experienced the advantages and disadvantages of homeworking during the coronavirus (COVID-19) pandemic, and canvassed the views of staff and people managers through surveys and consultation, the Company [has decided to trial OR is pleased to introduce] hybrid working in accordance with this policy. [This trial is designed to assess whether hybrid working arrangements will OR Our hybrid working arrangements are designed to] provide staff with a better work/life balance, enhance productivity and performance, and help us to put our ‘physical’ time in the workplace to better use.

      1. 1.2

        For the purposes of this policy, ‘hybrid working’ means working part of your working hours on-site in the workplace and part of your working hours from home or another suitable remote location in the UK as agreed with your manager. Hybrid working is also known as agile working, blended working or split working. Hybrid working is not the same as homeworking, where the employee works all (or almost all) of their working hours from home or another suitable remote location.[ For details of our policy on homeworking, see our [Homeworking policy].]

      1. 1.3

        This policy does not envisage remote working from outside the UK, as this would involve significant additional legal and practical issues, affecting both you and the Company.[ If you wish to explore the possibility of working from a location outside the UK,

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