Creating a hybrid working policy
Before you decide to introduce hybrid working, you should consider how it might work for your organisation.

If you want to introduce hybrid working, you should:

Once hybrid working is in place, you should regularly review your policies and check if they can be improved.

What a hybrid working policy is

A hybrid working policy is a document that:

  • outlines how things work
  • sets limits, whilst still allowing flexibility

This allows line managers and employees to discuss and agree specific arrangements.

For example, an employer's hybrid working policy says that employees can usually work remotely up to 3 days per week. Sal wants to work from home 4 days a week. They discuss it with their line manager who explains the policy. Sal's line manager agrees they can work from home every Monday, Tuesday and Wednesday. They agree to review how it works.

Outlining how things work

You should explain how someone can request hybrid working, and how you will respond.

You should include in your policy how to introduce, set up and support an employee for hybrid working. For example:

  • who will provide equipment, how it will be set up and how cybersecurity will be maintained
  • safe working measures including risk assessment of the home
  • what support is available and how can it be accessed remotely (for example, trade union support where appropriate)
  • insurance requirements (for the employer and employee)

The policy should also outline how you will support and manage staff, including:

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

Find out more about supporting and managing staff in hybrid working

Setting limits

A policy should say:

For example, an employer's policy says staff can work remotely. It allows flexibility to work from home or from a coworking space agreed with the employer. It prohibits employees from working in public places, for security reasons.

Reviewing a policy

You should regularly review your policies and consult your employees and their representatives. Discuss how things are going and if any changes could be made.

You might need to review things because of changes in:

  • rules around the coronavirus (COVID-19) pandemic
  • the needs of the role
  • a particular piece of work
  • the needs of the organisation.
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