Considering hybrid working for your organisation

Considering roles for hybrid working

You should consider where, when and how work could be done. Think about how employment contracts might be affected and consult with your employees and their representatives.

You could have different arrangements depending on the role and the needs of your employees.

For example, you might need some roles based full-time in the workplace. Some might work 3 days in the workplace, 2 days remotely. Others might work from home most of the time, coming into the workplace only occasionally.

Where work could be doneĀ 

You should think about whether work could be done remotely or if it needs to be done in the workplace. For example:

  • whether technology could help
  • how teams could communicate
  • if there are any concerns about health and safety, and how to address them
  • why a task needs to be carried out in the workplace

When work could be done

You should think about how important it is for work to be done at a specific time. For example:

  • if there are core times that employees need to work together
  • how often should teams meet in person
  • if a client or stakeholder expects meetings or work to be done at specific times
  • how you manage the maximum number of hours an employee can work
  • how you encourage employees to take rest breaks

How work could be done

You should think about things such as:

  • data privacy and cybersecurity
  • how to introduce new employees to the organisation
  • how to do risk assessments
  • how staff communicate and work together
  • whether an employee might have a personal space in the workplace or need to share
  • who could provide equipment and how to check it's appropriate, including how to do workstation assessments

You should also think about how you will support and manage staff, including:

  • health, safety and wellbeing
  • performance management
  • training for hybrid working
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