Policies for home and hybrid working

Treating staff fairly in home and hybrid working

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.

For example, schedule meetings or use technology to make sure everyone can take part in conversations and activities.

Discrimination and the law

You must not disadvantage an employee because of a 'protected characteristic' – for example, if they are older or disabled.

For example, an employer accepts a hybrid working request from a male employee who has children. The employer refuses a similar request from a female employee because they think she'll be distracted by her children. This is 'direct discrimination'.

You must not implement a policy or practice which has a disproportionate impact on people with a protected characteristic unless you can prove a good business reason ('objective justification').

For example, an employer does not allow anyone in a particular role to work from home. This disadvantages an employee who is disabled and finds it difficult to travel to the workplace every day. The employer does not have a good business reason for this decision. This is 'indirect discrimination'.

If an employee is disabled, you must make reasonable adjustments when they are in the workplace and working remotely.

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