Treat staff fairly and equally. Do not disadvantage anyone who is working from home or hybrid working.
Wherever an employee is working, you should give them access to the same:
- support – including access to their representatives (for example, a recognised trade union)
- opportunities – for training, development and promotion
Do not give people better or worse jobs depending on where they work.
Line managers should communicate regularly with everyone they manage. An employee should not miss out on anything because of where they work.
Discrimination and the law
You must not discriminate against anyone when you're making decisions about home and hybrid working.
Discrimination means treating someone 'less favourably' than someone else because of these 'protected characteristics':
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- religion or belief
- sexual orientation
You must not implement a policy or rule that's the same for everyone but has a worse effect on someone because of a protected characteristic.
This is unless there's 'objective justification'. This is when an employer can prove a legitimate need for less favourable treatment.
If an employee is disabled, you must make reasonable adjustments when they are in the workplace and working remotely.
It's important to understand what the law says about discrimination, so you know your responsibilities. Find out more about: