Hybrid Working

Working from home

WFH when the pandemic hit was a huge change for many organisations. Our working patterns haven’t changed for generations, some people and businesses embraced it, others have struggled.   Some businesses or job applicants now see it as the expected norm for any new role.  Now we are being encouraged to return to ‘normal’ and back to the office, what does this actually look like in reality for businesses? 

You may have workers who want to continue to work from home, at least some of the time, providing opportunities for businesses to establish new ways of working.  You may have some staff who can’t wait to get back to the office. 

There is a lot of talk about ‘hybrid working’ but what does it mean?

Simply it means employees spend part of the week in the office and are at home for the remainder. It is not a new concept for some businesses, but the pandemic has made more businesses consider it.  For some roles or business, it may not have been done before but staff have successfully worked from home for the last 18 months and they may want to continue this way of working moving forward. 

Do I need to do anything to introduce hybrid working on a more permanent basis?

It is advisable to consider firstly what posts can be carried out both remotely and in the office.  You also need to consider who may or may not want to work from home, any concerns and how best to handle them.  Staff Welfare is particularly important and whilst it has been seen as a positive step to encourage this way of working, it is not for everyone.  

If you bottom this out it will help you ensure that decisions made are fair and follow the law on discrimination. It is important you discuss and agree any hybrid working plans with individual employees, think ‘fairness, inclusion and flexibility’. 

Does it need to be formal?

Think about how you want to structure the way of working, it can be dealt with informally without a contractual change if it works for you and your employee.  You may wish to have a more structured approach; it really is about what works best for your business. 

If an employee submits a formal request for hybrid working through a flexible working policy and you accept it, then this will become a formal change to terms and conditions of employment.  

Do I need a hybrid working policy?

To make things easier you can update your existing flexible working policy. If you have identified which posts can be carried out via hybrid working this can be included in the policy.  

Can we just go back to the way things were?

Hybrid working has increased flexibility in the workplace and has helped employee consider their work-life balance. This could be a crucial factor in maintaining morale and staff retention within your business, especially if employees are still anxious about a full-time return to the workplace.  It can also help your ability to attract, retain and engage the people you need.