Hybrid working — splitting time between the office and home — is now the norm for many UK businesses. A clear policy protects both employer and employee, sets expectations, and avoids disputes. Without one, you risk inconsistency, discrimination claims, and health and safety gaps.
What to Include
- Eligibility — which roles are suitable for hybrid working and why some may not be
- Working pattern — minimum office days, core hours, flexibility on scheduling
- Request process — how employees apply for hybrid working (linked to the statutory right to request)
- Equipment and expenses — what the employer provides (monitor, chair, keyboard) and any allowances
- Communication expectations — availability during working hours, response times, meeting attendance
- Data security — GDPR compliance, secure Wi-Fi, handling of confidential documents
- Health and safety — DSE assessments for home workstations, employer's duty of care extends to home working
- Performance — how performance will be measured, avoiding presenteeism bias
- Insurance — employees should check their home insurance; employer's liability insurance still applies
Legal Considerations
- Indirect discrimination — requiring all employees to be in the office 5 days could indirectly discriminate against those with caring responsibilities, disabilities, or religious observances
- Contractual changes — if you're moving from fully remote to mandatory hybrid, this may be a change to terms requiring consultation
- Working time — commuting time on office days isn't working time, but travel between sites may be
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