As an employer, you should make sure hybrid working works well for both your staff and the organisation.
Your policies and procedures should cover most issues, and you should continue to review them with your employees and their representatives.
You have responsibility for your staff wherever they are working. Whether employees are in the workplace or working remotely, you'll need to consider:
- health, safety and wellbeing – including reasonable adjustments
- performance management
- training and development
Health, safety and wellbeing
When employees are hybrid working you're responsible for their health, safety and wellbeing both when they are in the workplace and when they work remotely. Your employees also have responsibilities.
Find out more about:
- health, safety and wellbeing when working from home
- working safely during coronavirus (COVID-19)
- employer's responsibilities on the Health and Safety Executive website
Supporting mental health
During the coronavirus (COVID-19) pandemic more people may be struggling with their mental health. It's important to think about how to support your employees' mental health and wellbeing and talk to them about any problems they might be having.
Find out more about:
When you're preparing to introduce hybrid working, you could reduce any stress by helping an employee:
- know what is expected when hybrid working
- feel trusted and supported
- agree regular contact
- avoid feeling left out and lonely
- know how to report IT issues
- know how to get help with their mental health
You're responsible for managing the performance of your employees when they are in the workplace and when they are working remotely.
You should consult your employees and their representatives about how performance will be managed while hybrid working. Discuss:
- managing working from home
- if there's a need to monitor employees
- what could be monitored and how it could be monitored
- data protection law
- how to be consistent with monitoring someone in the workplace and remotely
If monitoring is too much or does not respect your employees' privacy, it might damage trust, cause stress and reduce productivity. In some circumstances, it could also breach their legal and human rights.
Training for hybrid working
You should think about introducing training specifically for hybrid working, as well as making sure all staff have access to their usual training and development.
Training is important not just for hybrid working staff. Consider how training could help their line managers adapt.
Training could include:
- communication skills
- digital skills
- making decisions about hybrid working
- managing staff remotely
- managing work-life balance
- promoting equality
- team building