How do I implement a homeworking policy?

Following the Coronavirus pandemic and as organisations look to protect their staff long term and offer a flexible work environment, many businesses are looking to make home working a permanent part of their business.

An effective home working policy will protect employers and set out what is expected of staff.

What is considered as home working?

Homeworking is a term covering a variety of agreements. Homeworking can refer to employees that work almost entirely at home apart from carrying out regular or occasional duties/meetings at the office or with customers; employees who split their time between working at home a few days a week; and employees that only work from home only occasionally.

Homeworking is a type of flexible working where the employer allows the employee to work from home during specific hours, or in certain circumstances.

Why allow employees to work from home?

Homeworking works best where the needs of the employer and the employee balance out.

Businesses can benefit from their staff working from home

  • Reduced overheads: Lower rent, business rates and utility bills when office space is decreased after staff move out to work from home.
  • Increased productivity: Output from employees working from home can improve because of fewer interruptions than in the office.
  • Wider choice when hiring: You will be able to recruit from a larger pool of talent because where potential employees currently live may be less of a factor in whether they apply
  • Environmental benefits: Cutting down on the number of employees that commute can have significant impact on the environment.

How do I manage homeworking?

Homeworking should be managed through a comprehensive agreement so both employer and employee are clear about what is acceptable and expected.

A homeworking policy should outline the criteria for assessing whether or not a homeworking arrangement will be practical, effective and meet business needs. It should also include how homeworkers will be managed.

Larger organisations are more likely to need a more extensive homeworking policy than small businesses. Small firms may agree individual homeworking arrangements in writing, but it is best practice to have a policy that covers the key points to ensure consistency in the business.

If you’re rolling out a new policy, the details should be determined through talks with employer and employees/employee representatives (where they exist), as you would with any other amendments to policies.

Protect your business

Introducing new or amending current policies can result in push-back from employees. The process needs to be managed and implemented cautiously and effectively and the policy should be as clear as possible.

Employline from Verisona Law offers protection for businesses when amending policies, including homeworking. The Employline HR solution gives your business access to an online portal where you can view and download standard policies. As part of the package, you’ll also get unlimited access to an employment law solicitor, all for an affordable fixed fee. Ensuring your business has the best possible advice and guidance.

To find out more about Employline or homeworking policies, please don’t hesitate to get in contact with our employment law team on 02392 98 1000 or email connect@verisonalaw.com.

 


Here are the types of cases we handle:

  • Contracts of Employment
  • Employer Staff Handbooks
  • Redundancy Process
  • Breach of Contract
  • Breach of Restrictive Covenants
  • Tribunal Claims
  • Settlement Agreements
  • Consultancy Agreements

Sports and Football Law

  • Contracts of Employment
  • Service Agreements
  • Contractual Issues
  • Executive Departures

"Over the years, I have developed a great trust in my working relationship with Mike Dyer, Head of Commercial Law at Verisona. One of the things I value most is that he is always at the end of a phone. On the rare occasions he is unavailable, his secretary is always well informed and very helpful. Through Mike, I have met many other members of Verisona and, just like in the recruitment industry, they understand the importance of being treated like an individual. They make me feel valued and important to both them and their business. At Verisona, you always deal with real people who you know and are in a position to help. Most importantly, Verisona delivers. We recently had an urgent situation regarding the restrictive covenants of new members of staff. Employment specialist Susan Ball came in on a day off to listen to us, dissect and analyse the situation, and translate what we wanted to achieve into the best possible legal language and solution. This is just one example of the calm, efficient professionalism I have come to value from Verisona over the years. Verisona has a refreshing approach to the law. They are there when we need them, always easy to talk to, go out of their way to make sure that we understand what they are doing for us and why, and always get the best results".

Stuart Cox

Legally enforcing the tribunal award

To enforce the Tribunal award we applied to the Defendant’s local County Court for it to be registered and for permission to enforce the award.  

The Court granted the application and on the Register of Judgments, Orders and Fines.  As a result the Tribunal award would appear as a County Court Judgment which would likely affect the Defendant’s credit rating. 

Time limits for enforcing Tribunal awards

It is worth noting that there is no time restriction for registering or enforcing a Tribunal award. You can enforce one even if it is several years old.  In addition, it is usually possible to claim interest on the amount until you receive payment.

A commercial business

"Thanks for all your help on this - you've been so helpful to me in guiding and explaining everything, so just to say thank you for obviously helping represent my case but also allowing me to understand the process and giving me greater awareness of what I need to be mindful of when signing future contracts".

Former employee of professional football club

Sue was easy to deal with and offered all options available. Jane was in contact beforehand to tell me what information was needed and Sue was prepared for our meeting. I cannot praise Sue and Jane enough and would have absolutely no hesitation in reommending Sue and her team.

Mr B


Make an
enquiry