Working from Home - Teleworking
In this guide we are addressing matters about work performed in the employee’s usual place of residence rather than work being done remote at job sites or customer premises away from the business’s usual place of work. We also draw a distinction between working from home – teleworking and “homeworking”. “Homeworking” is often associated with piece-work arrangements involving light manufacturing or assembly work. Working from home or teleworking is often more aligned with administrative functions, sales and marketing or advisory or professional services. Having made that distinction many of the principles are the same.
It is important for both parties, the Employer and the Employee, to remember that the employment relationship does not change and the rights and obligations of both parties remain in place. Foremost of these responsibilities are those relating to health and safety. The nature of the relationship also relies on a high level of trust to make it successful and good communication between the parties is paramount.
Working from home – teleworking, is one aspect of flexible working arrangements. Other flexible working arrangements include “flexi-time”, part time work, condensed hours, job sharing and the like. Please note that an employee can request an employer to consider flexible work arrangements for a variety of reasons including a return from parental/maternity leave arrangements. The Employment Relations Act 2000 and the Parental Leave and Employment Protection Act 1987 place obligations on the employer to consider requests for flexible work arrangements in good faith and to engage with the employee in a timely manner.
This pack provides the Employer with a host of material to support and develop certainty and control around this type or arrangement. Templates and forms provided include; Company policy, staff application form, employer responses, consideration checklists, Agreement variation.
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