Work From Home

The right to request flexible working is a statutory right, and flexible working can include part-time working, remote/hybrid working, compressed or annualised hours, flexitime, term-time only working, etc.

Where a statutory flexible working request is approved, it becomes a permanent arrangement (unless the parties expressly agree for it to only be in place for a temporary or trial period) and so it generally involves a permanent change to the employee’s employment contract.

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Remain impartial and compliant

Seeking HR consultancy or outsourcing your company’s HR provisions can ensure that any HR procedures remain impartial and compliant with statutory guidance.

Rest assured that you're doing the right thing.

Enabling a third party, such as Lamont Jones, to handle any HR action can alleviate the pressure and stress of managing things in-house. Plus, with over 30 years’ experience, we’re qualified and well-versed in the sensitivities of handling all HR cases, so you can rest assured that we’re doing the right thing.

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For advice and information about adopting a strategic HR framework, speak to the Lamont Jones team. We offer several HR services for small- and medium-sized businesses and provide bespoke HR processes customised to your wants and needs

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Remote working: an example

An agreed flexible working arrangement may involve an employee having the place of work clause in their employment contract varied so that they work from home for a number of set days per week.

The key point is that the arrangement gives both the employer and the employee contractual certainty this example states for both parties that the new home working location and the number of days worked at that location will be set in stone in the contract. Once this is done then they cannot be changed without the consent of both parties.

How this differs...

This is different to a non-contractual hybrid working arrangement which has been put in place outside the statutory flexible working rules.

This sort of arrangement normally involves the employer permitting the employee to work some days from home on a discretionary basis, provided they work a minimum number of days in the office, often with some flexibility around the relevant home/office days. 

Contractual vs informal

Importantly, in many cases, there will have been no change to the employee’s place of work clause in their employment contract (it remains their usual workplace) because the hybrid working policy isn’t a contractual one; rather it’s an informal, discretionary one. 

Even though this may give both the employer and the employee ongoing flexibility on how many and which days are worked from home, it does mean the employer would still have the contractual right to require the employee to return to working permanently in the office in the future.

Are you experiencing tensions & disagreements over remote working?

If you are experiencing some tensions and disagreements over this topic you need to take HR advice.

Please give us a ring or fill in our contact form before taking any action.

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