Read more about hybrid working and our expert analysis of how to approach this new way of working where flexibility is commonplace for many businesses. The insights from this blog series come from our latest Hybrid Working whitepaper, in which you can find more in-depth information and useful advice regarding hybrid working. You can download it for free by clicking the button below.

In this third blog, you’ll learn more about some of the considerations to make when hybrid working.”

Who is responsible for the health and safety of employees who work from home?

You are. All the normal health and safety legislation (including the Health and Safety at Work Act 1974, the Display Screen Equipment Regulations, and the Provision and Use of Work Equipment Regulations) continue to apply, and you have the usual duty of care to your home-based employees. The UK’s workplace health and safety regulator, the Health and Safety Executive, has updated its homeworking guidance to take account of future home working arrangements.

Do I need to carry out a risk assessment for those working from home?

At the very least, you ought to undertake a basic homeworking risk assessment and consider whether there are any risks which arise from the type of work which is being undertaken from home, whether it can be done safely and whether any measures ought to be put in place to protect employees from any
risks identified.

Do you need health and safety inspections?

You need to be able to show that you have discharged your duty of care. If possible, it is good practice to get your health and safety officer (or a manager trained in health and safety) to make an initial inspection, and at regular intervals thereafter to get your home-based employees to complete self-assessment forms which are reviewed by your health and safety officer, or by a manager trained in health and safety.

How do we ensure that employees who work from home do not work in excess
of 48 hours a week?

With difficulty. It is your responsibility to ensure that they do not breach the Working Time Regulations, and a recent case at the European Court of Justice has emphasised that this is a positive rather than a negative duty – i.e you must ensure that your employees take rest breaks, and not just that they can if they want to.

You should at the least get them to do timesheets, which are checked, and look out for obvious signs of an inability to switch off (such as emails sent out in the middle of the night). Alternatively, you may wish to agree with the employee that the 48-hour limit does not apply (although you may then have to keep more extensive records of working time and ensure that no employee exceeds 65 hours a week).

Learn more about hybrid working

There are a lot more relevant questions when it comes to hybrid working. Download our free whitepaper to discover what other considerations to make concerning hybrid working. In the upcoming blogs of this series, you’ll learn more about the following:

  • How to change a contractual form;
  • Hybrid working policy;
  • How to manage hybrid working;
  • Legal risks.

Read our full Hybrid Working whitepaper, download it for free!

Speak with an expert

Do you want to know how to approach hybrid working and achieve your business goals and dreams? Xeinadin Group is always happy to help you. Get in touch!

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